Employee WelfareWelfare means faring or doing well. It is a

comprehensive term, and refers to the physical, mental, moral and emotional well-being of an individual. Further, the term welfare is a relative concept, relative in time and space. It therefore, varies from time to time, region to region and from country to country. Employees welfare is a comprehensive term including various services, benefits and facilities offered by the employees thought such a generous fringe benefits the employers makes life worth living for employees the welfare amenities extend in addition to normal wages & other economic rewards available to employees as per the legal provision.

The various welfare measures provided by the employees will have immediate impact on the health, physical & mental efficiency, and alertness, moral & overall efficiency of the workers & there will be contribution to the highest productivity.

Welfare measures may also be provided by the government trade unions, and non-government agencies in addition to the employer. The basics purpose of welfare facility is to enrich the life of employees and keep them happy and contended.OBJECTIVES OF THE WELFARE PROGRAMMES

The important objectives of the welfare are:1) To boost up employees moral2) To motivate the employees by identifying and satisfying these

unsatisfied needs.3) To provide qualitative work environment and work life4) To provide security to the employees against social risks like old

age benefits and maternity benefits5) To protect the health of the employees and to provide safety to

the employees against accidents6) To create a sense of belongingness among employees & to retain

them. Hence, fringe benefits are called golden. TYPES OF WELFARE FACILITY

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Welfare service may broadly be classified into two categories1) Intramural activities which are provided within the establishment

such as latrines & urinals, crèches, rest centers, canteens, uniform, library, medical aid, subsidized food, shift allowance etc.

2) Extramural activities which are undertaken outside the establishment such as family planning, child welfare, co-operative stores, credit societies, vocational guidance, holiday hams, leaves travel facilities, transport to and from the place of work etc.

INTRAMURAL & EXTRAMURAL WELFARE ACTIVITIES

Intramural ExtramuralDrinking water Housing

Toilet Educational FacilityCrèches Maternity benefit

Washing & bathing facility TransportationRest shelter Sport facility

Uniform & protective clothing Leave travelRecreation facility Vocational training

Canteen Holiday homesSubsidies food Co-operative stores

Medical aid Fair prices shops, Social insurance

Labour welfare may also be divided into two categories3) Statutory welfare work comprising the legal provision in various

pieces of labour legislation

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4) Voluntary welfare work includes those activities which are undertaken by employers for their worker voluntarily. Many employers, nowadays, after the following welfare amenities voluntarily.

BANK OF INDIA

The Bank of India was founded in 7th sep 1969 now, Bank of India ,is a body corporate constituted under the banking companies act, 1970, which its head office at star house, plot no C-5,G block, Bandra-Kurla Complex, Bandra East. Mumbai -400051. The bank is doing the business of banking which means the accepting of deposits for the purpose of lending or investment, of deposit of money from the public, repayable on demand or otherwise, withdrawal by cheque, draft, order or otherwise in addition to the business of banking bank is also engaged in other forms of business as contemplated under Sec 6(1) of the Banking Regulation Act, 1949. [The government of India come up with the Banking Companies Act,1949 which was later changed to Banking Regulation act 1949 as per amending Act of 1965 Reserve Bank of India was vested with extensive power for the supervision of banking in India as the central banking authority.

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The Bank of India has undergone various phases in its growth path over the last one hundred years the “Growth of Bank of India was phenomenal, especially after nationalization in the year 1969 attaining the status of a national level player in term of geographical reach.

Today, BOI occupies a premier position in the committee on Indian banks, emerging as the largest nationalization Bank of India in terms of aggregates business volume for 2008-09 with an unbroken record of profits since its inception, BOI continuous its winning performance in a year of Accolades & Awards.VISIONTo emerge as a best practice bank by pursuing global benchmarks in profitability operational efficiency, asset quality, risk management & expanding the global reach. MISSIONTo provide quality banking services with enhance customer orientation, higher value creation for stakeholder & to continue as a responsive corporate social citizen by effectively blending commercial with social banking.

BOI provide the following welfare facility to their employees.

1)CANTEENA good and well maintained canteen facility is available at the bank premises, for employees. Also foodstuff are supplied at subsidized prise in canteen.

2)HOUSING RENT ALLOWANCEBOI is provide cheap & recent house rent allowance facility to their employees and also bank average for housing loan to employees and encourage them to construct house.

