History of Punjab Police

7/27/2019 History of Punjab Police

1/16

Working Conditions

The conditions in which anindividual orstaffworks,including but notlimited to

such things as amenities,physicalenvironment, stress andnoise levels, degree of

safety ordanger,and the like.

There are many different types ofworking Conditions.Several attempts have been

made to quantify the different types in an organized way, as seen with the Holland

Codes proposed by John Holland, a psychologist with an interest in matching

people with work environments that suit their personalities. They can be broken

down by the type of work done, the physical environment, or the social and

situational factors that can play a role in shaping the workplace. Matching

employees with the right environment can result in better performance and more

satisfaction.

Hollands approach to the types of work environment looked at the nature of the

work done. He identified six different environments: realistic, social, enterprising,artistic, investigative, and conventional. Some workplaces use this model to assess

prospective employees to determine if they would be a good fit and to find the best

department for their skills and interests.

In realistic environments, work is more hands on, while investigative environments

place a high priority on thinking and theoretical discussions. Enterprising

environments involve more self initiative to start and innovate projects.

Conventional work environments use set protocols and routines, such as databasing

customer information, while artistic environments promote creativity and the

production of works of art. Social work environments involve a high degree of

interaction, as seen in customer service and teaching.
http://www.businessdictionary.com/definition/condition.htmlhttp://www.businessdictionary.com/definition/individual.htmlhttp://www.businessdictionary.com/definition/staff.htmlhttp://www.businessdictionary.com/definition/work.htmlhttp://www.businessdictionary.com/definition/limited.htmlhttp://www.businessdictionary.com/definition/amenities.htmlhttp://www.businessdictionary.com/definition/environment.htmlhttp://www.businessdictionary.com/definition/stress.htmlhttp://www.businessdictionary.com/definition/noise.htmlhttp://www.businessdictionary.com/definition/degree.htmlhttp://www.businessdictionary.com/definition/safety.htmlhttp://www.businessdictionary.com/definition/danger.htmlhttp://www.wisegeek.com/what-is-a-work-environment.htmhttp://www.wisegeek.com/what-is-a-work-environment.htmhttp://www.businessdictionary.com/definition/danger.htmlhttp://www.businessdictionary.com/definition/safety.htmlhttp://www.businessdictionary.com/definition/degree.htmlhttp://www.businessdictionary.com/definition/noise.htmlhttp://www.businessdictionary.com/definition/stress.htmlhttp://www.businessdictionary.com/definition/environment.htmlhttp://www.businessdictionary.com/definition/amenities.htmlhttp://www.businessdictionary.com/definition/limited.htmlhttp://www.businessdictionary.com/definition/work.htmlhttp://www.businessdictionary.com/definition/staff.htmlhttp://www.businessdictionary.com/definition/individual.htmlhttp://www.businessdictionary.com/definition/condition.html


2/16

Another way to look at work environments is to assess the physical surroundings,

differentiating between offices, warehouses, retail stores, scientific research

facilities, fieldwork sites, and so forth. These work environments may be suited to

different kinds of personalities and career goals. The physical environment can

also have an impact on suitability for work; some people do not enjoy the rigid and

controlled climate of a lab, for instance, or prefer working outdoors. Concerns

about conditions in different types of work environment may be an issue for some

job seekers with worries about their ability to thrive in physically demanding or

boring environments.

The social and psychological climate can also be a metric to use when

distinguishing between different types of work environment. Some workplaces

have very rigid chains of command, while others may be more flexible and

egalitarian. Employees may be encouraged to participate, offer feedback, and

shape their environment, or could be expected to focus on tasks without criticizing

their employers or supervisors. Some workplace climates can become hostile

because of a tolerance for harassment or ferocious competition, while others are

more friendly and relaxed.

LAWS RELATING TO WORKING CONDITIONS

This regulates health, safety, welfare and other working conditions of workers in

factories and it is enforced by the State Governments through factory inspectorates.

