QUESTION BANK KEY - IRLW - Arul Edison Anthony …iaear.weebly.com/.../5/26257106/question_bank_key_-_irlw.pdfBA9266 – INDUSTRIAL RELATION & LABOUR WELFARE 1 IRLW QUESTION BANK KEY

BA9266 – INDUSTRIAL RELATION & LABOUR WELFARE

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IRLW

QUESTION BANK

KEY

-

I. ARUL EDISON ANTHONY RAJ

Assistant Professor,

Department of Management Sciences,

EGS Pillay Engineering College,

Nagapattinam


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UNIT – I

1. Define Industrial Relations? According to Kapoor defined as the “Industrial Relations is a developing

and dynamic concept and such no more limits itself merely to the complex relations between the unions and management but also refers to the general web of relationships normally obtaining between employees – a web much more complex than the single concept of labour capital conflict”.

2. What do you mean by Industrial Relations? ∗ The Term “Industrial Relations” commonly denotes “employee – employee

relations”, in both organized and unorganized sectors of the economy. ∗ Industrial Relations (also known as labour – management relations or

labour relations) will be treated here as the study of employee – employer relationship and the outcome of such relationship.

3. Write down some important objectives of Industrial Relation? ∗ To enhance the economic status of the worker by improving wages, benefits

and by helping the workers in evolving sound budget. ∗ To establish a proper channel of communication between workers and

management. ∗ To provide an opportunity to the workers to have a say in the management

and decision making.

∗ To avoid industrial conflicts and to maintain harmonious relations. ∗ To increase the morale and discipline of workers.

4. What is the scope of Industrial Relation? The scope of IR includes all aspects of relationships such as bringing

cordial and healthy labour management relations. ∗ By safeguarding the interest of the workers.

∗ By fixing reasonable wages. ∗ By providing good working atmosphere. ∗ By collective bargaining. The industrial peace could be attained.

∗ By setting industrial disputes through mutual understanding and agreement.

5. Write down the causes of poor industrial relations? ∗ Unhealthy Working Conditions. ∗ Indiscipline. ∗ Inadequate fixation of wage.

∗ Lack of human relations skill on the part of supervisors and other managers. ∗ Inadequate welfare facilities.

∗ Dispute on sharing the gains of productivity.

QUESTION BANK KEY SHORT QUESTION

PART – A


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6. Define Trade Union? According to Dale Yoder defined as “A trade union is a continuous

association of wage – earners for the purpose of maintaining or improving the conditions of their working lives”.

7. What do you mean by Trade Union? In the words of Indian Trade Union Act, 1926, “A trade union is any

combination, whether temporary or permanent, formed primarily for the purpose of regulating the relations between workmen and employers, or between workmen and workmen, between employers and employers, or for imposing restrictive conditions on the conduct of any trade or business, and includes any federation of two or more trade unions”.

8. What is the i. Need for Trade Union?

ii. Functions of Trade Union? iii. Problems of Trade Union? iv. Types of Trade Union?

i. Need for Trade Union:

ii. Functions of Trade Union:

Ne

ed

fo

r Tr

ad

e U

nio

n Security of Employment

Fair Wages

To get a common platform

Principle of Unity

Fu

nti

on

s o

f Tr

ad

e U

nio

n

Functions relating to Members

Functions relating to Organizations

Functions relating to the Union

Functions relating to the Society


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iii. Problems of Trade Union:

iv. Types of Trade Union: Ever since the dawn of industrialization there has emerged a wide variety of

unions across the globe. These classed under two heads.

∗ The Unions Classified According to Purpose. i. Reformist Unions

a. Business Unionism b. Friendly or Uplift Unionism

ii. Revolutionary Unions a. Anarchist Unions b. Political Unions c. Predatory Unions

∗ Union Classified on the Basis of Membership Structure. i. Craft Union

ii. Staff Union iii. Industrial Union iv. General Union

9. Write a short note on the following. i. Reformist Union?

ii. Craft Union?

� Reformist Union: ∗ These unions are those which aim at the preservation of the capitalist

society and the maintenance of the usual employer – employee relationship, elimination of competitive system of production.

Pro

ble

ms

of

Tra

de

Un

ion

Uneven Growth (Industry-wise and Area-wise)

Small Size of Unions

Financial Weakness

Multiplicity of Unions and Inter-Union Rivalry

Leadership Issues

Poilticalisation of Union

Problem of Recognition of Trade Unions

An out dated Trade Unit on Law


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∗ They neither seek comprehensive change nor wish to destroy the existing social, economic or political structure of the State.

� Craft Union: It is an organization of workers employed in a particular craft or trade or in

a single or two or three related trades / crafts / occupations. Such organizations link together those workers who have similar skills, craft training and specialization. This Union is also called as Horizontal Union.

10. Define Trade Dispute? A trade dispute was defined by TULRA as “A dispute between workers and

employers which is "connected with" one or more of the following: terms and conditions of employment, engagement or non-engagement or termination or suspension of employment of workers, allocation of work, discipline, membership or non- membership of a union, union facilities, and management-union procedures”.

11. What is Employee Discipline? ∗ Discipline is management action to encourage compliance with

organization standards.

∗ According to Decenzo and Robbins, discipline refers to a condition in the organization where employees conduct themselves in accordance with the organization’s rules and standards of acceptable behavior.

12. Write down the following. i. Disciplinary Actions?

ii. Approaches to Discipline Enforcement?

� Disciplinary Actions: There is a sequence of penalties / disciplinary actions are administrated each

one slightly more severe than the previous one. The general disciplinary actions are:

∗ Written verbal warning

∗ Written warning ∗ Suspension

∗ Demotion ∗ Dismissal

� Approaches to Discipline Enforcement: There are three famous approaches to discipline are:

∗ Hot – stove rule, ∗ Progressive discipline, and

∗ Counselling approach


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13. Write down the Causes/Sources of Grievances Handling and its types?

� Causes/Sources of Grievances: ∗ Grievances arising out of working conditions

∗ Grievances arising from management policy ∗ Grievances arising from alleged violation of

∗ Grievances arising out of personal maladjustment

� Types of Grievances: Grievances can be classified into three types:

∗ Legitimate Grievances ∗ Imagined Grievances

∗ Political Grievances

14. What is the Objectives of Code of Conduct? ∗ To ensures that the employers and employees recognize each other’s rights

and obligations. ∗ To avoid work stoppage. ∗ To facilitate the free growth of trade unions.

∗ To maintain discipline in industry.

15. Write down some important basic principles for Code of Conduct?

∗ Every employee in industry or unit shall have the freedom and right to join a union of his choice. No coercion shall be exercised in this matter.

∗ There shall be no dual membership of unions.

