MUKUL BHANAWATnew

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A PROJECT REPORT

ON

CONTRACT LABOUR

Submitted To The

MOHANLAL SUKHADIA UNIVERSITY

For thePartial fulfillment of the requirement

For the degree of

BACHLOR OF BUSINESS MANAGEMENT

2009-2010

Un

der the supervision of: Submitted By:

Dr. Manisha Lodha Mukul Bhanawat

Asst.professor BBM FinalYear

PACIFIC COLLEGE

MOHANLAL SUKHADIA UNIVERSITY


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UDAIPUR

DECLARATION

I Mukul Bhanawat hereby declare that the project report entitled CONTRACT

LABOUR written & submitted by me to VSM in practical fulfillment of the

requirement of our degree of BBM .This is my original work & has not been

submitted for the award of any other diploma or following & has not been

published in any journal magazine

All people who helped me during the preparation of this report are duly

acknowledged. The result that the published here are purely for academic purpose

only

MukulBhanawat


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1

ACKNOWLEDGEMENT

The successful completion of any research project requires guidance & help from a

no. people. I was fortunate to have all the support from my teachers as well the

officers of HZL. Where I under took my project. I therefore take this opportunity

to express my profound sense of gratitude to all these who extended their

wholehearted help & support to me in carrying out the project work.

I am sincerely thankful to Mr. P.K.JAIN (Head of HR Department) of HZL for

allowing me to undertake the project & making available all facilities for success

full completion of the study besides me to pursue the study on proper line.

I also like to from my institute side, without these my project cannot be completed.

I would like to thankDr. N. K. DHING, Director & all the members of faculty,

Pacific College, Udaipur.

I express my heartfelt thanks to Dr.Manisha Lodha & Ms. Aruna Jain for their

adequate guidance.

In end, I also wish to thank all those names have not been mentioned above but

have directly or indirectly helped me in various ways in successfully carrying out

the project.


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Mukul Bhanawat

2

PREFACE

The main motive behind the summer training of the B.B.M. programmed is to

provide the practical aspect of the organizations working environment. This

training helps us to visualize and realize about the congruency between the

theoretical learning in the college and the actual practices of the management. This

overall project gets us in a insight into a actual corporate world apart from a pure

theoretical environments of the classroom. It allows us to face the world full of ups

and downs and get a glance of the future corporate world in which we are going to

enter.

My summer training project at Hindustan Zinc Ltd., Udaipur is a complete

experience in itself and it has become an inspirable part of my knowledge of

management being learned in B.B.M. programmed. This project is based on the

Contract labour.


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3

INDEX

S.NO.

CONTENT PAGENO.

1 Company Profile 5-14

2Introduction of Topic 15-16

3

Conceptual Framework 17-26

4Research Methodology 27-36

5Conclusion & Suggestions 37-41


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4

COMPANY PROFILE

Vedanta Resources was listed in London in December 2003.They are

diversified and integrated in 250 metals and mining group with annual sales of

1.9$ billion. Their principle operations are located in India, where they have a

major market share in each of their main metals: aluminum, copper, zinc and lead.

There are also substantial copper operations in Zambia and a copper mine in

Australia.

Vedanta has a strong track record in managing operations and improving

costs and output. Their Indian zinc and copper operations rank in the top quartile

of global cost efficiency.


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In addition to existing operations, Vedanta has extensive expansion projects

across each of the metals. Several major projects announced last year is now being

implemented. With an investment spending of 3.1 billion, half of which has

already been completed.

5

GROUP STRUCTURE OF VEDANTA

Vedanta Resources

Plc

Madras Aluminum

Co. Ltd

80%

Sterlite Industries

(India) Ltd.

80%

Konkola Copper

Mines

51%

Hindustan Zinc

Limited52%

Vedanta Alumina

Ltd94%

Bharat Aluminum

Co. Limited41%


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COPPER ALUMINIUM ZINC

6

HINDUSTAN ZINC LIMITED

AN OVERVIEW

Hindustan Zinc Limited is one of Indias leading Zinc-Lead producers and

exceptional in its extent of its technological coupled with vertical integration in

other non-ferrous metals.

HZL was incorporated on 10TH January 1966 as a public sector company after

the take over of the Metal Corporation of India Limited (MCI) to develop mining


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and melting capacities to substantially meet the domestic demand of Zinc and Lead

metals.

A private set up entrepreneur the Debari unit; M/s Metal Corporation of

India in the early 1960s.It was taken over by the Government of India in mid

1960s and formed a part of state owned enterprise, M/s Hindustan Zinc Limited.