The Directorate General Factory Advice Service & Labour Institutes (DGFASLI)

functions as a technical arm of the Ministry for coordinating with the State

Governments. DGFASLI conducts training, studies and surveys relating to safety

and health of workers through the Central Labour Institute in Mumbai and other

Regional Labour Institutes. The Act is applicable to all factories including
http://www.wisegeek.com/what-are-the-different-types-of-harassment.htmhttp://www.wisegeek.com/what-are-the-different-types-of-harassment.htm


3/16

government factories using power and employing 10 or more workers and 20 in the

case of factories not using power on any day of the preceding 12 months.

Some of the provisions under the Act include the following grouped under the

chapters stated below

Compulsory approval, licensing and registration of factories The occupiershall notify the Factory Inspectorate at least 15 days before the commencement of

operations in the premises providing information such as location, nature of

operation, number of workers employed, rated horsepower installed or to be

installed. Health measures Every factory- shall be kept clean and free from effluvia

arising from any drain, privy or other nuisance and in particular accumulations of

dirt Shall arrange for waste treatment and effluents generated during

manufacturing, provide adequate ventilation, lighting and optimum temperature to

provide reasonable condition of comfort -Shall prevent overcrowding and provide

facility for wholesome drinking water.

Safety measures Every dangerous part of any machinery shall be securelyfenced and constantly maintained. No person shall be allowed to work at any

dangerous machine without proper training or full instruction regarding potential

dangers and precautions required. Every hoist and lift shall be of good mechanical

construction, sound material and adequate strength, properly maintained, and

thoroughly examined by a competent person in prescribed intervals.

Welfare measures- Provision shall be made forSeparate and adequate washingfacilities for male and female workmen. Facilities for sitting for workers obliged

for work normally in standing position. First Aid-box, one for every 150 workmen,

under charge of a trained person. Ambulance room for factory ordinarily

employing more than 500 workmen. Suitable and adequate Rest Shelter or a Rest


4/16

room and Lunch room to be provided in factories ordinarily employing more than

150 workers. However, the provision shall not be required, if canteen according to

sec 46 has been provided. Canteen at factories employing 250 workers or more,

crche of prescribed standards at factories employing 30 or more women. Factory

ordinarily employing 500 or more workers, are required to appoint a Welfare

officer, whose duties, qualifications and conditions of service are prescribed under

the State Factory Rules.

Working hours not more than 48 hours in any week and not more than ninehours in a day. For working hours beyond the prescribed limit, the overtime work

will be entitled to twice ordinary wage and allowance. A compulsory rest of at

least half an hour between each period of work and such period of work shall not

exceed five hours. Compensatory holiday in lieu of weekly holidays deprived and

such compensatory holiday must be given within the same month or two months

following the month when the weekly holiday was missed.

Annual leave provisionOne day leave for every 20 days of work for an adultworker one day for every 15 days of work in the case of child worker. To be

entitled for this the worker should have worked for a period of 240 days or more

during the previous calendar year. Maternity leave for women not exceeding 12

weeks.

Employment of women and young persons No woman worker shall berequired to work at night but this is not applicable to persons holding position of

Management or supervision or who are employed in confidential positions in a

factory as may be defined by the State Government. No child below 14 years shall

be employed in factories.

A child who is over 14 years of age, in order to work in factory must be certified to

be fit for work in a factory by a Certifying Surgeon. The certificate is valid for one


5/16

year and is to be kept in the custody of the manager and the child or the adolescent

has to carry with him while at work, a token giving reference to such certificate.

Such child workers must not work for more than four and half hours on any day

and during night. The period of work is also not to be spread over more than two

shifts of five hours each. Every child worker is to be compulsorily allowed a

weekly holiday.

Accident and occupational diseases the manager of the factory shall sendnotice to prescribed authorities within the prescribed time limit in the event of an

accident that causes death or injury preventing a person from working for a period

of 48 hours or more immediately following the accident. Likewise if any worker in

a factory contacts any disease specified in the third schedule the manager of the

factory shall send a notice, not later than 4 hours to the prescribed authority.

