Health and safety of the employees are important aspects in an organization's smooth and effective functioning. Good health and safety environment ensures an accident-free industrial set up. Maintenance of occupational safety and health is very closely related to productivity and good employer-employee relationship. Awareness of Occupational Health and Safety (OH&S) has improved in India considerably. Achieving high OH&S performance has become one of the key aspects of business activities.
Management of Occupational Health and Safety demands adoption of a structured approach for the identification of hazards, their evaluation and control of risks in the organisation. Bureau of Indian Standards has formulated an Indian Standard on OH&S management systems. It is called as the IS 18001:2000 Occupational Health and Safety Management Systems. This standard prescribes requirements for an OH&S Management Systems to enable an organization to formulate a policy and objectives, taking into account legislative requirements and information about significant hazards and risks, which the organization can control and over which it can be expected to have an influence, to protect its employees and others, whose health and safety may be affected by the activities of the organization. All the requirements in this standard are intended to be incorporated into any OH&S management system. This standard also provides informative guidance on the use of the specification.
Organizations interested in obtaining licence for OH&S Management System as per IS 18001 should ensure that they are operating the system according to this standard. The organization should apply on the prescribed proforma ( Form IV ) at the nearest Regional Office of BIS along with Questionnaire ( Form X ) and the prescribed application fee. The application shall be signed by the proprietor or the Chief Executive Officer (CEO) of the organization or any other person authorised to sign on behalf of the organization. The name and designation of the person signing the application must be recorded legibly in a space set apart for the purpose in the application form. Each application must be accompanied by a documented Occupational Health and Safety Management System Documentation (such as OHS manual etc.)
The Directorate General of Mines Safety (DGMS) and the Directorate General of Factory Advice Service and Labour Institutes (DGFASLI) are the two field organisations of the Ministry of Labour and Employment in the area of occupational safety and health in mines, factories and ports. The Directorate General, Factory Advice Service & Labour Institutes (DGFASLI), Mumbai,which is an attached office of the Ministry of Labour and Employment,functions as a technical arm of the Ministry in regard to matters concerned with safety, health and welfare of workers in factories and ports/docks. Directorate General of Mines Safety is the Indian Goverment Regulatory agency for safety in mines and oil-fields. The mission of the DGMS is to continually improve safety and health standards, practices and performance in the mining industry and upstream petroleum industry.
Tuesday, November 9, 2010
Wages and Benefits
Wages and fringe benefits vary considerably by industry, company size and region. Wages have two components: the basic salary and an allowance ("dearness allowance") linked to the cost-of-living index. The allowance, paid as part of the monthly salary, may be at a flat rate or on a scale graduated by income group; it often adds 60% or more to base pay. A mandatory bonus supplements wages.
Companies use both time and piece rates. The former is more common in organised-factory industries, such as engineering, chemicals, cement, paper and glass. Rates may be per hour, day, week or month. Piece rates, which the government has encouraged in order to boost productivity, are usually paid monthly, although casual workers are paid on a daily basis. Some industries (especially metal extracting, metal rolling, electrical machinery and glass) pay production premiums.
In the organised sector, wages are often set by settlements reached between trade unions and management.
The central government sets a general floor minimum wage and sets other, higher minimum wages for different industries. The state governments set different minimum wages for other industries, but these are not bound by the central government's floor wage.
Fringe benefits normally add 40-50% to base pay. By law, women are entitled to remuneration equal to that of men for performing equivalent work. Mandatory fringe benefits include the following:
Bonus for workers earning Rs3,500 or less per month (minimum of 8.33% and maximum of 20% of annual wages in factories employing ten or more). The minimum bonus payable is Rs2,500 and the maximum bonus actually payable is Rs6,000.
Dearness allowance (based on cost-of-living index) for all levels below management in firms employing 50 or more workers.
Provident fund at 10% of wages (12% for a large number of industries and business establishments) for all workers earning Rs6,500 or less per month.