∗ There shall be regular and democratic elections of executive bodies. ∗ Casteism, communalism and provincialism shall be eschewed by all unions. ∗ There shall be no violence, cocercion, intimidation, or personal vilification

in inter – union dealings. ∗ All Central unions shall combat the formation or continuance of company

unions.

UNIT – II

1. Define Industrial Disputes? According to the Industrial Disputes Act, 1947, Section 2(k); “Industrial

Disputes mean any dispute or difference between employers and employers, or between employers and workmen or between workmen and workmen, which is connected with the employment or non – employment or term of employment or with the conditions of labour of any person”.

2. What do you mean by Industrial Conflicts / Disputes? Industrial Conflict is a rather general concept. When it acquires specific

dimensions, it becomes an industrial dispute. The various terms, such as “industrial dispute”, “labour dispute” or “trade dispute” are used in different countries to


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identify the differences between employers and workers. These terms are regarded as equivalent, and for the sake of simplicity only, the expression “industrial dispute” has been used.

3. What do you mean by Impact of Industrial Disputes? ∗ The consequences of industrial disputes are far – reaching, for they disturb

the economic, social and political life of a country.

∗ Industrial disputes also affect the national economy. Prof. Pigou has observed: When labour and equipment in the whole or any part of an industry are rendered idle by a strike or lockout, national dividend must suffer in a way that injures economic welfare.

4. What do you mean by Strike? Define Strike? ∗ In the words of C.W. Doten, “Strikes are merely symptoms of more

fundamental maladjustments, injustices and economic disturbances”. Petterson views a strike as “a temporary cessation of work by a group of employees in order to express their grievance or to enforce a demand concerning changes in work conditions”.

∗ Section 2(q) of the Industrial Disputes Act, 1947, defines a strike as “a cessation of work by a body of persons employed in any industry acting in combination, or a concerted refusal under a common understanding of a number of persons who are or have been so employed to continue to work or to accept employment”.

5. Write down the following? i. Lock – out?

ii. Lay – off?

i. Lock – out: ∗ Ordinarily, the term, “lock – out” refers to the action of an employer in

temporarily closing down or shutting down the undertaking or refusing to provide its employees with work with the intention of forcing them either to accept the demands made by them or to withdraw the demands made by them on him.

∗ Under the Industrial Disputes Act, 1947, Section 2(1), “A lock – out means the closing of a place of business or employment or the suspension of work, or the refusal by an employer to continue to employ any number of persons employed by him.”

ii. Lay – off: Lay – off means failure, refusal or inability of an employer, shortage of

power, or raw material or accumulations of the stocks or the breakdown of the machinery or for any other reason to give employment to a workman whose name is borne on the muster rolls of his industrial establishment and who has not been retrenched.


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6. What do you mean by Retrenchment? Retrenchment means the termination of the service of a workman for any

reasons by the employer what so ever otherwise than as a punishment inflicted by the way of disciplinary action but does not include voluntary retirement of the workman or retirement of the workman reaching the superannuation if the contract of employment between the employer and the workman concerned contains a stipulation in that behalf, or termination of the service of a workman on the ground of continuous ill health.

7. Write down the following? i. Define Collective Bargaining?

ii. What do you mean by Collective Bargaining?

i. Definition: According to Richardson, defines “Collective Bargaining takes place when

a number of work people enter into negotiation as a bargaining unit with an employer or a group of employers with the object of reaching agreement on conditions of the employment of the work people.”

ii. Meaning: The term collective bargaining made up of two words ‘collective’ which

means a ‘group action’ through representation and bargaining means negotiating which involves proposals and counter-proposals, offers and counter offers.

Thus it means collective negotiations between the employer and the employees relating to their work situations. The success of these negotiations depends upon mutual understanding and give and take principles between the employers and employees.

8. Write down the following: i. Define Grievance Procedure?

ii. What do you mean by Grievance Procedure?

i. Definition: According to Michael J. Jucions, defines Grievance Procedure as, “Any

discontent or dissatisfaction whether exposed or not whether valid or not arising out anything connected with the company which an employee thinks, believes or even feels to be unfair, unjust or inequitable.”

ii. Meaning: Grievances are feelings, sometimes real, sometimes imagined which an

employee may have in regard to his employment situation. It is a broad concept and cover dissatisfaction.

9. Write down the following: i. Describe Industrial Peace?

ii. Describe Conciliation? iii. Who is a Conciliation Officer?


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i. Industrial Peace: Industrial peace is not merely a negative concept signifying the absence of

industrial unrest, or the reconciling of hostile forces in order to avoid ruinous strife, but it also signifies the active presence of harmonious and good industrial relations generating amity and goodwill between the partners in an industry – a condition which is both the cause and effect of fruitful co – operation.

ii. Conciliation: Conciliation may be described as “the practice by which the services of a

neutral third party are used in a dispute as a means of helping the disputing parties to reduce the extent of their differences and to arrive at an amicable settlement or agreed solution. It is a process of rational and orderly discussion of differences between the parties to a dispute under the guidance of a conciliator.”

iii. Conciliation Officer: According to the Industrial Disputes Act, 1947, Section 4, the Central and

State Governments can appoint conciliation officer by a notification in the Official Gazette to that effect. He is “changed with the duties of mediating in and promoting the settlement of industrial disputes. He may be appointed for a specified area or for specified industries in any area or for one or more specified industries. He can be permanently appointed or for a limited period.

10. Define Arbitration? According to Kurt Brenn, “the objective of arbitration is not com –

promise, but adjudication, through the parties is at liberty to compromise. A wise arbitrator will certainly promote such agreements; but, as a rule, there is no place for compromise in the awards.” This basic difference between the settlement approach and the quasi – judicial approach must be appreciated.

11. Describe the types of Arbitration? Explain the types? � Arbitration may be ‘voluntary’ or ‘compulsory’

∗ Voluntary arbitration implies that the two contending parties, unable to compose their differences by themselves or with the help or the mediator or conciliator, agree to submit the conflict / dispute to an impartial authority, whose decision they are ready to accept.

∗ Compulsory arbitration, on the other hand, is one where the parties are required to accept arbitration without any willingness on their part. When one of the parties to an industrial dispute feels aggrieved by an act of the other, it may apply to the appropriate government to refer the dispute to adjudication machinery. Such reference of a dispute is known as ‘compulsory’ or ‘involuntary’ reference.

12. What do you mean by Adjudication? ∗ Adjudication consists of settling disputes through intervention by the third

party appointed by the government.


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∗ A dispute can also be referred to adjudication by the Government even if there is no consent of the parties in which as it is called ‘compulsory adjudication’.

∗ The disputes can be referred to three types of tribunal. They are discussed as follow:

∗ Adjudication means a mandatory settlement of an industrial dispute by labour court or tribunal.