Dangerous operations A Site Appraisal Committee considers applications forgrant of permission for the initial location of a factory, involving hazardous

process or an expansion of any such factory. Disclose information regarding

dangers, including health hazards and measures to overcome such hazards arising

out of hazardous substances, to the Chief Inspector of Factories, local authority and

the general public in the vicinity. Prepare health and safety policy, emergency plan

etc. The occupier must maintain accurate and updated medical record of the

workers, appoint qualified, experienced and competent supervisors to supervise

handling of hazardous substances. Pre-employment and post-employment medical

examination of workers, at regular intervals.

Obligations and rights of employees-No workershall willfully interfere with ormisuse any appliance, convenience or other things provided in a factory for the

purposes of securing the health, safety or welfare of the workers or willfully and

without reasonable cause do any thing likely to endanger himself or others, or


6/16

neglect to make use of any appliance or other things provided in the factory for the

purposes of securing the health or safety of the workers therein. Contravention will

entail imprisonment up to 3 months or fine or both.

Worker has the rights to obtain from the occupier, information relating to workers

health and safety at work, get trained within the factory wherever possible or, to

get sponsored by the occupier for getting trained at a training centre or institute,

duly approved by the Chief Inspector, where training is imparted for workers on

health and safety at work. A worker is allowed to represent to the Inspector directly

or through his representative regarding inadequate provision for protection of his

health or safety in the factory.

Examples of Working Conditions

There are many types of working conditions that affect your employees and the

work atmosphere, so think carefully about your space to see if your working

conditions meet the needs of your employees and your business.

Equipment

Desks, chairs, computers, telephones, chainsaws, ladders, drills -- whatever

equipment you use to run your business -- are a large part of working conditions. It

is important that you have ergonomic equipment and safety measures to meet your

responsibility as a small-business owner or manager. Not only will proper

equipment and safety regulations protect your employees from injury (and yourself

from liability), they should also help increase productivity and efficiency.


7/16

Lighting

Lighting is an important component of working conditions. Not only does it help

your employees see what they are working on, it also serves as an atmosphere

creator. Bright lights may assist with seeing text or detail work but can also

produce a glare on computer screens and cause eye fatigue depending on

placement. Insufficient light can result in inaccurate work, headaches and other

vision problems as well as discouragement and inefficiency.

Temperature

According to a study sponsored by the Helsinki University of Technology and the

Lawrence Berkeley National Laboratory, most productive work is done at

approximately 72 degrees Fahrenheit. The "comfort zone" for most people is

between 72 and 75 degrees. This is also a safe zone since it prevents working in

extremes of temperature. Since comfort zones do vary between individuals, do

your best to accommodate as necessary.

Office Decor and Layout

Office decor may not rank high on many people's lists as a working condition, but

colors, architecture and other features of office design and layout do affect people

psychologically. Painting walls with bright colors can add energy and define

spaces, while neutral colors and accessories can help create a calm atmosphere for

a high-stress business. Other considerations in decor and layout include partitions,

storage space (filing cabinets or cubbyholes), office furniture, window treatments

and wall hangings.


8/16

HOW TO IMPROVE WORKING AREAS

A workplace that employees not only tolerate but enjoy working in can help

increase employee motivation and lead to better results. Poor workplace

conditions, however, can hurt employee performance and productivity. For

example, work areas with poor sanitation or dangerous conditions may leave

employees feeling disrespected and neglected. Improve workplace areas to

increase employee productivity and improve recruitment and retention efforts.

Step 1

Survey employees about workplace conditions. Ask employees about the strengths

and weaknesses, and urge them to express their opinions about what can be done toimprove workplace areas.

Step 2

Perform a comprehensive safety check for each area. Employee safety needs to be

your first and foremost concern as a business owner. Conduct regular inspections

to ensure that machines are in operational order, floors and tools are clean, and

obstructions are cleared. If any item used in production appears to be worn out,

replace it immediately. Clear clutter in office areas.

Step 3

Assess each area for cleanliness. Employees generally do not perform at their peak

in filthy conditions. Make note of abnormal smells and identify where they

emanate from. Take a look at the workplace floors, walls, desks, chairs and lights.