One day of paid vacation for every 20 days worked (granted to every worker who has worked in a factory for a period of 240 days or more).
Health insurance (employer contributes 4.75% of total wage bill) for those who earn Rs6,500 or less per month.
Severance pay of 15 days of average salary for each complete year of continuous service.
Sick leave of seven days annually at full pay; half pay for those covered under the Employees' State Insurance Act.
Casual leave of seven to ten days for unforeseen circumstances.
Maternity leave of 12 weeks at full pay.
Companies use both time and piece rates. The former is more common in organised-factory industries, such as engineering, chemicals, cement, paper and glass. Rates may be per hour, day, week or month. Piece rates, which the government has encouraged in order to boost productivity, are usually paid monthly, although casual workers are paid on a daily basis. Some industries (especially metal extracting, metal rolling, electrical machinery and glass) pay production premiums.
In the organised sector, wages are often set by settlements reached between trade unions and management.
The central government sets a general floor minimum wage and sets other, higher minimum wages for different industries. The state governments set different minimum wages for other industries, but these are not bound by the central government's floor wage.
Fringe benefits normally add 40-50% to base pay. By law, women are entitled to remuneration equal to that of men for performing equivalent work. Mandatory fringe benefits include the following:
Bonus for workers earning Rs3,500 or less per month (minimum of 8.33% and maximum of 20% of annual wages in factories employing ten or more). The minimum bonus payable is Rs2,500 and the maximum bonus actually payable is Rs6,000.
Dearness allowance (based on cost-of-living index) for all levels below management in firms employing 50 or more workers.
Provident fund at 10% of wages (12% for a large number of industries and business establishments) for all workers earning Rs6,500 or less per month.
One day of paid vacation for every 20 days worked (granted to every worker who has worked in a factory for a period of 240 days or more).
Health insurance (employer contributes 4.75% of total wage bill) for those who earn Rs6,500 or less per month.
Severance pay of 15 days of average salary for each complete year of continuous service.
Sick leave of seven days annually at full pay; half pay for those covered under the Employees' State Insurance Act.
Casual leave of seven to ten days for unforeseen circumstances.
Maternity leave of 12 weeks at full pay.
Engagement and Dismissal
India has the world's third-largest pool of scientific and technical personnel, which serves as an important attraction for foreign investors. Most managerial and technical people, and many skilled workers, speak English, and many have studied or worked abroad. Unemployment and underemployment are high, providing an abundant supply of potential employees. Although there is a large pool of underemployed educated personnel, as in much of the developing world, illiteracy acts as a brake on labor productivity in the workforce as a whole. The current 148 industrial policy provides for hiring of foreign technicians without prior government approval.
The RBI (Reserve Bank of India) has raised the remittable per-diem rate from USD 500 to USD 1000, with an annual ceiling of USD 200,000 for services provided by foreign technicians payable to a foreign firm.
Technical personnel can remit up to 75 percent of their monthly net income through authorized exchange dealers. Total duration of employment of a technician is limited to 12 months at a time. Employment in excess of 12 months requires clearance by the Ministry of Home Affairs.
India is a member of the International Labor Organization (ILO) and adheres to 37 ILO conventions protecting worker rights. Industrial relations are governed by the Industrial and Disputes Act of 1947. The Act curbs unfair labor practices by employers, workers or trade unions through imposition of fines and imprisonment. Workers may form or join unions of their choice. Nevertheless, although unionized workers affiliated with national federations number more than seven million, their unions represent less than one fourth of the workers in the so called modern sector (subject to the Factories Act of 1948), primarily in state-owned concerns, and less than two percent of the total work force. Where workers are unionized, wage increases are negotiated between unions and management. Most unions are linked to political parties and their politicization has, in the past, created problems for domestic and foreign employers. Labor militancy has declined in recent years, however, even among the formerly strident Communist-Marxist unions of West Bengal. Workdays lost to strikes and lock-outs have declined every year since 1991. Worker rights are broadly protected under Indian law.
