INTRODUCTION NEED OF THE STUDY Only theoretical knowledge is not enough in any study, one also has to look after its practical aspect if he wants to know real situation and to know what the problems in implementing theory in to practice are. Lecture given in classroom help us to understand the fundamental concept of management. As an essential part of our B.B.A. program I got a chance to have the training with Imperial Auto Industries Ltd. Faridabad. The project assigned to me during my summer training at Imperial Auto Industries Ltd. was the “employee welfare policies of the company” For the purpose of my study, I personally met the employees of various plants; all of them provided me with the necessary information related to the project. - - 1
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INTRODUCTION
NEED OF THE STUDY
Only theoretical knowledge is not enough in any study, one also has to look after its
practical aspect if he wants to know real situation and to know what the problems in
implementing theory in to practice are. Lecture given in classroom help us to understand
the fundamental concept of management.
As an essential part of our B.B.A. program I got a chance to have the training with
Imperial Auto Industries Ltd. Faridabad.
The project assigned to me during my summer training at Imperial Auto Industries Ltd.
was the “employee welfare policies of the company”
For the purpose of my study, I personally met the employees of various plants; all of
them provided me with the necessary information related to the project.
First of all I have collected the various welfare policies from induction manual, from
welfare notice board, Internet and with direct interaction with the employees of the
company.
From this study I came to know the various facilities that are provided by company to
their employees.
For this study a questionnaire was prepared to collect the information on the employee’s
preference regarding the welfare policies provided by the company.
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From the study I came to know the preference of employees regarding various facilities
provided by the company.
OBJECTIVES OF THE STUDY
To know employees preferences regarding welfare facilities provided by the
company.
To study the information regarding the welfare policies provided by the company
to the employees.
To check the role of management while providing welfare schemes.
The study aims at providing relevant information for marking the necessary
amendment in the welfare policies of the company.
To know how employees are availing the welfare schemes.
To know the formalities fulfilled before availing the welfare schemes.
Research Problem
A researcher experiences some difficulty either in a theoretical and practical situation
and wants to obtain a solution.
Major components of a research problem:
If someone goes for a research then there should be a problem for which he go and
solved it.
The problem should be helpful for achievement of objective.
There are alternative means to achieve objectives, and the researcher must know about
the favorable and unfavorable means of the objective.
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There is a doubt in the mind of the researcher, so that researcher can achieve his
objective.
The environment should be problem pertaining so that he can found the problem and for
solving it he can do research.
Research Methodology
“Research is a systematized effort to gain new knowledge.” It is a
systematic study consisting of a problem formulating a hypothesis collecting the facts and
data, analyzing the facts and reaching for certain conclusions, which can be in the form of
either solution towards a problem.
1. RESEARCH DESIGN:--
A research design is the arrangement of conditions for collection and analysis of data in a
manner that aims to combine relevance to the research purpose with economy in
procedure. The research design used in my study is basically descriptive in nature.
Descriptive research: -- the research design in my study is descriptive. Its studies are
concern with describing the characteristics of a particular group or individual. Studies
concerned with specific prediction with narration of facts and characteristics
concerning individual, group or situations are examples of descriptive research .it is also
known as social research.
2. SAMPLE DESIGN:
A sample design is a definite plan for obtaining a sample from a given population. It
refers to the technique or the procedure the researcher would adopt in selecting items for
the sample i.e. the size of the sample. Stratified sample method is adopted to select the
sample.
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4. SAMPLE UNIT:
Sample is made on the basis of the stratified sampling, in this type of sampling
simple random and sub sample are drawn from different data which are equal o some
characteristics . the first step in stratified sampling choosing a strata on the basis of
existing information.
5. SAMPLE SIZE:
Hundred
6. SOURCES OF DATA COLLECTION: --
The study made in use of both primary and secondary sources.
PRIMARY DATA COLLECTION: -- the survey has been undertaken on the lines of
interaction with employees of different plants and managers of the company with the help
of structured questionnaires.
