There are several ways that a worker can be injured in the work environment. Injuries that result from the causes of industrial accidents can include any one or combination of the following occurrences: falls, being struck by objects in motion, slides and cave ins, structure collapse, being trapped in or by an object, overexertion or strenuous physical actions, exposure to temperature extremes, electrical accidents, radiation exposure, and the inhalation, ingestion, or absorption of harmful substances.
These industrial accidents can result in a number of injuries including superficial injury, fractures, sprains and strains, amputation, concussion, internal injury, poisoning, infection, and death. The causes of industrial accidents are numerous. There are several cases where employee negligence is a factor in industrial accidents.
As a general rule, worker''s compensation laws protect employers from lawsuits brought by injured employees. There are cases where an employer can be held liable for worker injuries if they had knowledge of unsafe conditions and failed to act in order to prevent injury. Injured workers may also be able to seek compensation for their injuries from the makers of faulty or dangerous industrial products.
Victims of industrial accidents greatly benefit from consulting a personal injury lawyer who can advise them of their rights and options in a case. Industrial Accident Prevention Industrial accidents refer to any accident that occurs on an industrial site. Causes can range from workers'' negligence or fatigue to faulty machinery, improper supervision of the work site, inadequate safety precautions and unknown safety hazards.
When a third party - such as a site supervisor or equipment manufacturer - is responsible for inadequate safety training, enforcement of safety regulations or design and production of faulty products, the injured party may be entitled to additional damages gained through an industrial accident lawsuit. In most cases, industrial accident prevention revolves around the safety of the industrial site. On construction sites, for example, contractors are required to inspect the site with safety engineers and to warn employees of possible danger zones.
Workers, in turn, must comply with the safety requirements set forth by their supervisors in order to maximize industrial accident prevention. If contractors or subcontractors fail to enforce safety rules or take safety precautions on their industrial site, they can be held liable in a third party suit.
If workers'' negligence is to blame, the injured party is only entitled to workers'' compensation. Industrial accident prevention also lies on the shoulders of the manufacturing companies of equipment frequently used on industrial sites. Such equipment consists of, but is not limited to: scaffolding many industrial accidents are caused by falls from heights or faulty scaffolds , motorized vehicles tractors, forklifts , gas pressure machinery, electricity conductors and heavy machinery.
Industrial accident prevention obligates equipment and machinery manufacturers to design, produce and maintain properly functioning products. When industrial accident prevention fails and an incident occurs, it is imperative to determine the negligent party in order to reach a fair settlement. A personal injury lawyer can help ascertain responsibility in an industrial accident case. Occupational Health Introduction Occupational hazards cause or contribute to the premature death of millions of people worldwide and result in the ill health or disablement of hundreds of millions more each year.
The burden of disease from selected occupational risk factors amounts to 1. The World Health Report places occupational risks as the 10thleading cause of morbidity and mortality. Almost According to the Report, work related injuries cause nearly , deaths each year, and nearly , deaths are attributable from the region remains largely uncharacterised.
Member countries of South East Asia Region have witnessed major occupational health problems highlighted by the Bhopal disaster in india and the Kader Toy Factory fire in Thailand.
However, workers of the region are exposed to a wider range of occupational hazards and risks including chemical, physical and bilogical hazards as well as inadequate ergonomics practice and high psychsocial stress. Goals and Objectives As shown in the figure below the Occupational Health Program consists of three strategic goals: strengthening a regional occupational health network, promoting the use of health risk paradigm, and capacity building.
Strategic Goals Objective Activity 1. Strengthening of 1. Sharing a common 1. Existing National centers to start occupational health occupational health local networking network and safety strategy 2. Expansion of network towards 2. Expansion of eventual WHO Designation network 3.
Share information on norms, 3. Information standards, guidelines, modules and sharing methods through web base, mail and 4.