13. Describe Labour Court? � One or more labour courts may be constituted by the appropriate government. � A labour court shall consist of one person only, who:

∗ Is or has been a judge of a High Court; or ∗ Has been, for a period of not less than 3 years, a District Judge

� The Labour courts deal with disputes relating to ∗ Dismissal or workers and grant of relief to them ∗ The application and interpretation of standing orders.

∗ Withdrawal of any statutory concession. ∗ Illegality of any strike or lockout.

14. Describe Industrial and National Tribunals?

� Industrial Tribunals: ∗ The industrial tribunals deals with disputes relating to

∗ Compensatory and other allowances. ∗ Working atmosphere.

∗ Bonus, Profit sharing, Provident Fund and Gratuity. ∗ Retrenchment. ∗ Promotions.

∗ Rules of discipline. ∗ Working hours and rest intervals.

∗ Holidays and medical leave with salary.

� National Tribunals: ∗ These tribunals are set up by the Central Government for the adjudication of

industrial disputes. ∗ These tribunals are meant for those disputes which as the name suggests

involve the questions of national importance. ∗ The national tribunals consist of one person only to be appointed by the

Central Government. ∗ Both employers and employees are prohibited from declaring a lockout or

going or a strike unless a six weeks’ notice before the lockout or strike.


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15. Differences between Arbitration and Adjudication? Arbitration Adjudication

∗ It is voluntary method of resolving industrial dispute.

∗ It is a compulsory method of resolving the dispute.

∗ Only when both the warning parties agree the dispute can be referred to arbitration.

∗ The power to refer the dispute is derived from the provisions of ID Act.

∗ There is a written agreement between the parties as to the name of arbitrator and the number of arbitrators.

∗ Government appointed the presiding officer. He is all the responsibilities of the case.

∗ No appeal against this award except under Article 136 of the constitution.

∗ Appeal against this award under Article 136, 226 and 227.

∗ No such provisions. ∗ They can appoint one or two

assessor possessing knowledge or the subject matter.

UNIT – III

1. Write a short note on Labour Welfare? The concept of ‘labour welfare’ is flexible and elastic and differs widely

with time, region, industry, social values and customs, degree of industrialization, the general socio – economic development of the people and the political ideologies prevailing at a particular time. It is also moulded according to the age – group, sex, socio – cultural background, marital and economic status and educational level of the workers in various industries.

2. Define Labour Welfare? According to the Committee on Labour Welfare, welfare services should

mean: “Such services, facilities, and amenities as adequate canteens, rest and recreation facilities, sanitary and medical facilities, arrangements for travel to and from place of work, and for he accommodation of workers employed at a distance from their homes; and such other services, amenities and facilities, including social security measures, as contribute to the conditions under which workers are employed.”


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3. What is the Theories of Labour Welfare?

4. What is the Scope of Welfare Work? ∗ It is the work which is usually undertaken within the premises or in the

vicinity of the undertakings for the benefit of the employees and the members of their families.

∗ The work generally includes those items of welfare which are over and above what is provided by statutory provisions or required by the custom of the industry or what the employees expect as a result of a contract of service from the employers.

∗ ‘Labour Welfare’ is a very board term, covering social security and such other activities as medical aid, crèches, canteens, recreation, housing, adult education, arrangements for the transport of labour to and from the work place.

5. Write down some important Aims / Objectives of Labour Welfare? ∗ To build up stable labour force to reduce labour turnover and absenteeism ∗ To make the industrial employment more attractive and enable the workers

to live a richer and more satisfactory life. ∗ To increase the mental efficiency and economic productivity of industrial

workers and efficiency of the enterprise. ∗ To raise the standard of living of the workers by indirectly reducing the

burden on their means of living. ∗ To win over employees loyalty and increase their moral.

∗ To make recruitment more effective.

Theories of Labour Welfare

Policy Policy Policy Policy TheoryTheoryTheoryTheory

Religions Religions Religions Religions TheoryTheoryTheoryTheory

Philanthropic Philanthropic Philanthropic Philanthropic TheoryTheoryTheoryTheory

Public Public Public Public Relations Relations Relations Relations TheoryTheoryTheoryTheory

Social Social Social Social TheoryTheoryTheoryTheory


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6. What is Administration of Welfare Facilities?

7. List out the

i. Needs for Welfare Services (or) Importance of Welfare ii. Scope of Labour Welfare Works

� Needs for Welfare Services (or) Importance of Welfare: ∗ The employers need welfare activities to discharge their social

responsibility, raise the employees morale use the work force more effectively and to reduce function with workers and to avoid absenteeism.

∗ Welfare facilities besides removing dissatisfaction help to develop loyalty in workers towards the organization.

∗ Welfare may help minimize social evils, such as alcoholism, gambling, prostitution and drug addiction.

∗ To create harmonious industrial relationship.

� Scope of Labour Welfare Works: ∗ Conditions of Work Environment ∗ Workers’ Health Services

∗ Labour Welfare Programme ∗ Labour’s Economic Welfare Programme

∗ General Welfare Work

8. Describe the Labour Welfare Practices in India? Various agencies have organized welfare activity in India. These are;

Welfare Policy Objectives Approach Raise, Timeliness

Organization for Welfare Officer, Line Manager, HR Manager

Assessment of Effectiveness Trend Analysis Opinion


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9. Write down the Classification/Approaches of Labour Welfare Activities? On the basis of the location of welfare activities, labour welfare work has

been classified in two specific categories, namely, (a) Intra Mural (b) Extra Mural ∗ Intra Mural activities consist of such welfare schemes provided within the

factories as medical facilities, compensation for accidents, provision of crèches and canteens, supply of drinking water, washing and bathing facilities, provision of provident fund, pension and gratuity, maternity benefits etc.

∗ Extra Mural activities cover the services and facilities provided outside the factory such as, housing accommodation, indoor and outdoor recreation facilities, amusement and sports, educational facilities for adults and children, provision of libraries and reading rooms.

10. Write a short note on Statutory Welfare Measures? Statutory welfare measures mainly include welfare facilities provided

within the precincts of an industrial establishment. They form part of the employers’ statutory obligations. All welfare states provide welfare to the labour by securing and protecting social order to ensure social, economic and political justice.

11. What do you mean by Recreation? ∗ Recreation also has an important role in the development of an individual’s

personality and his capacity to contribute to social development. ∗ These facilities bring out the hidden talents of employees.

∗ These facilities improve the performance and job satisfaction of the employees.

La

bo

ur W

elf

are

Pra

ctic

es

in I

nd

ia

The Central Government

The State Government

The Employers

Trade Unions

Other agencies


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∗ Recreation are dance clubs, craft centres, cultural programmes, music clubs, festival celebrations, study circles, reading room and library, swimming pool, athletics, gymnasium.

