Labour Welfare in Hotel Jaypee Agra 11

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INTRODUCTION OF HOTEL JAYPEE PALACE

Amongst the most contemporary of 5 star hotels in Agra India, Jaypee Hotels

offers the luxury that has a subtle blend of the Mughal architectural brilliance of

India and modern amenities. The exquisite ambience of a prosperous ingdom,

the luxury of 5 !tar hotels... That"s #Jaypee $alace Hotel# %our o&n 'ingdom....

The spra&ling (5 acres in Agra of landscaped gardens.... Tree lined &al&ays,

)ancing *ountains... The state+of+the+art onference *acilities, Modern

-usiness entre, !peciality estaurants, Health lub, /50 elegantly appointed

luxury rooms.... And friends &ho are dedicated to your ser1ices offering you the

luxury of online booing and reser1ations to one of the best 5 !tar hotels in

Agra, India.

The Jaypee $alace on1ention entre, Agra is the ideal 1enue to host any

conference or e1ents. The hotel boasts a total floor area of 2330 square meter

equipped &ith comfortable 4 ideal seating, natural lighting 4 state+of+the+art

audio1ideo facilities. It is the perfect place to organi6e large conferences or

small meetings.

lasses for -ody !culpting, Aerobics, 7eight, !&imming, Jogging and ycling

are conducted at the Jaypee $alace Hotel. Health lub and *itness entre &ith

spa facilities, -illiards$ool, Tennis, !quash ourts, Table Tennis, are also

a1ailable.

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*or the con1enience of the guests, Jaypee $alace Hotel and on1ention enter,

Agra the hotel also pro1ides beauty parlor, money changer, and doctor on call,

1alet ser1ice, postage, and astrologer, shopping pla6a, baning, 1alet paring

and golf amongst others. 7elcome to the &orld of luxury and en:oy an

unforgettable experience.

OUR VISION

To create Hotels of ;xcellence &here the en1ironment is 7arm, aring 4

!incere for allroup"s foray

in the hospitality sector and in 8@8, Jaypee !iddharth, ?e& )elhi, a @+

room hotel in the fi1e star category commenced operations.

Jaypee Basant ontinental, ?e& )elhi, a 8(/ room hotel, &as added to the

product portfolio in 8@(. It is located in the upmaret Basant Bihar area,

strategically close to the airport.

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Jaypee esidency Manor, Mussoorie, a hill resort hotel, became

operational in March 8@@5 and has since firmly established itself as one of

the leading hotels for the corporates as &ell as leisure tra1ellers.March 8@@@, sa& the curtain rise on Jaypee $alace Hotel 4 on1ention

entre, Agra, a truly &orld class Hotel and International on1ention

entre. 7ith /50+rooms and suites, Jaypee $alace Hotel has been designed

by Mr. amesh 'hosla, &inner of the prestigious Aga 'han A&ard.

Meaning and defination

The relationship bet&een ;mployer and employee or trade unions is

called Industrial elation. Harmonious relationship 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 &ith the employees, the main

functions of e1ery organi6ation should a1oid any dispute &ith them or settle it

as early as possible so as to ensure industrial peace and higher producti1ity.

$ersonnel management is mainly concerned &ith the human relation in industry

because the main theme of personnel management is to get the &or done by

the human po&er and it fails in its ob:ecti1es if good industrial relation is

maintained. In other &ords good Industrial elation means industrial peace

&hich is necessary for better and higher productions.

DEFINITION

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i. Industrial elation is that part of management &hich is concerned &ith the

manpo&er of the enterprise C &hether machine operator, silled &orer or

manager

. BETHEL,SMITH4 ROUP

ii. Industrial elation is a relation bet&een employer and employees, employees

and employees and employees and trade unions

Dne of the fastest gro&ing sectors of the economy of our time is the hotel

industry. The hotel industry alone is a multi+billion dollar and gro&ing

enterprise. It is exciting, ne1er boring and offer unlimited opportunities. The

hotel industry is di1erse enough for people to &or in different areas of interest

and still be employed &ithin the hotel industry. This trend is not :ust in India,

but also globally.

Modern hotels pro1ide refined ser1ices to their guests. The customers or

guests are al&ays right. This principle necessitated application of management

principles in the hotel industry and the hotel professionals reali6ed the

instrumentality of mareting principles in managing the hotel industry.

The concept of total quality management is found getting an important

place in the mareting management of hotels. The emerging positi1e trend in

the tourism industry indicates that hotel industry is lie a reser1oir from &here

the foreign exchange flo&s. This naturally dra&s our attention on HDT;E

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MA?A>;M;?T. Eie other industries, the hotel industry also needs to explore

a1enues for inno1ation, so that a fair blending of core and peripheral ser1ices is

made possible. It is not to be forgotten that the leading hotel companies of the

&orld ha1e been intensifying research to enrich their peripheral ser1ices &ith

the motto of adding additional attractions to their ser1ice mix. It is against this

bacground that &e find the ser1ice mix more flexible in nature.

The recruitment and training programmes are required to be de1eloped in

the face of technological sophistication. The leading hotel companies ha1e been

found promoting an ongoing training programme so that the personnel come to

no& about the use of sophisticated communication technologies.

Hote! " T#e Con$e%tAt the outset, &e go through the concept of hotel. The common la& says that

hotel is a place &here all &ho conduct, themsel1es properly and &ho being able

and ready to pay for their entertainment, accommodation and other ser1ices

including the boarding lie a temporary home. It is home a&ay from home

&here all the modern amenities and facilities are a1ailable on a payment basis.

It is also considered to be a place &here tourist stops, cease to be

tra1ellers and become customers. The definition presented by hotel operators to

authorities of the ?ational eco1ery Administration in 7ashington is found to

be a more comprehensi1e definition, presented by !tuart Mc ?amara. The

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definition states that, G $rimarily and fundamentally, a hotel is an establishment

&hich supplies boarding and lodging not engaged in inter C state commerce or

in any intra C state commerce, competiti1e &ith or affecting inter C state

commerce or so related that the regulation of one in1ol1es the control of

other.

The hotel may furnish quarters and facilities for assemblage of people

for social business or entertainment purposes and may engage in retaining

portion of its premises for shops and businesses &hose continuity i.e.,

proximity is deemed appropriate to a hotel. The assemblage of people for social

business and entertainment purposes maes it essential that hotels are also

furnished &ith a big conference hall &here the maximum possible

accommodation is a1ailable. 7e also call it the function room.

Motel The Concept

Initially the term motel &as meant for local motorists and foreign tourists

tra1elling by road. They ser1e the needs and requirements of these tra1ellers and

meeting their demand for transit and accommodation. !ome of the important

ser1ices offered by the motels are paring, garage facilities, accommodation,

and restaurant facilities.

Motels are found located outside the city, preferably by the side of high

&ays and important road :unctions. The accommodation in this is more in the

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category of a Kchalet facilityL. In !A, the motel accommodation is raned at

par &ith hotel accommodation.

O&igin of t#e 'o&d (Hote!)

-efore 8320 people used to go to inns for ha1ing their lunch, dinner etc

.It &as the place &here families used to host their guest inns o&ner used to

pro1ide lodging and boarding facility ser1ice to their guest.

To &orld Ghostel &as used then it &as called Ghostelier &hich means

head of unit or the place. The ?orman people in1ented the &ord Ghotel. The

&ord Ghotel &as originally in ;ngland, officially from 8320. The real gro&th

of modern hotel &as originated in G.!.A &ith opening of Gity Hotel in

?e& %or in the year 8@3F. This &as the first building erected for the hotel

purpose. This period also sa& the beginning of chain operation under the

guidance of ;.M.!TATE;. It in1ol1es big in1estment, big profits and trained

professional to manage business.

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O&igin of Hote! Ind*+t&

The repreciation in 8@/0 had a disaster effect in a hotel industry after the

7orld 7ar II and brought a tremendous up surge to hotel industry &ith

continuous prosperity of hotel industry.

Mass tra1el is a modern phenomenon that emerged after 7orld 7ar II.

Mass tourism continues to gro& as political freedom, economic &here&ithal

and social equality spread across the globe. 7ith the economic engine of

de1elopment running at full steam, there &as a gro&th in international tra1el

and thereby gro&th in hotel industry.

;stimates abound as to the importance and si6e of house eeping.

ertainly, its economic contribution is critical to the global economy &hether as

a ser1ice to the business community.

