labour welfare activities in bilt
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Project
On
LABOUR WELFARE ACTIVITIES IN BILT
( Special Reference to Ballarpur Industries Limited, Unit – Shree Gopal, Yamuna Nagar)
Submitted To
Kurukshetra University, Kurukshetra
For partially fulfillment of the requirement of the Degree of Master of Business Administration(MBA)
(Session – 2006 – 2011)
Submitted By
Mr. KESHIHA SHARMAMBA-V year-1st sem
University Roll No. 33
INSTITUTE OF MANAGEMENT STUDIES,KURUKSHETRA UNIVERSITY,
KURUKSHETRA
DECLARATION
I Keshiha Sharma do hereby declare that the training report entitled
"LABOUR WELFARE ACTIVITIES IN BILT" submitted by me in the partial
fulfilment of degree of Master of Business Administration from Kurukshetra
University, Kurukshetra is original work conducted by me. The data and facts
provided in the report are authentic in the best of my knowledge.
I have not submitted this training report to any other university for the
award of any degree or diploma.
KESHIHA SHARMA
CONTENTS
Acknowledgement
Preface
Bilt History
Top Organisation Structure
Shree Gopal Unit Profile
Importance of Training
Data Collection
Bilt Corporate Social Responsibility Policy
Labour Welfare Activities
Suggestion
Conclusion
ACKNOWLEDGEMENT
Heartful thanks to those who support me :-
It often happens that one is at loss of words. When one is really
thankful and sincerely wants to express one's feeling of gratitude towards
others.
I am earnestly grateful to "Mr. Pankaj Lohan" A.M. (HR), Ballarpur
Industries Limited Yamuna Nagar, for providing me an opportunity to
undertake project work in their esteemed organisation and practical training
which will go long term in shaping my career.
I also express my deepest respect to "Mr. Niraj Dabra" for their
guiding and caring support and for giving a very patient hearing whenever I
needed and provided me a lot of practical training which helps us in future too.
He directly made a significantly contribution to emergence to this project
report.
I am deeply indebted to all my faculty members of the institute for their
valuable contribution during academic session and guidance in preparation of
this project report.
Finally it is efforts of my parents and esteemed friends and the
almightily GOD, who have been source of strength and confidence for me in
the endeavour.
KESHIHA SHARMA
PREFACE
MBA is steping stone to management career. In order to achieve
practical, positive and concrete results the theoretical knowledge must be
supplemented with exposure to real environment.
Theoretical knowledge without practical knowledge is of little value.
Theoretical studies in classroom are not sufficient to understand the
functioning of complex and large sized, organisation. Therefore, it becomes
necessary to undergo any project work. Practical supplements the theoretical
studies i.e. it covers what is left uncovered in classroom. It exposes a student
to invaluable treasures of experiences.
I took my project with Bilt. Project work is part of circulation which
helps us to co-relate our theoretical concepts with practical experiences. The
topic that I have taken for project is "Labour Welfare Activities in Bilt" has
been suggested by HR-Department (Bilt Unit Shree Gopal). Accomplishment
and achievement of goals is the major aim of any organisation these goals are
achieved by proper planning.
Ballarpur Industries Ltd.An ISO 9001:2000, Integrated pulp & paper
manufacturing company
BALLARPUR INDUSTRIES LIMITED, popularly known as BILT is ‘efficiently managed’, ‘financially sound’, and ‘self sufficient’ and ‘self made ‘ company is The flagship of the coveted THAPAR GROUPS.
The Thapar Group is one of the leading business houses in India. It has a turn over of Rest 5000/- Cores; BILT is one of the leading companies with in the Thapar Group.
The Thapar Group has a wide range of activities like paper,
engineering, electronics, textiles, chemicals, glass,
telecommunications, biotechnology, leather etc.
There are 54 companies and 84 plants under this group. Some of the main companies under this group are Crompton Greaves, K.C.T & Bros. Limited, JCT Limited, BILT.
Ballarpur Industries Ltd. (BILT) promoted by LM Thapar, is the leader in Indian paper industry with an annual production
capacity of 460000 MT spread over in five manufacturing facilities produces ordinary and superior varieties of writing, printing and specialty papers etc. The company is also backwardly integrated with its Caustisoda/Chlorine manufacturing facility, which is a vital material consumed in the production process of paper.
BILT, which is originally incorporated in 1945 as Ballarpur Straw Board Mills, has changed its name in March 1946 to Ballarpur Paper and Straw Board Mills and again it was changed to the present name in Oct. 1975. Since then the company has grown to be a leader in paper industry by continuous expansion and modernization of its capacity and plant and strategic acquisitions. In 1969 the company has merged Shree Gopal Paper Mills with itself and the company which has acquired the Sinar Mass Pulp and Paper (India) Ltd. (Now BILT Graphic Papers Ltd.)
The company which was one of the most diversified companies in the pre-liberalization era of industrial licensing with interests in Paper, Chemicals (Phosphoric Acid, STPP, Chlor Alkalies), Vanaspati & Edible oils and Glass has decided to focus on its core competence that is in paper and exit from its non-core businesses. First major steps on these lines were initiated in the year 1994-95 with hiving off the glass business. Thereafter the company sold its vanaspati and edible oils business in 1996-97. And in 1998, the chemical division of the company with its plant at Karwar, Karnataka and which has interests in Phosphates, Chlor Alkali and Bromine and Bromine Chemicals was spun of into a separate company that is Ballarpur Chemicals Ltd (now Solaris ChemTech Ltd). To complement its Restructuring and to enable it to emerge as a stronger and more competitive organization, the company is implementing a project involving modernization and expansion of capacity at its Units in Shree gopal, Ballarpur and Sewa by 105000 TPA. The Project will be implemented in two phases.
In the first phase, the capacity expansion of 35000 TPA and 28000 TPA is planned over a two-year period from 2000-01 to 2002-03 for Units Sewa and Shree Gopal. In the second phase 42000 TPA of capacity is expected to come on stream at Unit Ballarpur by 2003-04. During the year 2001-02, the company has completed the up gradation of pulp mill at unit Sewa resulting in increase in capacity by 37 tones from the earlier 125 tones of unbleached pulp per day. The company has also completed the
installation of a 2.4 meter wide blade coater at Unit Shree Gopal in FY2001-02. BILT entered into strategic alliance with Hansol of South Korea to provide world class blade coated paper to the Indian customer. it is the first company in the world to commercially exploit the fractionation of bamboo and has applied for the world patent for this process. It has also entered into direct retail distribution with the launch of A4 size, 100-sheet pack of Royal Executive Bond
Mr. Gautam Thapar, Managing Director of BILT, has been associated with BILT since 1986 when joined the company as Shop floor Management Apprentice-Paper Mills and was instrumental in turning around BILT in the late 1990s.
BILT consists of Five Units:
1. Ballarpur Unit, Distt. Chandrapur, Maharastra.2. Shree Gopal, Yamuna Nagar, Haryana.3. Ashti, Maharastra.4. Bhigwan, Maharashtra5. Sewa, Orissa
BILT - VISION
As per the leading company in Thapar Groups:
Maximize shareholders value by the speed and quality of their response to market forces and business opportunities.
Be market leader in their core business.
Achieve and sustain global competitiveness in all their business.
Be the preferred supplie by providing their customer products and services that always exceed their requirements.
Grow as institution of strength of their people.
Be industry leaders in their commitment to safety and the environment.