Promotion of health risk paradigm 1. Compilation of country profiles on 1. Development of standard protocol 2. Improvement and profile applications of 2. Establishing national data base of exposure hazards profiles assessment methods 3. Development and promulgation of and guidelines standard protocols for exposure assessment 4.
Developing and compilation of job- exposure matrix 2. Promoting Protective Policies 1. Including safety clause in 2. Promoting international trade and technology Protective Practices transfer. Collaborating with Ministries of engineering, Labor, factory inspectorate and UN biological, agencies to improve engineering administrative and control and use of Personal training measures Protective 3.
Strengthen Device surveillance system 3. Intersectoral collaboration to for tracking improve environmental monitoring of pattern of worker places occupational injuries 4.
Strengthening methods for regular and biological monitoring of work-places diseases 5. Enhancing health promotion by 4. Formulation of training of health care giver and National plan of workers action 6. Conducting epidemiological studies in relevant target and vulnerable groups to assess Threshold Limit Values TLV of occupational hazards 7.
Develop regional guidelines and national protocols and data bases for occupational disease and injury surveillance 8. Provide technical support for formulation of national plan based on regional strategy and national situation analysis. Capacity Building 1. Assessing, 1. Review of existing short course Strengthening and curriculum in each country and implementation of regionally Occupational Safety 2.
Standardize course contents and and Health Training teaching method in industrial hygiene, 2. Building capacity basic medical surveillance, for research in occupational health and safety occupational management, chemical exposure in Safety and Health agricultural hygiene and other nationally relevant areas.
Support training in these areas and surveillance of occupational diseases 4. Standardize protocol for burden of disease estimates in major economic sectors. Literally meaning "the study of the mind," psychology focuses on both individual and group behaviour. Clinical psychology is concerned with the diagnosis and treatment of mental disorders.
Other specialized fields of psychology include child psychology, educational psychology, sports psychology, social psychology, and comparative psychology. The issues studied by psychologists cover a wide spectrum, including learning, cognition, intelligence, motivation, emotion,perception, personality, and the extent to which individual differences are shaped by genetics or environment. The methods used in psychological research include observation, interviews, psychological testing, laboratory experimentation, and statistical analysis.
Psychological disorders range from post traumatic stress syndrome to common phobias. This guide to various psychological disorders is a good introduction to mental illnesses, both mild and severe. That knowledge of psychologcial disorders has been combined into a large, comprensive manual called the DSM-IV. It's a comprehensive tome of all mental health and psychological disorders in adults and children. Not only does it list the names and symptoms of psychological disorders, it also includes possible causes, treatments, statistics, and research.
The DSM-IV has been called the psychiatrist's Bible because it increases understanding of patients, treatments, and even 3rd party insurance payers. Psychological disorders are classified and explained. Clinical Syndromes, also known as the diagnosis of the psychological disorder. Axis 2. Developmental disorders typically occur in childhood, and can affect physical, intellectual, and emotional development eg, autism, Down's Syndrom. Personality disorders have long lasting symptoms that affect one's interaction in the world.
Axis 3. Physical Conditions such as brain injuries or physical impairments. Some psychological disorders spring from physical aspects, others have unknown causes.
Axis 4. Severity of Psychosocial Stressors, including events in the patient's life: deaths, divorces, traumas, celebrations, new beginnings, etc. Lifestyle affects most psychological disorders. Axis 5. Highest Level of Functioning describes how well the person functions at present and within the last year, with the psychological disorder. Whether or not an official DSM-IV diagnosis is made, it may be important to obtain objective support on any psychological condition or psychological disorder.
Mental illnesses are often embarrassing -- few people are thrilled to tell their friends and family they're seeing a "shrink"! It's also painful to delve into the depths of your soul or apply cognitive behavioral theories to your life, even if the psychological disorder can be overcome this way.
Finally, counseling for psychological disorders can be expensive; not many insurance providers cover the cost easily. Overcoming the hurdles of seeing a psychologist or psychiatrist can be extremely valuable to your whole self - not just your mind and emotions, or the psychological disorder.