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Ba$-g&o*nd of Hote! Ind*+t&

$rior to the 8@0Ls, the Indian hotel industry &as a nascent and slo&

gro&ing industry primarily consisting of relati1ely static, single hotel

companies. Ho&e1er, Asian games in 8@( and the subsequent partial

liberali6ation of the Indian economy generated tourism interest in India &ith

significant benefits accruing to the hotel and tourism sector in terms of

impro1ed demand patterns. *ortunes of the hotel industry are tied to the

fortunes of tourism and the general business climate in the country, &hich is

&hy the economic liberali6ation initiati1es implemented since 8@@8, led to a

soaring demand and supply gap in the hotel industry.

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ENERAL CLASSIFICATION OF

HOTEL INDUSTRY

C!a++ifi$ation+ of #ote!+

On t#e .a+i+ of +tanda&d+/

Eie most of the countries in &orld, India also has hotels di1ided in

different categories depending on their location, facilities, infrastructure and

amenities pro1ided. All the star hotels in India are go1ernment appro1ed &ith

continuous control on the quality of ser1ices offered.

Fi0e Sta& Hote!+/ 1The most luxurious and con1eniently located hotels

in India are grouped under *i1e !tar )eluxe Hotel categories. *i1e !tar

)eluxe in India are globally competiti1e in the quality of ser1ice

pro1ided, facilities offered and accommodation option. These are top of

the line hotels located mostly in big cities. These hotels pro1ide all the

modern facilities for accommodation and recreation matching

international standards in hospitality. In such type of hotel H department

are established separately and to execute and to follo& the $on$e%t of HR

strictly, H professional are hired.

Fo*& Sta& Hote!+/+ A rung belo& fi1e star hotels are *our !tar Hotels,

these hotels pro1ide all the modern amenities to the tra1elers &ith a

limited budget. Nuality of ser1ices is almost as high as the fi1e stars and

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abo1e categories. These inds of hotels are there for the tra1elers &ith

limited budget or for the places &hich might not get the tourist traffic

associated &ith larger cities. In such type of hotel $on$e%t of HRis more

or less follo&ed.

T#&ee Sta& Hote!+/+ These are mainly economy class hotels located in

the bigger and smaller cities and catering to the needs of budget tra1elers.

Eesser in amenities and facilities, these hotels are 1alue for money and

gi1es good accommodation and related ser1ices on the reduced price.

!er1ices &ould be stripped do&n 1ersion of higher categories of hotels

but sufficient to fulfill customer basic needs. In such type of hotel

concept of H may or may not be present. If present all functions of

H) is curtailed.

T'o Sta& Hote!+/+ These hotels are most a1ailable in the small cities and

in particular areas of larger cities. atering to the bacpacer tourist

traffic, these hotels pro1ide all the basic facilities needed for general

accommodation and offers lo&est prices. In this type of hotel $on$e%t of

HRis absent.

One Sta& Hote!+/+ The hotels &ith most basic facilities, small number of

roomLs locations in the far+flung areas are grouped under Dne !tar Hotel

category. These hotels are best &hen customer is looing for cheapest

a1ailable accommodation option. In this type of hotel $on$e%t of HRis

alien &ords.

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On t#e .a+i+ of Nat*&e/

He&itage Hote!+

Heritage hotels in India are best if one is looing for sheer elegance,

luxury and loyal treatment. They are not :ust another accommodation

options but tourist attractions in themsel1es. ;xquisitely designed and

decorated, meticulously preser1ed, high standards of ser1ice and ethnic

cultural motifs helps the tourists get the complete experience of an India.

Bea$# Re+o&t+ Hote!+

$eninsular India bounded by Arabian !ea, -ay of -engal, Indian Dcean

and the t&o emerald archipelagos of Eash&adeep and Andaman and

?icobar ha1e a long coast line of around 3500 m, offering an ama6ing

array of beaches, some popular, some not so &ell no&n. Thus location

of resort is the basic point of attraction for tourists.

2i!d Re+o&t+ Hote!+

A &ildlife tour is incomplete if one does not actually li1e in a forest for a

fe& days. It means li1ing in a rest house or a tent the midst of the dense

&ilderness and &aing up to the t&ittering of birds.

o0e&n3ent A%%&o0ed Hote!+

These are the hotels, &hich might not ha1e applied for star categori6ation

or small enough to find them in the list. Many of the &ildlife resorts,

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lodges and hostels are go1ernment appro1ed pro1iding a minimum le1el

of accommodation facilities at far off places.

Re+identia! Hote!+

The residential hotels &or as apartment house. Dften &e call them

apartment hotels. The hotels charge rent on monthly, half C yearly, or

yearly basis. They are generally located in big cities and to&ns &here no

meals are ser1ed to the customers. Initially, the residential hotels &ere

de1eloped in the !A. The ser1ices offered here are comparable to an

a1erage &ell managed home.

Co33e&$ia! Hote!+

The commercial hotels are meant for the people &ho 1isit a place of trade

and commerce or business purposes and therefore these hotels are found

located at the commercial or industrial centers. They focus their attention

on indi1idual tra1elers and are generally run by o&ners.

F!oating Hote!+

The floating hotels are located on the &ater surface. The places are sea,

ri1er, and lae. These hotels pro1ide &ith all the facilities and ser1ices

made a1ailable in a good hotel. In the leading tourist generating countries

of the &orld &e find the practice of using old luxury ships as floating

hotels.

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USERS OF HOTEL INDUSTRY

In mareting hotel ser1ices, it is important to no& about the different types of

users a1ailing the ser1ices &ith di1erse aims and ob:ecti1es. This &ould ease the

tas of mareters specially &hile studying the beha1ioural profile.

The follo&ing is the classification of different categories of domestic and

foreign users.

U+e&+ of Hote! Ind*+t&

DOMESTIC/ FOREIN/

$ilgrims $olitical representati1es

!tudents Trade representati1es

Dfficials ;ducationists

*ilm stars etc. Tourists, !portsmen etc.

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HISTORY

7hen labor marets are seen as imperfect, and &hen the employment

relationship includes conflicts of interest, then one cannot rely on marets or

managers to al&ays ser1e &orersL interests, and in extreme cases to pre1ent

&orer exploitation. Industrial relations scholars and practitioners therefore

support institutional inter1entions to impro1e the &orings of the employment

relationship and to protect &orersL rights. The nature of these institutional

inter1entions, ho&e1er, differs bet&een t&o camps &ithin industrial relations.

The pluralist camp sees the employment relationship as a mixture of shared

interests and conflicts of interests that are largely limited to the employment

relationship. In the &orplace, pluralists therefore champion grie1ance

procedures, employee 1oice mechanisms such as &ors councils and labor

unions, collecti1e bargaining, and labor+management partnerships. In the policy

arena, pluralists ad1ocate for minimum &age la&s, occupational health and

safety standards, international labor standards, and other employment and labor

la&s and public policies.

These institutional inter1entions are all seen as methods for balancing the

employment relationship to generate not only economic efficiency, but also

employee equity and 1oice. In contrast, the Marxist+inspired critical camp sees

employer+employee conflicts of interest as sharply antagonistic and deeply

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embedded in the socio+political+economic system. *rom this perspecti1e, the

pursuit of a balanced employment relationship gi1es too much &eight to

employersL interests, and instead deep+seated structural reforms are needed to

change the sharply antagonistic

emplo

yment relationship that is inherent &ithin capitalism. Militant trade unions are

thus frequently supported.

Institutionally, industrial relations &as founded by John . ommons&hen he

created the first academic industrial relations program at the ni1ersity of

7isconsin in 8@(0. ;arly financial support for the field came from John ).

ocefeller, Jr.&ho supported progressi1e labor+management relations in the

aftermath of the bloody strie at a ocefeller+o&ned coal mine in olorado. In

-ritain, another progressi1e industrialist, Montague -urton, endo&ed chairs in

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industrial relations at Eeeds, ardiff and ambridge in 8@/0, and the discipline

&as formali6ed in the 8@50s &ith the formation of the Dxford !chool by Allan

*landers and Hugh legg.Industrial relations &ere formed &ith a strong

problem+sol1ing orientation that re:ected both the classical economistsL laisse6

faire solutions to labor problems and the Marxist solution of class re1olution. It

is this approach that underlies the ?e& )eallegislation in the nited !tates,

such as the?ational Eabor elations Actand the *air Eabor !tandards Act.

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THEORETICAL PRESPECTIVES

Industrial relations scholars ha1e described three ma:or theoretical perspecti1es

or frame&ors that contrast in their understanding and analysis of &orplace

relations. The three 1ie&s are generally no&n as unitary,pluralitand ra!ical.