BILT – MISSION
To Consistently out perform the expectation & deliver superior value to
both are customers & stake holders.
To achieve this we will energise our people with a positive culture that rewards innovations, breeds initiatives & encourages intelligent risk taking.
BILT – CORE VALUES
Honesty We will be principled , straight forward and fair in all our Dealings.
Integrity We will maintain the highest standards of professionalism
Flexibility We will adapt ourselves to stay a step ahead of change
Respect We will give each person room to contribute & grow.
Respect for Knowledge We will acquire & apply leading edge expertiseIn all aspects of our business.
Team Performance The teams comes first; none of us is as good as all
Of us.
TOP ORGANISATION STRUCTURE
C.G.M
Head P.R.
Head R &D Head Paper Product
Secretary
Head Pro. Chem.
Head Engg.
Head Medical Head Commercial
Head Human Resource
Head Raw Material
SHREE GOPAL UNIT PROFILE
Founder - Late Lala Karam Chand Thapar (1900-1962) Consist of
major industries such as paper, chemicals, glass, pulp, china clay, electronics
etc.
Lala Karam Chand acquired Shree Gopal Paper Mill in 1936 as he
already established himself as a coal king.
Shree Gopal Paper Mill earlier know as M/s Punjab Pulp and Paper
Company which was initially promoted by Foundation Company England, the
mill was laid shut for 6 months and was ultimately auctioned.
This unit consists of :-
Six Paper Machine Machines.
Two Coating Plants.
Three Finishing Houses.
Two Power Houses
One Caustic Soda Plant.
New Pulp Mill.
CHSR.
At Present Unit : Shree Gopal is producing around 250 TPD of paper.
Total Area : 206 Acres
Factory Area : 155 Acres
Colony Area : 51 Acres
Turnover : Rs. 24-26 Crores / month
Manpower :
Managerial Staff : 193
Permanent Workers : 1212
Casual Workers : 555
Clerical : 118
Contract : 787
DEPARTMENTS
The departments are categorized as -
Administrative Department
1. PDC - People Development and Communication.
2. Accounts Department
3. Material Department
4. Sales Department
5. Raw Material Department
6. Traffic Department
Process Department Mill
1. Pulp Mill
2. Machine House
3. Coating Plant
4. Soda Recovery Plant
5. CSCP
Engineering Department
1. Electrical Engineering.
2. Mechanical Engineering
3. Civil Engine
4. Instrumentation Engineering
5. Power House
UNIT - SHREE GOPAL AT A GLANCE
Plant Capacity - 80,000 MT per annum.
Turnover Rs. 375 crores
Uncoated Writing / Printing Coated Paper / Board and Industrial
Grade Papers
"Matrix" and "Royal Executive Bond" - Super Brand
Customers - Leading Printers in the Country.
PRESENT STATUS
175 TPD Pulp mill with eco-friendly bleaching sequence.
Paper Machines 6 nos.
o Total Annual Production - 73,000 MT
Coating Plant
o Blade Coater (Annual Production - 30,000 MT)
Chemical Recovery Plant
Captive Power - 24.25 MW
ClO2 plant based on R-8 process.
Three stage effluent treatment plant.
In today's environment of increased accountability, the training
evaluation Process is a critical component of an organization's training
programme. Trainers and the Organizers conducting the program are
accountable for ensuring that trainees transfer their knowledge to their work
performance.
Present days training evaluation is related to assisting the organization
to improve its business performance. Evaluation of Training programme can
no longer be considered as perfunctory task with little analysis and
usefulness, instead should be considered as a thoughtful process forming the
base line for further progress and must help in justifying the investment in
terms of time, money and energy. To be effective, evaluation should be
included as a part of training programme, and not something to be though of
at the end of training.
Hence a plan of evaluation should precede training and not follow it.
Carrying out training, without the appropriate evaluation is akin to
releasing a product without conducting a quality check.
Most of the research in India on training evaluation focuses only on
one tool of participants reaction immediately after the program. It is very
important to assess the effectiveness of the program based on the learning
and its subsequent impact on the Organization Improvement.
Therefore, major thrust is given in this research by checking and
cross checking the actual learning derived from skill enhancement
program apart from its general feeling and reaction of the participants
and its transfer to the job.
The research also considered the organizational and social factors
which help / hinder transfer of learning.
IMPORTANCE OF TRAINING
A well planned and well executive training program can provide the
following advantages :-
1. Higher Productivity :- Training helps to improve the level of
performance. Trained employees perform better by using better
method of work. Improvements in manpower productivity in developed
nations can be attributed in no small measure to their educational and
industrial training programmes.
2. Better Quality of Work :- In formal training the best methods are
standardized and taught to employees. Uniformity of work methods
and procedures helps to improve the quality of products or service.
Trained employees are less likely to make operational mistakes.
3. Less Learning Period :- A systematic training programme helps to
reduce the time and cost involved in learning. Employees can more
quickly reach the acceptable level of performance. They need not
waste their time and efforts in learning through trial and error.
4. Cost Reduction :- Trained employees make more economical use of
materials and machinery. Reduction in wastage and spoilage together
with increase in productivity help to minimize cost of operations per
unit. Maintenance cost is also reduced due to fewer machine
breakdowns and better handling of equipments. Plant capacity can be
put to the optimum use.
5. Reduced Supervision :- Well trained employees tend to be self reliant
and motivated. They need less guidance and control. Therefore
supervisory burden is reduced and the span of supervision can be
enlarged.
6. Low Accident Rate :- Trained personnel adopt the right work methods
and make use of the prescribed safety devices. Therefore the
frequency of accidents is reduced. Health and safety of employees
can be improved.
7. High Morale :- Proper training can develop positive attitudes among
employees. Job satisfaction and morale are improved due to a rise in
the earnings and job security of employees. Training reduces
employee grievances because opportunities for internal promotion are
available to well trained personnel.
Training is the process of increasing the knowledge and skills for doing
a particular job. It is an organized procedure by which people learn
knowledge and skill for a definite purpose. The purpose of training is basically
to bridge the gap between job requirements and present competence of an
employee. Training is aimed at improving the behaviour and performance of
a person. It is a never ending or a continuous process.
NEED FOR TRAINING
Training is required on account of the following reasons :-
1. Job requirement :- Employees selected for a job might lack the
qualifications required to perform the job effectively. New and
inexperienced employees require detail instruction for effective
performance on the job. In some cases the past experience, attitudes
and behaviour patterns of experienced personnel might be
inappropriate to the new organization. New employees need to be
provided orientation training to make them familiar with the job and the
organization.
2. Technical Changes :- Technology is changing very fast. Now
automation and mechanization are being increasingly applied in offices
and services sectors. Increasing use of fast changing techniques
requires training of new technology. No organization can take
advantage of latest technology without a well trained personnel. New
jobs require new skills. Thus, both new and old employees require
training.
3. Organizational Viability :- In order to survive and grow an
organization must continually adopt itself to the changing environment.
With increasing economic liberalization and globalization in India,
business firms are experiencing expansion, growth and diversification.
In order to face international competition the firms must upgrade their
capabilities. Existing employees need refresher training to keep them
abreast of new knowledge. Training programmes foster the initiative
and creativity of employees and help of prevent obsolescence of skills.
An organization can build up a second line of command through
training in order to meet its future needs for human resources. Trained
staff is the most valuable asset of a company.
4. Internal Mobility :- Training becomes necessary when an employee
moves from one job to another due to promotion and transfer.