12. Write a short note on Employee’s Education and Training Programme? � Employee’s Education:

∗ In the word of William Flayed, “Worker Education” is an attempt on the part of organized labour to educate its own members under an educational system in which the workers prescribe the courses of instructions, select the teachers and in a considerable measure, furnish the finance.”

� Training Programme: ∗ The Board has developed a need based, three tier training programme for

education officers, workers and teachers. In first state education officer are trained. The period or training is four months. Then they give training for different regional centres.

∗ Second stage is to get selected workers trained as worker teachers at the regional and sub-regional centres by the educational officers. The duration of training programme is three months.

13. List out the objectives of Employee’s Education? ∗ To promote among workers a greater understanding of the problem of the

country’s economic environment and their privileges, rights and obligations as union members and citizens.

∗ To develop trade union leadership from among the rank and file thereby keeping the union away from the clutches of politicians, leading to democratization of trade union administration.

∗ To familiarize the workers with the capitalist culture and philosophy, this is the soul of modern industrial system.

∗ To inculcate among workers a better understanding of their duties responsibilities and intricacies of work, so that they can effectively carry out their jobs.

14. What is i. Industrial Housing

ii. Labour Funds iii. Social Security Measures

� Industrial Housing: ∗ Housing facility is an important welfare measure to keep an employee

overcomes most of his problems. Lack of proper housing directly affects the living conditions and the health of the people.

∗ Housing is intended to provide a comfortable shelter and such atmosphere as would keep a worker fit and cheerful throughout the day.


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∗ Good adequate, commodious and sanitary housing are important for the health, happiness general manners and morals of the employees.

� Labour Funds: ∗ Labour welfare funds are created as a measure of social security

provided to the working class. Social security is one of the working class. Social security is one of the three categories of labour welfare activities classified by the study group appointed by the Government of India to examine the labour welfare activities.

� Social Security Measures: ∗ Social security can be said to be measures of protection provided by

society against certain contingencies of modern life, namely, sickness unemployment, old age, dependency, industrial accidents and invalidation against which the individual cannot be expected to protect him.

15. List out the Various Training Schemes of Workers? The Director General of Employment and Training (DGET) has designed a

number of training procedures are ∗ Craftsmen’s Training Programme.

∗ Craft Instructor’s Training.

∗ Advanced Vocational Training System.

∗ Foreman’s Training.

∗ Apprenticeship Training Scheme.

∗ Part Time Training for Industrial Workers.

∗ Vocational Training Programme for Women.

UNIT – IV

1. Define Accident and Industrial Injury? � Accident:

∗ According to Worker’s Compensation Act, 1923, “An occurrence mishap or untoward event which is not expected or designed for and arising out of and in the course of employment of an industrial worker.”

� Industrial Injury: ∗ According to Factories Act, 1948, “A Personal Injury to an employee

which has been caused by an accident or an occupational disease and which arises out of or in the course of employment and which could entitle such employee to compensation under Workers Compensation Act, 1923.”

2. List out the causes of Accidents? ∗ Unsafe Conditions (Work Relates Causes)

a. The job itself b. Work schedules


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c. Psychological climate of the work place ∗ Unsafe Acts

∗ Other Causes

3. What are the methods for preventing industrial accidents? The organization should have strong voluntary machinery for the prevention

of accidents and should follow strictly the guidelines issued by the Government. The machinery for prevention of accident and can be studied under heads (a) voluntary machinery and (b) regulatory machinery.

4. What is Safety Committee? ∗ Some organization primarily constitutes a safety committee. ∗ This committee ensures the establishment of safe working conditions in an

organization.

∗ The size of the committee depends on the size of an organization and generally includes one or more persons from among the employees.

∗ The workers suggestion of safety programmes, procedures to be adopted by the organization.

5. What is Industrial Health? The Joint I.L.O AND W.H.O committee on organizational health held in 1950

defined organizational health as ∗ The promotion and maintenance of physical, mental and social well-being

of workers in all occupations. ∗ Preventing among workers of ill health caused by the working conditions.

∗ Protection of workers in their employment from risk factors adverse to health.

∗ Placing and maintenance of worker in an occupational environment adapted to his physical and psychological equipment.

6. Write down some importance of Industrial Health? ∗ As the large member of workers spend a great deal of their time in an

organization, their environment is not usually conducive to a health life. ∗ Malnutrition, insanity and psychological conditions and the stress and strain

under which they work is very injurious to their health. ∗ The symptoms of bad health are a high rate of absenteeism and turnover and

indiscipline, poor performance and low productivity.

∗ Industrial health programmes are very useful for reduction in the rate of labour turnover, absenteeism, accidents, lower performance and occupational diseases.


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7. List out the Causes of Bad Health (or) Reasons for Bad Health? The main causes of bad health are

8. Write down some important

i. Objectives of Industrial Hygiene? ii. Principles of Industrial Hygiene?

� Objectives of Industrial Hygiene: ∗ Protecting the labour working in all the occupations from diseases ∗ Maintaining the highest standard of their physical, mental and social

welfare ∗ Protecting the workers from diseases and accidents caused by their

working conditions and its ill effects on their health ∗ Making adjustments between the work and the nature of individual

� Principles of Industrial Hygiene: ∗ Environmental health hazards in the work place can be measured

quantitatively ∗ Continuous surveillance ∗ Occupational exposure limits be adhered to

∗ The health effects of hazards in the workplace usually show a dose-response relationship

9. What are i. Occupational Hazards?

ii. Occupational Diseases?

Causes of Bad Health

Defective

nutrition

Uneducation

Insanity

Inadequate

medical &

health

organization

Other causes


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� Occupational Hazards: ∗ An industrial worker can be exposed in the following types of hazards,

depending upon his occupation. ∗ The normal occupational health hazards may be classified into

� Physical � Chemical � Biological � Psychological

� Occupational Diseases: Occupational Diseases are the results of physical conditions and the

presence of industrial poisonous and non-poisonous dust in the atmosphere. Raw material, products, by products, and waste products may enter the body to endanger the health of the workers.

10. What is Psychological Hazards? ∗ Psychological Hazards may develop due to the workers inability to live in

harmony with his environment, both at home and place of work. ∗ Psychological Hazards are now assuming more important than physical or

chemical hazard. ∗ Psychological Hazards are lack of job satisfaction, emotional tension, sense

of insecurity, fear, worry and anxiety.

11. Define Employee Counselling? According to British Association of Counselling define as “The task of

counselling is to give the client an opportunity to explore discover and clarity ways of living more resourcefully and towards greater well-being.”

12. What do you mean by Employee Counselling? Counselling can be described as a dialogue in which one person practically

helps another in his difficulty. It is the communication of feelings, emotions, between the counselor and the client.