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3)HOLIDAY HOMEBOI established holiday homes at a number of hill station, health resort & other countries with low charges of accommodation, so as to encourage employees to use this facility for rest in a salubrious environment.

4)REIMBURSEMENT OF EDUCATIONAL BENEFITThe scheme is intended to reimburse educational expenses incurred by employees for educating his/ her children and/or by self for persecuting higher studies.

5)GOOD WORKING CONDITIONworking condition in bank are excellent the environment is neat and clean everywhere & at, premises gardening is done so that greenery is there the pleasant environment of bank keeps employees fit & fine.

6)REIMBURSEMENT OF EXPENSES TOWARDS MEDICAL CHECK-UP

Employees above 40 year of age are covered under the scheme reimbursement is permissible toward medical check-up of spouse also. Reimbursement is permitted once doing the year. An employee claiming for reimbursement has to submit the bill and a certificate from the doctor stating that the employee/spouse has/ have undergone total medical- checkup.

BOI provide the following special welfare facility. This facility is provide to the top level officers only

1)OFFICIATING ALLOWANCE6% of BP pm. Provided the period of officiating is not less than 7 days in a calendar month or a continuous period of 7 days. This allowance will rank for PF only.

2)DEPUTATION ALLOWANCE

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If an officer is deputed to serve as a member of the facility in any teaching establishment of the bank he shall be eligible to a deputation allowance at 4% of his BP subject to a maximum of Rs.750/-p.m. however, if deputed to an outside organization and does not opt for the scale of that organization then the deputation allowance will be 7.75% of the basis pay subject to a maximum of Rs 1500p.m.

3)MEDICAL AIDThe reimbursement of bed charges, zonal manager has to authorized, for sanctioning charges for officers for treatment of self, up to Rs.1000/- for officer in scale IV & above and up to Rs.750/- for officer up to scale III and for charges incurred over the aforementioned amount zonal authority may recommended to H.O. for reimbursement 100% reimbursement for office who dies in harness. Bed charge on hospitalization involving admission in ICU/ICCU, scale IV and above Rs.2000/- per day and up to scale III Rs.1500/- Per day.

4)DEPUTATION TO TRAINING CENTERLoad Trainees:- Rs.75/- per day for Mumbai & Delhi (Noida) Rs.60/- per day for the other centers

5)REIMBURSEMENT OF TRAVELING EXPENSES ON MONTH CONSOLIDATED BASIS.

Eligible officer who own and use a vehicle for bank’s works have option to claim reimbursement of traveling expenses either or monetary basis or in term of consumption of petrol per month. Optioned can be exercised only once and will not be allowed to be change in type of vehicle and/ or place of posting. Promote officers during the probationary period and DRU’s during the first year of probation are not eligible.

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However, they may be reimbursed actual expenses incurred by them.

Employee Health and safetyHealth and safety at work is an issue affecting all organisations and implementing an occupational health and safety management system is a legal requirement in many countries. Additionally, organisations are increasingly required to report their health and safety performance.As an employee, you have rights that protect you against health and safety hazards on the job. You have the right to participate in workplace health and safety issues and to know about any potential hazards. You also have the right to refuse work that you believe is dangerous and to stop working in certain circumstances.These rights may be guaranteed by provincial laws, by federal laws or by union contracts. Sometimes an employee's rights may be guaranteed by both provincial and federal laws.In many organizations, health and safety responsibilities are within the human resources department. In order to meet these responsibilities, human resources professionals must:• Understand the health and safety responsibilities of employers, managers, supervisors and employees within the organization;• Implement personnel management policies to ensure that everyone in the workplace is aware of his/her responsibilities;

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• Establish effective ways of meeting health and safety responsibilities; and• Ensure that employees fulfill their health and safety responsibilities as outlined in the organizational policies and programs.

Health and safety form an integral part of work environment. A work environment should enhance the well-being of employees and thus should be accident free.