;ach offers a particular perception of &orplace relations and &ill therefore

interpret such e1ents as &orplace conflict, the role of unions and :ob

regulations 1ary differently. The radical perspecti1e is sometimes referred to as

the #conflict model#, although this is some&hat ambiguous, as pluralism also

tends to see conflict as inherent in &orplaces. adical theories are strongly

identified &ith Marxist theories, although they are not limited to these

UNITARY PERSPECTIVE

In unitary, the organi6ation is percei1ed as an integrated and harmonious &hole

&ith the ideal of #one happy family#, &here management and other members of

the staff all share a common purpose, emphasi6ing mutual cooperation.

*urthermore, unitary has a paternalistic approach &here it demands loyalty of

all employees, being predominantly managerial in its emphasis and application.

onsequently, trade unions are deemed as unnecessary since the loyalty

bet&een employees and organi6ations are considered mutually exclusi1e, &here

there can"t be t&o sides of industry. onflict is percei1ed as disrupti1e and the

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pathological result of agitators, interpersonal friction and communication

breado&n.

PLURALIST PERSPECTIVE

In pluralism the organi6ation is percei1ed as being made up of po&erful and

di1ergent sub+groups, each &ith its o&n legitimate loyalties and &ith their o&n

set of ob:ecti1es and leaders. In particular, the t&o predominant sub+groups in

the pluralistic perspecti1e are the management and trade unions.

onsequently, the role of management &ould lean less to&ards enforcing and

controlling and more to&ard persuasion and co+ordination. Trade unions are

deemed as legitimate representati1es of employeesO conflict is dealt by

collecti1e bargaining and is 1ie&ed not necessarily as a bad thing and, if

managed, could in fact be channeled to&ards e1olution and positi1e change

RA"ICAL PERSPECTIVE

This 1ie& of industrial relations loos at the nature of the capitalist society,

&here there is a fundamental di1ision of interest bet&een capital and labor, and

sees &orplace relations against this history. This perspecti1e sees inequalities

of po&er and economic &ealth as ha1ing their roots in the nature of the

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capitalist economic system. onflict is therefore seen as ine1itable and trade

unions are a natural response of &orers to their exploitation by capital.

#EATURES PERTAININ$ TO IN"USTRIAL RELATION

8. Industrial elation do not emerge in 1acuum they are born of employment

relationship in an industrial setting. 7ithout the existence of the t&o parties, i.e.

labor and management, this relationship cannot exist. It is the industry, &hich

pro1ides the en1ironment for industrial relations.

(. Industrial elation are characteri6ed by both conflict and co+operations. This

is the basis of ad1erse relationship. !o the focus of Industrial elations in on the

study of the attitudes, relationships, practices and procedure de1eloped by the

contending parties to resol1e or at least minimi6e conflicts.

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/. As the labor and management do not operate in isolations but are parts of

large system, so the study of Industrial elation also includes 1ital en1ironment

issues lie technology of the &orplace, countryLs socio+economic and political

en1ironment, nationLs labor policy, attitude of trade unions &orers and

employers.

F. Industrial elation also in1ol1e the study of conditions conducti1e to the

labor, managements co+operations as &ell as the practices and procedures

required to elicit the desired co+operation from both the parties.

5. Industrial elations also study the la&s, rules regulations agreements, a&ards

of courts, customs and traditions, as &ell as policy frame&or laid do&n by the

go1ernments for eliciting co+operations bet&een labor and management.

-esides this, it maes an in+depth analysis of the interference patterns of the

executi1e and :udiciary in the regulations of laborCmanagements relations.

In fact, Industrial elation encompasses all such factors that influence beha1ior

of people at &or. A fe& such important factors are details belo&P

Intitution

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It includes go1ernment, employers, trade unions, unions federations or

associations, go1ernment bodies, labor courts, tribunals and other organi6ations

&hich ha1e direct or indirect

Character

It aims to study the role of &orers unions and employersL federations

officials, shop ste&ards, industrial relations officers manager,

mediatorconciliators arbitrator, :udges of labor court, tribunal etc.

Content

Include matter pertaining to employment conditions , lie pay , hours of

&ors, lea1e &ith &ages, health, and safety disciplinary actions, lay+off,

dismissals retirements etc., la&s relating to such acti1ities, regulations

go1erning labor &elfare, social security, industrial relations, issues concerning

&ith &orersL participation in management, collecti1e bargaining, etc.

Metho!

*ocus on collecti1e bargaining, &orersL participation in the Industrial elation

schemes, discipline procedure, grie1ance re+dressal machinery, dispute

settlements machinery &oring of closed shops, union reorgani6ation,

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organi6ations of protests through methods lie re1isions of existing rules,

regulations, policies, procedures, hearing of labor courts, tribunals etc.

O%&ECTIVES O# IN"USTRIAL RELATION

To safeguard the interest of labor and management by securing the

highest le1el of mutual understanding and good+&ill among all those

sections in the industry &hich participate in the process of production.

. To a1oid industrial conflict or strife and de1elop harmonious relations,

&hich are an essential factor in the producti1ity of &orers and the

industrial progress of a country.

. To raise producti1ity to a higher le1el in an era of full employment by

lessening the tendency to high turno1er and frequency absenteeism.

. To establish and nurse the gro&th of an Industrial )emocracy based on

labor partnership in the sharing of profits and of managerial decisions, so

that ban indi1iduals personality may gro& its full stature for the benefit of

the industry and of the country as &ell.

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. To eliminate, as far as is possible and practicable, stries, locouts and

gheraos by pro1iding reasonable &ages, impro1ed li1ing and &oring

conditions, said fringe benefits.

. To establish go1ernment control of such plants and units as are running

at a loss or in &hich productions has to be regulated in the public interest.

THREE #ACTORS O# IN"USTRIAL RELATION

According to :ohn . t . )unlop. G industrial societies necessarily create industrial

relations defined as the complex of interrelations among &orers, managers and

go1ernment.LL These ma:or participants or actors of industrial relation 1i6,

&orers and their orhani6ations, management and go1ernment are identified

'OR(ERS AN" THEIR OR$ANI)ATION

The total &orers play an important role in industrial relations. The total

&orer include s &oring age, educational bacground, family bacground,

psychological factors, social bacground, culture, sills, attitude to&ards

other &ors etc. &orersL organi6ations prominently no&n as trade unions.

The main purpose of trade union isto protects the &orersL economic interest

through collecti1e bargaining and by bringing pressure on management

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through economic and political tactics. Trade union factors include

leadership, finances, acti1ities, etc.

EMPLOYERS AN" THEIR OR$ANI)ATIONS

;mployer is a crucial factor in industrial relation. He employs the &orer, pays

the &ages and 1arious allo&ances, regulates the &oring relations through

1arious rules, regulations, and by enforcing labor la&s. He expects the &orers

to follo& the rules, regulations and la&s. He further expects them to contribute

their resources to the maximum. The difference bet&een demands of &orers

and employer results in industrial conflict. ?ormally employers ha1e higher

bargaining po&er than the &orers. -ut their bargaining po&er in undermined

&hen compared to that of trade union.

$OVERNMENT

>o1ernment plays a balancing role as a custodian of the nation, go1ernment

exerts its influence on industrial relations through its labor policy, implementing

labor la&, the process of conciliation and ad:udication by playing the role of a

mediator, etc.. It tries to regulate the acti1ities and beha1ior of both employees

organi6ations and employers organi6ations.

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IN"USTRIAL RELATIONS PRO$RAMME*

TodayLs professional industrial relations director, or by &hate1er title he is

designated, no longer 1ie&s his :ob as personali6ing management, or that of

a social &orer in a factory, or a union buster, he loos upon his department

as an ad:unct to management super1ision at all le1elsO he eeps other

executi1es informed about ne& disco1eries, programmed trends and needs.

At the same time, he pro1ides efficient ser1ice in the operation of se1eral

centrali6ed ser1ices.

A successful industrial relations programmed reflects the personnel

1ie&point, &hich is influenced by three main considerationsP

a Indi1idual thining

b $olicy a&areness and

c ;xpected group reaction

Indi1iduali6ed thining maes if imperati1e for the administrator to consider

the entire situation in &hich the affected indi1idual is placed. $olicy

a&areness underscores the idea of the consistency of treatment and the

precedent 1alue of any decision &hich a management taesO &hile expected

group reaction balances &hat &e no& of human nature in groups against an

indi1idualLs situation in the light of the policy that has been formulated and

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implemented. In all these different circumstances, reality demands that all

the three aspects of the personnel 1ie&point should be considered at once in

terms of the past, the present and the future. This 1ie&point is held at all the

le1els of management from the top to the bottom, from the top executi1es

and staff to the line and super1isory personnel

LA%OUR LA' AN" IN"USTRIAL RELATION

La.o*& !a' or #labor#, or #employment# la& is the body of la&s,

administrati1e rulings, and precedents &hich address the legal rights of, and

restrictions on, &oring people and their organi6ations. As such, it mediates

many aspects of the relationship bet&een trade unions, employers and

employees. In anada, employment la&s related to unioni6ed &orplaces are

differentiated from those relating to particular indi1iduals. In most countries

ho&e1er, no such distinction is made. Ho&e1er, there are t&o broad categories

of labour la&

*irst, collecti1e labour la& relates to the tripartite relationship bet&een

employee, employer and union

!econd, indi1idual labour la& concerns employees" rights at &or and through

the contract for &or. The labour mo1ement has been instrumental in the

enacting of la&s protecting labour rightsin the 8@th and (0th centuries. Eabour

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rights ha1e been integral to the social and economic de1elopment since the

industrial re1olution.