Your physical health is intricately connected to your mind and soul, so dealing with one aspect of your self invariably boosts other parts. Just like a physical disease like cancer, a psychological disorder can hit anyone at any time in their life, regardless of how wealthy, happy, or well-adjusted they are.
It's the luck of the draw - just like many things in life. Counselingp Psychology Counseling psychology is a specialty that encompasses research and applied work in several broad domains: counseling process and outcome; supervision and training; career development and counseling; and prevention and health.
Some unifying themes among counseling psychologists include a focus on assets and strengths, person-environment interactions, educational and career development, brief interactions, and a focus on intact personalities Counseling psychologists are interested in answering a variety of research questions about the counseling process and outcome. Counseling process might be thought of as how or why counseling happens and progresses.
Counseling outcome addresses whether or not counseling is effective, under what conditions it is effective, and what outcomes are considered effective—such as symptom reduction, behavior change, or quality of life improvement. Topics commonly explored in the study of counseling process and outcome include therapist variables, client variables, the counseling ortherapeutic relationship, cultural variables, process and outcome measurement, mechanisms of change, and process and outcome research methods.
Therapist variables Therapist variables include characteristics of a counselor or psychotherapist, as well as therapist technique, behavior, theoretical orientation and training.
Research on the impact of training and experience is still somewhat contradictory and even counter-intuitive. For example, a recent study found that age-related training and experience, but not amount or quality of contact with older people, is related to older clients.
However, a recent meta-analysis of research on training and experience suggests that experience level is only slightly related to accuracy in clinical judgment. Higher therapist experience has been found to be related to less anxiety, but also less focus. This suggests that there is still work to be done in terms of training clinicians and measuring successful training.
Client variables Client characteristics such as help-seeking attitudes and attachment style have been found to be related to client use of counseling, as well as expectations and outcome. Stigma against mental illness can keep people from acknowledging problems and seeking help.
Public stigma has been found to be related to self-stigma, attitudes towards counseling, and willingness to seek help. In terms of attachment style, clients with avoidant styles have been found to perceive greater risks and fewer benefits to counseling, and are less likely to seek professional help, than securely attached clients. Those with anxious attachment styles perceive greater benefits as well as risks to counseling. Educating clients about expectations of counseling can improve client satisfaction, treatment duration and outcomes, and is an efficient and cost-effective intervention.
Counseling relationship therapeutic relationship The relationship between a counselor and client is the feelings and attitudes that a client and therapist have towards one another, and the manner in which those feelings and attitudes are expressed.
Another theory about the function of the counseling relationship is known as the secure-base hypothesis, which is related to attachment theory. This hypothesis proposes that the counselor acts as a secure-base from which clients can explore and then check in with. Insecure attachment styles have been found to be related to less session depth than securely attached clients. Helms' racial identity model can be useful for understanding how the relationship and counseling process might be affected by the client's and counselor's racial identity.
Recent research suggests that clients who are Black are at risk for experiencing racial micro-aggressions from counselors who are White.
Efficacy for working with clients who are lesbians, gay men, or bisexual might be related to therapist demographics, gender, sexual identity development, sexual orientation, and professional experience. Clients who have multiple oppressed identities might be especially at-risk for experiencing unhelpful situations with counselors, so counselors might need help with gaining expertise for working with clients who are transgender, lesbian, gay, bisexual, or transgender people of color, and other oppressed populations.
Gender role socialization can also present issues for clients and counselors. Implications for practice include being aware of stereotypes and biases about male and female identity, roles and behavior such as emotional expression. The APA guidelines for multicultural competence outline expectations for taking culture into account in practice and research.
Outcome measurement Counseling outcome measures might look at a general overview of symptoms, symptoms of specific disorders, or positive outcomes, such as subjective well-being or quality of life. The Outcome Questionnaire is a item self-report measure of psychological distress.