The terms health, safety and security are closely related to each other. Health is the general state of well-being. It not only includes physical well-being, but also emotional and mental well-being. Safety refers to the act of protecting the physical well-being of an employee. It will include the risk of accidents caused due to machinery, fire or diseases. Security refers to protecting facilities and equipments from unauthorized access and protecting employees while they are on work. In organizations the responsibility of employee health and safety falls on the supervisors or HR manager. An HR manager can help in coordinating safety programs, making employees aware about the health and safety policy of the company, conduct formal safety training, etc. The supervisors and departmental heads are responsible for maintaining safe working conditions. Responsibilities of managers:

• Monitor health and safety of employees• Coach employees to be safety conscious• Investigate accidents• Communicate about safety policy to employees

Responsibilities of supervisors/departmental heads:

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Provide technical training regarding prevention of accidents

Coordinate health and safety programs Train employees on handling facilities an equipments Develop safety reporting systems Maintaining safe working conditions

Health Safety and Environmental Responsibilities Related to Human

Resources ManagementExamples of human resources activities

Relevance to workplace health and safety

Compliance with various regulations regarding

personnel and management practices

Health and safety of employees with special

needs.

Coordinating health and safety activities

Supervision of health and safety personnel,

coordination of health and safety committee

activitiesManaging employee

benefits and compensationModified work assignment,

“Early Return to Work policy”

Maintaining employee records

Special needs of:- Pregnant and nursing

employees- Employees with illness or

injury- Employees with

disabilitiesCareer development,

training, and organizational development

Training needs arising out of changing work

practices, equipment and relocation

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Promoting leadership inmanagement and

supervision

Health, safety and environmental

responsibility of employees at all levels

Promoting safety culture Recognizing safe behavior

Employee Health and Safety RecordsEmployment health & safety records are useful in determining:

• Employment history and occupational exposure records;

• Injuries and illnesses on the job; and• Workers’ compensation records.

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Many occupational illnesses (cancers) can occur decades after the employee retires. Employment records help in assessing the work relatedness of such illnesses. Records must be maintained with accuracy, relevance, timeliness, and completeness. Appropriate and reasonable safeguards must be established to ensure security and confidentiality of the records. Useful summary and trend information should be provided to health and safety committees in order to assist in making recommendations.Guidelines for Forming a Health and Safety CommitteeSelection of committee membersThe employer appoints management members of the committee. In a unionized workplace, the union selects employee members. If not specified in the legislation, selection is to be made according to the terms of reference established by your workplace. The health and safety legislation generally states that a health and safety committee must:• Consist of at least one-half worker (employee) representatives who have been elected or selected by the employees or their union;• Meet regularly - consult your legislation about the frequency of meetings. Some jurisdictions require committee meetings at least once every three months while others require monthly meetings;• Two co-chairpersons- a management chairperson and an employee chairperson. In practice, most Health and Safety Committees have equal numbers of management and worker members.

Industrial relationsThe relationship between Employer and employee or

trade unions is called Industrial Relation. Harmonious relationship

11Industry

is necessary for both employers and employees to safeguard the interests of the both the parties of the production. In order to maintain good relationship with the employees, the main functions of every organization should avoid any dispute with them or settle it as early as possible so as to ensure industrial peace and higher productivity. Personnel management is mainly concerned with the human relation in industry because the main theme of personnel management is to get the work done by the human power and it fails in its objectives if good industrial relation is maintained. In other words good Industrial Relation means industrial peace which is necessary for better and higher productions.

Industrial relations are a multidisciplinary field that studies the employment relationship. Industrial relations is increasingly being called employment relations or employee relations because of the importance of non-industrial employment relationships; this move is sometimes seen as further broadening of the human resource management trend. Indeed, some authors now define human resource management as synonymous with employee relations. Other authors see employee relations as dealing only with non-unionized workers, whereas labor relations are seen as dealing with unionized workers. Industrial relations studies examine various employment situations, not just ones with a unionized workforce. However, according to Bruce E. Kaufman "To a large degree, most scholars regard trade unionism, collective bargaining and labor-management relations, and the national labor policy and labor law within which they are embedded, as the core subjects of the field."

Objectives of Industrial RelationA. To safeguard the interest of labor and management by securing the highest level of mutual understanding and good-will among all those sections in the industry which participate in the process of production.