Look for excess amounts of dust and dirt. Make it a point to clean everything that

looks even somewhat dirty.

Step 4

Cut down on workplace noise. Excessively noisy workplaces can prevent

employees from focusing on their work. To address such issues, move workplaces


9/16

away from the noise, construct walls that act as noise barriers and place noise-

reduction parts on machines.

Step 5

Add dcor and pleasant smells to the workplace. Bland workplace areas can lead to

a lack of employee motivation. If appropriate, add pieces of art and decor items to

work areas.

Step 6

Add vending machines, bottled water and break rooms to enhance employee

benefits and help them relieve stress during the work day.


10/16


11/16


12/16


13/16


14/16

HISTORY OF PUNJAB POLICE

Punjab Police has had an extremely proud history and the legend of keeping duty

before self. Even before Independence, Punjab Police had a name in the country

for effective policing and this has been continuously improving through the

personal examples of its leadership supported by great traditions, discipline, and

highly professional attitude.

The emergence of Punjab Police as a separate organization is a post 1861

development, which took place after the British annexation of Punjab in 1849. In

about 150 years of its existence, the police force in the state has faced many

difficult phases. The onus of handling law and order has always been a challenge

before the police mainly because of the inherent martial traditions prevailing in the

state.

The reorganization process in police dates back to 1898, when the practice ofappointing army officers to the post of Inspector General was discontinued.

However, a sincere effort was made in 1902 by the British, in the form of Indian

Police Commission, to identify the shortcomings in the police system. It was, thus,

recommended that the police strength in the state may be enhanced.

Setting up of the Police Training School at Phillaur in 1891, and later the

introduction of finger print section has been among the achievements of the Punjab

Police.


15/16

During the late fifties, it was felt that further reforms were required in Punjab

Police. A commission, headed by an ex-Chief Justice of India, was appointed in

1961, which submitted its report in May 1962. Screening of the police force,

setting up of a Scientific Laboratory for crime clue's examination and research

centre under Director, Forensic Science Laboratory, better human resource

development schemes were among the recommendations of the commission.

Since then, the police force in the state has come a long way. Whether it was the

handling of hyper-sensitive mass migration of millions during partition of India

and Pakistan, or to control the dacoity menace in the fifties, or the naxalite

violence in the sixties/seventies, Punjab Police has come out as a winner. Porosity

of a thickly-populated unnatural land border with Pakistan and extremely

inhospitable, barren hill borders with China in Ladakh and Kashmir were manned

by Punjab Armed Police Battalions till mid-sixties, till the Border Security Force

came into being. Those gallant men on the border faced the brunt of foreign armed

aggression in 1962 and 1965. In the recent years, the Punjab Police has

successfully suppressed the gory face of terrorism in Punjab, in which nearly

20,000 people lost their lives during 1981-1994. Now, modern communication

equipment, state-of-the-art information systems, well-equipped scientific labs,

more responsive police personnel, are among the constituents of the Punjab Police.

It's a force with a difference! A force with a conviction! And, a force with a heart.

ORGANISATIONAL STRUCTURE


16/16

POLICE ZONES, RANGES AND DISTRICTSPunjab Police has a pervasive organisational structure.

D.G.P. headquartered at Chandigarh along with his secretarial staff including

administration, intelligence, security, crime & Forensic Science Laboratory,

provisioning and IT&T.

The state is divided into Four zones -(I) Border Zone (II) Patiala zone (III)

Jalandhar zone and (IV) Bathinda Zone each zone is headed by an Inspector

General of Police.

Seven Ranges: These Zones have further been divided into Seven Ranges namely

Patiala, Bathinda, Ferozepur, Ludhiana, Jalandhar, Border and Rupnagar Range.

Presently Punjab has 24 Police Districts headed by SSsP and 3 Commissionerates

headed by IGsP.

Punjab Police has an armed compliment consisting of eight of Punjab Armed

Police (PAP) battalions, seven battalions of India Reserve Battalion (IRB) and five

battalions of Commandos.

History of Punjab Police

Documents

Transcript of History of Punjab Police