Employees chosen for higher level jobs need to be trained before they
are asked to perform the higher responsibilities. Training is widely
used to prepare employees for higher level jobs.
Before research work the investigator has to decide whether the entire
population of the universe is to be taken for data collection or a particular
group to be selected as representative of the entire population. The former
method is known as census method and the later is known as sampling
method. In other words we can say when a small group is taken into account
as representative of the population is known as sampling method.
In this study the researcher made use of stratified Random Sampling
method. But it was difficult to collect data from all the workmen. From various
departments the researcher has considered 50 cases for the study.
Before the study the researcher has stratified the whole universe into
two units because he to study the workmen of various departments. He
stratified the departments on the basis of Engineering and Production.
METHOD OF DATA COLLECTION
There may be several means of data collection, viz, observation,
personal interviewing, telephone interviewing and mail survey. These
techniques may be properly utilized for collection of data :-
1. Observation :- Observation is used to obtain information on the
current and past behaviour of people. One can record and measure
some descriptive facts through perceiving situations or actions.
Observation includes human means of perception and recording. It
may also be non-human on mechanical. Human or manual
observation involves the use of personal observers who see or her the
phenomena specified. Examining of inventory and other material facts
are the examples of manual observation. Instead of asking such
questions as what brand of television set the consumer uses, the best
and simplest procedure may be to look at the set. Mechanical
observation may be undertaken by machine usually electronic. Tape
recording and photography may be used for mechanical observation.
2. Personal Interview :- A personal interview is face to face
communication with the respondent. The interviewer gets in touch with
the respondent, asks the questions, and records the answers obtained.
It is the interviewer's responsibility to record the answers either during
the interview or after the interview. The interview may be conducted at
any place, but it is appropriate to meet the respondents at their work
place. The personal interview may be either structured or
unstructured. In a structured interview the formal questionnaire has
been formulated and the questions are asked in prearranged order.
The data was collected by the researcher herself from the respondents
in the factory premises. Each interview session was of 30 to 40 minutes. The
personal data and the name of the respondents was treated as confidential
and the information.
SAMPLE DESIGN
A sample design is a definite plan for obtaining a sample from a given
population. its refers to the technique or the procedure the researcher would
adopt in selecting items for the sample. Sample design may as well lay down
the number of items to be included in the sample i.e, the size of the sample.
Sample design is determined before data are collected. There are many
sample designs from which a researcher can choose. Some designs are
relatively more precise and easier to apply than others. Researcher must
select / prepare a sample design which should be reliable and appropriate for
his research study.
Steps in Sampling Design
While developing a sampling design, the researcher must pay attention to the
following points :
1. Type of Universe : - The first step in developing any sample design is
to clearly define the set of objects, technically called the Universe, to
be studied. The universe can be finite or infinite. In finite universe the
number of items is certain, but in case of an infinite universe the
number of items is infinite, i.e, we cannot have any idea about the total
number of items. In this study the researcher has used finite universe
as the total number of population undergone skill enhancement training
was 390. Among them the researcher has taken 50 workmen as
sample for her study. These 50 workmen selected randomly through
stratified random sampling method.
2. Sampling Unit : - A decision has to be taken concerning a sampling
unit before selecting sample. Sampling unit may be a geographical
one such as state, district, village, etc. Here the sampling unit is the
Shree Gopal Unit of Ballarpur Industries Limited, Yamuna Nagar. The
total manpower of the plant is as below :
Permanent Workmen : 1212
Clerical Staff : 118
Management Staff : 193
Casual Workers : 555
Contract Labour : 528
3. Sample Size : This refers to the number of items to be selected from
the universe to constitute a sample. The size of sample neither be
excessively large, nor too small. It should be optimum. An optimum
sample is one which fulfills the requirement of efficiency,
representatives, reliability and flexibility. While deciding the size of
sample the researcher must determine the desired precision as also an
acceptable confidence level for the estimate. Here the researcher has
taken 50 sample size out of the entire population of 390 workmen
those who have undergone skill enhancement training.
SAMPLING PROCEDURE
In this the researcher must decide the type of sample he/she will use
i.e, he/she must decide about the technique to be used in selecting the items
for the sample. There are several sample designs out of which the researcher
must choose one for his study.
Different types of Sample
Random sampling
Random sampling refers to that method of sample selection which
gives each possible sample combination an equal probability of being picked
up and each item in the entire population to have an equal chance of being
included in the sample.
Various types of Random Sampling :
1. Systematic Sampling : An element of randomness is introduced into
this kind of sampling by using random numbers to pick up the unit with
which to start. For instance, if a 4 percent sample is desired, the first
item would be selected randomly from the first twenty-five and
thereafter every 25th item would automatically be included in the
sample. Thus, in systematic sampling only the first unit is selected
randomly and the remaining units of the sample are selected at fixed
intervals.
2. Stratified Sampling : - If a population from which a sample is to be
drawn does not constitute a homogenous group, stratified sampling
technique is generally applied in order to obtain a representative
sample. Under stratified sampling the population is divided into several
sub-populations that are individually more homogeneous than the total
population that are individually more homogeneous than the total
population and then we select items from each stratum to constitute a
sample. Since each stratum is more homogeneous than the total
population, we are to get more precise estimates for each stratum and
by estimating more accurately each of the component parts, we get a
better estimate of the whole.
3. Cluster Sampling : If the total area of interest happens to be a big
one, a convenient way in which a sample can be taken is to divide the
area into a number of smaller non-overlapping areas and then to
randomly select a number of these smaller areas, with the ultimate
sample consisting of all units in these small areas or clusters. Thus in
cluster sampling the total population is divided into a number of
relatively small subdivisions which are themselves clusters of still
smaller units and then some of these clusters are randomly selected
for inclusion in the overall sample.
4. Multi-stage Sampling :- Multi-stage sampling is a further development
of the principle of cluster sampling. Suppose we want to investigate
the working efficiency of nationalized banks in India and we want to
take a sample of few banks for this purpose. The first stage is to select
large primary sampling unit such as states in a country. Then we may
select certain districts and interview all banks in the chosen districts.
This would represent a two-stage sampling design with the ultimate
sampling units being clusters of districts.
SOURCE OF DATA
There are two types of data :
1) Primary Data
2) Secondary Data
Research problem of general nature can be solved to a greater extent
with the use of secondary data. But when research is undertaken on
significant and complex problems, primary data are needed. There are some
objectives and types involved in the collection of primary data.
1. Primary Data Objectives
2. Types of Primary Data
Primary Data Objectives
The objectives of primary data are formulated on the basis of research
objectives. The Objectives set the guidelines and directions of research
planning. Formulating the objectives offers the best feasible means of
solution. The findings of the research should be capable of being utilized for
the better performance of the organisation. The cost-benefits analysis should
be made for determining the objectives of the primary data collection.
The objectives should be pricise, attainable and economic so that the
findings may be accurate, reliable, valid and useful. Good measurements are
reliable and valid. Reliability means avoidance of chance of error. Validity
refers to purposive data. Competent researchers are aware of inaccurate and
invalid data and they try to avoid them. Data objectives are relevant and
immediate objectives of the research process. They are concrete and
workable. The present situations are appraised to frame future objectives.
The type of data needed, sources of data and methods of data collection are
decided on the basis of established objectives.