An example of disorder-specific measure is the Beck Depression Inventory. The Quality of Life Inventory is a item self-report life satisfaction measure. Process and outcome research methods Research about the counseling process and outcome uses a variety of research methodologies to answer questions about if, how, and why counseling works. Quantitative methods include randomly controlled clinical trials, correlational studies over the course of counseling, or laboratory studies about specific counseling process and outcome variables.
Professional training process Counseling psychologists are trained in graduate programs. Almost all programs grant a Ph. Most doctoral programs take 5—6 years to complete. Graduate work in counseling psychology includes coursework in general psychology and statistics, counseling practice, and research.
Students must complete an original dissertation at the end of their graduate training. In order to be licensed to practice, counseling psychologists must gain clinical experience under supervision, and pass a standardized exam. Initiatives towards Elimination of Child Labour — Action Plan and Present Strategy The problem of child labour continues to pose a challenge before the nation.
Government has been taking various pro-active measures to tackle this problem. However, considering the magnitude and extent of the problem and that it is essentially a socio- economic problem inextricably linked to poverty and illiteracy, it requires concerted efforts from all sections of the society to make a dent in the problem.
Way back in , Government formed the first committee called Gurupadswamy Committee to study the issue of child labour and to suggest measures to tackle it. The Committee examined the problem in detail and made some far-reaching recommendations. It observed that as long as poverty continued, it would be difficult to totally eliminate child labour and hence, any attempt to abolish it through legal recourse would not be a practical proposition.
The Committee felt that in the circumstances, the only alternative left was to ban child labour in hazardous areas and to regulate and ameliorate the conditions of work in other areas. It recommended that a multiple policy approach was required in dealing with the problems of working children.
The Act prohibits employment of children in certain specified hazardous occupations and processes and regulates the working conditions in others.
The list of hazardous occupations and processes is progressively being expanded on the recommendation of Child Labour Technical Advisory Committee constituted under the Act. In consonance with the above approach, a National Policy on Child Labour was formulated in It also entails further identification of additional occupations and processes, which are detrimental to the health and safety of the children.
The Scheme envisages running of special schools for child labour withdrawn from work. Under the Scheme, funds are given to the District Collectors for running special schools for child labour.
Most of these schools are run by the NGOs in the district. Government has accordingly been taking proactive steps to tackle this problem through strict enforcement of legislative provisions along with simultaneous rehabilitative measures. State Governments, which are the appropriate implementing authorities, have been conducting regular inspections and raids to detect cases of violations.
Since poverty is the root cause of this problem, and enforcement alone cannot help solve it, Government has been laying a lot of emphasis on the rehabilitation of these children and on improving the economic conditions of their families. The coverage of the NCLP Scheme has increased from 12 districts in to districts in the 9th Plan to districts during the 10th Plan. Strategy for the elimination of child labour under the 10th Plan An evaluation of the Scheme was carried out by independent agencies in coordination with V.
Giri National Labour Institute in Based on the recommendations of the evaluation and experience of implementing the scheme since , the strategy for implementing the scheme during the 10th Plan was devised. It aimed at greater convergence with the other developmental schemes and bringing qualitative changes in the Scheme. Implementation of this Project was recently reviewed during the visit of Mr.
Apart from a major increase in the number of districts covered under the scheme, the priority of the Government in this direction is evident in the quantum jump inbudgetary allocation during the 10th Plan.
Government has allocated Rs. The resources set aside for combating this evil in the Ministry is around 50 per cent of its total annual budget. These Conferences provided an excellent opportunity to have one-to-one interaction with the Collectors, who play a pivotal role in the implementation of these Schemes in the District.
Besides, these Conferences also helped in a big way in early operationalisation of Scheme in the newly selected districts. The Government is committed to eliminate child labour in all its forms and is moving in this direction in a targeted manner. It was unanimously recognized therein that the problem of child labour, being inextricably linked with poverty and illiteracy, cannot be solved by legislation alone, and that a holistic, multipronged and concerted effort to tackle this problem will bring in the desired results.