13. Write down some important i. Objectives of Counselling?

ii. Advantages of Counselling (or) Importance of Counselling? iii. Topics for Counselling?

� Objectives of Counselling: ∗ Provide empathic atmosphere of genuine concern about his difficulties,

tensions, worries, problems, etc., so that he can freely discuss and share his views with counselling.

∗ Increase his personal & interpersonal effectiveness by assisting him in analyzing has interpersonal competence.

∗ Gain an insight into the dynamics of his behavior by providing necessary feedback.


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∗ There should not be any display of difference in status between the two. ∗ Prepare alternate action plans for improving his performance and behavior.

� Advantages of Counselling (or) Importance of Counselling: ∗ Counselling is an effective way to help someone with their personal

problems. ∗ It enables people to think for themselves and take right decisions. ∗ It is in tune with the changing attitudes towards authority.

∗ Counselling reduces absenteeism and labour turnover. ∗ Ability to learn from mistakes and experience. ∗ He should be a good listener and show genuine interest in solving the

problem of the worker.

� Topic for counselling: ∗ Disturbance in family relationship.

∗ Dissatisfaction with the present job. ∗ Loss in status, reduction in rank or pay etc.

14. List out the types of Counselling?

15. What are the legal issues in Industrial Counselling?

∗ Employment discrimination ∗ Employment – at – will

∗ Employment contracts – intentional and unintentional ∗ Consistent application of policies

∗ Documentation ∗ Investigations and searches

Directive

Non directive

Participative counsellingT

ypes

of

Co

un

selli

ng


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UNIT – V

1. Difference between Organized Labour and Unorganized Labour? Nature of difference Organized Labour Unorganized Labour

Place of work Constant at Regular place Inconstant of Irregular Place

Membership Can join in a union Can join in any union

Recognition They are recognized as a labour

No negotiation to them as a labour

Retirement Are limit for retirement No age limit Age Complete the age 18 years No age limit Benefit as per Act They can get all benefit No benefit for them Security of job Fully secured No security

2. What do you mean by Contract Labour? The contract labour is labour which is not carried on the payroll and is not

directly paid. It is usually divided into two categories. ∗ Those employed on job contracts; and

∗ Those employed on labour contracts The large establishments offer job contracts for such operations as the

loading and unloading of the metals by the mining industry or the construction of roads or buildings by Public Works Department.

3. What is Child Labour? ∗ Children have to be taken care and must be protected from being exploited

by the society. Children of any age, whether, male or female should be not only protected but also safeguarded and developed to grow in a healthy atmosphere.

∗ In order to protect children being employed and exploited by unscrupulous trade men. This Act is known as Child Labour 1986 has been passed.

4. Describe some of the Statutory Provisions on Child Labour? The child shall enjoy special protection and shall be given opportunities and

facilities, by law and other means, to enable him to develop, physically, mentally, spiritually and socially in a healthy and normal manner and in conditions of freedom and dignity. In the enactment of laws for this purpose, the best interest of the child shall be the Paramount Consideration.

5. What is Female Labour? Participation of women in economic activity is common in all countries.

But in developing countries, the incomes of women labour by and large are low. Moreover, if women have to work, she needs more protection than man in her working environment in developing countries and in traditional occupations.


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6. List out the statutory provisions for women welfare? The legislative provisions for the protection and welfare of women workers are

largely inspired by the I.L.O conventions on.

∗ Maternity Provision 1919 ∗ Night Work 1919 ∗ Underground work 1935

∗ Equal Remuneration 1951 and ∗ Discrimination (Employment and Occupation) 1958.

7. What is i. Construction Labour? Write down some characteristics of Construction Labour?

ii. Agricultural Labour?

� Construction Labour: Construction industry employs around three million workers and the nature of

work is considered hazardous. Large number of unskilled and semiskilled labour both male and female is employed on various form of building operation and road constructions.

This labour is extremely mobile in nature due to the conditions and problems of employment in the construction industry.

Some characteristics of this category are ∗ Instable employment and high mobility. ∗ High proportion of female and child labour. ∗ Illiteracy, ignorance, poverty and poor health.

∗ Lack of opportunity for training.

� Agricultural Labour: According to the national commission labour, “Agricultural labour is one

which is basically unskilled and unorganized and has little for the livelihood other than personal labour”.

8. Describe Handicapped and Disabled Workmen? Write down its categories? A handicapped person is one who is having some shortcoming or infirmity

which detracts a person from being a normal human being.

Handicapped may be divided into different categories viz. ∗ Physically handicapped, ∗ Mentally handicapped, ∗ Socially handicapped, and

∗ Aged persons.


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9. Write down the disablement benefit? ∗ A person who sustains disablement for not less than 3 days, in entitled to

periodic payment (at the rate of 40% more than the standard benefit rate which of ̀ .14 or more depending upon his wages).

∗ A person who sustains permanent disablement whether total or partial is entitled to periodical payment at such percentage of benefit payable in the cage of disablement as of proportionate to the percentage of loss of earning capacity.

10. Define Social Security? What is mean by Social Security?

Definition: According to Friedlander define as, “The programme of protection

provided by society against the contingencies of modern life, sickness, unemployment, old age dependency, industrial accidents and invalidism against which the individual cannot be exploited to protect himself and his family by his own ability for foresight”.

Meaning of Social Security: ∗ Social Security means the security provided by the society to the needy

citizens on the principles of human dignity and social justice. ∗ Social Security Programmes are now increasingly being accepted as useful

and necessary instrumented for the protection and stability of the labour force.

∗ Social Security, protection of workers against sickness, disease and injury arising out of his employment protection of children, young persons and women, provision for old age and injury.

11. List out the objectives of social security? The aim of all social security measures is threshold in nature.

∗ Compensation ∗ Restoration ∗ Protection

12. Write down some important social security measures were introduced by the Government?

∗ Workers Compensation Act, 1923

∗ Employees State Insurance Act, 1948 ∗ Maternity Benefits Act – By State and Central Government

∗ Coal Mines Provident Fund and Bonus Act, 1948 ∗ Employees Provident Fund Act, 1952 ∗ Family Pension Schemes, 1971

∗ Payment of Gratuity Act, 1952 ∗ Old Age Pension Scheme

∗ Group Insurance


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∗ Deposit Linked Insurance Scheme ∗ Social Security Certificate Scheme, 1982

13. Define Social Assistance? What is mean by Social Assistance?

Definition: According to I.L.O define as, “A service or scheme which provides benefits

to persons of small means as right in amounts sufficient to meet minimum standards of need and financed from taxation”.

Meaning of Social Assistance: ∗ Social Assistance schemes are funded from the consolidated fund of the

state rather than from individual contributions, with statutory scales of benefit adjusted according to a person’s means.