CONTRACT OF EMPLOYMENT

The basic feature of labour la& in almost e1ery country is that the rights and

obligations of the &orer and the employer bet&een one another are mediated

through the contractof employment bet&een the t&o. This has been the case

since the collapse of feudalism and is the core reality of modern economic

relations. Many terms and conditions of the contract are ho&e1er implied by

legislation or common la&, in such a &ay as to restrict the freedom of people to

agree to certain things to protect employees, and facilitate a fluid labour maret.

In the .!. for example, ma:ority of state la&s allo& for employment to be #at

&ill#, meaning the employer can terminate an employee from a position for any

reason, so long as the reason is not an illegal reason, including a termination in

1iolation of public policy.

Dne example in many countriesQ is the duty to pro1ide &ritten particulars of

employment &ith the essential termsto an employee. This aims to allo& the

employee to no& concretely &hat to expect and is expectedO in terms of &ages,

holiday rights, notice in the e1ent of dismissal, :ob description and so on. An

employer may not legally offer a contract in &hich the employer pays the

&orer less than a minimum &age. There are certain categories that people may

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simply not agree to because they are deemed categorically unfair. Ho&e1er, this

depends entirely on the particular legislation of the country in &hich the &or is.

MINIMUM 2AE

There may be la& stating the minimum amount that a &orer can be paid per

hour. The minimum &age is usually different from the lo&est &age determined

by the forces of supply and demandin a free maret, and therefore acts as a

price floor. ;ach country sets its o&n minimum &age la&s and regulations, and

&hile a ma:ority of industriali6ed countries has a minimum &age, many

de1eloping countries ha1e not.

Minimum &age la&s &ere first introduced nationally in the nited !tates in

8@/, India in 8@F, and *rance in 8@50 and in the nited 'ingdom in 8@@. In

the ;uropean nion, 8 out of (5 member states currently ha1e national

minimum &ages.

HEALTH AND SAFETY

Dther labor la&s in1ol1e safety concerning &orers. The earliest ;nglish

factoryla& &as drafted in 80( and dealt &ith the safety and health of child

textile&orers.

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ANTI DISCRIMINATION

This clause means that discrimination against employees is morally

unacceptable and illegal, on a 1ariety of grounds, in particular racial

discriminationor sexist discrimination.

2OR4PLACE INVOLVEMENT

7orplace consolation statutes exist in many countries, requiring that

employers consult their &orers on issues that concern their place in the

company. Industrial democracy refers to the same idea, but taen much further.

?ot only that &orers should ha1e a 1oice to be listened to, but that &orers

ha1e a 1ote to be counted.

COLLECTIVE LABOUR LA2

ollecti1e labor la& concerns the tripartite relationship bet&een employer,

employee and trade unions. Trade unions, sometimes called #labor unions#

TRADE UNION

!ome countries require unions to follo& particular procedures before taing

certain actions. *or example, some countries require that unions ballot the

membership to appro1e a strie or to appro1e using members" dues for political

pro:ects. Ea&s may guarantee the right to :oin a union banning employer

discrimination, or remain silent in this respect. !ome legal codes may allo&

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unions to place a set of obligations on their members, including the requirement

to follo& a ma:ority decision in a strie 1ote. !ome restrict this, such as the

"right to &or" legislation in some of the nited !tates.

CHILD LABOUR

hild labor is the employmentof children under an age determined by la& or

custom. This practice is considered exploitati1e by many countries and

international organi6ations. hild labor &as not seen as a problem throughout

most of history, only becoming a disputed issue &ith the beginning of uni1ersal

schoolingand the concepts of laborersL"and children"s rights. hild labor can be

factory &or, mining or quarrying, agriculture, helping in the parents" business,

ha1ing one"s o&n small businessfor example selling food, or doing odd :obs.

!ome children &or as guides for tourists, sometimes combined &ith bringing

in business for shops and restaurants&here they may also &or as &aiters.

Dther children are forced to do tedious and repetiti1e :obs such as assembling

boxes, or polishing shoes. Ho&e1er, rather than in factories and s&eatshops,

most child lab our occurs in the informal sector, #selling on the street, at &or in

agricultureor hidden a&ay in housesR far from the reach of official inspectors

and from media scrutiny.

So+e ocial ecurity pro,iion -or .or/er

P&o0ident f*nd

/8 9 $ a g e
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&at*it

E3%!oee +tate in+*&an$e

Finan$ia! a++i+tan$e

Mate&nit fa$i!it to 'o3en 'o&-e&+

Medi$a! t&eat3ent and $o3%en+ation fo& ind*+t&ia! in5*&, a$$ident+,

ai!3ent+, et$6

Finan$ia! a++i+tan$e d*&ing a.+en$e d*e to i!! #ea!t# o& a$$iden

PROVI"ENT #UN"

E3%!oe& Co0e&age

;stablishments employing (0 or more persons and engaged in any of the 80

industries lasses of -usinesses specified.

o+operati1e !ocieties, employing 50 or more persons 4 &oring &ithout the

aid of po&er.

;stablishments not co1erable statutorily can come under the co1erage of the Act

statutorily.

An establishment continues to be co1ered under the Act, irrespecti1e of the fall

in the employment strength.

!ince the Act applies on its o&n force to the establishments, the employers are

/( 9 $ a g e


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required to file the particulars in the specified format for registration and

allotment of business number.

Finan$ia! O.!igation+/

Cont&i.*tion+/

!tatutory rate of contribution is 789of emoluments basic &ages, dearness

allo&ance, cash 1alue of food concession and retaining allo&ances if any, in

the case of 835 establishments. ate of contribution shall be 7:9in the case of

the follo&ingP

-ric, beedi, :ute, guar gum factories, coir industry other than spinning sector.

;stablishments declared as sic undertaings by -I*.A matching contribution

is to be collected from the emoluments of the employees. Dut of 8(S or 80S

as the case may be of the employerLs share of contribution, ;67?@6

Ad3ini+t&ati0e C#a&ge+/

An employer is required to pay administrati1e charges at 767:9 of

e3o!*3ent+ to'a&d+ %&o0ident f*nd $#a&ge+ and :6:79 to'a&d+ EDLI

S$#e3e 7?@6

// 9 $ a g e


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?o separate administrati1e charges for pension scheme

In+%e$tion C#a&ge+/

In respect of exempted establishment under $.*. !cheme employer is liable to

pay only inspection charges at the rate of 0.8S of emoluments.

In the case of establishment exempted from ;)EI !cheme, the employer is

required to pay only inspection charges at the rate of 0.005S of emoluments.

Inte&e+t Lia.i!itP

*or belated remittances of contributions, administrati1e inspection charges

interest at the rate of 8(S on such remittances for the period of delay is to be

remitted.

Da3age+/1

*or all the belated remittances of contribution and administrationinspection

charges damages are also payable as penalty ranging from 83S to /3S p.a.

depending upon delay.

D*tie+ of E3%!oe&

;nroll all categories of employees including the employees engaged by or

through contractors and also piece rated, hourly rated employees. emit the

/F 9 $ a g e


35/104

contributions and administrati1e charges before the 85th of the follo&ing

month.

Fi!e t#e initia! &et*&n+ of Fo&3 ?, Fo&3


36/104

employees also consent for exemption, sub:ect to certain conditions go1erning

grant of exemption and certain formalities

Pen+ion S$#e3e

;mployer can a1ail exemption for the establishment as a &hole, &ith the

consent of ma:ority of employees, if an alternati1e pension scheme is

formulated by the establishment &ith benefits either on par &ith or superior to

the ;$! L@5 and sub:ect to certification of the 1iability and long sustenance of

the scheme by an independent qualified actuary and satisfying the other

conditions prescribed go1erning the grant of exemptions.

There is no pro1ision for exemption of indi1iduals or for class of employees.

EDLI S$#e3e

The establishment can get exemption from the ;)EI !cheme, if the employees

therein are entitled for a benefit in the nature of insurance &hether lined to

their $.*. deposit or not and &ithout paying any contributions.