According to the information provided by the Registrar General of India, the work participation rate for women was This is an improvement from In ,the work participation rate for women in rural areas was In the rural areas, women are mainly involved as cultivators and agricultural labourers. In the urban areas,almost 80 per cent of the women workers are working in the unorganized sectors like household industries, petty trades and services, buildings and construction.
As on 31st March,,there were about Of this, nearly Plantations and factories were other important employers of women. Women workers constitute only 5 per cent of the work force in the mines sector. At present, women lag behind men in terms of access to education. The Government has been implementing several programmes aimed at providing access to education and vocational training to women. As part of the programme, in the Central Sector, one National and ten Regional Vocational Training Institutes have been set up in different parts of the country.
So,far, about 49, trainees have been trained in the above institutes and about seats are being currently offered to trainees in various courses. These institutes provide basic skill training to women. From to August, , women activists were trained in the various training programmes conducted by the Women and Child Labour Cell of the Institute.
Besides this, a separate Cell for Women Labour was set up in this Ministry in The intention was to focus attention on the condition of working women and bring about an improvement therein.
The Cell has the following functions: Formulation and coordination of policies and programmes for the female labour force within the framework of national manpower and economic policies. Maintaining liaison with other Government agencies to secure effective implementation of the programmes in respect of women workers. Monitoring the implementation of the Equal Remuneration Act, In recent years, the Ministry has been actively involved in creating awareness among women workers especially in respect of their legal rights and duties.
Female contract labour to be employed by any contractor between 6. The Maternity Benefit Act, Maternity benefits to be provided on completion of 80 days working. Not required to work during six weeks immediately following the day of delivery or miscarriage. On medical certificate, advance maternity benefit to be allowed. The Equal Remuneration Act, Payment of equal remuneration to men and women workers for same or similar nature of work protected under the Act.
No discrimination is permissible in recruitment and service conditions except where employment of women is prohibited or restricted by or under any law. Provisions for maternity benefit to female beneficiaries of the Welfare Fund. Provision regarding safeguards against sexual harassment of women workers at their work places.. The Equal Remuneration Act, , subsequently replaced the above Ordinance. The situation regarding enforcement of the provisions of Equal Remuneration Act is regularly monitored by the Ministry and the Central Advisory Committee.
Annual returns are called for by the special cell from the State Governments in order to monitor implementation of the Act.
The Plantation Labour Act, , provides that the women workers be provided time-off for feeding children. A number of initiatives have been taken to give effect to the guidelines. They have been asked to implement the guidelines laid down in the said judgment. The Conduct Rule applicable to the officers of the Central Government and the All India Services has since been amended to give effect to the guidelines.
The Industrial Employment Standing Orders Act, has also been amended to make the guidelines applicable to the employees in the Private Sector.
These workers are one of the most numerous and vulnerable segments of the unorganised sector in India. The building and other construction works are characterised by their inherent risk to the life and limb of the workers. The work is also characterised by its casual nature, temporary relationship between employer and employee, uncertain working hours, lack of basic amenities and inadequacy of welfare facilities.
Although the provisions of various Labour Laws i. Towards the above goal the following two enactments have come on the Statute Book w.
The exception made is only in respect of residential houses for own purpose constructed with a cost not exceeding Rs. Some of the other main provisions of the Main Act are given below: 1. Provision for an Advisory Committee at the Central and the State levels with the function to advise the Governments concerned on such matters arising out of the administration of the Act as may be referred to it.
Provision for registration of each establishment within a period of sixty days from the commencement of work to ensure that there are no malpractices and to discourage non-compliance of law by circumventing.