SECONDARY DATA COLLECTION:-- secondary data have been collected from
various sources involving induction manual, internet etc that were of considerable help to
me,
7. ANALYSIS OF DATA:
The data after collection has to be processed and analyzed with the outline laid for the
purpose at the time of developing the research plan. This is essential for a scientific study
and for insuring that we have all relevant data for making contemplated comparison and
analysis.
Technically speaking processing implies editing, coding, classification and tabulation of
collection data so that they are amenable to analysis.
The term analysis refer to the computation of certain measures along with searching for
patterns of relationship that exist among data groups. To analyze the data percentage, pie
charts, graphs etc are used.
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REVIEW OF LITERATURE
Employee: -
An employee generally includes any individual who performs services if the
relationship between the individual and the person for whom the services are performed
is the legal relationship of employer and employee. This includes an individual who
receives a supplement unemployment pay benefits that is treated as wages.
But does not include a person who, in the board’s opinion,
Performs the functions of a manager or superintendent, or
Is employed in a confidential capacity in matters relating to labor relations or
Personnel.
Employer: -
An employer generally is that person who appoints the employees and workers.
Employer is a major part of a business organization. In the organization, Business owners
who want their business to continue to grow and expand its capacities will eventually
have to consider taking on employees. Employing people is a complex, but not
impossible task, provided that you are well-informed about your rights, your legal
obligations and your responsibilities. This section provides information about various
aspects involved in being an employer. There are various authorities who enforce the
employer to create a healthy environment in the organisation.
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About industrial relations or employees relationships:--
The relationship between employer and employee is called employee relationship. Here
the victorian government say about workplace relations. And it passed an act also.this is
as follows:-
In 1996 the Victorian Government referred most of its industrial relations powers to the
Commonwealth Government. This allowed for the establishment of a single framework
of laws regulating industrial matters in Victoria through the Workplace Relations Act.
While Victoria no longer has a state-based Industrial Relations (IR) system, except for
some specialist legislation, the Victorian Government is committed to fostering fair, co-
operative and innovative workplaces.
To achieve this, the State Government has called for changes to the Workplace Relations
Act to generate more harmonious IR outcomes, passed specific legislation to improve
fairness and security for various employees, and developed a number of programs to
promote cooperative, high-performance workplaces.
Basic meaning of industrial relationship:--
The term “industrial relations” in practice has come to mean primarily the relations
between the management and the union (s) in an industrial enterprise. It ought to include
“employee relations” irrespectively of whether a union exists in a particular unit or not.
We all know that unions come into being because for age the employer has exploited the
individual employee. To be sure, most of us Indians are even today, partners in this
process of exploitation. The reference here is to the working conditions and facilities that
we provide to our domestic servants, whether we look at their wages, at their working
houses, or at their health care. The some is by and large true for labor employed on
construction projects or in firms. It must therefore be accepted
that the trade unions did serve a social purpose through the practice of collective
bargaining.
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The National Commission on Labor (NCL) also emphasize on the same concept.
According to NCL, industrial relations affect not merely the interests of the two
participants- labor and management, but also the economic and social goals to which the
State addresses itself. To regulate these relations in socially desirable channels is a
function, which the State is in the best position to perform.
In fact, industrial relation encompasses all such factors that influence behavior of people
at work. A few such important factors are below:
Institution:
It includes government, employers, trade unions, union federations or associations,
government bodies, labor courts, tribunals and other organizations which have direct or
indirect impact on the industrial relations systems.
Characters:
It aims to study the role of workers unions and employers’ federations officials, shop
machinery working of closed shops, union reorganization, organizations of protests
through methods like revisions of existing rules, regulations, policies, procedures, hearing
of labor courts, tribunals etc.
Contents:
It includes matter pertaining to employment conditions like pay, hours of works, leave
with wages, health, and safety disciplinary actions, lay-off, dismissals retirements etc.,
laws relating to such activities, regulations governing labor welfare, social security,
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industrial relations, issues concerning with workers’ participation in management,
collective bargaining, etc.