Types of Primary Data
There are a number of primary data which can be gathered and
collected from primary sources. While selecting the types of primary data to
be collected, the nature and function of the data have to be decided
1) Data classified by their nature : The nature of data may be classified
according to various categories : Facts, knowledge, opinions,
intentions, motivation and behaviour.
a) Facts : Facts refer to actuality but they not necessarily be
material. The measurable facts can be measured precisely and
definitely. The descriptive facts relating to people may be
demographic and sociological. These characteristics represents
the attributes of people e.g. age, sex, income and level of
education. The sociological data are related to how people are
organized in and related to society. Facts are considered ideal
types of data because of a high degree of
b) Knowledge : Knowledge refers to what people know. Potential
buyer's knowledge and awareness of products or brands are
important data of marketing research. The respondents,
awareness and knowledge are evaluated to get sufficient data
for marketing research. The awareness of the product, product
features, prices of the product, product, product manufacturing
etc. are some of the examples of knowledge and awareness
data of marketing research.
c) Opinions : Opinions are people's perceptions. What people
think or what is in their minds are called opinions. Their
perceptions may or may not be true. Thus, they may be well
defined as attitudes. Since opinions affect the behaviour and
attitude of people, they should be appraised properly. Some
authors have differentiated opinions from attitudes. Attitudes
refer to respondents views or feelings towards some
phenomenon, while opinions are verbal expressions of attitudes.
But for research purposes, they are treated alike.
d) Intentions : Intentions are acts that are in the minds of people.
These are expectations of behaviour, or intentions to indulge in
particular marketing behaviour. These are individuals anticipated
or planned future behaviour, which are of great value to the
marketing researchers. Intentions include a definite intention to
buy, a probable intention to buy, a definite intention not to buy
and undecided intentions. The marketing researchers try to find
out the correlation between anticipated and actual behaviours.
e) Motivation : Motivation is how to steer & direct peoples actions.
It is known as the inner state of mind that energizes activities &
moves or directs the behaviour of people. If the researcher can
understand the motives behind a person's behaviour, he can
find out ways to influence his future behaviour. It is a need, a
want, an urge, an impulse that influences or channels the
behaviour of a person. Their relevation by marketing research
will help executives to take appropriate decisions.
f) Casual Data : Casual Data reveal the cause and effect
relationship. One hypothesis is measure in terms of effects.
Data required to measure the hypothesis are termed as casual
data. Such types of casual data are required in the marketing
mix. They are used for experimental purpose in all the fields of
marketing variables. They reveal certain phenomenal
observations. The coefficient of correlation regression and other
sophisticated statistical tools are based on casual data. The
researchers treat them as very useful data for their research
purposes because several relevant conclusions can be drawn
on the basis of the data. In experimental design, the casual
variables of data are measured.
g) Payoff Data : the payoff are resultant data. They are the
outcome of certain casual data i.e. results of certain
phenomenon. The casual variables are measured in terms of
payoff data are required to measure the casual variables.
h) Descriptive Data: There is need of such type of data which may
describe the situation, statement and facts, Even in the case of
experimental data, one variable requires to be controlled fro
which descriptive data are used, In such cases, a description of
the samples is needed when drawing conclusions, Descriptive
data have no pay off data but draw conclusions by inferring from
descriptive data. Descriptive data used in an historical design
provide the base for conclusions.
i) Classification Data: In sophistication experimental design the
compound data have been classified to arrive at simple analysis
and conclusions. The classification data, i.e. the data classified
in relevant categories are conceivable and may be easily
described. The classification data in complex and multiple
groups, i.e. more than one causal variable or rotation of
treatments in sub-groups have functional utility. The sample
survey also provides classification data, e.g, according to age,
sex, income, location etc
SECONDARY DATA
It includes those data which are collected for some earlier research
work and applicable in the study the researcher has presently undertaken.
Types of Secondary Data
There can be a number of ways by which secondary data be classified.
a) Internal Data: Data that originate within the firm for which the
researcher is being conducted are internal data.
b) External Data: It refers to those which are collected by the researchers
outside the company for which the research is being conducted.
In this research the researcher has used primary data from a selected
population of 390 workmen those who had undergone Skill Enhancement
Training. From 390 workmen the researcher selected 50 samples for research
work. The researcher conducted direct one of structured interview with the
selected samples.
TOOLS OF DATA COLLECTION
Interview Schedule
Interview Schedule is a list of question and through this the researcher
collected the relevant information from the respondents. The questions were
asked personally. The interview schedule was developed on the basis of:-
1 Education and Employment background of the workmen.
2 Number of training programme attended by the workmen.
3 Perceived effectiveness of the training programme by the workmen.
4 Perceived learning from the training programme.
In this the researcher has used questionnaire method
The term questionnaire usually refers of self-administered process
whereby the respondent himself reads the question and records his answers
without the assistance of an interviewer.
Functions of a Questionnaire
The main function of a questionnaire of to obtain specified quantitative
and qualitative information with accuracy and completeness. It provides
instructions to the respondents to record the answers. It facilitates
interviewers to record the information and data successfully.
Data Processing
The collected data is subjected to processing and analysis. The
following were the steps used in processing of data collected from the field.
1 Code Book: The first step was to scrutinize the information in the
interview schedule and to make a code book which is required for the
future analysis of data. Therefore all the interview schedules were
thoroughly checked and scrutinized.
2 Tabulation: Tables have been prepared to analyze various attributes
of respondents.
LABOUR
WELFARE
ACTIVITIES
IN
BILT
BILT Corporate Social Responsibility Policy
"While BILT is responsible to continuously enhance shareholders wealth, it is
also committed to its other stakeholders to conduct its business in a
responsible manner that creates a sustained positive impact on society".
For Bilt being a Socially Responsible Corporate means :
Using environment friendly and safe processes in production.
Making sustained effort in preserving the environment
Promoting the well being and development of employees and their families
through an inspiring corporate culture that engenders good values.
Building active and long term partnership with the communities in which we
operate to significantly improve the condition of the most disadvantaged
amongst them.
Observe good business practices with all our stakeholders like business
partners, suppliers and contractors.
Bilt considers the following stakeholders, and the policy outlines our
commitment towards them.
Using the policy as the guideline, BILT is committed to all its stakeholders to
develop concrete programmes and processes to insure that the essence of
the policy spreads to every manufacturing locations in a phased manner. This
year the concentration has been on the environment and community initiatives
at the manufacturing and corporate locations.
STATEMENT OF MR. GAUTAM THAPAR, Chairman, BILT
"As we look at a world larger than our present sphere, we see our role
stretching beyond mere business considerations into demonstrating serious
corporate social commitment".
"BILT is an organisation with a broad social vision. Being a good corporate
citizen encompasses two elements : Transparency and Balancing the needs
of stakeholders. Today, society expects corporate to go beyond the statutory
compliances and putting something back into society. I believe that as a
company, we have social obligations and these obligations are shared by
each person in the company. There is a growing realisation that long-term
business success can only be achieved by companies that recognise CSR as
part of the process of wealth creation and as providing a competitive
advantage. CSR is a two-way relationship, in which there are benefits to the
society as well as to the companies involved".
CSR at BILT
The last four years have been a period of rapid change for us. We have not
only reviewed our activities related to social responsibility but also made a
shift in our strategy and introduced the concept of taking up a more
development oriented and a long term focus on CSR. We have also tried to
institutionalise this process with the large and multi location company. The
first step in this process was writing a policy on CSR outlining our key
stakeholders and enumerating our commitment towards them.