Provision for registration of building workers as beneficiaries under this Act. Provision for immediate assistance in case of accidents, old age pension, loans for construction of house, premia for group insurance, financial assistance for education, to meet medical expenses, maternity benefits etc. Provision for health and safety measures for the construction workers in conformity with ILO convention No. For this purpose comprehensive Central Rules i.
Provision for constitution of safety committees in every establishment employing or more workers with equal representation from workers and employers in addition to appointment of safety officers qualified in the field. The difficulties experienced in implementation of these Act s will become more evident once the implementation of various provisions of the Act s and Rules by the Central as well as State Governments pick up momentum.
Based on the experience gained by way of implementation of the Act s and Rules, corrective steps, if any, will be taken to make them more responsive to the welfare needs of the construction workers. It extends to the whole of India and come in to force on the 3rd day of November, Further, the Central Government may, by notification in the Official Gazette, exempt any employer or class of employers in a State from the payment of cess payable under this Act where such cess is already levied and payable under any corresponding law in force in that State.
Responsibility for enforcement of the Act primarily lies with the State Governments. In addition, a significant number, Many of these small and marginal farmers on account of utterly deficit, small and uneconomic holdings and low yield work on the land of others.
In spite of the fact that these agricultural workers have such numerical strength, they are extremely vulnerable to exploitation on account of low levels of literacy, lack of awareness, persistent social backwardness and absence of unionisation and other forms of viable organisation. The avenues of stable and durable employment for them have been limited leading to inter-district and inter- state migration in search of better avenues of employment and wages but with a lot of dislocation of family life, dislocation of education of children and numerous other handicaps.
Several measures have been taken to protect the interests of the working class and uplift the condition of agricultural workers.
The very first legislation, the Minimum Wages Act, was applied to the agricultural sector also. Subsequently, the Plantation Labour Act, was enacted to provide certain basic facilities to plantation workers. Many other existing labour laws are applicable or have direct bearing on agricultural labour. The problems of agricultural labourers have been sought to be tackled through Multi-dimensional course of action viz.
All these efforts have not been able to adequately protect the interests of agricultural workers. This is partly on account of lack of bargaining power. Keeping in view this broad perspective, the Ministry of Labour is contemplating to bring a comprehensive legislation to safe guard the interests of agricultural workers.
The proposed legislation would provide for regulation of the service conditions of agricultural workers and provides for certain welfare measures which include financial assistance in case of death and injury, payment of group insurance premia, health, maternity benefits, old age pension, housing assistance and educational assistance to the children of agricultural workers.
The proposal is at the stage of consideration at various levels in the Government. A truly compassionate society makes allowances for such infirmities in a non-intrusive, participative and sensitive manner, ensuring equal opportunities to all by providing a level playing field. We need to make our society and systems inclusive for this substantial portion of our population, enabling them to lead a dignified, independent life while recognising them as valuable human resource to our country.
All this is possible through an integrated approach, to include legislation, policies and concessions by the government, coupled with active participation by organisations, employers and, in fact, every citizen. Milestones Schemes and Initiatives Inclusiveness Milestones The Government of India has been proactive in terms of empowering the differently abled. Several schemes and acts have been framed to ensure that they have plenty of opportunities to become self reliant.
The Government is presently in the process of making comprehensive amendments to the to make it more inclusive and in keeping with international conventions.
The endeavour is to ensure overcoming the restrictions imposed by their condition and allowing them to lead a normal, self reliant life. Accessibility norms being followed by the government websites are endeavouring towards inclusiveness of Persons with Disabilities. A person with visual disability can now access the Government portals using assistive technologies such as screen readers and magnifiers.
The Union Minister for Social Justice and Empowerment, Shri Mukul Wasnik, announced the institution of three National Awards- External website that opens in a new window from this year for Websites having the best accessibility features for persons with disabilities. It is only a kind of BPO. It just occupies the higher end of the BPO spectrum.