Labor welfare: --
Labor welfare refers to all the facilities provided to labor in order to improve their
working conditions, provide social security and raise their standard of living. Majority of
labor force in India is working in unorganized sector. In order to provide social security
to such workers, Government has introduced Labor Welfare Fund to ensure assistance to
unorganized labors. Five different welfare funds, which are governed by different
legislations, are administered by Ministry of Labor. The purpose of these welfare funds is
to provide housing, medical care, educational and recreational facilities to workers
employed in beedi industry and non-coal mines and cine workers.
Here is a protection group for the safety of employees and labors, which tell about
what services, are to be provided to employees and shop floor workers.
Employee Welfare Protection Group - Employment Lawyer
Established in 2006, Employee Welfare Protection Group has over 15 years experience in
the employee welfare protection profession, with the focus on providing income, injury
and legal protection to the employee throughout the local area. The company is located in
Lowestoft, East Anglia.
With a 24 / 7 emergency contact center and fully qualified staff, the company is able to
offer a professional advise service to all employee status. The service is intended to be
cost effective, enabling members to become financially secure.
The organization supplies reliable welfare benefits, featuring easy, manageable
premiums. Tailored to the employee's requirements, the products are essential for every
day needs and can prevent financial difficulties. The product is available from the website
at a reduced cost.
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With a staff body of 10 fully qualified tradesmen and women, Employee Welfare
Protection Group has a professional team, qualified in employee rights. Employee
Welfare Protection Group has a satisfied network of members, located through out
East Anglia, including many who are part time employed. The organization is managed
by a board of directors who have been involved in the Employee and Employment
Welfare industry for many years. They are well trained to oversee the organisation,
having previously trained in Employment Law.
The five legislations governing welfare funds are as follows:
The Mica Mines Labor Welfare Fund Act, 1946
The Limestone and Dolomite Mines Labor Welfare Fund Act, 1972
The Iron Ore, Manganese Ore and Chrome Ore Mines Labor Welfare Fund Act,
1976
The Cine Workers’ Welfare Fund Act, 1981
Schemes under welfare funds provide assistance with respective to the following:
Public health and sanitation
Housing
Recreational (including standard of living)
Social security
Educational facilities
Water supply
Transportation
Medical facilities (prevention of diseases)
Social security
Group Insurance Schemes for Beedi and Cine workers.
Workers Welfare Cess Act, 1976 provides for levy of cess by way of excise duty on
manufactured beedis from Re.1/- to Rs.5/- per thousand manufactured beedis. This is
presently Rs 2 per 1000 beedis with effect from 28th June 2000.
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The Cine Workers Welfare Cess Act, 1981 provides for duty of cess, at such rate not
being less than one thousand rupees and not exceeding twenty thousand rupees, on every
feature film submitted to the Chairman, Central Board of Film Certification. This is Rs
20000 per feature film of Hindi and English and for regional films it is Rs 10000 per film
with effect from 20th April 2000.
The Iron Ore, Manganese Ore & Chrome Ore Mines Labor Welfare Cess Act, 1976
provides for levy and collection of cess on Iron Ore, Manganese Ore & Chrome Ore
between 50p to Re.1/-, Re.1/- to Rs.6/- and Rs.3/- to Rs.6/- respectively.
The Limestone and Mines Labor Welfare Fund Act, 1972 provides for the levy and
collection of cess on Limestone and Dolomite as a duty of excise at such rate not
exceeding one rupee per metric tone of limestone & dolomite. The rate of cess on
Limestone and Dolomite is Re.1/- with effect from 27th December 2000.
Mica Mines Labor Welfare Fund Act, 1946, provides for levy and collection of cess
on all mica exported as duty of Customs not exceeding 6.25% ad valorem. This is 4.5%
ad valorem on export with effect from 1st November 1990.