Bilt is making a strategic attempt to move away from a more conventional
model based on philanthropy to a more developmental approach. Also
inherent to this model is the active partnership with NGO's in helping Bilt fulfill
its social obligations.
The CSR policy at Bilt outlines the key principles of respect for environment
and communities, sustainable development and maximizing the employee
participation in the process of taking CSR ahead in the company. Therefore,
our endeavor is to inspire every individual within the organization to take a
role that of an active participant. We hope that CSR will form an integral part
of the business decision-making process within Bilt.
In order to create the right climate for the implementation of CSR, it was
essential for us to understand the way it was perceived within the company.
In 2002, we assessed employee perceptions with the help of a tool kit which
was prepared by Partners-in-Change, an NGO, which helped us with our CSR
programme. The findings of this study revealed that all employees across
board felt that fulfilling social responsibility was very important for the
company's long term sustenance, and every location had in the past made
attempts to address the issue sporadically. However no strategy or focus
could be identified. Most of them were not aware of the other levels at which
CSR was relevant except at the community level.
We have initiated a multi-pronged approach to CSR within Bilt and the
activities and initiatives are planned keeping in mind the target stakeholders.
Workshops with site personnel about issues related to CSR in general and
specific activities of that location are held periodically. This is a process that
helps to refine and improve our CSR inputs as we go along.
ProjectName
Sampark Areas : Yamunanagar District, State - Haryana
VillagesCovered :
7 Urban SlumColonies
PartnerNGO
Society for All RoundDevelopment, New Delhi
Target Population Around 60000 Issues : Community Organisation for Livelihood Promotion, Quality Education, Health and Women's Empowerment.
Introduction :
BILT's Yamunanagar unit is situated at the district Headquarter town of
Yamunanagar in the state of Haryana. The town of yamunanagar has grown
along with the unit, which is the oldest industrial set up of the town. After the
paper mill was set up at Yamunanagar many other industries have come up in
and around Yamunanagar town. Due to this reason the area has experienced
large-scale migration of the workforce into the town. The town is primarily
dominated by migrant labourers belonging to the other northern and eastern
states of the country like Uttar Pradesh, Bihar, Rajasthan etc.
The state has been the experimentation ground for practice of green
revolution. The farmers practice cultivation of Improved variety of Rice,
Wheat, Sorghum & Mustard. Due to the strong agriculture and livestock
practice the rural areas also are equally prosperous. However, in terms of
health & education the area still remains quite behind the desired level of
development.
Understanding the Needs
The project was launched following the need assessment study, which
was conducted in the year 2003. Bilt had invited Society for All Round
Development (SARD), our Partner NGO to conduct the need assessment
study. The study had summed up areas of intervention for Bilt for various
Stakeholders. The study was conducted by collecting first hand information
through a series of dialogue sessions with the community members,
contractual labourers, union members of the mill, government officials and
other industries members.
Haryana state is quite prosperous in terms of agriculture. Due to the
large-scale migration, the issues concerning the areas have been with regard
to health & hygiene, education and development of professional skills of the
children. The district has a higher concentration of people suffering from
chronic ailments like Tuberculosis and other health related problems (like
HIV/AIDS for the high risk population of migrant labourers). The study had
specifically recommended regarding taking health related interventions (TB &
HIV / AIDS prevention measures) for the high-risk population of migrant
labourers including truck population (Drivers & Cleaners.
The 'Project Sampark' was launched in 2003 :
Activities :
Based on the findings of the need assessment study, the community
development initiatives were started with the neighbouring communities living
in the colonies near the mill.
Health Awareness Campaigns
TB is a serious public health threat, malaria endanger the health of
certain communities within the district. Yamunanagar district has the highest
prevalence of Tuberculosis prevalence in Yamunanagar District is significant.
Quite a large number of the district residents as well as Mill Workers belong to
high-risk groups; namely, migrant labourers and transporters. Preventive
action has been initiated to prevent spread of HIV/AIDS, TB and malaria
through awareness campaigns, voluntary screenings/testing and distribution
of medicines and condoms.
Bilt works in tandem with government medical staff for prevention
(awareness camps, workshops, public distribution of condoms etc.) as well as
influencer for improving drainage facilities in locales where there is a standing
water problem. Joint efforts along with employees, govt. officials, local
industries and residents for spreading awareness of HIV/AIDS and effect
behaviour change.
In the last three years, through the SAMPARK initiatives, Bilt
Employees have taken up the pulse polio drive at 4 slum locations on 5
occasions. More than 5000 children were administered with the polio drops.
The recent programme organized on 12th November '06 the pulse polio drive
received overwhelming response as more than 2000 children were
administered with polio drops.
Education :
Through the Sampark initiatives, a new project on supportive education
has been taken up at Yamunanagar. Under this, the street children belonging
to two slum colonies have been identified and now they are covered through
bridge classes. Those children who have never attended schools and
children who have dropped out from schools at an early age are covered in
these classes. To ensure parents' involvement in the education programme,
slum level education committees have been formed involving the parents,
youth as well as BILT employee volunteers who motivate the parents to send
the children to the classes regularly. Parents contribute financially as fees so
that their stakes in the education initiative is enhanced. Based on the
stakeholder dialogue the monthly contribution of parents has been decided at
Rs. 25 - Rs. 30 per child per month.
Also community level libraries have been established : The teachers
belonging to the community have been identified. They have been imparted
skills in managing community centric libraries and are able to keep a track of
the children attending the bridge classes. So far 16 bridge classes have been
established and 4 libraries have been initiated in the two slum colonies.
Exposure visits have been conducted for the teachers of the nearby
primary and secondary schools. The teachers were trained on interesting
Teaching & Learning Methodologies, Pedagogy etc. Following this, the
parents teacher meet have started showing enhanced the participation of the
parents. The attendance of the parents and their level of participation has
improved. Due to the capacity building of the teachers for improving the
quality of education delivered by the school, now the students are also taking
education seriously. As a result, the in-school dropouts have decreased.
Micro-credit and Income Generation
In the migrant colonies, 22 SHGs have been formed for the women
members. These SHGs have taken up various new initiatives. Following
successful implementation of the savings and inter-loading activity,now they
have started takingup other economic enhancement measures. They have
undertaken training in various skill improvement activities like candle making,
dress designing and running of small & micro enterprises (SMEs). The SHG's
have been linked to the Government Schemes. So far 3 women have been
supported with subsidy linked government scheme and are running their
Vocational Training -
Demand for vocational training exceeds the supply. Hence BILT
considered opening fee based vocational training centers in the town. For
this, assessment of the local job market for the various existing trades were
taken up. This also called for a multi party involvement wherein each one
contributing in their own expertise. Accordingly, collaboration with multi
stakeholders began and vocational trainings were conducted for the
unemployed youth.
The first training programme was conducted in collaboration with the
Hero Honda Motors where one Motor Cycle was provided by them. The
Trainer was provided by the project and Jan Shikshan Sansthan (A
Government of India, Organisation) provided the training modules. The Jan
Shikshan Sansthan has accredited the training course; conducted practical
tests on the knowledge gained and have issued certificates to the trainees.
These certificates have enabled the trainees for adding to their credentials.
Now the 23 youth who completed the training have found regular employment
in the Automobile Repair Shops and some of them have started their own
shops in the town. The youth are able to earn between Rs. 1200 - Rs. 1500
per month.
Based on the success of the first training the second vocational training
on electrical repair has been taken up by the Sampark project. 25
unemployed youth are attending the training course, which will be continuing
for 6 months. After the training the Jan Shikshan Sansthan will again take
practical tests and issue certificates to the successful trainees.