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B. To avoid industrial conflict or strife and develop harmonious relations, which are an essential factor in the productivity of workers and the industrial progress of a country.C. To raise productivity to a higher level in an era of full employment by lessening the tendency to high turnover and frequency absenteeism.D. To establish and nurse the growth of an Industrial Democracy based on labor partnership in the sharing of profits and of managerial decisions, so that ban individuals personality may grow its full stature for the benefit of the industry and of the country as well.E. To eliminate, as far as is possible and practicable, strikes, lockouts and gheraos by providing reasonable wages, improved living and working conditions, said fringe benefits.F. To establish government control of such plants and units as are running at a loss or in which productions has to be regulated in the public interest.G. Improvements in the economic conditions of workers in the existing state of industrial managements and political government.H. Control exercised by the state over industrial undertaking with a view to regulating production and promoting harmonious industrial relations.I. Socializations or rationalization of industries by making the state itself a major employerJ. Vesting of a proprietary interest of the workers in the industries in which they are employed.

The main aspects of Industrial Relations are:-

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i. Labor Relations, i.e. relations between union and management.ii. Employer-employees relations, i.e. relations between management and employees.iii. Group relations, i.e. relations between various groups of workmen.iv. Community or Public relations, i.e. relations between industry and society.v. Promotions and development of healthy labor-managements relations.vi. Maintenance of industrial peace and avoidance of industrial strifevii. Development of true industrial Democracy.

Effects of poor Industrial RelationsPoor Industrial Relation produces highly disquieting effects on the economic life of the country. We may enumerate the ill-effects of poor Industrial Relations as under:1. Multiplier effects: Modern industry and for that matter modern economy are interdependent. Hence although the direct loss caused due to industrial conflict in any one plant may not be very great, the total loss caused due to its multipliers effect on the total economy is always very great.2. Fall in normal tempo: poor Industrial Relations adversely affect the normal tempo of work so that work far below the optimum level. Costs build up. Absenteeism and labor turnover increase. Plants discipline breaks down and both the quality and quality of production suffer.

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3. Resistance of change: Dynamic industrial situation calls for change more or less continuously. Methods have to be improved. Economics have to be introduced. New products have to be designed, produced and put in the market. Each of these tasks involves a whole chain of changes and this is resisted bitterly if these are industrial conflict.4. Frustration and social cost: every man comes to the work place not only to earn a living. He wants to satisfy his social and egoistic needs also. When he finds difficulty in satisfying these needs he feels frustrated. Poor Industrial Relations take a heavy toll in terms of human frustration. They reduce cordiality and aggravate social tension.

IMPORTANCE OF INDUSTRIAL RELATIONS:The healthy industrial relations are key to the progress. Their significance may be discussed as under -1. Uninterrupted production – The most important benefit of industrial relations is that this ensures continuity of production. This means, continuous employment for all from manager to workers. The resources are fully utilized, resulting in the maximum possible production. There is uninterrupted flow of income for all. Smooth running of an industry is of vital importance for several other industries; to other industries if the products are intermediaries or inputs; to exporters if these are export goods; to consumers and workers, if these are goods of mass consumption.2. Reduction in Industrial Disputes – Good industrial relation reduces the industrial disputes. Disputes are reflections of the failure of basic human urges or motivations to secure adequate satisfaction or expression which are fully cured by good industrial relations. Strikes, lockouts, go-slow tactics, gherao and grievances are some of the reflections of industrial unrest which do not spring up

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in an atmosphere of industrial peace. It helps promoting co-operation and increasing production.3. High morale – Good industrial relations improve the morale of the employees. Employees work with great zeal with the feeling in mind that the interest of employer and employees is one and the same, i.e. to increase production. Every worker feels that he is a co-owner of the gains of industry. The employer in his turn must realize that the gains of industry are not for him along but they should be shared equally and generously with his workers. In other words, complete unity of thought and action is the main achievement of industrial peace. It increases the place of workers in the society and their ego is satisfied. It naturally affects production because mighty co-operative efforts alone can produce great results.4. Mental Revolution – The main object of industrial relation is a complete mental revolution of workers and employees. The industrial peace lies ultimately in a transformed outlook on the part of both. It is the business of leadership in the ranks of workers, employees and Government to work out a new relationship in consonance with a spirit of true democracy. Both should think themselves as partners of the industry and the role of workers in such a partnership should be recognized. On the other hand, workers must recognize employer’s authority. It will naturally have impact on production because they recognize the interest of each other.5. New Programmes – New programmes for workers development are introduced in an atmosphere of peace such as training facilities, labor welfare facilities etc. It increases the efficiency of workers resulting in higher and better production at lower costs. 6. Reduced Wastage – Good industrial relations are maintained on the basis of cooperation and recognition of each other. It will help increase production. Wastages of man, material and machines are reduced to the minimum and thus national interest is protected.