What is Employee Welfare?
Employee welfare in general, these are the benefits that an employee must receive from
his/her company, like allowances, housing for those companies who provides,
transportation, medical, insurances, food and some other way where the employee has
rights to demand.
At Imperial Auto Industries Ltd., we care for our employees and consider each and every
one a part of the Imperial Auto Industries Ltd. family. Various Welfare Schemes are in
place in keeping with this spirit
Bonuses, 13-month pay, sick leave, maternity leave and vacation are also part of this and
even holidays for other companies.
Facilities for Women
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Number of
PeopleToilets Washbasins
1 – 5 1 1
6 - 25 2 2
26 - 50 3 3
51 - 75 4 4
76 - 100 5 5
Facilities for Men
You must provide a supply of clean and wholesome drinking water, which is easily
accessible to all employees. cups should be provided and the taps clearly labeled.
You must consider whether suitable facilities are available to staff working off-site or on
temporary sites. If not, temporary arrangements must be provided. Some workers may
- -
Number of
PeopleToilets Urinals Washbasins
1 – 15 1 1 1
16 – 30 2 1 2
31 – 45 2 2 2
46 – 60 3 2 3
61 – 75 3 3 3
76 – 90 4 3 4
91 – 100 4 4 4
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need to be provided with portable facilities for hand washing.
If the work activity requires employees to change into specialist clothing, you must
provide changing rooms and facilities for secure storage of personal belongings. you may
need to consider separate storage for clean and dirty clothing, or the provision of laundry
facilities.
There should be a suitable seating area for use during breaks. this must be clean and
provided with washing facilities nearby and a means of heating water for hot drinks.
Employee benefits and services:-
It includes any benefits that the employee receives in addition to direct remuneration. The
synonyms used are fringe, service programmes, employee benefits and hidden payroll.
FUNCTIONS OF EMPLOYEE WELFARE: --
Working conditions A)Factory Health Service
Factory Sanitation & Cleanliness B) Recreation
C) Workers Education
Welfare Amenities D) Economic Services
E) Housing for Employees And
Community Services.
F) Study of the Working Of The
Welfare Acts.
G) Social Work in Industrial Setting.
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Conditions at work place Employees
health service
Conditions At Workplace: --
WORKING CONDITIONS: -
It include many kinds working conditions for employees which are helpful for employee
in doing work these are like: temperature, ventilation, lighting, noise, dust, smoke, fuels,
gasses, humidity.
FACTORY SANITATION AND CLEANLINESS:--
It is related to cleanliness of the factory, it include provisions for Urinals in
factory provisions for the disposable f waste and rubbish; Provision for water and proper
bathing and washing facilities, and facilities of whitewashing and repair of buildings care
and maintenance of gardens, roads and etc.
WELFARE AMENITIES: -
It include care of drinking water, canteen service, lunch, restroom, and other amenities.
Employee Health Services
FACTORY HEALTH SERVICES: --
This includes medical examination of employees, factory dispensary
and clinic treatment, first aid and ambulance room and treatment of any incidents and
other kind of health service.
RECREATION: --
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It is related to maintain our body fit and fine for this purpose, construct a
playground for playing games. And organize various types of programs like social and
cultural activities and physical games for recreation.
OTHER SERVICES:--
It includes various facilities like: --
Education to improve skills, earning capacity and lecture programs and audiovisual
educations .
Economic services like; housing cooperatives, grain shops and fair price shops, study of
the working of welfare acts.
Social works in industrial settings like: family planning and employee counseling.
But now these services are counted in statutory provisions and non-statutory provisions.
These are explaining further.
Imperial Auto Industries Ltd. believe that satisfied employees contribute to the
development and growth of the organization. Imperial Auto Industries Ltd. apart from
providing statutory benefits offers various voluntary benefits to its employees. These are
offered in the form of various allowances, perks and advances as given below:
Types of welfare activities: --
i. Statutory provisions
ii. Non- statutory provisions.
