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Employee Welfare

Welfare means faring or doing well. It is a


comprehensive term, and refers to the physical,
mental, moral and emotional well-being of an
individual. Further, the term welfare is a relative
concept, relative in time and space. It therefore, varies
from time to time, region to region and from country
to country. Employees welfare is a comprehensive
term including various services, benefits and facilities
offered by the employees thought such a generous fringe benefits the employers
makes life worth living for employees the welfare amenities extend in addition to
normal wages & other economic rewards available to employees as per the legal
provision.
The various welfare measures provided by the employees will have
immediate impact on the health, physical & mental efficiency, and alertness,
moral & overall efficiency of the workers & there will be contribution to the
highest productivity.
Welfare measures may also be provided by the government trade unions,
and non-government agencies in addition to the employer. The basics purpose of
welfare facility is to enrich the life of employees and keep them happy and
contended.
OBJECTIVES OF THE WELFARE PROGRAMMES
The important objectives of the welfare are:
1) To boost up employees moral
2) To motivate the employees by identifying and satisfying these unsatisfied
needs.
3) To provide qualitative work environment and work life
4) To provide security to the employees against social risks like old age
benefits and maternity benefits
5) To protect the health of the employees and to provide safety to the
employees against accidents
6) To create a sense of belongingness among employees & to retain them.
Hence, fringe benefits are called golden.

TYPES OF WELFARE FACILITY


Welfare service may broadly be classified into two categories
1) Intramural activities which are provided within the establishment such as
latrines & urinals, crches, rest centers, canteens, uniform, library, medical
aid, subsidized food, shift allowance etc.
2) Extramural activities which are undertaken outside the establishment such
as family planning, child welfare, co-operative stores, credit societies,
vocational guidance, holiday hams, leaves travel facilities, transport to and
from the place of work etc.

INTRAMURAL & EXTRAMURAL WELFARE ACTIVITIES


Intramural

Extramural

Drinking water

Housing

Toilet

Educational Facility

Crches

Maternity benefit

Washing & bathing facility

Transportation

Rest shelter

Sport facility

Uniform & protective clothing

Leave travel

Recreation facility

Vocational training

Canteen

Holiday homes

Subsidies food

Co-operative stores

Medical aid

Fair prices shops, Social insurance

Labour welfare may also be divided into two categories


3) Statutory welfare work comprising the legal provision in various pieces of
labour legislation
4) Voluntary welfare work includes those activities which are undertaken by
employers for their worker voluntarily. Many employers, nowadays, after
the following welfare amenities voluntarily.

BANK OF INDIA

The Bank of India was founded in 7th sep 1969 now, Bank of India ,is
a body corporate constituted under the banking companies act, 1970, which
its head office at star house, plot no C-5,G block, Bandra-Kurla Complex,
Bandra East. Mumbai -400051. The bank is doing the business of banking
which means the accepting of deposits for the purpose of lending or
investment, of deposit of money from the public, repayable on demand or
otherwise, withdrawal by cheque, draft, order or otherwise in addition to
the business of banking bank is also engaged in other forms of business as
contemplated under Sec 6(1) of the Banking Regulation Act, 1949. [The
government of India come up with the Banking Companies Act,1949 which
was later changed to Banking Regulation act 1949 as per amending Act of
1965 Reserve Bank of India was vested with extensive power for the
supervision of banking in India as the central banking authority.

The Bank of India has undergone various phases in its growth path
over the last one hundred years the Growth of Bank of India was
phenomenal, especially after nationalization in the year 1969 attaining the
status of a national level player in term of geographical reach.
Today, BOI occupies a premier position in the committee on Indian
banks, emerging as the largest nationalization Bank of India in terms of
aggregates business volume for 2008-09 with an unbroken record of profits
since its inception, BOI continuous its winning performance in a year of
Accolades & Awards.
VISION
To emerge as a best practice bank by pursuing global benchmarks in profitability
operational efficiency, asset quality, risk management & expanding the global
reach.

MISSION
To provide quality banking services with enhance customer orientation, higher
value creation for stakeholder & to continue as a responsive corporate social
citizen by effectively blending commercial with social banking.

BOI provide the following welfare facility to their employees.


1) CANTEEN
A good and well maintained canteen facility is available at the bank premises,
for employees. Also foodstuff are supplied at subsidized prise in canteen.

2) HOUSING RENT ALLOWANCE


BOI is provide cheap & recent house rent allowance facility to their
employees and also bank average for housing loan to employees and
encourage them to construct house.