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The New India Assurance Co.

The New India Assurance Co. Ltd., based in Mumbai, is one of the five public sector insurance companies in India. It is the "largest general insurance company of India on the basis of gross premium collection inclusive of foreign operations". It was founded by Dorab Tata in 1919, and nationalized in 1973.

Previously it was a subsidiary of the General Insurance Corporation of India (GIC). But when GIC became a reinsurance company as per the IRDA Act 1999, its four primary insurance subsidiaries New India Assurance, United India Insurance, Oriental Insurance and National Insurance got autonomy.

New India Assurance operates both in India and foreign countries. In the recent past it has succeeded in forging tie-ups with some of the leading public sector banks in India such as State Bank of India, Central Bank of India, Corporation Bank and United Western Bank to increase its distribution network.

Core insurance platformThe company tied up with TCS BaNCS to provide core insurance platform across its office, for which it had signed a deal for Rs.160 crores with TATA Consultancy Services. This was to ensure its operations to be efficient, flexible and integrated. The project is

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known as CWISS or Centralized Web based Insurance System Solution.

ORGANISATION STRUCTUREDomesticThe company has entered in phase of consolidation and restructuring of offices. The company has converted 42 offices as specialized offices to take care of bancassurance, brokers and auto tie-ups as also restructured 4 offices as Large Corporate Offices.The company has opened two Regional Offices at (i) Dehradun & (ii) Belapur, Thane District (MRO-V) w.e.f. 01.04.2011. As on 01.04.2011, the company has a network of 28 Regional Offices, 397 Divisional Offices, 588 Branch Offices, 29 Direct Agent Branches, totaling 1042 offices. In addition the company has 45 Extension Counters

ForeignThe company operates through a network of 19 branches, 7 agencies, 3 subsidiary companies and 4 associate companies in 20 countries.

Industrial RelationsThe industrial relations scenario of the company maintained a high level of mutual understanding and efficacy. Various proactive interventions were initiated to ensure problem solving at budding stage. The protection of interest of women employees was tightly put in place by a full-fledged committee designated to expeditiously attend to women-at-work related complaints. Due to fast disposal of enquiries and meeting out speedy punishments, strict adherence to rules and regulations of the company is becoming more apparent.

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The company has been striving to humanize the management machinery to enable the management to evoke a more favorable response from its employees and get their maximum co-operation. The department / office in charges have developed high qualities of leadership and function as a “leader of the team” whereby, they command the respect, affection, confidence and co-operation of the subordinate employees whom they are called upon to lead.

Gender Issues and Empowerment of Women:Power of women has been acknowledged in all spheres of life and the company has a strong women force equipped with adequate opportunities for self and career development. A significant number of women officers, as on 31.03.2011, holding senior positions in India and in our offices abroad in the cadre of -Deputy General Manager 1Chief Regional Manager 1Divisional/Sr. Divisional Manager 19Branch Manager/ Sr. Branch Manager 20● On recommendations of the Head Office Women’s Committee, sexual harassment at work place has been incorporated as misconduct in our CDA rules after due approval from the Board of Directors.● Efforts are made to educate women employees on legal provisions and facilities within the organization, towards safe and healthy work atmosphere. These programmes are conducted at

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CTC and are aimed towards harmonious inter-personal relations and understanding.● Company’s representative participated in various programmes such as National Meet of Women in Public Sector, programme on “Managing High Profile Portfolio in Corporate Sector” and similar events conducted during the year.

CONCLUSION

Employees welfare is a comprehensive term including various services, benefits and facilities offered by the employer and they help to boost up employees moral. Employees welfare is also helpful in motivating employees and having greater efficiency of work. Working environments that are as safe and healthy as possible are a significant part of a successful employment relationship and contribute to a successful business. Industrial relations are a multidisciplinary field that studies the employment relationship. Industrial relations studies examine various employment situations, not just ones with a unionized workforce.

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