The controlling share holding interest in the unit of HZL, was sold off by the

Government of India to the present holding company, M/s Sterlite Industries

(India) Limited in the year 2002.M/s Sterlite Industries (India) Limited, is a part of

Vedanta Resources plc, a non ferrous metals major listed on London StockExchange.

HZL has broad based operations. Its spectrum of activities range from

exploration, mining and ore processing to smelting and refining of lead, zinc,

cadmium, cobalt, copper and other precious metals. It is also an important

producer of Sulphuric acid and rock phosphate. The company is looking forward

to opportunities in gold and other minerals and in new business areas.

In its life span, HZL has endeavored to aim for a steady improvement in its

operations through forward planning, excellent team of research and development

and technology updating. As a result, the company has almost taken the country to

the level of self-sufficiency in zinc.

7

VISION


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The corporate planning group (CPG) in the process of formulation of the Period

2006-2007 conducted situation analysis by scanning sociopolitical economy and

technological environmental and adopted the VISION as:-

Be a major natural resource company with diversified business leveraging the

competitive advantage offered by its mineral port folio and competencies

including best management practices based on efficiency, Total Quality

Management concepts and trust.

MISSION

To become a significant global producer of Zinc and to remain as the

Dominant market leader of Zinc and Lead in India.

To avoid avail opportunities to diversify into other businesses, synergic

With competencies.

To maximize satisfaction of its stakeholders.

Be the largest integrated producer in the world with a zinc-lead metal

capacity of one

Million tonnes by 2010.

Be the lowest cost zinc producer on a global scale, maintaining market

leadership.

Be innovative, customer oriented and eco-friendly, maximizing stake-holder

value.


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8

KEY OBJECTIVE

To increase smelting capacity as to maintain and enhance market.

To locate world class Lead and Zinc deposits by grass- root explorations

either independently or through joint venture.

To diversify into other minerals based industries and precious metals and

Important infrastructure sectors like power.

To attain international levels of productivity and quality standard through

HRD efforts and intense R&D and technology up graduation in mining

and smelting.

To utilize technologies for optimizing energy assumptions.

To adopt the best international practices for environmental protection and

Safety.

To strengthen the image as the organization with commitment and to

excel amongst all concerns


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10

DEBARI ZINC SMELTER

GENERAL INTRODUCTORY INFORMATION

Name and Location = Debari Zinc smelter,

Village Debari,

Udaipur, (Rajasthan)

Inauguration = February 1968 (39 years)

= Expanded December 1976,

April 1985, and December 2000.

Products = Capacity (TPA)

Refined Zinc = 88000

Sulphuric Acid = 120000

Cadmium = 250

Process = Hydrometallurgy

Technology


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Supplier = Zurgi, Germany, Outocompu,

Finland, Austrania- de- zinc,

Sweden.

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Covered area (ha) = 37.6

Total Plant

Area (ha) = 200.3

No. Of Direct

Employee = 921

SALIENT FEATURES OF EXISTING CAPTIVE POWER PLANT

PRTICULARES

DESCRIPTION

Capacity of Power Plant

29.6 MW (4*7.4MW)

Process Adopted

Fo/ LSHS based generator

Sets supplied by M/S

Wartsila, Finland.

Raw Material Furnace Oil / LSHS


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12

Brief History:-

The Debari unit was set up by a private entrepreneur, M/s. Metal

Corporation of India in the early 1960. It was taken over by the Government ofIndia in mid-1960s and formed part of state-owned enterprise, M/s. Hindustan

Zinc Limited; Debari Zinc Smelter was commissioned in the year 1968.

The controlling share holding interest in the unit was sold off by

Government of India to the present holding company, M/s. Sterlite Industries

(India) Limited, is a part ofVedanta Resources plc, a non ferrous metals major

listed on London Stock Exchange.

Certification:-

The Debari unit has been accredited with following main international

certification:-

ISO 9001: 2008,

ISO 14001: 2004,

OHSAS 18001: 2007

SA 8000-2008

Location: -


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Debari is located at a distance of about 12 KMs East of Udaipur (Rajasthan)

India on the National Highway No. 17.

The distance to main cities in India by road are: -

Udaipur (Rajasthan) - 12 Km,

Jaipur (Rajasthan) - 400Km,

Mumbai - 800Km.

As such, Debari is well- connected by road to all important cities in India.

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Corporate Social Responsibility:-

The management of M/s. Hindustan Zinc Limited actively undertakes

schemes for development and upliftment of community and society around its

areas of operation. It also support schemes initiated by the State Government for

social upliftment. Such schemes include:-

Financial support for drinking water, education, health-care and

construction of class- rooms under the Guru Golwalker Scheme initiated by

the Rajasthan State Government.