Statutory provisions:
These are mandated by the:
The factories act, 1948.
The mines act, 1952.
The plantations act, 1951.
The motor transport workers act, 1961.
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The contract labour (regulation and abolition) act, 1970.
The merchant-shipping act, 1958 .
Dock workers (safety, health and welfare) schemes, 1961
Inter- state migrant workmen (regulation of employment and conditions of services) act,
1979.
Non-Statutory Provisions:--
It is also called voluntary benefits; include loans for house building, education of
children, leave travel concession, fair price shops, loans for purchasing personal
conveyance and a host of other facilities.
STATUTORY WELFARE SCHEMES
The statutory welfare schemes include the following provisions:
Drinking Water:
At all the working places safe hygienic drinking water should be provided.
Facilities for sitting:
In every organization, especially factories, suitable seating arrangements are to be
provided.
First aid appliances
First aid appliances are to be provided and should be readily assessable so that in case of
any minor accident initial medication can be provided to the needed employee.
Latrines and Urinals:
A sufficient number of latrines and urinals are to be provided in the office and factory
premises and are also to be maintained in a neat and clean condition.
Canteen facilities:
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Cafeteria or canteens are to be provided by the employer so as to provide hygienic and
nutritious food to the employees.
Spittoons:
In every work place, such as ware houses, store places, in the dock area and office
premises spittoons are to be provided in convenient places and same are to be maintained
in a hygienic condition.
Lighting:
Proper and sufficient lights are to be provided for employees so that they can work safely
during the night shifts.
Washing places:
Adequate washing places such as bathrooms, wash basins with tap and tap on the stand
pipe are provided in the port area in the vicinity of the work places.
Changing rooms:
Adequate changing rooms are to be provided for workers to change their cloth in the
factory area and office premises. Adequate lockers are also provided to the workers to
keep their clothes and belongings.
Rest rooms:
Adequate numbers of restrooms are provided to the workers with provisions of water
supply, wash basins, toilets, bathrooms, etc.
NON-STATUTORY SCHEMES
Many non-statutory welfare schemes may include the following schemes:
Personal Health Care (Regular medical check-ups):
Some of the companies provide the facility for extensive health check-up
Flexi-time:
The main objective of the flextime policy is to provide opportunity to employees to work
with flexible working schedules. Flexible work schedules are initiated by employees and
approved by management to meet business commitments while supporting employee
personal life needs
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Employee Assistance Programs:
Various assistant programs are arranged like external counseling service so that
employees or members of their immediate family can get counseling on various matters.
Harassment Policy:
To protect an employee from harassments of any kind, guidelines are provided for proper
action and also for protecting the aggrieved employee.
Maternity & Adoption Leave –
Employees can avail maternity or adoption leaves. Paternity leave policies have also been
introduced by various companies.
Medi-claim Insurance Scheme:
This insurance scheme provides adequate insurance coverage of employees for expenses
related to hospitalization due to illness, disease or injury or pregnancy.
Employee Referral Scheme:
In several companies employee referral scheme is implemented to encourage employees
to refer friends and relatives for employment in the organization.
Welfare items for workmen
S.No.
Item Eligibility Duration /frequency/quantity
Remarks
1. Uniform(terricot)
All regular workmen
2 sets of uniform every year to be given in April -June
as per theexisting practice
2. Safety shoes
All regular workmen
Additional pair of safety shoes to be given once in the period of three years. the first pair of safety shoes Will be given in the year 2008 in November- December.
Additional branded safety shoes will be provided to all regular workmen.
3. Jacket All regular workmen
One jacket matching to uniform to be given in alternate year in the month of October/November.
Matching jacket will be provided.
4. Raincoat All regular workmen
One raincoat to be given once in the period of 3 years commencing from 2007 in the month of may-july.
As per the existing practice.
5. Soap All regular workmen working at workshop.
Two cake every month. As per the existing practice.
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6. Excursion trip
Only permanent workmen & their family members.