Awareness and Counselling on health issues i.e. HIV/AIDS and T.B. at Community Level
At the community level, a series of health camps were organized in
collaboration with the District Red Cross Society, the District T.B. Prevention
Office as well as the World Bank Office of the Chandigarh Branch. After the
awareness meeting conducted at the community level, the TB programme has
taken shape in the form of referral services and implementation of the DOTS
programme. The volunteers have referred 50 persons from the slum level to
the district TB hospital and 198 persons have been advised during the health
check-up camps conducted at the community level. Moreover, DOTs booths
are going to be set up in the slums having higher prevalence of TB in
collaboration with the District TB Office. Required training has been arranged
for the volunteer to extend medicine under DOTS.
In the month of November'06 two Dental check up camps were
conducted the community level. These camps were conducted in
collaboration with the District Medical College and Specialist doctors
conducted the dental check ups for 150 persons. This has drawn a
tremendous response from the community and as follow up measures the
volunteers are sending the people for proper dental care such as cleaning,
filling and medication to avoid complication.
Name of organization : Society for all Round Development
Location : New Delhi 311, Kirti Deep Building
Address : Nangal Raya Commercial Complex, New
Delhi-110046
Telephone/Fax/Email : 011-28524728/28521962
sard@bol.net.in/sa_rd@hotmail.com
Registration Details : S-29329 2nd April 1996
Vision
A society that provides equal opportunity to all its members by ensuring that
they have equal access to the services and goods necessary for realizing
their full human potential.
Mission
To empower the deprived section of society, especially women, through the
promotion of education, health care, skill development and sustainable
economic activities,
Focus Area:
Education
Health
Livelihood
Rehabilitation
Corporate social responsibility
Funding Partners:
BILT
European Union through Age Khan Foundation
USAID through Reach India
Sir Dorabjee Tata Trust
Rajeev Gandhi Foundation
Concern India Foundation
Oxfam GB
ITC
ILO
SRF
Care India
Mines Action Canada
ICBL
Smile foundation
Other Industry parthers:
Pepsi Co
Perfetti
HLL
Hero Honda
NDPL
Details of present projects:
Project Name: Development of an effective, sustainable quality
Kaman Block (Rajasthan)
Project Area: 27 villages in Deeg, Nagar and Kaman Blocks, Bharatpur
District, Rajasthan (Mewat)
Objectives: Developing and disseminating a child-centered, gender
sensitive and innovative education model in the context of
disadvantaged communities for mainstreaming in govt.
schools.
Strengthening the capacities of stakehodlers (both men
and women) to make informed decision regarding the
planning and management of quality education within the
broad framework of human rights and democratic
principles
Project Name HIV/AIDS awareness for out of school youth in
Bharatpur District of Rajasthan
Project Area : 120 villages in Deeg, Nagar and Kaman Block of
Bharatpur District, Rajasthan (Mewat)
Objectives : to promote safe sex practices by members of these
groups.
To increase the access and quality of RTI/STIs services.
Project Name Integrated Nutritional & Health Program &
Reproductive and Child health, Nutrition and
HIV/AIDS Programme
Project Area : 13 villages in Deeg block, 12 villages in Kaman block &
13 villages in Nagar block, Bharatpur District, Rajasthan
(Mewat)
Objectives : INHP-I- To improve the reproductive health and nutritional
status of adolescent girls, pregnant women and lactating
mothers and children under 2 with a view toward
increasing the child survival rate and reducing
malnutrition through immunization, pre-natal care, neo-
natal care, and dietary supplements.
INHP-II- to increase the child survival rate by shifting
focus away from immunizations towards the provision of
neonatal care, extension of vitamin-A coverage and
gender sensitisation.
Project Name Program for rehabilitation of mineworkers who have
been affected by silicosis and their families
Project Area : 10 villages in Bhansi Paharpur Panchayat, Roopwas
Block, Bharatpur District, Rajasthan
Objective : To regularize and extend the Government's
DOTS/RNTCP scheme for silicosis affected mineworkers
To form SHGs and link them up with local bank through
NABARD Scheme (e.g. animal husbandry, horticulture
and agriculture etc.) provide SHGs with training in rural
economic activities
Project Name HIV/AIDS Prevention Program for Sex Workers, their
Clients and Families
Project Area : 4 Bedia villages (Khar Ka Nagla, Blinchatpura,
Premnagar and Ghatoli) and 2 neighbouring mining
villages (Bansi and Paharpur) in Roopbas and Bayana
Blocks, Bharatpur District, Rajasthan
Objectives : To increase awareness of HIV/AIDS and other STDs
among the residents (especially high-risk residents such
as sex workers)
To promote safe sex practices by members of these
groups
To increase the quality and quantity of treatment for STDs
received by them
Project Name Village Libraries
Project Area : 9 villages in Deeg Block, Bharatpur District, Rajasthan
(Mewat) & 4 villages in Bhansi Paharpur Panchayat,
Roopwas Block, Bharatpur District, Rajasthan
Overall Goal : To include good reading habits in youngsters (especially
first generation learners) and provide adults with access
to news, reference materials and information about
government schemes
Project Name Program to Enrich Primary Education (PEPE)
Project Area : 30 colonies in South West Delhi
Objectives To increase student enrolment, retention and completion
rates in formal schools, NIOs and alternative education
centres; To establish a child-friendly learning environment
and pedagogy that is characterized by the principles of
equity, equality, quality; To build the capacity of to bring
about school based reforms in all government primary
schools and alternative education centres.
Project Name Sampark - A Bilt - SARD Corporate Social
Responsibility Initiative
Project Area : Sri Gopal Paper Mill and 6 neighbouring locations (4
urban slums and 2 villages) in Yamuna Nagar District,
Haryana
Objectives : To improve the company's image in the Sri Gopal Paper
Mill's catchment area
To increase the well-being of Sri Gopal Paper Mill
employees (permanent & contract), their families,
suppliers and distributors
To undertake development initiatives in areas of health,
vocational training & income generation to assist the most
disadvantaged of community members.
Project Name Integrated Development project, Bhiwadi, Haryana
Project Area : 6 villages surrounding the SRF Factory
Objectives To understand the develop initiatives in areas of
Health, Vocational training & Income generation to
assist the most disadvantaged for community
members.
To facilitate alliance building between NGOs, Private
to facilitate the creation of a community specific action
plan for young people in the context of HIV/AIDS and
contribute to policy development at District, State and
National level.
Ensure overall development of primary school
children in village primary schools by extending to them
innovative and joyful learning curriculum
Project Name Integrated Program for Education, Micro Financing &
Vocational Training
Project Area : Baran district of Rajasthan
Objectives To bring a qualitative change in the lives of landless
labourer and other deprived communities in Baran District
of Rajasthan
Project Name Water Management Initiative Project in Jhalawar
District of Rajasthan
Project Area : 25 villages connected with 6-e-Choupals in Jhalra Patan
block of district Jhalawar, Rajasthan
Organising small and big farmers into functional
community groups to ensure their capacity building
Construction of location specific water harvesting
structures
Promotion of low cost, sustainable agriculture
Promoting the concept of micro-credit and micro-
finance among the farmers and females of the selected
villages.