Support for Mid-day Meals programmed of the State Government for

Primary School Going Children.

The resulting good relation with the society in the surrounding minimizes friction

with them and perils associated with it.


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14

Introduction of Contract Labour

CONTRACT LABOUR (1970)

CONTRACT LABOUR is a term applied to labour as employed to performsome work, who has no direct employer employee relation with the party called

principal employer, for whom that work is ultimately done.

The parties who act as intermediary between the principal employers and theworker are called as the contractors and their relationship with the principalemployer is governed by contract between them.


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Essential ingredients of contract labour

1. That the employment may be or through a contractor as define section 2(1)(c) of the act.

2. That he must be a workman as defined in section 2(a)(i) of the act.

3. That he must be employed in or in connection with the work of theestablishment. It follows that any person who is in some manner or otherconnected with the work of the establishment would be contract labour.

4. That the employement may be with or without the knowledge of theprincipal employer.

5. There is no warranty to impose that it is only where the contractor obtains alicense. Under the act that workmen employed through him will be contractlabour.

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AIMS & OBJECTIVES:-

The aims or objective of welfare activities are: Humanization - to enable workers to enjoy a richer life.

Economic - to imporve the efficiency of workers.

Civic - to develop among them a sense of responsibility and dignity and

thus mark them worthy citizen of the nation.

To fulfill the future needs and aspirations of labour.

To reduce labour turnover and absenteeism.

To create an atmosphere of goodwill between labour and management

and also between mangement the public.


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16

Conceptual Framework

Contract Labour Management System


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Standard Operating Procedure for Contract Labour

Management System

I. Ensuring issuance of work order to the party.

II. Ensuring safety training of the labours indicated in the list submitted bythe contractors for engineering as a contract labour to carry out the work.

III. Receipt of the recommendation of HOD/ section in charge for thepreparation of the Gate Passes of the labours undergone for safety trainingand submission of such list by contractors in contract cell.

IV. Ensuring PF code no. of the contractor by contract cell & then filling upof the nomination form of provident fund from contract labours.

V. Ensuring ESI code no. of contractors by contract cell and then filling upof the relevant declaration forms from contract labours.

VI. Ensuring Form 30 of Medical Fitness Certificate issued by theGovernment Doctors in respect of each labours.

VII. Ensuring credentials of labours from list of undesirable person.

VIII. Ensuring the declaration from the contractors about good character andantecedents of labours.

IX. Ensuring the Photos of labour and thereafter preparation of Gate Pass.

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License by the contractor

The act casts an obligation on every contractor to take license issued inthat behalf by the licensing officer.


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No contractor to whom the act applies, shall undertake or execute anywork through contract labour except under and in accordance with alicense issued in that behalf by the licensing officer.

An application for grant of license is to be made in the prescribed form andshall contained the particulars regarding the location of the establishment ,nature of process , operation or work for which contract labour is toemployed and such other particular as may be prescribed.

Thus, engaging employees through the contractor without obtaininglicense or registration by the contractor will be violative of the provision of

contract labour.

It is clear that not only a contractor but also a sub-contractor who comeswithin the definition of the term contractor in section 2 , clause is

bound to obtain a license under section 12, sub section (1), before he canundertake or execute any work through contract labour.

Forms and Terms & Conditions of license

1. Every license granted under sub section (1) of section12 shall be in form 6.

2. Every license granted under cub rule (1) or renewed under rule 29 shall besubject to following conditions namely:-

a) The license shall be non- transferable.

b) The number of workmen employed as contract labour in the establishmentshall not, on any day, exceed the maximum under specified in the license.

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3. Save as provided in these rules, the fees paid for the grant, or as the as a casemay be, for renewal of the license shall be non-refundable.


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4. The rates of the wages payable to workmen by the contractor shall not beless than the rate prescribed under the minimum wages act ,1948(11).

5. In cases where the workmen employed by the contractor perform the sameor similar kind of work as a workmen directly employed by the principalemployee of the establishment, the wage rates , the holidays , the hours ofwork and the other conditions of service of the workmen of the contractorshall be same as applicable to the workmen directly employed by theemployer of the establishment on the same or similar kind of work.

6. In other cases the wage rate ,holidays, hours of work & condition of theservice of the workmen of the contractor shall be such as may be specifiedin the behalf of the chief labour commissioner (central)

7. In every establishment where 20 or 20 more women are ordinarily employedas contract labour , there shall be provided two rules of reasonabledimensions for the use of their children under the age of 6 years.

8. One such room shall be used as a play room for the children and the other asbed room for the children.

9. The license shall notify any change in the number of workmen or the

conditions of work to the licensing officer.