It+ 0e& $!ea& t#at 789 i+ ded*$ted on a!!o'an$e+ ot#e& t#an ee3%ted ones

lie on1eyance s 00m , hild allo&ance s (00m for t&o children,

Medical allo&ance s 85,000 per annum 4 ETA.

Maintain the contribution card in respect of each employee in *orm /A and

submit the annual returns in *orm /A and 2A after reconciliation &ith hallanLs

/2 9 $ a g e


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and form 8(A. The employer has to ensure that statutory dues in respect of

contractorLs employees are remitted and returns filed.

;mployer should attest the form ?o.( and the claims forms submitted by the

member legal heirs nominees. Mae a1ailable all rele1ant records for

inspection of 1isiting officials &ith due authori6ation.

/3 9 $ a g e


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EMPLOYEE STATE INSURANCE

SCHEME

The ;mployeesL !tate Insurance !chemeis administered by a orporate body

called the ;mployeesL !tate Insurance orporation ;!I, &hich has members

representing employers, employees, the entral >o1ernment, !tate

>o1ernments, medical professionand the $arliament.

;.!.I. !cheme being contributory in nature, all the employees in the factories or

establishments to &hich the Act applies shall be insured in a manner pro1ided

by the Act. The contribution payable to the orporation in respect of an

employee shall comprise of employerLs contribution and employeeLs

contribution at a specified rate. The rates are re1ised from time to time.

urrently, the employeeLs contribution rate &.e.f. 8.8.@3 is 8.35S of the &ages

and that of employerLs is F.35S of the &ages paidpayable in respect of the

employees in e1ery &age period. ;mployees in receipt of a daily a1erage &age

up to s.50+ &.e.f. 08+0F+(00F are exempted from payment of contribution.

;mployers &ill ho&e1er contribute their o&n share in respect of these

employees.

Collection o- Contri0ution

/ 9 $ a g e
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An employer is liable to pay his contribution in respect of e1ery employee and

deduct employees contribution from &ages bill and shall pay these contributions

at the abo1e specified rates to the orporation &ithin (8 days of the last day of

the alendar month in &hich the contributions fall due. The orporation has

authori6ed designated branches of the !tate -an of India and some other bans

to recei1e the payments on its behalf.

Contri0ution Perio! an! %ene-it Perio!

There are t&o contribution periods each of six months duration and t&o

corresponding benefit periods also of six months duration as under.

Cont&i.*tion %e&iod Co&&e+%onding Ca+# Benefit %e&iod

8stApril to /0th!ept. 8stJanuary of the follo&ing year to /0thJune.

8stDct. to /8stMarch 8stJuly to /8st)ecember of the year follo&ing

VARIOUS FORMS THAT COMES UNDER ESI

*DM ?D. D?TI-TID?

*orm (( laim of funeral expenses

filled after deathU

*orm 2 *or registercomplete detail of

employee, name, ;.!.I no. ,etc.U

/@ 9 $ a g e


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*orm / ;.!.I return

*orm 8 )eclaration form for ;.!.I

*D I?)IBI)AEU

*orm 5 Half yearly returnapril to september,

october To marchU

*orm 8 egistration for establishment

Pay+ent o- $ratuity Act1 2345

O.5e$t/It is an Act to pro1ide for a scheme for the payment of gratuity to

employees engaged in factories, mines, oilfields, plantations, ports, rail&ay

companies, and shops or other establishments.

A%%!i$a.i!it/Any ;mployer of the abo1e noted establishments &here 80 or

more persons are employed or &ere employed on any day of the preceding 8(

months is liable to pay gratuity to its employees. Dnce the Act becomes

applicable, it continues e1en if the number of employees falls belo& ten.

Entit!e3ent/>ratuity is payable to an employee nominee + in case of death of

F0 9 $ a g e


41/104

employee &ho has rendered continuous ser1ice of fi1e years or more on his

termination of employment, superannuation, retirement or resignation.

ompletion of continuous ser1ice of fi1e years is not necessary &here the

termination of employment is due to death of disablement.

Ca!$*!ation/7 x % x 85(2 &here 7 V East 7age dra&n i.e., basic W )A

% V number of completed years of continuous ser1ice six months or less to be

ignored and more than six months to be counted as full year.

85 V 85 days salary

(2 V ?o. of &oring days in a month.

Mai3*3 Li3it/ s./.5 lacs. &.e.f (F+0@+8@@3

Ti3e Li3it fo& a%%!i$ation to e3%!oe&/;mployee has to mae an

application in *orm+I to his employer &ithin /0 days from the date of gratuity

becomes payable.

To calculate the gratuityP it has the formula

;x. N*3.e& of &+ of +e&0i$e La+t +a!a& d&a'n Ba+i$D6A 7=

8

Amongst the most contemporary of 5 star hotels in Agra India, Jaypee Hotels

offers the luxury that has a subtle blend of the Mughal architectural brilliance of

F8 9 $ a g e


42/104

India and modern amenities. The exquisite ambience of a prosperous ingdom,

the luxury of 5 !tar hotels... That"s #Jaypee $alace Hotel# %our o&n 'ingdom....

The spra&ling (5 acres in Agra of landscaped gardens.... Tree lined &al&ays,

)ancing *ountains... The state+of+the+art onference *acilities, Modern

-usiness entre, !peciality estaurants, Health lub, /50 elegantly appointed

luxury rooms.... And friends &ho are dedicated to your ser1ices offering you the

luxury of online booing and reser1ations to one of the best 5 !tar hotels in

Agra, India.

The Jaypee $alace on1ention entre, Agra is the ideal 1enue to host any

conference or e1ents. The hotel boasts a total floor area of 2330 square meter

equipped &ith comfortable 4 ideal seating, natural lighting 4 state+of+the+art

audio1ideo facilities. It is the perfect place to organi6e large conferences or

small meetings.

lasses for -ody !culpting, Aerobics, 7eight, !&imming, Jogging and ycling

are conducted at the Jaypee $alace Hotel. Health lub and *itness entre &ith

spa facilities, -illiards$ool, Tennis, !quash ourts, Table Tennis, are also

a1ailable.

*or the con1enience of the guests, Jaypee $alace Hotel and on1ention enter,

Agra the hotel also pro1ides beauty parlor, money changer, and doctor on call,

F( 9 $ a g e


43/104

1alet ser1ice, postage, and astrologer, shopping pla6a, baning, 1alet paring

and golf amongst others. 7elcome to the &orld of luxury and en:oy an

unforgettable experience.

Li+t of Fo&t*ne Hote!+

*ortune >lobal !elect >urgaon

*ortune !elect $alms hennai

*ortune !elect Trinity -angalor

*ortune !elect ;xotica?a1i Mumbai

*ortune !elect Manohar Hyderabad

*ortune !elect J$ osmos XbegluruQ

*ortune $ar -ella asa Jaipur

*ortune Eandmar Ahmedabad

*ortune Eandmar Indore

*ortune $ar enter $oint Jamshedpur

*ortune Hotel The !outh $ar Tri1andrum

F/ 9 $ a g e
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*ortune $ar alicut alicut

*ortune $ar >alaxy Bapi

*ortune Murali $ar Bi:ay&ada

*ortune $ar 'lassi Eudhiana

*ortune $andiyan Hotel Madhurai

*ortune $ar $anch&ati 'olata

*ortune *ences Tirupati Tirupati

*ortune esort -ay Island $ort -lair

*ortune esort !ulli1an ourt Doty

*ortune hariot esort Mahabalipuram

*ortune esort entral )ar:eeling

*ortune Inn i1iera Jammu

*ortune Inn Juaso $une

*ortune Inn !ree 'anya Bishaapatnam

FF 9 $ a g e
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45/104

Li+t of 2e!$o3He&itage P&o%e&tie+

-al !amand Eae $alace Jodhpur

-al !amand >arden etreat Jodhpur

-andha1garh Jungle Eodge -andha1garh

-assi *ort hittorgarh

-i:ay ?i&as $alace A:mer

-ob"s $lace?athuahan

-urra !ahib"s -ungalo& Jorhat

al1e $ondicherry

amellia Hotel 4 esort !hantinietan

halets ?aldehra?aldehra

hinnar $lantation -ungalo& ;lappara, Idui )ist.

onnaught House Mount Abu

orbett amganga esort orbett ?ational $ar

F5 9 $ a g e
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)en6ong egency etreat >angto