Project Name Skill Development Program (Vocational) for
Adolescent Girls
Project Area : Resettlement colonies in the South West District of Delhi
Objectives : Impart vocational skills to the needy girls, children of
the area, which would (Lead to skill up-gradation and
Training in establishing business venture for individuals
or group enterprises.
Provide knowledge to adolescents about development
and empowerment, health and socio-economic aspects
so they can use it in right direction.
Upgrading the knowledge and skills of adolescents to
prepare themselves for integrating the labour market.
Skill development of adolescents and provide
information how to use local resources through their
active participation in their own Socio-economic,
cultural and spiritual development.
To educate Youth of the area on Mobile servicing
The management of BILT acknowledges the seriousness of the
HIV/AIDS epidemic in India and the significant impact it could have on the
workplace. We believe in promoting a healthy work environment for our
employees. This policy reiterates our commitment in creating a healthy
workplace through integrating HIV/AIDs prevention efforts in our existing
welfare policies.
The key elements of this policy are :
We will not undertake HIV screening for the purpose of exclusion from
employment.
We will not discriminate against any employee for advancement in
employment because of his/her real or perceived HIV status.
We will conduct periodic awareness and training programmes within the
company for the employees, their families, contractual workers as well as
for truck drivers to reduce the stigma and discrimination associated with the
disease.
We will support and promote Voluntary Counseling and Testing to
employees with regards to HIV/AIDs.
We will provide Antiretroviral (ARV) treatment to the employees for the
management of HIV as and when necessary.
We will revisit the policy periodically to incorporate the developments that
may take place in management and treatment of HIV / AIDS.
Bilt recognizes that HIV / AIDS epidemic is a glbal crisis and constitutes one
of the most formidable challenges to development and social progress and
that we need to address the challenge at a corporate level.
Bilt launched a program on Prevention of Health and HIV / AIDS in the all six
manufacturing units across four states in India in Sep. 2005. All the
manufacturing units are located at remote parts of the states where there is a
large number of migratory population. Four of the Bilt Mills are in high
prevalent states.
The project has partial funding from International Finance Corporation and
technical support from International Labor Organization, National AIDS
Control Organization and State AIDS Control Societies. During the two years
project period the project aims to reach out to 15,000 employees across all
cadres from management to casual and contractual workers, their families,
and approximately 10,000 truck drivers and cleaners who visits the locations.
The highlight of the project, is it is involving employee volunteers from all
cadres to act as peer educators and facilitators to disseminate the information
to their peers. A trained professional is appointed at each location to
implement the project and one nodal person from corporate is responsible for
effective implementation and giving it direction.
The following strategies are used in the project :
Behaviour change communication
STI diagnosis and treatment for employees and truck drivers.
Condom promotion
Counseling and referral services
Capacity building of employee volunteers
Networking and advocacy with government and NGO''s
Progress since Sep 2005 :
Development of HIV/AIDS workplace policy for the industry.
Core commitment formed at head office level consisting of senior
management members.
KABP survey conducted at every site on 6% sample.
29 Master trainers trained from every unit.
Sensitization programmes conducted for senior and top management at
HO as well as in all units.
Selection and Training of peer volunteers, 175 peer volunteers trained.
Training of Medical Officer from every unit by CMC, Vellore, on prevention
and treatment of STI, counseling and treatment.
Life skill development programme for 9th, 11th standard boys and girls of
Thapar school Ballarpur & Yamunanagar.
Awareness programmes for colony residents.
Awareness programmes for community at large.
Condom vending machines have been installed inside the Mill at every unit
and in three units in outside communities.
Development of IEC material in regional language.
Providing counseling to employees on family crisis, career guidance,
general health.
Helping positive individual in getting ARV drugs.
Developing the network for HIV + people.
Observance of events during world AIDs Day, Women's Day, Anti-tobacco
day.
Mass events were organized during festivals like Ganesh, Durga Puja,
Holi, New Year Day etc.
Programmes on substance abuse, lifestyle education, women's health,
general health and hygiene are organized for creating healthy workplace.
Networking and referral linkages developed with government hospitals for
HIV testing.
Knowledge, Attitude, Behaviour and Practice Study
In order to assess the knowledge, attitude, behaviour and practice (KABP) of
the employees related with HIV/AID the KABP study was conducted. The
survey questionnaire was designed by ILO and the pre-training was also
conducted by them. In this study 6 employee volunteers interviewed the
colleagues along with the coordinators. The study will be again conducted in
2007 to do the mid-evaluation of the program where the same volunteers will
be called to conduct the interview. On the basis of the finding the changes
were made in the project design where ever required.
KABP survey conducted at all the units covering 729 employees and 102
truck drivers and cleaners.
HIV / AIDS awareness was 86% amongst employees
67.8% respondents knew that HIV could be prevented.
Lot of myths and misconceptions were prevalent among the emplyees like
HIV can be transmitted through mosquito bite, sharing meal etc.
Around 20% respondents have witnessed AIDS related deaths & 19%
knew someone living with HIV infection.
Knowledge about sexually transmitted infections was very poor.
Nearly 64% stated that they have not received any education about the
disease, major source of information was mass media mainly TV and radio.
The workers who want to go for the HIV testing, are referred to nearby
Voluntary Counseling and Testing Centre and follow up such cases is done
by the counselor.
Plan for year 2007 :
Establishment of ART centre at Ballarpur for employees as well as for
communities.
De-addiction programme at all units.
Developing the cadre of youth volunteers to disseminate information in
communities.
Awareness creation for employees as well as their families, with focus on
adolescent boys and girls.
Establishing the clinics for truck drivers and cleaners
Enhancing in house clinics to deal with STI/HIV related health problems
Establishment of rest room for truck drivers
Starting of pilot project on anemia detection and education at Ballarpur for
8th standard girls.
Conducting health check up camps for school children in collaboration with
local Rotary, Lions clubs, IMA branch etc.
ii) MDR :
That the MDR to piece rates are revised to Rs. 30/- per day.
III INCREASE IN BASIC SALARY
It is agreed that Rs. 310/- (Rs. three hundred and ten only) adhoc
increase given to the time rated workme will be merged with the Adhoc
amount of the individual Piece Rater in Finishing Houses with effect from 1st
July, 2005. It is further, agreed between Management and the Unions that
steps shall be taken to merge adhoc fixed amount with piece rates within six
months of signing of this settlement. However, till such time, the above
amount is not merged with the piece-rates, payment shall be made on
attendance basis.
3. Education Allowance
Education Allowance is increased from Rs.1050.60 to Rs. 1669.20
w.e.f. 01.07.2005.
4. Washing Allowance
Washing Allowance amounting to Rs. 18/- is withdrawn w.e.f.
1.07.2005 and this amount is merged with Education Allowance.
5. Double Increment
That the quantum of double increments payable every year stands
increased from 10% to 12%
6. Double Increment
That the quantum towards electricity bill in Om parkash building stands
increased from 12% to 14% of basic. Those who are allotted accommodation
at Om Pk. Bldg. but not living there will not be paid electricity charges.
7. Attendance Bonus Scheme
It is agreed that the quantum of Attendance Bonus payable on physical
presence in a month is enhanced with effect from 1st July 2005 as under : -
8. Night Shift Allowance
That the quantum of night shift allowance applicable to workmen
attending duty in "A" shift is increased to Rs. 6 (Rs. six only) per "A" shift
attendance with effect from 1st July 2005. Further it will be extended to
workmen who work on overtime in "A" shift.
9. Uniform & Liveries
9.1 The Stitching Allowance stands increased from 180 (One hundred and
eighty) to Rs. 220 (Two hundred and twenty only).