3) HOLIDAY HOME
BOI established holiday homes at a number of hill station, health resort &
other countries with low charges of accommodation, so as to encourage
employees to use this facility for rest in a salubrious environment.

4) REIMBURSEMENT OF EDUCATIONAL BENEFIT


The scheme is intended to reimburse educational expenses incurred by
employees for educating his/ her children and/or by self for persecuting
higher studies.

5) GOOD WORKING CONDITION


working condition in bank are excellent the environment is neat and clean
everywhere & at, premises gardening is done so that greenery is there the
pleasant environment of bank keeps employees fit & fine.

6) REIMBURSEMENT
CHECK-UP

OF

EXPENSES

TOWARDS

MEDICAL

Employees above 40 year of age are covered under the scheme


reimbursement is permissible toward medical check-up of spouse also.
Reimbursement is permitted once doing the year. An employee claiming for
reimbursement has to submit the bill and a certificate from the doctor stating
that the employee/spouse has/ have undergone total medical- checkup.

BOI provide the following special welfare facility.

This facility is

provide to the top level officers only


1) OFFICIATING ALLOWANCE
6% of BP pm. Provided the period of officiating is not less than 7 days in
a calendar month or a continuous period of 7 days. This allowance will
rank for PF only.
2) DEPUTATION ALLOWANCE
If an officer is deputed to serve as a member of the facility in any
teaching establishment of the bank he shall be eligible to a deputation

allowance at 4% of his BP subject to a maximum of Rs.750/-p.m.


however, if deputed to an outside organization and does not opt for the
scale of that organization then the deputation allowance will be 7.75% of
the basis pay subject to a maximum of Rs 1500p.m.
3) MEDICAL AID
The reimbursement of bed charges, zonal manager has to authorized,
for sanctioning charges for officers for treatment of self, up to Rs.1000/for officer in scale IV & above and up to Rs.750/- for officer up to scale
III and for charges incurred over the aforementioned amount zonal
authority may recommended to H.O. for reimbursement 100%
reimbursement for office who dies in harness. Bed charge on
hospitalization involving admission in ICU/ICCU, scale IV and above
Rs.2000/- per day and up to scale III Rs.1500/- Per day.
4) DEPUTATION TO TRAINING CENTER
Load Trainees:- Rs.75/- per day for Mumbai & Delhi (Noida) Rs.60/per day for the other centers
5) REIMBURSEMENT OF TRAVELING EXPENSES ON MONTH
CONSOLIDATED BASIS.
Eligible officer who own and use a vehicle for banks works have option
to claim reimbursement of traveling expenses either or monetary basis
or in term of consumption of petrol per month. Optioned can be
exercised only once and will not be allowed to be change in type of
vehicle and/ or place of posting. Promote officers during the
probationary period and DRUs during the first year of probation are
not eligible. However, they may be reimbursed actual expenses incurred
by them.

Employee Health and safety


Health and safety at work is an issue affecting all organisations and
implementing an occupational health and safety management system is a
legal requirement in many countries. Additionally, organisations are
increasingly required to report their health and safety performance.
As an employee, you have rights that protect you against health and safety
hazards on the job. You have the right to participate in workplace health
and safety issues and to know about any potential hazards. You also have
the right to refuse work that you believe is dangerous and to stop working
in certain circumstances.
These rights may be guaranteed by provincial laws,
by federal laws or by union contracts. Sometimes an
employee's rights may be guaranteed by both
provincial and federal laws.
In many organizations, health and safety
responsibilities are within the human resources
department. In order to meet these responsibilities,
human resources professionals must:
Understand the health and safety responsibilities
of employers, managers, supervisors and employees
organization;

within

the

Implement personnel management policies to ensure that everyone in the


workplace is aware of his/her responsibilities;
Establish effective ways of meeting health and safety responsibilities; and
Ensure that employees fulfill their health and safety responsibilities as
outlined in the organizational policies and programs.