;lephant $oint etreat Billage Tippi

*ernhills $alace Doty

>olf Bie& $achmarhi

>race Hotel )haramsala

>rand Imperial Agra

>urha Houseboat !rinagar

Hirlicheena ?ature esort Manan Billage

Judge"s ourt $ragpur

'anha Jungle Eodge 'anha

'asmanda $alace Mussoorie

'ha6anchand Mansion Almora

'himsar *ort 'himsar

'himsar !and )unes Billage 'himsar

F2 9 $ a g e
http://en.wikipedia.org/wiki/Gangtokhttp://en.wikipedia.org/w/index.php?title=Village_Tippi&action=edit&redlink=1http://en.wikipedia.org/wiki/Ootyhttp://en.wikipedia.org/wiki/Pachmarhihttp://en.wikipedia.org/wiki/Dharamsalahttp://en.wikipedia.org/wiki/Srinagarhttp://en.wikipedia.org/w/index.php?title=Manan_Village&action=edit&redlink=1http://en.wikipedia.org/w/index.php?title=Pragpur&action=edit&redlink=1http://en.wikipedia.org/wiki/Kanhahttp://en.wikipedia.org/wiki/Mussooriehttp://en.wikipedia.org/wiki/Almorahttp://en.wikipedia.org/w/index.php?title=Khimsar&action=edit&redlink=1http://en.wikipedia.org/wiki/Gangtokhttp://en.wikipedia.org/w/index.php?title=Village_Tippi&action=edit&redlink=1http://en.wikipedia.org/wiki/Ootyhttp://en.wikipedia.org/wiki/Pachmarhihttp://en.wikipedia.org/wiki/Dharamsalahttp://en.wikipedia.org/wiki/Srinagarhttp://en.wikipedia.org/w/index.php?title=Manan_Village&action=edit&redlink=1http://en.wikipedia.org/w/index.php?title=Pragpur&action=edit&redlink=1http://en.wikipedia.org/wiki/Kanhahttp://en.wikipedia.org/wiki/Mussooriehttp://en.wikipedia.org/wiki/Almorahttp://en.wikipedia.org/w/index.php?title=Khimsar&action=edit&redlink=1


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'iar Eodge Anandpur !ahib

'ool&al 'othi?a&algarh

Eal ?i&as $halodi

Eallgarh $alace -ianer

Maharani -agh Drchard etreat anapur

Mandir $alace Jaisalmer

Mistry !ahib"s -ungalo& Jorhat

?armada Jacson Jabalpur

?oor+s+!abah $alace -hopal

$alace -el1edere?ainital

$emaling )irang

$ragati esorts Hyderabad

a:endra Billas $alace Mysore

an:it"s !1aasa Amritsar

F3 9 $ a g e
http://en.wikipedia.org/wiki/Anandpur_Sahibhttp://en.wikipedia.org/wiki/Nawalgarhhttp://en.wikipedia.org/wiki/Phalodihttp://en.wikipedia.org/wiki/Bikanerhttp://en.wikipedia.org/wiki/Ranakpurhttp://en.wikipedia.org/wiki/Jaisalmerhttp://en.wikipedia.org/wiki/Jorhathttp://en.wikipedia.org/wiki/Jabalpurhttp://en.wikipedia.org/wiki/Bhopalhttp://en.wikipedia.org/wiki/Nainitalhttp://en.wikipedia.org/w/index.php?title=Dirang&action=edit&redlink=1http://en.wikipedia.org/wiki/Hyderabad,_Indiahttp://en.wikipedia.org/wiki/Mysorehttp://en.wikipedia.org/wiki/Amritsarhttp://en.wikipedia.org/wiki/Anandpur_Sahibhttp://en.wikipedia.org/wiki/Nawalgarhhttp://en.wikipedia.org/wiki/Phalodihttp://en.wikipedia.org/wiki/Bikanerhttp://en.wikipedia.org/wiki/Ranakpurhttp://en.wikipedia.org/wiki/Jaisalmerhttp://en.wikipedia.org/wiki/Jorhathttp://en.wikipedia.org/wiki/Jabalpurhttp://en.wikipedia.org/wiki/Bhopalhttp://en.wikipedia.org/wiki/Nainitalhttp://en.wikipedia.org/w/index.php?title=Dirang&action=edit&redlink=1http://en.wikipedia.org/wiki/Hyderabad,_Indiahttp://en.wikipedia.org/wiki/Mysorehttp://en.wikipedia.org/wiki/Amritsar


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anthambore *orest esort !a&ai Madhopur

aobagh $alace -undelhand

egency Billas DotyQQ

osa1ille !hillong

oyal amp?agaur *ort

oyal amp $usharQQ

!ardar !amand $alace $ali

!halini $alace 'olhapur

!hambha + Ea Eeh Eadah

!heihpura 'othi Hansi

!olang Balley esort Manali

Taradale ottage amgarh

Taragarh $alace $alampur

Thengal Manor Jorhat

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http://en.wikipedia.org/wiki/Sawai_Madhopurhttp://en.wikipedia.org/wiki/Bundelkhandhttp://en.wikipedia.org/wiki/Shillonghttp://en.wikipedia.org/w/index.php?title=Nagaur_Fort&action=edit&redlink=1http://en.wikipedia.org/wiki/Palihttp://en.wikipedia.org/wiki/Kolhapurhttp://en.wikipedia.org/w/index.php?title=Leh_Ladakh&action=edit&redlink=1http://en.wikipedia.org/wiki/Hansihttp://en.wikipedia.org/wiki/Manalihttp://en.wikipedia.org/wiki/Ramgarhhttp://en.wikipedia.org/wiki/Palampurhttp://en.wikipedia.org/wiki/Jorhathttp://en.wikipedia.org/wiki/Sawai_Madhopurhttp://en.wikipedia.org/wiki/Bundelkhandhttp://en.wikipedia.org/wiki/Shillonghttp://en.wikipedia.org/w/index.php?title=Nagaur_Fort&action=edit&redlink=1http://en.wikipedia.org/wiki/Palihttp://en.wikipedia.org/wiki/Kolhapurhttp://en.wikipedia.org/w/index.php?title=Leh_Ladakh&action=edit&redlink=1http://en.wikipedia.org/wiki/Hansihttp://en.wikipedia.org/wiki/Manalihttp://en.wikipedia.org/wiki/Ramgarhhttp://en.wikipedia.org/wiki/Palampurhttp://en.wikipedia.org/wiki/Jorhat


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med -ha&an $alace 'ota

X7indamere HotelQ )ar:eeling

7indsor Eodge anihet

7ood1ille $alace !himla

A&t $o!!e$tion

Art ollection !ince 8@35, IT+7elcomgroup has collected a massi1e ban of

art by o1er 50 artists including some of IndiaLs most important contemporary

artists lie A.>. !ubramanyam, 'rishan 'hanna, Jatin )as, am 'umar, M.*.

Hussain, *.?. !ou6a, J. !&aminathan, Tyeb Mehta, An:olie ;la Menon, Abar

$adamsee, A. amachandran, !atish >u:ral, Meera Muher:ee, Jamini oy,

-iash -hattachar:ee, !an:ay -hattachar:ee, >opi >a:&ani, -iren )ey, 'im

Michael, >.. !antosh and Arpita !ingh.

A'a&d+ and &e$ognition

ITC12e!$o3g&o*%

KIT >reen entreL certified by the ! >reen -uilding ouncil for

Eeadership in ;nergy 4 ;n1ironmental )esign !>- C E;;) is the

first largest commercial K$latinum atedL building in the &orld.

F@ 9 $ a g e
http://en.wikipedia.org/wiki/Kota,_Rajasthanhttp://en.wikipedia.org/wiki/Darjeelinghttp://en.wikipedia.org/wiki/Ranikhethttp://en.wikipedia.org/wiki/Shimlahttp://en.wikipedia.org/wiki/Jatin_Dashttp://en.wikipedia.org/wiki/M.F._Hussainhttp://en.wikipedia.org/wiki/M.F._Hussainhttp://en.wikipedia.org/wiki/Tyeb_Mehtahttp://en.wikipedia.org/wiki/Anjolie_Ela_Menonhttp://en.wikipedia.org/wiki/Akbar_Padamseehttp://en.wikipedia.org/wiki/Akbar_Padamseehttp://en.wikipedia.org/wiki/Satish_Gujralhttp://en.wikipedia.org/wiki/Kota,_Rajasthanhttp://en.wikipedia.org/wiki/Darjeelinghttp://en.wikipedia.org/wiki/Ranikhethttp://en.wikipedia.org/wiki/Shimlahttp://en.wikipedia.org/wiki/Jatin_Dashttp://en.wikipedia.org/wiki/M.F._Hussainhttp://en.wikipedia.org/wiki/M.F._Hussainhttp://en.wikipedia.org/wiki/Tyeb_Mehtahttp://en.wikipedia.org/wiki/Anjolie_Ela_Menonhttp://en.wikipedia.org/wiki/Akbar_Padamseehttp://en.wikipedia.org/wiki/Akbar_Padamseehttp://en.wikipedia.org/wiki/Satish_Gujral


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IT+7elcomgroup &as ad:udged as a !uper -rand in the premium

hospitality category in (00/+0F.