10. No female contract labour shall be employed by the contract labour before6.00 am or after 7.00 pm.

Validity and Renewal of License

a. Every license granted under rule 25 or renewed under 29 shall remainin force for 12 month from the date it is granted or renewed.

b. Renewal contractor shall apply to the licensing officer for renewal ofthe license.


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Contracting of catering services

Based on representation made by the contractor vide the above said letterdated________ , ABC & company has proposed to give and the contractor hasaccepted the said proposal for providing catering services to ABC & companyat its factory / plant office at _________as per the terms and subject to suchconditions as enumerated in this agreement.

MODEL AGREEMENT BETWEEN PRINCIPAL

EMPLOYER AND THE CONTRACTOR

Performa suggested for an agreement between employer and the contractor(general)

o

This agreement made at ___________ on this ________ day of ________20____ between ABC & company having its registered office at ________hereinafter referred to as the company of the other party.

o Whereas the company is engaged in the trade / business of manufacture of

__________whereas this work can better be executed by an independentcontractor and the company is desirous of giving out the work to somereliable person on contract basis.

Performa suggested for an agreement between principal employer and the

contractor for loading and uploading.

o This agreement is made on this ___________________ day of

__________between M/S ________________ hereinafter (referred to ascontractor) which expression shall, unless repugnant to the context ormeaning thereof, include their successors and assigns of the other part.


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Performa suggested for an agreement between an employer and the securitycontractor.

o This agreement made at ___________ on this__________ day

of______20___by and betweeno ABC limited, a company incorporated under the provision of the

companies act , 1956 and having its registered office at ____________represented by _____________hereinafter referred to as the first party whichexpression shall unless repugnant to the subject or context shall mean andinclude its successor and assign of first part.

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o

o M/S ___________ a company incorporated under the provision of the

companies Act, 1956 having its office at ____________ represented by___________ hereinafter referred to as the second party of the second part.

Agreement between owner and building contractor for construction ofbuilding.

o This agreement made on this ___________ day of ________ between AB

of ____________ hereinafter called the owner of the part and CD of __ etc,hereinafter called the contractor of the other part.

o Whereas the owner is desirous of erecting a building on the plot of landmeasuring ____________ sq. meters situated at _________ more particularlydescribed in the site plan marked A attached here to.

Performa suggested for an agreement between a company and housekeeping contractor for improvement of the environment in the premises of thecompany.

o

This agreement of house keeping and improvement environment of the premises no. __________ at _________ address _____________ madeat________ on the ___________ day of ________ 20___ between shri

_________(hereinafter called as contractor which expression shall unlessrepugnant to the context or meaning thereof, mean and include its successorsand assign of the one part on other part.

Agreement between employer and transport contractor


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o This agreement is made this__________ day of _______ 20__ between

MS/S ABC__________ (employers name) hereinafter called the second partyto as agreed transport the employees of the company. It has become expedientto enter into an agreement between the parties on.

Performa suggested for an agreement between an employer and thecontractor Act, 1956 and having its registered office at _________ andoperational office at ___________ (hereinafter referred to as ABC &company) of the first part.

o D & company, a sole proprietorship concerned partnership firm / private

limited company, having its principal place of business at ___________throughits proprietor Mr. _____________ /its partners _________ (hereinafter referredto as contractor) of the second part.

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Registers and Records

1. Register of contractor: Every principal shall maintain in respect of

each register establishment a register of contractor inform 12.

2. Registers of person employed: Every contractor shall maintain inrespect of each registered establishment where he employs contract labour aregister inform 12.

3. Employment card:

a) Every contractor shall issue an employment card in form 14 to eachworker within 3 days of the employment of the worker.

b) The card shall be maintained up to date and any change in theparticulars shall be entered therein.

4. Service certificate: on termination of employment for any reasonwhatsoever the contractor shall issue to the workman whose services have

been terminated a service certificate inform 15.


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5. Muster roll, wages registers, deduction register and overtime

registers: Every contractor shall in respect of each work on which heengages contract labour-

a)Maintain a muster roll and a register of wages in form 16 andform 18 respectively: provided that a combined register of wage cum-

muster roll in form 18 shall be maintained by the contractor where thewage period is a fortnight or less;

b) Maintain a register of deduction for damage or loss, registerof fines and register of advances in form 20, form 21, and form 22respectively;

c) Every contractor shall, where the wage period is one week or

more, issue wage slip inform 19, to the workmen at least a day prior to thedisbursement of wage;

d) Where no deduction or fine has been imposed or no overtimehas been worked during any wage period, a nil entry shall be madeacross the body of the register at the end of the wage period indicating alsoin precise terms the wage period to which the nil entry relates, in therespective registers maintained inform 20, 21 and 23 respectively.