Health and safety form an integral part of work environment. A


work environment should enhance the well-being of employees and thus
should be accident free.
The terms health, safety and security are closely related to each
other. Health is the general state of well-being. It not only includes physical
well-being, but also emotional and mental well-being. Safety refers to the
act of protecting the physical well-being of an employee. It will include the
risk of accidents caused due to machinery, fire or diseases. Security refers
to protecting facilities and equipments from unauthorized access and
protecting employees while they are on work.
In organizations the responsibility of employee health and
safety falls on the supervisors or HR manager. An HR manager can help in
coordinating safety programs, making employees aware about the health
and safety policy of the company, conduct formal safety training, etc. The
supervisors and departmental heads are responsible for maintaining safe
working conditions.
Responsibilities of managers:
Monitor health and safety of
employees
Coach employees to be safety
conscious
Investigate accidents
Communicate about safety policy
to employees
Responsibilities of supervisors/departmental
heads:

Provide technical training regarding prevention of accidents


Coordinate health and safety programs
Train employees on handling facilities an equipments
Develop safety reporting systems
Maintaining safe working conditions

Health Safety and Environmental Responsibilities


Related to Human Resources Management
Examples of human resources
activities
Compliance with various
regulations regarding
personnel and management
practices
Coordinating health and safety
activities

Managing employee benefits


and compensation
Maintaining employee records

Career development, training,


and organizational
development

Relevance to workplace
health and safety
Health and safety of
employees with special needs.

Supervision of health and


safety personnel, coordination
of health and safety
committee activities
Modified work assignment,
Early Return to Work
policy
Special needs of:
- Pregnant and nursing
employees
- Employees with illness or
injury
- Employees with disabilities
Training needs arising out of
changing work practices,
equipment and relocation

Promoting leadership in
management and supervision

Health, safety and


environmental responsibility
of employees at all levels

Promoting safety culture

Recognizing safe behavior

Employee Health and Safety Records


Employment health & safety records are useful in determining:
Employment history and occupational exposure records;
Injuries and illnesses on the job; and
Workers compensation records.
Many occupational illnesses (cancers) can occur decades
after the employee retires. Employment records help in
assessing the work relatedness of such illnesses.
Records must be maintained with accuracy, relevance,
timeliness, and completeness. Appropriate and
reasonable safeguards must be established to ensure
security and confidentiality of the records. Useful
summary and trend information should be provided to
health and safety committees in order to assist in
making recommendations.
Guidelines for Forming a Health and Safety Committee
Selection of committee members
The employer appoints management members of the committee. In a
unionized workplace, the union selects employee members. If not specified
in the legislation, selection is to be made according to the terms of reference
established by your workplace. The health and safety legislation generally
states that a health and safety committee must:
Consist of at least one-half worker (employee) representatives who have
been elected or selected by the employees or their union;
Meet regularly - consult your legislation about the frequency of meetings.
Some jurisdictions require committee meetings at least once every three
months while others require monthly meetings;
Two co-chairpersons- a management chairperson and an employee
chairperson. In practice, most Health and Safety Committees have equal
numbers of management and worker members.

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Industrial relations
The
relationship
between
Employer and employee or trade unions is
Industry
called Industrial Relation. Harmonious
relationship is necessary for both employers
and employees to safeguard the interests of
the both the parties of the production. In
order to maintain good relationship with
the employees, the main functions of every
organization should avoid any dispute with
them or settle it as early as possible so as to
ensure industrial peace and higher
productivity. Personnel management is mainly concerned with the human
relation in industry because the main theme of personnel management is to
get the work done by the human power and it fails in its objectives if good
industrial relation is maintained. In other words good Industrial Relation
means industrial peace which is necessary for better and higher
productions.
Industrial relations are a multidisciplinary field that studies the
employment relationship. Industrial relations is increasingly being called
employment relations or employee relations because of the importance of
non-industrial employment relationships; this move is sometimes seen as
further broadening of the human resource management trend. Indeed,
some authors now define human resource management as synonymous
with employee relations. Other authors see employee relations as dealing
only with non-unionized workers, whereas labor relations are seen as
dealing with unionized workers. Industrial relations studies examine
various employment situations, not just ones with a unionized workforce.
However, according to Bruce E. Kaufman "To a large degree, most scholars
regard trade unionism, collective bargaining and labor-management
relations, and the national labor policy and labor law within which they are
embedded, as the core subjects of the field."