IT+7elcomgroup &on TodayLs Tra1eler IndiaLs -est Euxury hain

)iamond A&ard in (00.

IT+7elcomgroup &as declared He&itt -est ;mployer in India 4 Asia

(00@.

a!i!eo E%&e++ T&a0e! 2o&!d A'a&d

IT+7elcomgroup &as declared as the -est $remium Hotel -rand for

three consecuti1e years + (005+02, (002+03 4 (003+(00.

7elcomHeritage &on the A&ard for -est Heritage hain in India for

three consecuti1e years from (005 to (003.

*ortune $ar Hotels Eimited &as declared the -est *irst lass Hotel

hain in (00F.

;conomic Times A1aya >lobal onnect A&ard

IT+7elcomgroup &as declared The Most ustomer esponsi1e

ompany Hotels in (002.

T#e NCPEDP 1 S#e!! He!en 4e!!e& A'a&d

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IT+7elcomgroup &on the ?;)$ K!hell Helen 'eller A&ardL (00 in

the category Kompanies Drganisations Institutions &ho share our 1ision and

through their policies demonstrate their belief in equal rights and gainful

employment for persons &ith disabilitiesL.

EHS A'a&d+

IT+7elcomgroup &on $ATA >old A&ard in orporate ;n1ironmental

ategory in (005.

IT Maurya, Agra + ;n1ironment hampion Hotel of the year in 8@@3

and (008+0(.

IT 'aatiya, Hyderabad *HAI + The ;n1ironment hampion a&ard in

(005

IT !onar, 'olata recei1ed *i1e !tar rating in the ;n1ironmental

Management !ystem from -ritish !afety ouncil in (003

IT Jaypee Hotel, Agra &on T;I orporate ;n1ironment A&ard in

(00/+0F

IT Maratha, Mumbai &on *HAI >reen hampion of the year among

Earge Hotels in (00F

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IT >rand entral, Mumbai &on *HAI A&ard for >reen hampion of

the year among Earge Hotels in (00

IT Maurya, Agra India declared by Today Tra1el $lus Toplist !ur1ey as

the ;co *riendly Hotel in (00+0@

To*&i+3 A'a&d+

!heraton Agra Hotel &on The ?ational Tourism A&ard + -est ;co

*riendly Hotel in (00F+05

IT Maurya, Agra &on ?ational Tourism A&ard for -est ;co *riendly

Hotel (00

IT >rand entral &as recognised as the best $ri1ate $ublic ;nterprise

$ro1iding *acilities for $hysically hallenged $ersons by Ministry of

Tourism in the year (003+0

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OVERV

IE2

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E%e&ien$e a 'o&!d of 'a&3t# and $o3fo&t at t#e fi0e +ta& Ja%ee Hote!

Ag&a Hote!6on1eniently located in the business district and ad:acent to the

city centre of !outh )elhi, our hotel is also in close proximity to the Max

International Healthcare Hospital and Apollo Hospital. The hotel is an easy (0

minute dri1e from the domesticinternational airport, and /0 minutes from some

of )elhiLs largest con1ention centers such as $ragati Maidan and India ;xpo

entre.

ontemporary colour schemes and soft furnishings fill our ((0 guest rooms

&ith &armth. The rooms offer a spacious en1ironment of /F0 sq ft, &ith 7i+*i

connecti1ity, so business tra1elers can connect to &hat matters to them. >uests

also ha1e access to our (F+hour business centre facilities. Treat yourself at our

four highly a&arded food and be1erage outlets &hich offer a 1ariety of

delectable cuisine spanning ?orthern and !outhern Indian fare, !outh+;ast

Asian specialties, and both 1egetarian and non+1egetarian cuisine. Dur

s&imming pool, state of the art fitness centre and shopping arcade are great

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places to un&ind after a busy day. Dur round the cloc room ser1ice, laundry

ser1ice, beauty salon, concierge, tra1el des and 1alet 6 HR MANAER M&

DHANAJAY CHAUSAL4AR 6

#ACILITIES

7hether come here for &or, play, or a combination of both , &e pro1ide

all our guests &ith spaces , ser1ices and helpful connections &hen and &here

you need them.

-usiness entre

High+speed Internet &ith 7i+fe option

opierfacsimile facilities

Eaptop computers on hire

Mobile phones on hire

Multimedia computers

!ecretarial ser1ices

7orstations

*resh &ater s&imming pool

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7ater sports

*itness entre

)art games 4 shooting

ricet

*ootball

-adminton

-icycle

'ite *lying

Astrologer

$ortrait 4 tattoo artists

Bideo games 4 mo1ies

-abysitting

-eauty parlor

ooery classes

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'ids library

'ids play area

Ei1e Music

Magic sho&s

$uppet sho&s

!hopping arcade

!pa offering authentic and traditional Indian &ellness treatments

(F+hour room ser1ice

Eaundry ser1ice1alet

)octor+on+call

Tra1el assistance

ar hire ser1ice

urrency exchange

*lorist

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ultural programmes and theme nights

"ININ$

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Appealing to international tra1ellers and locals alie, our inno1ati1e menus

offer delicious interpretations of cuisine from around the &orld, alongside

traditional Indian fa1ourites and seasonal choices. Dur indigenous chef use

fresh and traditional ingredients to create e1ery dish.

The -ay&atch offers an exploration of the senses &ith friendly ser1ice (F

hours a day. D1erlooing the exquisite blue &aters of the -lue -ay, it is

undoubtedly one of the cityLs most popular dining 1enues &ith breafast,

lunch, and dinner buffets, in addition to a delectable all+day dining menu.

The four states of the southern Indian $eninsula C Andhra $radesh,

'arnataa, Tamil ?adu, and 'erala C are steeped in a rich culture and

)ashin features authentic presentations from all four states. It etches the

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ethos of !outh India in tradition, ser1ice, and food, recreating the splendour

of the southern itchen &ith their distincti1e fla1our and aroma.

Among the more exciting regions of culinary alchemy is that bet&een the

-ay of -engal and the !outh hina !ea. Here Indian spices meet hinese

cooing styles and Malay traditions. At $an Asian you can explore di1erse

culinary traditions, from the hearty fare of Mongolia to the eclectic food of

Malaysia, the fiery taste of Indonesia and Thailand, as &ell as the delicate

fla1ours of hina and Japan.

The Eobby Eounge is a great meeting place for morning coffee and pastries

or an aromatic afternoon tea. )uring the e1ening, relax and en:oy a selection

of the finest &ines and spirits in the heart of the hotel.

Restaurants & Bar

Na*&atna/?auratna, named after the ?ine Je&els of ;mperor Abar"s court,

offers the ultimate in Mughlai cuisine.

Bag#1e1Ba#a&/D1erlooing lush+green gardens and a sparling blue pool, this

restaurant of Hotel Jaypee Hotel !heraton ser1es ontinental delights &ith li1e

music.

T#e Ta5 Bano/The Ta: -ano lays out a sumptuous spread of exquisite Indian,

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ontinental and hinese cuisine.

T#e Ma#5ong Roo3/7ith its luxurious setting, appeases the hinese gourmet

in you.

T#e Mai-#ana/ The elegant lobby bar of the Hotel Jaypee Hotel !heraton

offers sparling &ines and &ondrous concoctions, guaranteed to eep you in

good spirits

Meetin6 an! e,ent

!ix elegant and spacious conference and banqueting suites, complete &ith High

!peed Internet Access are a1aIlable for your meeting needs. sed indi1idually

or collecti1ely, the meeting 1enues are suitable for business and social e1ents

such as product launches, corporate meetings, business seminars, coctail

parties, &eddings, dinner dances, and small pri1ate gatherings. The beautiful

and spacious ballroom, &ith pre+function area and large &ooden doors, is

exquisitely decorated &ith crystal chandeliers. It is ready to &elcome &eddings

and coctail dinners for up to /50 guests, theatre+style conferences for up to

(50, and receptions for up to /00. The elaborate *unction Hall )ynasty has a

separate entrance. 7hile the hall itself co1ers an area of (,/3@ square feet, it is

also features a pre+function area of 50F square feet. !etches of ancient

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monuments adorn the &alls of the hall maing it a perfect 1enue for

professional or personal e1ents.

Eocated on the upper lobby le1el a&ay from

all disturbances, the Me66anine -oardroom is easily accessible 1ia the lobby

ele1ators. The understated style of its pale, &ood enhanced dYcor is conduci1e

to the success of the top le1el meetings held across an o1al meeting table for (0.