22Wages for contract Labour

a.The contractor shall fix wages period in respect of which wages shall bepayable.

b. No period shall exceed one month.

c.The wages of every person employed as contract labour in an

establishment shall be paid before the expiry of the 7th day and in othercases before the expiry of 10th day after the last day of the wage period inrespect of which the wages are payable.

d. Where the employment of any worker is terminated by or anbehalf of the contractor the wages earned by him shall be paid before theexpiry of the 2nd working day from the day on which his employment isterminated.


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e. All payments of wages shall be made on a working day at thework premises and during the working time and on a date notified inadvance and in case the work is completed before the expiry of the wage

period , final payment shall be made within 48 hours of the last workingday.

f.Wages due to every worker shall be paid to him or to other personauthorized by him in this behalf.

g. All wages shall be paid in current coin or currency or in both.

h. Wages shall be paid without any deduction of any kind exceptthose specified by the central government by general or special order in

this behalf or permissible under the payment of wages act 1936.

i.A notice showing the wages period and the place and time ofdisbursement of wages shall be displayed at the place of work and copysent by the contractor to the principal employer under acknowledgement.

j. The principal employer shall ensure the presence of his authorizedrepresentative at the place and time of disbursement of wages by thecontractor to workmen and it shall be the duty of the contractor to ensure

the disbursement of wages in the presence of such authorizedrepresentative.

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k. The authorized representative of the principal employer shallrecord under his signature a certified at the end of the entries in the registerof wages. As the case may be, in the following form-

Certified that the amount shown in column no has been paid to the workmen concerned in my presenceon_____________ at ______________.

Welfare and Health of Contract Labour


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1.Rest Room: In every place wherein contract labour is required to half atnight in connection with the working of establishment to which the actapplies and in which employment of contract labour is likely to continue

for 3 months or more, the contractor shall provide and maintain rest roomsor other suitable alternative accommodation within which 15 days of thecoming into force of the rules in the case of existing establishment andwithin 15 days of the commencement of the employment of contractlabour in new establishment.

a) Separate rooms shall be provided for women employees.

b) Effective and suitable provision shall be made in every room forsecuring and maintaining adequate ventilation by the circulation of freshair and there shall also be provided and maintained sufficient and suitablenatural or artificial lighting.

c) The rest room or other suitable alternative accommodation shall beso constructed as to afford adequate protection against heat, wind, rain andshall have smooth, hard and impervious floor surface.

d) The rest room or other suitable alternative accommodation shall beat a convenient distance from the establishment and shall have adequate

supply of wholesome drinking water.

Canteen: In every establishment to which the act applies andwherein work regarding the employment of contract labour is likely tocontinue for 6 months and wherein contract labour numbering 100 or moreare ordinary employed an adequate canteen shall be provided by thecontactor.

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a) The canteen shall be maintained by the contractor or principalemployer as the case may be in an efficient manner.

b) The canteen shall be sufficiently lighted at all times when anyperson has access to it.


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If the registering officer is satisfied, either on a reference made to him in

this behalf or otherwise, that the registration of any establishment has beobtained by misrepresentation or suppression of any material act, or that for any

other reason the registration has become useless or effective and, thereforerequire to be revoked, the registering officer may, after giving an opportunity tothe principal employer of the establishment to be heard and with the previousapproval of the appropriate govt. , revoke the registration.

Effect of non - registration

No principal employer of an establishment to which act applies, shall-

In the case of an establishment required to be registered under section 7but which has not been registered within the time fixed for the purpose

under that section

In the case of an establishment the registration in respect of which hasbeen revoked under section 8.

Prohibition of employment of contract labour

Not with understanding anything contained in this act, the appropriategovt. may, after consultation with the central board or the case may be , a

state board , prohibit , by notification in the official gazette, employmentof contract labour in any process , operation other work in anyestablishment.

Before issuing any notification under sub-section (1) in relation to anestablishment, the appropriate govt. shall have regard to the conditions ofwork and benefits provided for the contract labour in that establishmentand other relevant factors.


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26

RESEARCH METHODOLOGY

A research design in the arrangement of conditions for collection and analysis ofdata in a manner that aims to combine relevance to purpose with economy in

procedure. In fact research design is the conceptual structure with in research

constitutes the blue print for the collection measurement and analysis of data.

The research design which I used was though convenience basis. It was nonprobability sampling technique.OBJECTIVE OF RESEARCH

The objective of research is following:-

1. The study of the present procedure related to employees welfare in

HZL.2. To know the responses of workers related to welfare.