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Objectives of Industrial Relation


A. To safeguard the interest of labor and management by securing the
highest level of mutual understanding and good-will among all those
sections in the industry which participate in the process of production.
B. To avoid industrial conflict or strife and develop harmonious relations,
which are an essential factor in the productivity of workers and the
industrial progress of a country.
C. To raise productivity to a higher level in an era of full employment by
lessening the tendency to high turnover and frequency absenteeism.
D. To establish and nurse the growth of an Industrial Democracy based on
labor partnership in the sharing of profits and of managerial decisions, so
that ban individuals personality may grow its full stature for the benefit of
the industry and of the country as well.
E. To eliminate, as far as is possible and practicable, strikes, lockouts and
gheraos by providing reasonable wages, improved living and working
conditions, said fringe benefits.
F. To establish government control of such plants and units as are running
at a loss or in which productions has to be regulated in the public interest.
G. Improvements in the economic conditions of workers in the existing
state of industrial managements and political government.
H. Control exercised by the state over industrial undertaking with a view
to regulating production and promoting harmonious industrial relations.
I. Socializations or rationalization of industries by making the state itself a
major employer
J. Vesting of a proprietary interest of the workers in the industries in which
they are employed.

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The main aspects


Relations are:-

of

Industrial

i. Labor Relations, i.e. relations between union


and management.
ii. Employer-employees relations, i.e. relations
between management and employees.
iii. Group relations, i.e. relations between various
groups of workmen.
iv. Community or Public relations, i.e. relations
between industry and society.
v. Promotions and development of healthy labor-managements relations.
vi. Maintenance of industrial peace and avoidance of industrial strife
vii. Development of true industrial Democracy.

Effects of poor Industrial Relations


Poor Industrial Relation produces highly disquieting effects on the
economic life of the country. We may enumerate the ill-effects of poor
Industrial Relations as under:
1. Multiplier effects: Modern industry and for
that
matter
modern
economy
are
interdependent. Hence although the direct loss
caused due to industrial conflict in any one
plant may not be very great, the total loss
caused due to its multipliers effect on the total
economy is always very great.

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2. Fall in normal tempo: poor Industrial Relations adversely affect the


normal tempo of work so that work far below the optimum level. Costs
build up. Absenteeism and labor turnover increase. Plants discipline breaks
down and both the quality and quality of production suffer.
3. Resistance of change: Dynamic industrial situation calls for change more
or less continuously. Methods have to be improved. Economics have to be
introduced. New products have to be designed, produced and put in the
market. Each of these tasks involves a whole chain of changes and this is
resisted bitterly if these are industrial conflict.
4. Frustration and social cost: every man comes to the work place not only
to earn a living. He wants to satisfy his social and egoistic needs also. When
he finds difficulty in satisfying these needs he feels frustrated. Poor
Industrial Relations take a heavy toll in terms of human frustration. They
reduce cordiality and aggravate social tension.

IMPORTANCE OF INDUSTRIAL RELATIONS:


The healthy industrial relations are key to the progress. Their significance
may be discussed as under 1. Uninterrupted production The most important benefit of industrial
relations is that this ensures continuity of production. This means,
continuous employment for all from manager to workers. The resources
are fully utilized, resulting in the maximum possible production. There is
uninterrupted flow of income for all. Smooth
running of an industry is of vital importance for
several other industries; to other industries if the
products are intermediaries or inputs; to
exporters if these are export goods; to consumers
and workers, if these are goods of mass
consumption.
2. Reduction in Industrial Disputes Good
industrial relation reduces the industrial disputes.
Disputes are reflections of the failure of basic human urges or motivations
to secure adequate satisfaction or expression which are fully cured by good

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industrial relations. Strikes, lockouts, go-slow tactics, gherao and


grievances are some of the reflections of industrial unrest which do not
spring up in an atmosphere of industrial peace. It helps promoting cooperation and increasing production.
3. High morale Good industrial relations improve the morale of the
employees. Employees work with great zeal with the feeling in mind that
the interest of employer and employees is one and the same, i.e. to increase
production. Every worker feels that he is a co-owner of the gains of
industry. The employer in his turn must realize that the gains of industry
are not for him along but they should be shared equally and generously
with his workers. In other words, complete unity of thought and action is
the main achievement of industrial peace. It increases the place of workers
in the society and their ego is satisfied. It naturally affects production
because mighty co-operative efforts alone can produce great results.
4. Mental Revolution The main object of industrial relation is a complete
mental revolution of workers and employees. The industrial peace lies
ultimately in a transformed outlook on the part of both. It is the business of
leadership in the ranks of workers, employees and Government to work
out a new relationship in consonance with a spirit of true democracy. Both
should think themselves as partners of the industry and the role of workers
in such a partnership should be recognized. On the other hand, workers
must recognize employers authority. It will naturally have impact on
production because they recognize the interest of each other.
5. New Programmes New programmes for workers development are
introduced in an atmosphere of peace such as training facilities, labor
welfare facilities etc. It increases the efficiency of workers resulting in
higher and better production at lower costs.
6. Reduced Wastage Good industrial relations are maintained on the basis
of cooperation and recognition of each other. It will help increase
production. Wastages of man, material and machines are reduced to the
minimum and thus national interest is protected.