The Industrial Disputes Act established freedom of association and collective bargaining rights. The Factories Act regulates working conditions in mechanized factories employing more than 10 employees or non-mechanized factories employing more than twenty, prescribing standards for working conditions, working hours, handling and storage of materials, etc. Other laws regulate employment of women and children and prohibit bonded labor.
Enforcement of these laws has been imperfect, however, and working conditions for workers not subject to the Factories Act are often quite poor. Payment of wages is governed by the Payment of Wages Act, 1936 and Minimum Wages Act, 1948. Industrial wages range from about USD 3 per day for unskilled workers, to over USD 150 per month for skilled 149 production workers. Retrenchment, closure and layoffs are governed by the Industrial Disputes Act, which requires prior government permission to carry out layoffs or closure of businesses employing 100 or more workers. In practice, permission is not easily obtained. However, private firms
have successfully downsized using voluntary retirement schemes.
The RBI (Reserve Bank of India) has raised the remittable per-diem rate from USD 500 to USD 1000, with an annual ceiling of USD 200,000 for services provided by foreign technicians payable to a foreign firm.
Technical personnel can remit up to 75 percent of their monthly net income through authorized exchange dealers. Total duration of employment of a technician is limited to 12 months at a time. Employment in excess of 12 months requires clearance by the Ministry of Home Affairs.
India is a member of the International Labor Organization (ILO) and adheres to 37 ILO conventions protecting worker rights. Industrial relations are governed by the Industrial and Disputes Act of 1947. The Act curbs unfair labor practices by employers, workers or trade unions through imposition of fines and imprisonment. Workers may form or join unions of their choice. Nevertheless, although unionized workers affiliated with national federations number more than seven million, their unions represent less than one fourth of the workers in the so called modern sector (subject to the Factories Act of 1948), primarily in state-owned concerns, and less than two percent of the total work force. Where workers are unionized, wage increases are negotiated between unions and management. Most unions are linked to political parties and their politicization has, in the past, created problems for domestic and foreign employers. Labor militancy has declined in recent years, however, even among the formerly strident Communist-Marxist unions of West Bengal. Workdays lost to strikes and lock-outs have declined every year since 1991. Worker rights are broadly protected under Indian law.
The Industrial Disputes Act established freedom of association and collective bargaining rights. The Factories Act regulates working conditions in mechanized factories employing more than 10 employees or non-mechanized factories employing more than twenty, prescribing standards for working conditions, working hours, handling and storage of materials, etc. Other laws regulate employment of women and children and prohibit bonded labor.
Enforcement of these laws has been imperfect, however, and working conditions for workers not subject to the Factories Act are often quite poor. Payment of wages is governed by the Payment of Wages Act, 1936 and Minimum Wages Act, 1948. Industrial wages range from about USD 3 per day for unskilled workers, to over USD 150 per month for skilled 149 production workers. Retrenchment, closure and layoffs are governed by the Industrial Disputes Act, which requires prior government permission to carry out layoffs or closure of businesses employing 100 or more workers. In practice, permission is not easily obtained. However, private firms
have successfully downsized using voluntary retirement schemes.
Monday, November 8, 2010
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New Delhi: In thin trading, the wholesale steel and iron prices moved in a narrow range in the national capital on Saturday in the absence of worthwhile activity.
Arrivals and offtake remained at a low ebb, which also reduced the volume of business.
Traders said absence of buying or selling by stockists amid tight money market conditions mainly kept prices unchanged.
Following are today's quotations in Rs per tonne.
CTD saria (Kamdhenu) 8-mm, 41,200, 10-mm, 41,900, 12-mm 40,600, 16-25 mm 38,450.
Saria Jai Bharat (iso 9002) 8-mm 38,650, 10 mm 37,850, 12-mm 37,050, 16-25 mm 37,050.
Amba saria (iso-9002) 8-mm 37,500, 10-mm 36,800, 12-mm 36,200, 16-25-mm 36,000.