9.2 The cost of one pair of Leather Shoe is increased from Rs. 195 (one
Hundred Ninety Five) to Rs. 215 (Two Hundred Fifteen).
9.3 It is agreed that Rain Suit of reasonable quality will be given to all the
permanent employees after every three years and Management and
Union Representatives will mutually finalize the quality.
10. EDUCATION FACILITIES
10.1 School Fee Reimbursement
That the existing salary limits for reimbursement of School fee is revised as
under with effect from 1st July 2005.
For those drawing basic wages upto Rs. 2300 per month : 100%
For those drawing basic wages between Rs.2301 to 2450 per month : 50%
For those drawing basic wages of Rs. 2451 and above per month : 40%
All other terms and conditions governing School Fee Rimbursement
remain unchanged.
Double Increment The scholarship amount is increased as under :
5th From Rs. 50/- to Rs. 75/-
8th From Rs. 75/- to Rs. 100/-
10th From Rs. 100/- to Rs. 125/-
12th From Rs. 125/- to Rs. 150/-
At present the students getting scholarship after 12th are paid for one year. It
is agreed that for the above students scholarship will be extended by one
more year.
The number of Scholarship and all other terms and conditions governing the
scholarship scheme shall remain unchanged.
Further it is agreed that 10 (Ten) Higher education Scholarship for the
son/daughter of permanent workmen who secure admissions in professional
courses (MBBS and BE/B.Tech) will be paid Rs. 10000/- (Rupees ten
thousand only) per annum as assistance for pursuing their professional
studies as per BPU Pattern. ATKT students will be considered subject to their
clearing their exams in the fixed term of relevant course. The other terms and
conditions will remain same.
11. Medical Facilities :
11.1 Hospitalization
A committee is constituted to review the Medical Scheme, Benevolent
Fund Scheme and Hospitalization Scheme. The members of this committee
will be DGM - HR, President & Secretary of both the Unions and Chief
Medical Officer. The committee will finalise its report latest by 15th November
2006 for implementation.
INTEREST FREE LOANS AND OTHER FACILITIES
12.1 CYCLE LOAN
That the quantum of Cycle Loan is increased from Rs. 2000/- (Rs.
Two thousand) to Rs. 2300/- (Rs. two thousand three Hundred only). It will be
recovered in 40 installments.
Cycle loan for the casual workmen is increased from Rs. 1500/- (Rs.
one thousand five hundred) to Rs. 1800/- (One thousand eight hundred). It
will be recovered in 40 equal installment.
12.2 COMMON FUND
A. That the employee's contribution is increased from Rs. 6 (Rs. six) to
Rs. 9 (Rs. nine) per employee and the management will give matching
contribution towards the common fund.
B. That the quantum of interest free loan from Common Fund is increased
from Rs. 1600 (One thousand six hundred) to Rs. 2000/- (Two
Thousand) recoverable in 8 equal installments.
C. Sickness Help from Common Fund is increased from Rs. 500/- to Rs.
750/-. The other terms & conditions will remain unaltered.
All other terms and conditions governing this loan scheme shall remain
unchanged.
S G CLUB
That the employees contribution towards S G Club is increased from
Rs. 8 (Rs. Eight) to Rs. 11 (Rs. Eleven) per month and that of management
share from Rs. 7 (Rs. Seven) to Rs. 10/- (Rs. Ten) per employee per month.
12.3 FINANCIAL ASSISTANCE ON RETIREMENT/DEATH
That, the quantum of financial assistance in case of retirement of a
permanent workman is increased from Rs. 2001/- to Rs. 2501/-.
Further the quantum of help for reimbursing funeral expenses in case
of death of an employee is increased from Rs. 2000/- per case to Rs. 2500
(Two Thousand Five Hundred only). This financial assistance will be payable
irrespective of number of years of service.
It is also agreed that Rs. 2500/- (Two Thousand Five Hundred only) will
be paid to the workmen retiring on medical ground. Mill CMO will have the
authority to declare the workmen as medically unfit.
12.4 DEATH RELIEF FUND
That, the quantum of contribution of the permanent employees will be
Rs. 40/- per employee per death towards death relief fund. However the
matching contribution @ Rs. 25/- per employee i.e. Rs. 34,000/- per death will
be contributed by the management. Casual Labour contribution towards death
relief fund will be Rs. 20/- per employee per death.
A separate Death Relief Fund will be formulated for casual workers.
12.5 FESTIVAL ADVANCE
That the quantum of festival Advance applicable to the permanent
workmen is increased from Rs. 1500 (Rs. One Thousand & Five Hundred
only) to Rs. 2000 (Two Thousand Only).
It is also agreed that the casual workers will also be eligible for festival
advance amounting to Rs. 1000/- (Rs. One Thousand Only) recoverable in 10
equal installments. All other terms and conditions governing this loan scheme
will remain unchanged.
13. LEAVE AND HOLIDAYS
It is agreed that half day leave will be allowed in case of short leave
availed in the 1st half from 10.00 am to 12.00 noon. This clause will not be
applicable on Saturday or any half holiday. It is clarified that this facility will be
restricted only once in a month.
It is also agreed that the accumulation limit of Privilege Leave is
increased to 330 and Sick Leave to 63.
There will be no other change in the existing leave & paid holiday
policy.
14. MISCELLANEOUS
14.1 INCENTIVE FOR FAMILY PLANNING
That the quantum of financial incentive applicable to permanent
workmen & Casual workers for undergoing family planning operation will be
as under :
For undergoing Vasectomy/Tubectomy operation (up to two children) :
Rs. 800 (Rs. Eight hundred only) ;
For undergoing Vasectomy/Tubectomy operation (more than two
children) : Rs. 650 (Rs. Six Hundred & Fifty only).
Other terms and conditions governing this scheme shall remain
unchanged.
14.2 INCENTIVE FOR BLOOD DONATION
That the quantum of financial incentive for donating blood is increased
to Rs. 500/- per case.
Workmen, who go outstation (Delhi, Chandigarh) will get 2 days leave
(includes the blood donating day).
Other terms and conditions of blood donation scheme remain
unchanged.
13. CASUAL WORKERS
It has been agreed to increase daily rate of Casual workmen by Rs. 6/-
per day and other allowances will be as below
HRA : Rs. 23/-
LTA : Rs. 12/-
14. ONE MAN ONE BENEFIT
It has been agreed that of the benefits resulting in additional
increments, one man will get one benefit under this agreement. This clause
supersedes any understanding / agreement to the contrary.
SUGGESTIONS
I appreciate the efforts of management of Bilt in providing
various welfare activities in Mill. But I found that in some areas the
welfare activities were lacking. So I would wish to draw attention.
1. The awareness of Dengue and Malaria awareness must be created in
mill. More than 2500 workers are working in mill but majority of them
doesn't know about precautions of dengue and malaria. Water is
consumed in large quantity so their are chances that the workers may
get infected by mosiquito byte. So they should create awareness.
2. The Bilt scholarship scheme should be increased to 15 from
existing 10. Because in today's world competition is
increased. Every body is becoming contious towards career
and they want to go for higher studies.
So I request the management to please pay attention
towards my suggestions.
CONCLUSION
In the end I would like to say that I am pretty happy with
welfare activities conducted in Bilt. The management takes good
care of its workers. Bilt takes very good measure to preserve
environment. They use eco-friendly machines which do not create
any pollution.
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