∗ Social Assistance schemes are designed to help people who are in financial difficulties.

14. Define Social Insurance? Write down the principle elements of social insurance?

Definition: “Giving in return for contribution, benefits upon subsistence level as if

right and without means tests so that an individual may build freely upon it. Thus social insurance implies that it is compulsory and that men stand together with their follows”.

The Principle elements of Social Insurance: ∗ Participation is compulsory with few exceptions. ∗ Contributions are accumulated in special funds out of which benefits are

paid. ∗ Surplus funds, not needed to pay current benefits are invested to earn

further income.

∗ A person’s right to benefit is secured by his contribution record without any list of need or means.

∗ The two most important social insurance schemes at present in our country are a) The Employees State Insurance Schemes and b) The Employees Provident Fund

i. ESI Act ii. Employees Provident Fund

15. What do you mean by BPO & KPO Employees? Communication and information technology industry is an important

enabler in enhancing productivity. The structure and functions of IT industries are largely different than the conventional organizations which demand a different rule of the game to manage effectively.


25

The major human resource functions in IT organizations are basically the 3B’s.

i. Buying talents. ii. Borrowing talents and iii. Building talents.

ESSAY QUESTIONS

PART – B (5 × 16 = 80 marks)

UNIT – I

1. Explain the concept and importance of Industrial Relations?

Synopsis

� Introduction: Definition / Meaning of Industrial Re lations � Industrial Relations: Concept

The term “industrial relations” commonly …………………………................ to be divided into various segments.

The levels covered by …………………………………………… factors are detailed below;

∗ Institutions ∗ Characters ∗ Methods ∗ Contents

� Importance of Industrial Relations: ∗ Industrial Relations Patterns, Organized Sector and their Impact on

Unorganized. ∗ Unions are Important Force in the Indian Political System. ∗ Varying Patterns of Industrial Relations.

∗ Status Difference in the Workers of Public and Private Sector. � Conclusion

2. Write a detail note on the following. a. Factors affecting Industrial Relations? b. Perspectives/Approaches in Industrial Relations?

Synopsis a.

� Introduction: Meaning of Industrial Relations. � Factors Affecting Industrial Relations:

∗ Institutional factors ∗ Economic factors ∗ Social factors


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∗ Technological factors ∗ Psychological factors

∗ Political factors ∗ Enterprise – related factors

∗ Global factors � Conclusion

b. � Introduction: Meaning of Industrial Relations � Perspectives/Approaches in Industrial Relations:

∗ Psychological approach

∗ Sociological approach ∗ Human Relations approach ∗ Socio – Ethical approach

∗ Gandhian approach ∗ System approach

� Conclusion

3. Discuss the Industrial Relations Problem in the Public Sector?

Synopsis

� Introduction: Meaning of Industrial Relations. � Industrial Relations Problem in the Public Sector.

∗ Wage Differentials

∗ Industrial Relations ∗ Surplus Labour

∗ Over Centralization ∗ Multipricing of Unions

∗ Political and Bureaucratic Influence � Conclusion

4. Trace the origin and growth of trade unionism in India?

Synopsis

� Introduction: Meaning of Trade Union � Growth of Trade Union: Pre Independence

∗ Social Welfare Period, from 1875 to 1918 ∗ Early Trade Union Period, from 1918 to 1924

∗ Left – wing Trade Unionism Period, from 1924 to 1934 ∗ Trade Unions Unity Period, from 1935 to 1938 ∗ Second World War Period, from 1939 to 1945

� Growth of Trade Union: Post Independence ∗ The Post – War (or) Post – Independence Period, from 1947 to 2000 ∗ Present Scenario of the Trade Union Movement


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� Conclusion

5. Describe the Evolution of Trade Unions?

Synopsis

� Introduction: ∗ Concept of Evolution of Trade Union

� Evolution of Trade Union: ∗ Social – Psychological Approach of Robert F. Hoxie

∗ Sociological Approach of Frank Tannenbaum ∗ Scarcity Consciousness Approach of Selig Perlman

∗ Kerr and Associates’ General Approach to Trade Unionism ∗ Webs Non – Revolutionary or Industrial Democracy Approach ∗ Classless Society Approach of Karl Marx

∗ Gandhiji’s Approach � Conclusion

6. Write a detail note on “Code of Discipline/Conduct”?

Synopsis

� Introduction: Meaning of Discipline � Principles of the Code � PART – I: Duties and Responsibilities of Employers, Workers and

Government: ∗ To maintain Discipline in Industry (both in Public and Private

Sectors) � PART – II: Enlists the Common Obligations of Management and

Unions: ∗ To Ensure Better Discipline in Industry, Management and Union(s)

Agree � PART – III: Obligations of Management:

∗ Management Agrees � PART – IV: Obligations of Unions:

∗ Union(s) Agree � Annexure – A: Code embodies the national level agreement on the

criteria for the recognition of unions. � Conclusion


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UNIT – II

1. Write down the concept of a dispute? Discuss briefly on the Classification and Causes of Industrial Disputes?

Synopsis

� Introduction: Meaning of Industrial Conflict/Disput es � Concept and Essentials of a Dispute � Classification of Industrial Disputes

∗ Interest Disputes ∗ Grievance or Rights Disputes

∗ Disputes Over Unfair Labour Practices ∗ Recognition – Disputes

� Causes of Industrial Disputes ∗ Technological Causes ∗ Political Causes

∗ Social Causes ∗ Economic Causes

a) Wages b) Bonus c) Working atmosphere d) Demand for other facilities

∗ Managerial Causes of Industrial Disputes a) Defective leadership b) Weak trade unions c) Personnel and Retrenchment d) Leave and hours of work

∗ Miscellaneous Causes � Conclusion.

2. List out the causes of strike and explain its types?

Synopsis

� Introduction: Meaning of Strike � Typology of Strike

∗ Primary Strike

∗ Secondary Strike ∗ Other Strike

� Conclusion


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Types of Strikes

Industrial Disputes

Strikes (1) Primary Strikes (2) Secondary Strikes (3) Others

Stay-away Go-slow Token (or) Picketing & Sympathy Strikes 1. General Strikes Strikes Protest Strikes Boycott 2. Particular 3. Political Sit-down Hunger Lightning Gherao 4. Bandhs Stay-in; Strikes (or) Tool-down or Cat-call Strike Pen-down Strikes


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3. Briefly explain the industrial relations machinery for the prevention of disputes?

Synopsis

� Introduction: Meaning of Prevention � Preventive Machinery

∗ Tripartite Bodies ∗ The Indian Labour Conference ∗ The Standing Labour Committee ∗ The Central Implementation and Evaluation Committees ∗ The Code of Discipline ∗ Workers Participation Management ∗ Standing Orders

� Conclusion

4. Write in detail on the following. a. Collective Bargaining? b. Grievance Procedure?

Synopsis a.