Amba shakti: (TMT) 8-mm 36,800, 10 mm 35,800, 12 mm 35,200, 16 to 25 mm 35,000.
M S Angle: (50x5) (50x6) 33,000, (40x5) (40x6) 33,500. Angle capital (ISI) (40X5) (40x6) 36,900, (35X5) (65X6) 33,900.
Garder (joist) (150x75) 33,500 (175x85) 32,5000 (200x100) 33,300 (125x70) 33,600. T-IRON (40X5)(40X6)(50X6) 33,500.
Arrivals and offtake remained at a low ebb, which also reduced the volume of business.
Traders said absence of buying or selling by stockists amid tight money market conditions mainly kept prices unchanged.
Following are today's quotations in Rs per tonne.
CTD saria (Kamdhenu) 8-mm, 41,200, 10-mm, 41,900, 12-mm 40,600, 16-25 mm 38,450.
Saria Jai Bharat (iso 9002) 8-mm 38,650, 10 mm 37,850, 12-mm 37,050, 16-25 mm 37,050.
Amba saria (iso-9002) 8-mm 37,500, 10-mm 36,800, 12-mm 36,200, 16-25-mm 36,000.
Amba shakti: (TMT) 8-mm 36,800, 10 mm 35,800, 12 mm 35,200, 16 to 25 mm 35,000.
M S Angle: (50x5) (50x6) 33,000, (40x5) (40x6) 33,500. Angle capital (ISI) (40X5) (40x6) 36,900, (35X5) (65X6) 33,900.
Garder (joist) (150x75) 33,500 (175x85) 32,5000 (200x100) 33,300 (125x70) 33,600. T-IRON (40X5)(40X6)(50X6) 33,500.
Real estate firm Disha Direct sets up UAE office
Dubai: Disha Direct Marketing Services has announced the opening of its first office in the UAE.
The company launched its global venture, Buy Indian Properties, in Dubai on Sunday to spearhead operations in the Middle East.
This is Disha Direct's second overseas office. The company already has a presence in New York, USA.
With the establishment of a local office, Disha Direct aims to facilitate investment by UAE residents in Indian property.
The office, located in Karama, Dubai, was officially inaugurated by actor Prashant Damle.
Disha Direct offers residential properties in cities, second homes away from the city, budget homes within city limits, developed plots, commercial properties and expansive acres of undeveloped land.
Speaking at the launch of the local office, Disha Direct Managing Director Santosh Naik said: "The property market in India is considered as one of the strongest property sectors in the world, offering reliable and highly lucrative investment opportunities."
"We are happy to enter the UAE market and believe it is an opportune time for us to be here, owing to the vast populace of Indian nationals living here. This is part of our vision of to reach out to the Indian communities across the world and build confidence, trust and credibility in all our projects in the real estate market place," Naik said.
The company launched its global venture, Buy Indian Properties, in Dubai on Sunday to spearhead operations in the Middle East.
This is Disha Direct's second overseas office. The company already has a presence in New York, USA.
With the establishment of a local office, Disha Direct aims to facilitate investment by UAE residents in Indian property.
The office, located in Karama, Dubai, was officially inaugurated by actor Prashant Damle.
Disha Direct offers residential properties in cities, second homes away from the city, budget homes within city limits, developed plots, commercial properties and expansive acres of undeveloped land.
Speaking at the launch of the local office, Disha Direct Managing Director Santosh Naik said: "The property market in India is considered as one of the strongest property sectors in the world, offering reliable and highly lucrative investment opportunities."
"We are happy to enter the UAE market and believe it is an opportune time for us to be here, owing to the vast populace of Indian nationals living here. This is part of our vision of to reach out to the Indian communities across the world and build confidence, trust and credibility in all our projects in the real estate market place," Naik said.