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The New India Assurance Co.

The New India Assurance Co. Ltd., based in Mumbai, is one of


the five public sector insurance companies in India. It is the "largest general
insurance company of India on the basis of gross premium collection
inclusive of foreign operations". It was founded by Dorab Tata in 1919, and
nationalized in 1973.
Previously it was a subsidiary of the General Insurance
Corporation of India (GIC). But when GIC became a reinsurance company
as per the IRDA Act 1999, its four primary insurance subsidiaries New
India Assurance, United India Insurance, Oriental Insurance and National
Insurance got autonomy.
New India Assurance operates both in India and foreign
countries. In the recent past it has succeeded in forging tie-ups with some
of the leading public sector banks in India such as State Bank of India,
Central Bank of India, Corporation Bank and United Western Bank to
increase its distribution network.

Core insurance platform


The company tied up with TCS BaNCS to provide core insurance platform
across its office, for which it had signed a deal for Rs.160 crores with TATA
Consultancy Services. This was to ensure its operations to be efficient,

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flexible and integrated. The project is known as CWISS


or Centralized Web based Insurance System Solution.

ORGANISATION STRUCTURE
Domestic
The company has entered in phase of consolidation and
restructuring of offices. The company has converted 42
offices as specialized offices to take care of bancassurance, brokers and auto
tie-ups as also restructured 4 offices as Large Corporate Offices.
The company has opened two Regional Offices at (i) Dehradun & (ii)
Belapur, Thane District (MRO-V) w.e.f. 01.04.2011. As on 01.04.2011, the
company has a network of 28 Regional Offices, 397 Divisional Offices, 588
Branch Offices, 29 Direct Agent Branches, totaling 1042 offices. In addition
the company has 45 Extension Counters

Foreign
The company operates through a network of 19 branches, 7 agencies, 3
subsidiary companies and 4 associate companies in 20 countries.

Industrial Relations
The industrial relations scenario of the company maintained a high level of
mutual understanding and efficacy. Various proactive interventions were
initiated to ensure problem solving at budding stage. The protection of
interest of women employees was tightly put in place by a full-fledged
committee designated to expeditiously attend to women-at-work related
complaints. Due to fast disposal of enquiries and meeting out speedy
punishments, strict adherence to rules and regulations of the company is
becoming more apparent.
The company has been striving to humanize the management machinery to
enable the management to evoke a more favorable response from its

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employees and get their maximum co-operation. The department / office


in charges have developed high qualities of leadership and function as a
leader of the team whereby, they command the respect, affection,
confidence and co-operation of the subordinate employees whom they are
called upon to lead.

Gender Issues and Empowerment of


Women:
Power of women has been acknowledged in all
spheres of life and the company has a strong
women force equipped with adequate
opportunities for self and career development.
A significant number of women officers, as on
31.03.2011, holding senior positions in India
and in our offices abroad in the cadre of Deputy General Manager 1
Chief Regional Manager 1
Divisional/Sr. Divisional Manager 19
Branch Manager/ Sr. Branch Manager 20
On recommendations of the Head Office Womens Committee, sexual
harassment at work place has been incorporated as misconduct in our CDA
rules after due approval from the Board of Directors.
Efforts are made to educate women employees on legal provisions and
facilities within the organization, towards safe and healthy work
atmosphere. These programmes are conducted at CTC and are aimed
towards harmonious inter-personal relations and understanding.
Companys representative participated in various programmes such as
National Meet of Women in Public Sector, programme on Managing High

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Profile Portfolio in Corporate Sector and similar events conducted during


the year.
CONCLUSION

Employees welfare is a comprehensive term including


various services, benefits and facilities offered by the employer and
they help to boost up employees moral. Employees welfare is also
helpful in motivating employees and having greater efficiency of
work. Working environments that are as safe and healthy as possible
are a significant part of a successful employment relationship and
contribute to a successful business. Industrial relations are a
multidisciplinary field that studies the employment relationship.
Industrial relations studies examine various employment situations,
not just ones with a unionized workforce.

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