� Introduction: ∗ Meaning of Collective Bargaining

� Salient features � Functions

∗ It is a process of social change ∗ Collective bargaining as a peace treaty

� Process of Collective bargaining ∗ Negotiation Stage

a) Preparation for negotiation b) Negotiation technique or procedure c) Follow-up Action

∗ Contract Administration � Guidelines for Negotiations

∗ The “Dos” of Negotiations ∗ The “Don’ts” of Negotiations

� Conclusion b.

� Introduction: ∗ Grievance Procedure

1. First Stage 2. Second Stage 3. Third Stage 4. Fourth Stage

� Reasons for Grievances � Method of Identifying Grievances

∗ Direct Observation ∗ Grip Boxes ∗ Open Door Policy

� Steps in Grievance Procedure � Conclusion


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5. Explain the a. Conciliation Procedures? b. Arbitration? c. Adjudication?

Synopsis a.

� Introduction: ∗ Conciliation – Concept

a. Works Committee (Sec. 3) b. Conciliation Officer (Sec. 4)

• Duties of the Conciliation Officer c. Board of Conciliation (Sec. 5)

• Duties of the Board � Conciliation Proceedings � Conclusion

b. � Introduction:

∗ Approaches to Arbitration � Types of Arbitration

∗ Voluntary Arbitration ∗ Compulsory Arbitration

� Advantages of Arbitration � Court of Inquiry (Sec. 6) 486 � Conclusion

c. � Introduction:

∗ Meaning of Adjudication � Types of Adjudication

∗ Voluntary Adjudication ∗ Compulsory Adjudication

� Three-Tier System of Adjudication 486 - 489 ∗ Labour Courts (Sec. 7) ∗ Industrial Tribunal (Sec. 7A)

• Powers of Industrial Tribunal ∗ National Tribunal (Sec. 7B)

� Conclusion

6. Explain the functions of Adjudication?

Synopsys

� Introduction: ∗ Basic Concept of Adjudication

� Labour Court (Section 7) � Industrial Tribunal (Section 7A) � National Tribunal (Section 7B) � Conclusion


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UNIT – III

1. Explain the concept and principles of labour welfare?

Synopsis

� Introduction: ∗ Meaning of Labour Welfare

� The Concept of Labour Welfare ∗ The functional theory of labour welfare ∗ The policy theory ∗ The public relations theory ∗ The philanthropic theory ∗ The religious theory ∗ The social theory of labour welfare

� Principles of Labour Welfare ∗ Principle of efficiency ∗ Principle of the social responsibility ∗ Principle of integration and coordination ∗ Principle of adequacy of wages ∗ Principle of totality of welfare ∗ Principle of accountability ∗ Principle of timeliness ∗ Principle of participation

� Conclusion

2. Explain the objectives, scope, approaches and need for voluntary welfare measures?

Synopsis


� Objectives of Labour Welfare � Scope of Labour Welfare

∗ Intra – mural Labour Welfare Functions a. Scientific selection or appointment b. Industrial training c. Prevention of accidents d. Arrangement for light, fresh air and water e. Other functions

∗ Extra Mural Labour Welfare Functions a. Provision of education b. Medical service c. Facilities of recreation

� Classification of Labour Welfare ∗ Intra Mural Activities ∗ Extra Mural Activities

� Need for Welfare Service (or) Importance of Welfare � Conclusion


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3. What are statutory welfare measures? Explain with illustrations?

Synopsis

� Introduction: ∗ Meaning of Statutory Welfare Measures

� Statutory Welfare Measures ∗ Health programs ∗ Statutory provisions

• The Factories Act, 1948 a. Cleanliness b. Disposal of wastes and effluents c. Ventilation and Temperature d. Dust and fumes e. Artificial humidification f. Over crowding g. Lighting h. Latrines and urinals i. Spittoons

∗ Plantation Labour Act, 1951 a. Drinking water b. Conservancy c. Medical facilities

∗ Working hours for Adults a. Weekly hours b. Weekly holidays c. Compensatory holidays d. Intervals for rest e. Prohibition of overlapping shifts f. Extra wages for overtime g. Restriction on double employment h. Register of adult workers

∗ Employment of Young Persons a. Prohibition of employment of young children b. Non adult workers to carry tokens c. Working hours for children d. Register of child workers e. Annual Leave with Wages

� Conclusion

4. Briefly explain the labour welfare practices in India?

Synopsis


� Labour Welfare Practices in India ∗ Welfare activities by the Central Government

a. Factories Act, 1948 b. Labour Welfare Fund

∗ Welfare activities by the State Government ∗ Welfare activities by Employers


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∗ Labour welfare activities by Trade Unions ∗ Social Service Agencies

� Conclusion

5. Explain the following a. Non – Statutory Welfare Measures (or) Voluntary Welfare Measures? b. Labour Welfare Funds?

Synopsis

a. � Introduction:

∗ Meaning of Labour Welfare � Non – Statutory Welfare Measures (or) Voluntary Welfare Measures

∗ Health ∗ Education ∗ Recreation ∗ Transport

� Conclusion b.

� Introduction: ∗ Meaning of Labour Welfare Funds

� Labour Welfare Funds ∗ Employee State Insurance ∗ Employee State Insurance Scheme (ESI)

i. Medical benefit council a. Medical benefit

ii. Cash benefit ∗ Disablement Benefit

i. Dependent’s benefit ∗ Provident Fund

i. Seaman’s Provident Fund Act, 1966 a. Employees Provident Fund Act, 1952 b. Family Pension c. Deposit Linked Insurance d. Gratuity

� Conclusion

6. Explain the Various Training Schemes of DGET?

Synopsis

� Introduction Education and Training Programme – overview � Objectives � Various Training Schemes of DGET

∗ Craftsmen’s Training Programme ∗ Craft Instructor’s Training ∗ Advanced Vocational Training System ∗ Foreman’s Training ∗ Apprenticeship Training Scheme


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∗ Part time Training for Industrial Workers ∗ Vocational Training Programme for Women

� Functional Adult Education � Evaluation of Training Schemes 590 � Conclusion

UNIT – IV

1. How do you prevent accidents? What are its causes? Explain?

Synopsis

� Introduction: ∗ Definition for Accident

� Machinery for Preventing Industrial Accidents ∗ Voluntary Machinery ∗ Regulatory Machinery