‘Certain loose practices were developing in the housing sector’
Reserve Bank of India governor D SUBBARAO moved swiftly to curtail some malpractices in the housing loan segment in the monetary policy review on Tuesday. In an interview to GEORGE MATHEW, he spoke about the home loan segment, capital flows, GDP growth, asset price build-up and the microfinance sector. Excerpts:
Why did you tighten the home loan norms? Is there any problem in the segment?
We have been watching the situation. We noticed that certain loose practices were developing in the housing sector. We wanted to curb that.... that’s the motivation behind the move. Some slackness in the loans to value ratio and whether teaser rates go through the same stringent valuation that they should be going through. It’s not that we have actually seen so much of a problem. We have seen factors that could potentially lead to a problem.
There has been an asset price build-up. Do you think there’s a need to curtail flows to restrict price rise?
There has been an asset price build-up. Gold is at all-time high and equity prices are high. Moderating capital flows depends on a number of factors, not just asset prices. The exchange rate, currency, current account deficit. So far this year, the flows have been in line with current account deficit. Should there be flows far out of line with current account deficit, we might need to intervene.
Microfinance companies are charging very high interest rates. Why is the RBI not doing anything to bring them down?
The RBI regulates only one segment of the MFI sector, which is the non-banking finance companies involved in the microfinance sector. There’s no such separate categorisation of NBFC-MFIs. There are 37 NBFCs which are MFIs and regulated by us and none of them are deposit taking. Only about 13 out of 37 NBFCs are systematically important with business of over Rs 100 crore. The segment of the MFI sector that comes under RBI regulation is small but in terms of total lending, it might be significantly higher. Now there are questions about regulating interest rates and our stance is to move away from regulating interest rates. We can’t now turn towards this and start regulating interest rates. In any case, this is a question that Malegam committee will go through and we will take a view after the report is available.
Do you think capital flows are disruptive to warrant any intervention?
The flows so...
Why did you tighten the home loan norms? Is there any problem in the segment?
We have been watching the situation. We noticed that certain loose practices were developing in the housing sector. We wanted to curb that.... that’s the motivation behind the move. Some slackness in the loans to value ratio and whether teaser rates go through the same stringent valuation that they should be going through. It’s not that we have actually seen so much of a problem. We have seen factors that could potentially lead to a problem.
There has been an asset price build-up. Do you think there’s a need to curtail flows to restrict price rise?
There has been an asset price build-up. Gold is at all-time high and equity prices are high. Moderating capital flows depends on a number of factors, not just asset prices. The exchange rate, currency, current account deficit. So far this year, the flows have been in line with current account deficit. Should there be flows far out of line with current account deficit, we might need to intervene.
Microfinance companies are charging very high interest rates. Why is the RBI not doing anything to bring them down?
The RBI regulates only one segment of the MFI sector, which is the non-banking finance companies involved in the microfinance sector. There’s no such separate categorisation of NBFC-MFIs. There are 37 NBFCs which are MFIs and regulated by us and none of them are deposit taking. Only about 13 out of 37 NBFCs are systematically important with business of over Rs 100 crore. The segment of the MFI sector that comes under RBI regulation is small but in terms of total lending, it might be significantly higher. Now there are questions about regulating interest rates and our stance is to move away from regulating interest rates. We can’t now turn towards this and start regulating interest rates. In any case, this is a question that Malegam committee will go through and we will take a view after the report is available.
Do you think capital flows are disruptive to warrant any intervention?
The flows so...
Indians prefer self employment: NSSO
Indians prefer self-employment. This was revealed at the 62nd round of the National Sample Survey Organisation (NSSO) report on employment situation of India in 2005-06. The number of self-employed people were highest both in rural and urban India in 2005-06. While the national average was 254 per 1,000 people in rural India, it was 149 for the urban areas.
The survey reveals that in rural India, more than half of all workers were self-employed - 57% among males and nearly 62% among females. The corresponding figures in urban India were 42% for male and 44% for female.
The percentage of regular wage and salaried employees was relatively lower among females as compared to males in both rural and urban India. For males its was 10% while its was 4% for female in the rural areas, and 42% for male and 40% for female in the urban areas.