DATA COLLECTION

There are basically two methods of collection of data.

1. Primary data collection

2. Secondary data collection

1). SECONDARY DATA

Published data are secondary data .i took some information by the bookpublished at the HZL about the welfare activities of hzl.


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Name of the books1) Contract labour act 19702) Standing order3) Bare act with short comments

4) Factory act 19485) ESI and PF act

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2). PRIMARY DATA

In this research project primary data in the labour of HZL. There are of three

grades.a) Top levelb) Middle levelc) Lower level

The sample size is taken of 30 labours. The responses of labour were throughquestionnaire. In this I took 20 questions. Analysis was both theoretical andstatistical graphical representations were considered.

Type of research analytical research

In analytical research, on the researcher has to use facts and information alreadyavailable, and analyze this to make a critical evolution of material. in my project Im using analytical research the company has given me .

Sample size- sample size is taken is 30 person.


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28

HR DEPARTMENT IN HZL:-

TIME OFFICE:- The main functions of this department are as:-

Maintaining attendance record

Marinating leave record

Maintaining over time wages record for workers & executives Making salary for the staff and workerss

CONTRACT LABOUR CELL

Before Entering:

1) Copy of the work order/ LOI

2) Party should have their own PF/ ESI Account No. The proof of the same tobe submitted to HR Department.

3) For entering state labour, they have to submit certificate in which they haveto mention from how long this labour is staying in Rajasthan.

4) Gate passes will be issued to main contractor only.

5) In case the contractor labour is more than 19, contractor is required to obtainLabour License from the Licensing authority.


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6) On submitting the application of the contractor, form-5 will be issued to thecontractor for labour license.

Gate Passes:

On submission of following documents gate passes will be issued:

1) Labour license copy to be submitted if applicable.

2) ESI forms to be filled up along with two photographs if the employedperson is getting salary less than Rs. 10,000/-

If the employed person is getting salary more than Rs. 10,000/- they mustbe covered under group insurance and documentary proof of the same is

required to be submitted to HR before proceeding for gate passes.29

3) Medical Certificate in form 30 for individual person issued fromMedical Officer in charge All Government Dispensaries.

4) Register for gate passes.

5) You have to bring the entire person at contract labour cell for theirphotograph (between 8.00AM to 4.30 PM) along with his particulars after

that computerized gate passes will be issued. The following colourcodification is presently in force

a) Yellow-Pyro Colour Stripb) Brown-Hydro 1 Colour Stripc) Green Hydro 2 Colour Stripd) Blue CPP Colour Strip

6) One/Two person are to be authorized to deal with HR deptt. The authorizedperson should be aware about labour legislation and compliances.

7) While in-coming/out going a complete list of the workers(two copies) to beentered is to be handed over to security gate and one copy duly certified bysecurity in charge is to be get signed from SBU and handed over toContract labour cell.

Apart from the above if any person is detained on overtime in any of theshift the complete list of such person at the end of every shift is to be handedover by your supervisor at the security gate.


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8) Shift-wise daily attendance for total number of employees should be

Submitted to HR Department on the next day morning before 12Noon.

9) Contractor should issue attendance card to each of the labour, which is to befilled up by their site supervisor in terms of day present, overtime if any.

10) If any of the Contractor person required to enter into the factory premiseswith mobile he has to request respective engineer in charge in writtenand submit to HR for mobile permission. But in no case any of the

people is allowed to carry mobile inside the premises below supervisorylevel.

11) For issuance of vehicle gate pass, contractors are required to submit (1)Registration

copy (2) Insurance copy (3) Driving license of the driver (4) Vehicle fitnesscertificate.

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Labour Payment:

1) Preparation of the payment sheet- payment sheet of the contract labour is tobe prepared in accordance with the prescribed format only.

2) Labour is to be disbursed before 7th of every month at contract labour cell.

3) Copy of the payment sheet, attendance sheet is to be submitted to contract

cell on or before 10th of every month.

4) On expiry of the contract, contractor has to pay all fringe benefits to theirlabour like leave, bonus & final payment.

5) Whenever contractor removes any contract labour, they shall make full andfinal payment of HR representative.


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Statutory Obligations:

1) Monthly deposition of ESI 17th of every month, otherwise gate passes willnot be renewed. After deposition of ESI, proof of deposition is to be

submitted to contract labour cell.

2) Deposition of PF challan along with complete details i.e. individual PFno. and amount deposited in the account to be submitted by 30th of everymonth.

3) Half yearly ESI return in the month of April& October soft copy & hardcopy.

4) Half Yearly return to be submitted to DLC in the month of January 7 July

with a copy to HZL.