� Causes of Accidents ∗ Unsafe Conditions (Work Relates Causes)

a. The job itself b. Work schedules c. Psychological climate of the work place

∗ Unsafe Acts ∗ Other Causes

� Conclusion

2. Briefly explain the components of safety service?

Synopsis

� Introduction ∗ Safety Provisions

� Components of Safety Service ∗ Appointment of Safety Officer ∗ Elimination of Hazards

a. Placement b. Safeguarding Machinery c. Materials handling d. Hand Tools e. Layout and design f. Housekeeping

∗ Safety Education and Training ∗ Safety Committee ∗ Safety Engineering ∗ Welfare Schemes

a. Reasonable hours of work b. Accident and safety precautions c. Housing facilities d. Medical facilities e. Recreational facilities f. Financial assistance

∗ Safety inspections


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a. Periodical safety b. Daily check

� Conclusion

3. Discuss the following. a. Control of industrial accident? b. Statutory Provisions for Safety in India?

Synopsis

a. � Introduction

∗ Definition for Accident � Control of Industrial Accident

∗ Assumption of Responsibility by Top Management ∗ Maintain Accident Records

i. Accident Records contains the following details ∗ Disciplinary Action ∗ Safety Audit ∗ Maintain Employee Interest in Safety ∗ Personal Protective Devices

a. Head Protection b. Ear Protection c. Eye Protection d. Hand Protection e. Lung Protection f. Foot Protection

∗ Safety Week and Awards � Conclusion

b. � Introduction

∗ Safety Provision � Statutory Provisions for Safety in India

∗ Fencing of the Machinery ∗ Work on near machinery in motion ∗ Employment of Adolescents on Dangerous Machines ∗ Prohibition of Employment of women and children near cotton opners ∗ Pressure Plant ∗ Lifting Machines, Tackles, Chains and Ropes ∗ Explosive or Inflammable Gas ∗ Precautions in case of Fire ∗ Striking Gear or Device for Cutting off Power ∗ Floor Stairs and Means of Access ∗ National Commission on Labour Workers education should make a

worker � Conclusion


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4. Explain Industrial Health? Write a note on significance of industrial health and hygiene?

Synopsis

� Introduction ∗ Industrial Health

� Significance of Industrial Health and Hygiene ∗ Importance of Industrial Health ∗ Causes of Bad Health (or) Reasons for Bad Health

a. Defective nutrition b. Uneducation c. Insanity d. Inadequate medical and health organization e. Other causes

∗ Measures to Improve Health Conditions a. Legislative measures b. Special advisory committee c. Regular medical checkup d. Education and training in industrial health e. Study of environmental factors f. Control upon noise g. Control upon temperature

� Conclusion

5. Discuss on the following. a. Occupational Hazards? b. Occupational Diseases?

Synopsis

a. � Introduction

∗ Meaning of Occupational Hazards � Classification of Occupational Hazards

∗ Physical Hazards a. Heat and Cold b. Noise and Vibration c. Ultraviolet Radiation d. Ventilation

∗ Chemical Hazards ∗ Biological Hazards ∗ Psychological Hazards

� Conclusion b.

� Introduction ∗ Meaning of Occupational Diseases

� Classification of Occupational Diseases ∗ Silicosis ∗ Bagassosis ∗ Byssionosis


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∗ Manganese Poisoning ∗ Mercury Poisoning ∗ Lead Poisoning ∗ Phosphorous Poisoning ∗ Anthrax ∗ Caisson Disease

i. Protection against Health Hazards ii. Recommendation of the National Commission on Labour

� Conclusion

6. Explain Counselling Process? Types of Problems for Employment Counselling?

Synopsis

� Introduction ∗ Employee Counselling

� Counselling Process ∗ Rapport Building ∗ Exploration ∗ Action Planning

� Types of Problems for Employment Counselling ∗ Injustice or Ill – Treatment ∗ Pre-married Anxieties and Sexual Perversion ∗ Alcoholism

a. Causes of Alcoholism ∗ Problem of Addiction ∗ Low Job Satisfaction and Morale

� Conclusion

UNIT – V

1. Explain Child Labour? And it’s Statutory Provisions on Child Labour?

Synopsis

� Introduction ∗ Child Labour – Overview

� Some of the Statutory Provisions on Child Labour The child shall enjoy special protection ……….. child shall be the Paramount Consideration.

∗ The Factories Act, 1948 ∗ Plantation Labour Act, 1951 ∗ The Merchant Shipping Act, 1958 ∗ The Mines Act, 1952 ∗ The Motor Transport Workers Act, 1961 ∗ Shops and Estts Act ∗ Beedi and Cigar Workers (Conditions of Employment) Act, 1966 ∗ The Children (Pledging of Labour) Act, 1933 ∗ Apprentice Act, 1961 ∗ Child Labour (Prohibition and Regulation) Act, 1986

� Conclusion


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2. Explain Female Labour? And it’s Statutory Provisions for Women Welfare?

Synopsis

� Introduction ∗ Female Labour – Overview

� Statutory Provisions for Women Welfare The legislative provisions for the protection and ……………………………… provisions for separate toilet facilities, rest rooms, crèches, etc.

∗ Factories Act ∗ Coal Mines Act, 1952 ∗ Plantations ∗ Shops and Commercial Establishments ∗ Employment of Women (Sec. 22, 27, 48, 51, 54 & 66)

� Conclusion

3. Explain welfare measure for Contract Labour?

Synopsis

� Introduction ∗ Contract Labour – Overview ∗ Meaning of Contract Labour

� Welfare Measure for Contract Labour ∗ The Contract Labour (Regulation and Abolition) Act, 1970 ∗ Welfare of Contract Labour ∗ Payment of Wages ∗ Prohibition of Contract Labour

� Conclusion

4. Explain social security measures were introduced by the government?

Synopsis

� Introduction ∗ Definition for Social Security

� Social Security Measures Were Introduced by the Government ∗ Security ∗ Social Security Programmes in India

a) Workmen’s Compensation Act, 1923 b) Maternity Benefit Act, 1961 c) Employee State Insurance Act, 1948 (ESI Scheme) d) Employees Provident Fund e) Death Relief f) Family Pension g) Deposit Linked Insurance h) Gratuity

� Conclusion


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5. Discuss the significance and implications of social security in detail?

Synopsis

� Introduction ∗ Meaning of Social Security ∗ Objectives of Social Security

� Significance (Importance) of Social Security � Implications (Effects) of Social Security � Conclusion

6. Explain notes on BPO and KPO Labour?

Synopsis

� Introduction Causes of high attrition rate ∗ Work Environment ∗ Rewards and Recognition

� Health and Well being � Time work and life � Employee cash and benefits practices � Conclusion

QUESTION BANK KEY - IRLW - Arul Edison Anthony …iaear.weebly.com/.../5/26257106/question_bank_key_-_irlw.pdfBA9266 – INDUSTRIAL RELATION & LABOUR WELFARE 1 IRLW QUESTION BANK KEY

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