One excursion trip in a year in the month of April or August.
As per the existing practice.
7. New year celebration
All regular workmen.
Sweet and tea on new year day. As per the existing practice.
8. Sports(kabbadi/volley ball)
Selected players of the team.
Sports kit will be provided to the players of the team only.
Teams of kabbadi & volley ball will be selected by the professional coach every year.
9. Shoes All regular workmen
One pair every year to be given in month of April -June.
As per the existing practice.
10. Tumbler glasses.
All regular workmen
One tumbler each in the month of April / October As per the existing practice.
11. Khaki pant&shirt ordangari
Welders, workmen working in electroplating/ hard chrome/ phosphating/ paint shop (workmen working in paint booths)
One pair every year to be given in the month of April – June.
Color khaki (cotton cloth)
SAFETY ITEMS FOR WORKMEN
S.
no.
Item Eligibility Duration/
Frquency/
Quantity
Remarks
1. Safety
goggles
All regular workmen (except
welders) actually working on
machine & areas specified by safety
officers.
Once in a year and there
after only replacement will be
provided.
Only colorless-industrial
safety goggles with side
shield, compulsory to
wear safety goggles on
the shop/area
whileWorking.
2. Goggles for Welders Once in a year and there after Proper welding
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welders only replacement
will be provided. goggles will be
Procured.
3. Reinol cream
(hand washing
cream)
All regular workmen actually
working on shop floor.
One pack of 200 gram per onth. As per existing Practice.
4. Karodex
barrier cream
Workmen actually working in the
oily conditions where there is a
chance of any skin problem.
Need based (one pack of
100 gram per month)
Advice of the company’s
medicalofficer will be
taken in the Market.
5. Ear muffs/ ear
plugs
Workmen working
in power house,
engine testing, air
blowing stage in paint shop level
exceeds
9o decibels.
Once in a year. As and when
required to be
replaced.
6. Respirators/
gas mask/
cloth mask
Workmen working in hazardous
operatios as determined by safety
officer.
Need based. As and when
required to be
replaced.
LONG SICKNESS BENEFITS
Long sickness benefits is payable to permanent workmen to cover up the loss of wages
incurred due to absence caused by long sickness.
Long sickness benefit is extended when the workmen is suffering from any of the
diseases mentioned below:
Kidney transplant
Renal failure requiring long- term dialysis
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Cerebral or vascular strokes
Coronary artery diseases or a coronary bypass surgery.
Open heart surgery, valve replacement.
All kinds of cancer
To including pulmonary TB.
Brain hemorrhage incapacitating the workmen for a minimum period of
one month.
Serious accident resulting in the compound fracture or a fractured is incapacitating the
workman to work for a minimum period of 30 days.
Incapacitation of a workman from work should be for 30 days or more so as become
eligible to receive this benefit.
To release the benefits under the scheme it is necessary to get the claim certified from
ESIC or by the company’s medical officer as the case may be.
Full payment of HRA is made during the period of long sickness.
The maximum period for which sickness benefit are payable is 365 days.
FINANCIAL ASSISTANCE ON COMPASSIONATE GROUNDS
A lump-sum assistance of rs. 2 lac is given to the legal heir / dependents of the workman
dying during employment.
WELFARE SERVICE FOR MEDICAL PURPOSE
Medical Insurance Hospitalization Scheme:
Eligibility : All regular employees not covered under ESI.
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Limit: As per hospital bills subject to entitlement under the medical insurance
hospitalization scheme.
Procedure: The company has tie up with RAKSHA TPA for cashless treatment facilities
for employees and their wards in different networking hospital and claims are directly
lodged by hospital to RTPA.
Employees taking treatment in non-networking hospital have to inform
RAKSHA TPA office 3 days advance in case of emergency have to dial 2250000 and
completed set of papers shall be submitted in personnel department for settlement of
claim.