Dur dedicated team of conference and banqueting specialists can pro1ide

professional assistance to complement any part of your conference, function, or

e1ent. Dpen (F hours a day, the business centre pro1ides a distraction+free &or

en1ironment and access to business tools and ser1ices. omputers, printers,

Internet access, photocopying facilities, facsimile transmission, as &ell as full

secretarial ser1ices are a1ailable.

Roo3 S%e$ifi$ation+

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2e!$o3 Hote! Ja%ee Hote! S#e&aton in Ag&a comes &ith (5 rooms,

including / deluxe suites and ( presidential suites.

Fa$i!itie+ A0ai!a.!e in Roo3+

;1erything at Jaypee Hotel !heraton Hotel in Agra has been designed &ith the

utmost care to mae your stay delightful. The hotel has (5 spacious rooms and

suites. ;1ery room features tele1ision, electronic safe deposit, teacoffee maer

and en+suite bath. This 5 star Agra hotel has 88 Ta: facing rooms from &here

one can en:oy unobtrusi1e 1ie& of the Ta: Mahal.

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Confe&en$e and BanG*et fa$i!itie+/

This 5 star Agra hotel brings for&ard its state+of+art conference banquet

1enues. )e&aan+e+'has+I, II and III, Ma:lis, -agh+e+-ashisht, >ul -adan

gardens and !her !hah !uri >ardens are the indoor and outdoor meeting 1enues

at the hotel. )e&an+;+'has is the largest con1ention center in the hotel and is

perfect for &edding receptions. %ou can plan a meeting, conference, seminar,

exhibition and social gathering at the hotel.

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O%&ECTIVES O# STU"Y

To obser1e industrial relation operation and satisfaction le1el of the

employees.

To obser1e the &oring condition inside the organi6ation.

To obser1e the grie1ance handling procedure inside the

organi6ation.

)i1ision of &or and &orers.

To obser1e the different &elfare scheme gi1en by the organi6ation.

IN"USTRIAL RELATION PRO$RAMMES OPERATIN$ IN HOTEL

&AYPEE HOTEL

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Star ratin6 yte+

'el-are che+e

Me!ical allo.ance

"eath relie- -un!

Marria6e anni,erary

Sta-- 0irth!ay cele0ration

$rie,ance han!lin6 proce!ure

Picnic

Me!ical ca+p -acility 0y !r7 Su!hir $upta

Star 6ra!in6 yte+

E!ucation -acilitie to ta-- 8 chil!ren

Or6ani9in6 port !ay

Annual -unction

Proper lea,e inclu!in6 25 caual lea,e

Proper .or/ en,iron+ent

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STARS RADIN SYSTEM

THE NEW STRUCTURE OF LEVELOF STARS

T#e f!o' $#a&t indi$ating t#e $*&&ent S6T6A6R6S6 Le0e! i+ gi0en

.e!o'

8000 $DI?T! A?) A-DB;M6D>S CLUB

I? !AM; *I?A?IAE %;A

(50 $DI?T! A*T; ;AHI?>C6O6O>S CLUB

$AETI?M

(50 $DI?T! 7ITHI? 2 PLATINUM CLUB

MD?TH! D* ;AHI?> >DE)

8/0 $DI?T! 7ITHI? / MD?TH! OLD CLUB

D* ;AHI?> !IEB; E;B;E

8(0 $DI?T! I? / MD?TH!

;**;TIB; *DM A$IE SILVER CLUB

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MEDICAL ALLO2ANCE

*ixed amount of Medical allo&ance of s.800+ is payable to pensioners*amily

pensionerLs &.e.f.8.(8(.8@@3 it is notified along &ith the Driginal pension based

on the option gi1en by the pensioner and undertaing that heshe is residing in

the area not co1ered by >H! scheme. Those &ho exercise the option &ill ha1e

to gi1e an undertaing once e1ery year to the $)A that they are residing in such

area &here no such facilities are a1ailable. The option for fixed Medical

Allo&ance can be changed only once in lifetime by the pensioner on account of

change in residence. In case the pensioner &ants o dra& Medical allo&ance

subsequently the same &ill not be notified by the $!A $)A $ .The

pensioners should approach the $)A-an )$)D etc. for this purpose.

In the Hotel medical allo&ance facility is pro1ided to all the employees.

7hate1er expenses occured all &as gi1en by organi6ation itself. Medical is

maximum upto Rs 15000 PA or Rs1250 PM.

"EATH RELIE# #UN"

nder the scheme of ;)EI employee deposit lin insuranceU 20,000 is gi1en

to the family member. s 30000 is paid to dependent of decreased of permanent

employee. An amount has been fixed accordingly to grades and &orers

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contribute at rs 20 at the time of such mishappening. A sum of s /5000 is

contributed by the management and s /5000 by the employees.

MARRIA$E ANNIVERSERY

Marriage anni1ersary for all head of departments and their respecti1e ( I are

also celebrated in Hotel !heraton )elhi. A parity and gift is gi1en to the

concerned

employee.

STA## %IRTH"AY CELE%RATION

A gift &ith birthday cae is gi1en to the concerned employee and organi6es

family dinner.

'EA(LY REST

weakly rest is gie! to t"ose employee w"o atte!d t"eir

duty t"ree days

aailed leae wit" pay at least #or t"ree days. $oweer leae

wit"out pay will

!ot %e cou!ted i! t"ree days.

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&ewly appoi!ted employees lose t"eir 'rst weekly rest i!

t"e case t"ey (oi!ted t"eir duty a!d do!)t complete a%oe

co!ditio!s o# rest.

*ompe!satory leae s"ould %e aailed i! +0 days agai!st

"is weekly rest

,orki!g.

12casual leae is gie! to t"e employee.

SALARY AN" 'A$ES

a- $RA paid to eery e!titled employee w"o is !ot a%se!t more

t"a! see!days , at full rate. . If he absence for more than se1en days than

HA is gi1en on pro+rata basis. HA to filed staff is gi1en according to posting

station. As per present practice there are some entied &here they get 20S extra

HA in addition to HA as per grade. *ull HA is gi1en on lea1e &ithout pay

also

%- asic/ A/ *A/ *EA/ LA/ Medical/ ,A/ special allowa!ce is

%ei!g paid

o! %asis o! paya%le days

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$RIEVANCE HAN"LN$ PROCE"URE IN HOTEL &AYPEE HOTEL

A grie1ance is a sign of employeeLs discontent &ith :ob and its nature. The

employee has got certain aspirations and expectations &hich he thins must be

fulfilled by the organi6ation &here he is &oring. 7hen the organi6ation fails to

satisfy the employee needs, he de1elops a feeling of discontent or

dissatisfaction. Thus, grie1ance is caused due to the difference bet&een the

employee expectation and management practices. -reach defines a grie1ances

as any dissatisfaction or feeling of in:ustice in connection &ith oneLs

employment situation that is brought to the notice of the management.

The Causes of Grievances

The causes of employee grie1ances includeP

demands for indi1idual &age ad:ustments,

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complaints about the incenti1e systems

omplaints about the :ob classifications,

omplaints against a particular foreman

omplaints concerning disciplinary measures and procedures.

Db:ections to the general methods of super1ision,

Eoose calculation and interpretation of seniority rules, and

nsatisfactory interpretation of agreements

$romotions

)isciplinary discharge or lay+off,

.

Transfer for another department or another shift,

Inadequacy of safety and health ser1ices de1ices

?on+a1ailability of material in time

Biolation of contracts relating to collecti1e bargaining

Improper :ob assignments.

OBJECTIVE

The ob:ecti1e of the procedure is to redress and settle the grie1ance as early as

possible to its point of origin by creating an en1ironment &hich share festal a

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culture of candidate and faith so that employees can 1ent their grie1ance

&ithout any fear of 1ictimi6ation and eprisal.

In order to achie1e the abo1e said ob:ecti1e the follo&ing principles shall be

follo&ed C

-e gi1en a fair hearing by their immediate superiors concerning any

grie1ance they may &ish to raise.

They can free to appeal to a more senior manager against the decision

made by immediate superior.

May be accompanied by a fello& employee of their o&n choice &hen

raising the grie1ance or appealing against a decision.

P ROCEDURE

Aggrieed employee s"all 'rst prese!t "is griea!ce

er%ally to "is immediate superior .An ans&er shall be gi1en by his

immediate superior &ith in F hours of presentation of the complaint

.;mploy may bring along &ith him a fello& employee

If employee is not satisfied &ith the redresses f

Labour Welfare in Hotel Jaypee Agra 11

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Transcript of Labour Welfare in Hotel Jaypee Agra 11