5) Deposition of PF challan along with complete details i.e. individual PF no.&amount deposited in the account to be submitted by 13th of every month.

6) Any accident to be reported immediately along with completely details ofthe person.

7) ESI payment proof of PF payment wages payment should match with the

attendance of your employees.

8) Date of start contract to be informed to contract labour cell before start ofwork.

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FINAL HR CLEARNCE AFTER COMPLETION OF WORK

1) Indemnity bond on 100 rupees stamp paper stating that you have compiledwith all the statutory obligations and future liabilities if any will be takencare by you.

2) Proof of final payment and all clearance wrt to leaves, bonus etc if any to besubmitted to HR deptt.


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Registers and records to be maintained by each contractor:(As per Rajasthan contract labour R&A Rules)

1) Register of person employed in form 9.

2) Employment card in form 10 to be given to each worker on the first dayof the employment. The contractor is to ensure that the card is carried bythe person at the work. The card should update duly.

3) Service certificate in form 11 is to be issued by the contractor to theworker when his employment is terminated for any reason whatsoever.

4) Contractor must maintain a muster roll in form 12 and register of wagesin form 13 or a muster roll com wage register in form 14.

5) Wage slip to be issued in form 15.

6) Register of deduction in form 16.

7) Register of fines in form 17.

8) Register of advance in form 18.

9) Register of overtime in form 19.

10) To display abstract of the Act and rules in Hindi & English.

11) Half Yearly return in form 20 in duplicate to reach the licensingOfficer within 30 days from the end of half year.

12) Attendance card to be issued each & every employee.

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As per Factories act

1) Form 16 register of leave with wages.

2) Form 17 Leave Register.


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3) Form 18 Nomination declarations.

4) Form 19 Health Register.

5) Workmen duty rotation chart.

6) Form 30 Fitness certificate

As per ESI Act

1) Form 7 Register of employee

As per PF Act

1) PF deduction registers.2) Form 2 (Revised): For own PF A/c.

Migration certificate as and when required.

Administration

Under administration in CLZS following work done:

To provide all stationery & printing materials. To give daily duty schedules to drivers.

To arrange of vehicles like jeep, buses etc.

Dispose.

To provide adequate furniture.

To take licenses adjustment at the time of accidents.

Misc. contract as photography, repairing of furniture.

To keep public relation.

To provide guest house.

Allotment of quarters.

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DATA ANALYSIS


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Leave entitlement

Type of leave Workmen

Privilege leave (P.L.)Sick leave (S.L.)Casual leave (C.L.)Operational holidaySpecial disability leave

Maternity leave

Half pay leave in case of TB /Cancer / leprosy

Advance half pay leaveExtra ordinary leave / WPQuarantive leaveSpecial casual leave

1. vasectomy2. tubectomy3. to employee whose wife

undergoes tubectom4. IUD insertion

Special leave

28(accum.270)10(accum.120)0802Full period of unfitness.12 weeks15 day for every

completed year ofService.

6 months12 days30 days

06 days14 days17 days

01 days

as per requirement

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Death Benefits (For Workmen):

The following claims / benefits are admissible to an employees nominee in

case of theDeath of the employee while in service:

SALARY / WAGES: - Up to the last day of work.

LEAVE ENCASHMENT: - FULL leave encashment subject to maximumlimit provide in the leave rule for accumulation of privilege leave.

TRAVEL ALLOWANCES:- Actual cost of the class to which thedecreased employee is entitled from the place of duty to yhe home town orthe new place where the dependent members of family intend to settleanywhere in India whichever is less on the same term as for servingemployees on transfer. This should be available within 6 months of thedeath of the employee.

CPF: - Total amount in the employees account in CPF along with interesttherein.

COST OF TRANSPORTATION OF PERSONAL EFFECT: - The cost

of transportation of personal effect and transportation charges of theconveyance shall be admissible to the family of the employee who dieswhile in service as per rules of the TA.

DIDTURBANCE ALLOWANCES: - The family of the deceasedemployee will be eligible for disturbance allowances which shall be 1months pay subject to maximum of Rs. 14250/- and min. of Rs. 6000/-.

BONUS: - Bonus for the accounting year in which the employee died, shallbe payable to his nominees and when it becomes due.

PENSION: - Pension shall be payable to the nominee as per rule.

DEPOSIT LINKED INSURANCE SCHEME: - Rs.62000/- payableunder scheme.

DEATH BENEFIT SCHEME: - Applicable to workmen w.e.f. 1.1.2001.For this purpose workmen will contribute Rs 8 per month.