Coverage: self, spouse, legitimate dependent, children up to the age of 25 yrs or up to
their marriage or employed which ever is earlier.
Premium : it is paid by company except for parents whose premium is borne by the
employee.
Sum insured(annual) for each member of the family
Workmen
For minor aliment RS. 40,000
For major aliment RS. 2, 00,000(family floater)
(For major aliment, claim will be entertained up to, max, limit i.e. up to
2, 00,000)
Maternity benefits: Maximum benefits allowable will be rs 40000 applicable only if the
members do not have more than children.
Group personnel accident insurance (gapi) policy
Eligibility: All regular employees covered under corporate medi claim policy.
Minimum 3 days of incapacitation is must for getting claims.
Policy renewal: 1st July of every year.
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Coverage: The accident risk covers both inside and outside the factory
irrespective of being present on duty or off duty provided the employee has met with an
accident. This benefit is for self only.
Claims: The employee will submit a claim from duty attested by medical officer
along with the supporting documents like medical certificate, x-ray film, fitness
certificate, copy of x-ray report and bills related to medical treatment and certificate of
absence from the duty.
Insured amount: Basic *60(minimum of rs.75, 000 &maximum of rs. 2, 25,000)
Cash benefits: temporary disablement -1% of sum assured per week
Permanent partial as per scale of compensation
Disablement:
Permanent disablement: 100% of the sum assured.
Upon death: 100% of the sum assured to the legal heir.
LOAN FACILITIES TO ITS MEMBERS
Imperial Auto Industries Ltd. employee’s welfare society
ELIGIBLITY: All confirmed employees, who are members of society.
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Membership Procedure To submit application form.
Fixed monthly contribution: Min rs. 300 and max RS.500 per month
Loan Every Tuesday through ICICI bank.
Distribution:
Interest payable 10% p.a. on reducing balance.
On loan:
Interest payable 9% p.a.
on contribution:
Calculation of loan amount:
(Total contribution of employees * 3)+ (500*no. of yrs of completed service)
or
RS. 85000, which ever is less.
Presently members can take a loan up to a maximum of Rs. 70000 from the Imperial
Auto Industries Ltd. employee’s welfare society and rs. 50000 from Imperial Auto
the Dodge (Mirada) at the time. Arrington's Imperial currently (as of fall 2008) resides in
the Talledega (AL) NASCAR museum.[citation needed]
Competing models such as the Cadillac Eldorado and the Lincoln Continental Mark VI
had been downsized by 1981, so the Imperial was of comparable size to its competitors
and the market was certainly there, since the Eldorado was at that time rising to the peak
of its success. Considerable marketing was put behind the new model as well, including
commercials and magazine ads featuring singer Frank Sinatra, a personal friend of
Iacocca.[citation needed]
Nevertheless, the car did not take off. Other than the fuel injection system, it offered no
technological innovation, and the company's reputation for quality was still suffering
from the disasters of the 1970s. The fuel injection system proved unworkably
troublesome and most cars were retrofitted under warranty with carburetors at great cost
to Chrysler.[3][4]. The rear styling, which had an odd, bustle-backed look somewhat similar
to Cadillac's controversial 1980 Seville, was a styling hindrance. Competition from the
much cheaper, mechanically similar, and more reliable Chrysler Cordoba, which was sold
in the same showrooms, also ate into Imperial sales.
Perhaps most importantly for the prestige-driven top of the market, by the 1980s the well-
publicized misfortunes of Chrysler had simply rendered the name unable to compete in
the same class as Cadillac and Lincoln. A marque which was most often associated in the
press with the word bankruptcy was unlikely to attract buyers shopping for a car that
symbolized affluence.[5]
Today, due to their lack of sales success, these cars are relatively scarce.
Production figures
1981: 7,225 1982: 2,329 1983: 1,427
Imperial "FS" (Frank Sinatra Edition)
This section does not cite any references or sources.Please help improve this article by adding citations to reliable sources. Unsourced material may be challenged and removed. (May 2010)