It is its natural progression. After reaping the benefits of outsourcing low-end processes to India, foreign companies are now trying their hands at outsourcing high-end processes to the country. For instance, in a financial service BPO, data entry of invoices has been around for some time. But given the value-for-money Indian BPOs have shown, international companies are thinking, why not broaden the scope to include financial analysis?
In KPOs the black box is your mind. There is no pre-defined process to reach a conclusion. BPOs will normally include transaction processing, setting up a bank account, selling an insurance policy, technical support, voice and email-based support.
The myth that Indian companies can only provide "software coolies" is soon changing to the reality of Indian companies being capable of almost anything, even rocket science! But the way to becoming a strong KPO power is not very smooth. As KPO delivers high value to organizations by providing domain-based processes and business expertise rather than just process expertise. These processes demand advanced analytical and specialized skill of knowledge workers that have domain experience to their credit.
Some of the challenges involved in KPO will be maintaining higher quality standards, investment in KPO infrastructure, the lack of talent pool, requirement of higher level of control, confidentiality and enhanced risk management. Social Security schemes are designed to guarantee at least long-term sustenance to families when the earning member retires, dies or suffers a disability.
Thus the main strength of the Social Security system is that it acts as a facilitator - it helps people to plan their own future through insurance and assistance. The success of Social Security schemes however requires the active support and involvement of employees and employers. As an employer you are responsible for providing adequate social security coverage to all your workers. In keeping with its cultural traditions, family members and relatives have always discharged a sense of shared responsibility towards one another.
To the extent that the family has resources to draw upon, this is often the best relief for the special needs and care required by the aged and those in poor health. However with increasing migration, urbanization and demographic changes there has been a decrease in large family units. This is where the formal system of social security gains importance.
However, information and awareness are the vital factors in widening the coverage of Social Security schemes. Social Security Benefits in India are Need-based i. The State bears the primary responsibility for developing appropriate system for providing protection and assistance to its workforce. Social Security is increasingly viewed as an integral part of the development process.
It helps to create a more positive attitude to the challenge of globalization and the consequent structural and technological changes. The latest NSSO survey of has brought out the vast dichotomy between these two sectors into sharp focus. Thus, it can be concluded from these findings that there has been a growth of only about one million in the organized sector in comparison the growth of about 55 million in the unorganized sector.
This sector already has a structure through which social security benefits are extended to workers covered under these legislations. The unorganized sector on the other hand, is characterized by the lack of labour law coverage, seasonal and temporary nature of occupations, high labour mobility, dispersed functioning of operations, casualization of labour, lack of organizational support, low bargaining power, etc.
The nature of work in the unorganized sector varies between regions and also between the rural areas and the urban areas, which may include the remote rural areas as well as sometimes the most inhospitable urban concentrations. In the rural areas it comprises of landless agricultural labourers, small and marginal farmers, share croppers, persons engaged in animal husbandry, fishing, horticulture, bee-keeping, toddy tapping, forest workers, rural artisans, etc.
Separate laws exist for similar benefits for the workers in the coal mines and tea plantations. Act , which provides for 12 weeks wages during maternity as well as paid leave in certain other related contingencies. Act , which provides 15 days wages for each year of service to employees who have worked for five years or more in establishments having a minimum of 10 workers. Separate Provident fund legislation exists for workers employed in Coal Mines and Tea Plantations in the State of Assam and for seamen.
This includes flexible benefit schemes tailored to the specific requirements of different segments of the population. The EPFO extends to the entire country covering over establishments. At present, over 3. Over the years, the volume of service rendered to subscribers as well as investments made, etc. The prime objectives of this Project are to provide the subscribers better and efficient services, to help the employers by reducing the cost of compliance and to benefit the organization to register geometric growth in all fields.
The strategy for implementation has been evolved and the allotment of the Social Security Number has begun with the entire activity being carried out in smaller phases for effective data collection.