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AGE BENEFIT

Up to 40 years of ageAbove 40 years and below 45

Between 45-50 yearsBetween 50 retirement age

Rs. 1,30,000/-

Rs. 1,10,000/-

Rs. 90,000/-Rs. 70,000/-

If death occurs as a result of accident arising out of land in course ofemployment, amount of compensation payable under workmenscompensation act in case of workmen shall be paid.

RETENTION OF QUARTERS: - 3 month or till the date of academicsession his school going children whichever is later.

Maternity Benefits:

The Company provides certain maternity benefits to its women employees suchas maternity leave of 12 weeks. The wages during that period are also paid tothe employee.


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36

FINDING

According to welfare acts many facilities are given to the employees of HZLwhich are following:

1. Canteen facilities.2. Dispensary.3. Toilets, Drinking, Water & Heater facility

4. Rest Room.5. Sitting facilities.6. Welfare officer.7. Medical Reimbursement.8. Ambulance Room.

Brand reputation in global market.

Stable operating cost despite sector-wide price pressure.

Good Reputation Global Market, HZL group is famous in in all over theworld.

Well-equipped R & D team.

Modern machinery with latest techniques.

Not depended for power & water. HZL has its own power generation D.G.{diseal generator}plant unit with 14.5 M.W. capacity Water is also available


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in plenty at company's own campus & presently company has adequatewater storage capacity.

The company continues to deliver projects ahead of schedule and withinbudget, in a challenging environment.

Growing turnover and profitability.

Skilled financial management, good credit control and few bad debts.

There are three mines & smelters of Vedanta Group in Rajasthan.

Process adopted = Fo / LSHS based generator

Sets supplied by M/S Watseka, Finland.

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They use Furnace oil & LSHS as raw material.

It has been accredited with following international certification =

1. ISO 9001:2008

2. ISO 14001:20043. OHSAS 18001:2007

4. SA 8000:2008

LIMITATION

There is ventilation problem for passing the hot air during the process. There is amount of unskilled labour appointed in contract labour.

It is not economic in case of labour. There is not proper training facility for labour.

There is not a proper record & register maintain by contractor. Many times labours do not get their proper wages as per their work. Till old technique & machinery used.

SUGGESTION


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Use more modern technique & machinery.

Develop more area near by the plant. Give good training facilities to labours.

Contractor should fulfill need & aspiration of labour. Reduce labour turnover & absenteeism.

Giving proper safety facility.

Giving proper arrangement facility to labours children. Should maintain proper record & register maintain by contractor. Giving proper wages to labour as per their work ability.

Sufficient no. of ventilation should be there.

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CONCLUSION

It was a great experience to be there in HZL for my practical training. Like everygood thing, it had come to end and so it did. Though I am feeling sad at this pointwhile leaving from here but I do have the great memories of time spent here.

During the last 4 weeks, I certainly learnt a lot every aspect of this field, right fromthe working environment to the human nature. Relating to my branch. I certainlylearnt about the nature of people and various training.

Bibliography

www.google.co.in
http://www.google.co.in/http://www.google.co.in/


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www.wikipedia.com www.hzlindia.com www.hzlconnect.com

CS module Economic and Labour Laws Research Methodology C.R. Kothari

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(QuestionnaireWorker)

A. Personal Information:a) Name ..Ecode ..b) Age .c) Cast / Religion M.status ..d) Children: Son .Daughter e) Other ..

At the time of joining At present

Education
http://www.wikipedia.com/http://www.hzlindia.com/http://www.hzlconnect.com/http://www.wikipedia.com/http://www.hzlindia.com/http://www.hzlconnect.com/


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Department

Post

Grade

Monthly salary

B. Other Information:

2. Is there welfare officer appointed in your plant?Yes ( ) No ( ) dont know ( )

2. If yes than are you satisfied with their workYes ( ) No ( )

3. Are you covered under ESI?Yes ( ) No ( )

4. What does the firm do improving your living standards?

.

5. Are you satisfied with the welfare local tiles given by the firm? Give yoursuggestion.

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6. Are you satisfaction with health officer's service?Yes ( ) No ( )

Health Officer's Service

7. Give your suggestion for improving health facilities..

8. Is their safety officer appointed in your plant?Yes ( ) No ( ) dont know ( )

9. Is there safety committee established in you plant?Yes ( ) No ( ) dont know ( )


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10. Are you given the training relating to safety?Yes ( ) No ( )

11. Do you be aware of safety during the work?Yes ( ) No ( )

12. Which leave are you given & how much?PL ( ) Leave Medical ( ) CL ( )

13. Are you satisfied with the rest hours given during every shift?Yes ( ) No ( )

14. Other information which you want to give?

.

*******

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