The Social Security Number in a nutshell is a big effort towards solving the problem of providing social protection to migrant labour and to make the data base of EPFO adaptable to the present trend of high job mobility among workers. The Employees State Insurance Scheme provides need based social security benefits to insured workers in the organized sector.
As in the case of the EPFO, the ESIC has also taken up the daunting task of tailoring different benefit schemes for the needs of different worker groups.
The scheme, which was first introduced at two centers in with an initial coverage of 1. It benefits about The scheme is being gradually to cover new centers and steps are being taken for creation of requisite infrastructure for providing medical care to a larger number of insured persons and their families. The total number of medical officers under the Scheme is about 10, Each year, it is extended to new areas to cover additional employees. The new employees covered varied from 30, in , in to till Jan.
Low paid workers in receipt of daily wages up to Rs. Earlier this limit was Rs. This measure has benefited about six lakh insured workers across the country. The contributory conditions for this benefit were also reduced from days to days in the two-year period preceding the diagnosis.
Two Hospitals have been earmarked for being developed for superspeciality medical care in cardiology, i. In order to improve the standard of medical care in the States, the amount reimbursable to the State Governments for running the medical care scheme has been increased to The ESIC has formulated action plans for improving medical services under the ESI scheme with focus on modernization of hospitals by upgrading their emergency and diagnostic facilities, development of departments as per disease profiles, waste management, provision of intensive care services, revamping of grievance handling services, continuing education programme, computerization and upgradation of laboratories etc.
The action plans have been in operation since In addition, there are a large number of welfare funds for certain specified segments of workers such as beedi workers, cine workers, construction workers etc. In India our situation is entirely different from that obtaining in developed countries. The overwhelming majority of these depend on transfers from their children.
Addressing social security concerns with particular reference to retirement income for workers within the coverage gap has been exercising policy makers across the world. In India the coverage gap i. Hence the global debate and evaluation of options for closing the coverage gap is of special significance to India. The gradual breakdown of the family system has only underscored the urgency to evolve an appropriate policy that would help current participants in the labour force to build up a minimum retirement income for themselves.
There is no standard model that can be adopted on this issue. In the Indian context the privately managed schemes can at best be considered as supplementary schemes after the mandatory schemes managed publicly. It is only the publicly managed scheme, which will extend to all the sectors of the workforce.
The challenge of closing the coverage gap in social security provisions has to be developed at two levels. The first level involves the re-engineering of the institutional arrangements to increase efficiency. The second level is to create an appropriate legislative and administrative framework for significant increase in the social security coverage especially in the unorganized sector. In India currently only about 35 million out of a workforce of million have access to formal social security in the form of old-age income protection.
This includes private sector workers, civil servants, military personnel and employees of State Public Sector Undertakings. Office of may readily slow the progressive discipline process because you'll be asked to take the steps you missed or did poorly.
Procedures Manual violated ORS Clinical process improvements at the four health systems have included: Labor Relations: Labor-management partnerships help develop a new paradigm for Download the full report: PDF, 87 pages, 2. In simple terms Industrial Relations deals with the worker employee relation in Any person employed in an industry to do any manual and unskilled, skilled, technical reason for industrial conflict and try to find a solution Process' to bring home your necessities give a patient hearing to them.
Chapter 6: Employment Relations in the Hospitality Industry publication resulted in an outpouring of articles in the labour process tradition, analysis of employment which does not take manual work in manufacturing as its to find creative solutions when, because of pace, organisational systems break down e.
A union security agreement is a contractual agreement, usually part of a union collective There are alternative solutions to the free rider problem in labor relations. William H. The Labor Relations Process. Pursuant slow and uneven process of economic recovery leads to increased differences in labour or process to meet desired needs within realistic constraints.
The trade unions aim at nothing less than to prevent the reduction of wages below the level that is traditionally maintained in the various branches of industry. Employee Relations The Apple Supplier Code of Conduct outlines a comprehensive set of expectations covering labor and human rights, health and safety, the environment, ethics, and management systems.
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