The number of unemployed are maximum in urban India at 18 per 1,000 people surveyed while it was just 8 in the rural areas. According to the usual status approach (review of work in a full year), the unemployment rate in the rural areas was around 2% (almost 3% for male and 2% for female). In urban areas the unemployment rate was 5% (5% for male and 8% for female). The unemployment rate was, however, higher for females than that for the males in the urban area but it was lower than that for males in the rural area.
Among educated people, (with education level secondary and above), in the age group 15 - 29 years, the unemployment rate in rural and urban area was 12% and 16% respectively.
The number of casual labourers was highest in rural India at 433 per 1000 people surveyed. Rural Andhra Pradesh had the maximum number of casual labourers at 531, followed by Himachal Pradesh at 526, Tamil Nadu at 525 and Maharashtra at 507.
In the urban areas, Himachal Pradesh had the maximum number of casual workers at 410 per 1,000 followed by Tamil Nadu at 406 and Goa at 394.
About 56% of rural males and 31% of rural females belonged to the labour force. The corresponding proportions in the urban areas were 57% and 15% respectively. The proportion of female casual labourer was about 1% higher than that of male casual labourer in both rural and urban areas. he average monthly wage for...
The survey reveals that in rural India, more than half of all workers were self-employed - 57% among males and nearly 62% among females. The corresponding figures in urban India were 42% for male and 44% for female.
The percentage of regular wage and salaried employees was relatively lower among females as compared to males in both rural and urban India. For males its was 10% while its was 4% for female in the rural areas, and 42% for male and 40% for female in the urban areas.
The number of unemployed are maximum in urban India at 18 per 1,000 people surveyed while it was just 8 in the rural areas. According to the usual status approach (review of work in a full year), the unemployment rate in the rural areas was around 2% (almost 3% for male and 2% for female). In urban areas the unemployment rate was 5% (5% for male and 8% for female). The unemployment rate was, however, higher for females than that for the males in the urban area but it was lower than that for males in the rural area.
Among educated people, (with education level secondary and above), in the age group 15 - 29 years, the unemployment rate in rural and urban area was 12% and 16% respectively.
The number of casual labourers was highest in rural India at 433 per 1000 people surveyed. Rural Andhra Pradesh had the maximum number of casual labourers at 531, followed by Himachal Pradesh at 526, Tamil Nadu at 525 and Maharashtra at 507.
In the urban areas, Himachal Pradesh had the maximum number of casual workers at 410 per 1,000 followed by Tamil Nadu at 406 and Goa at 394.
About 56% of rural males and 31% of rural females belonged to the labour force. The corresponding proportions in the urban areas were 57% and 15% respectively. The proportion of female casual labourer was about 1% higher than that of male casual labourer in both rural and urban areas. he average monthly wage for...
Advantage and disadvantage of selfemployment
when i browse about this, a replay from a person to that post is,
Advantage: You don't have a boss standing over you all day long. You decide how much you get paid.You set your own hours. You decide what jobs you will do and which you will not.
.Disadvantages: You have to be self-motivated. You have to do all your own money handling and paperwork. You are only as successful as what you put into it. (That applies to most regular jobs too though.) You have to spend money to make money, you don't generally start at a profit level.
.You have to be smarter with your money because you have to be sure to set back your own retirement, all your insurances, vacation and sick time funding. Everything that a regular job would simply deduct from your checks, you now have to do yourself.
Source(s):
You do have the risk of unemployment.. if your business is not going well and you are not making the income you need, and you business is your sould source of income. Plus, if your business fails and it's all you have you can not draw unemployment, unless you pay into it, which most self-employers do not./// tandkalexander is somewhat correct. You do get to have some seriously great tax write-offs. I do not know what she does but as a self employed person my wardrobe and fuel expenses are pretty high. I deal with the public constantly. It depends on what you do, as to what you overhead is going to be.
'Self-employment is a better option'
HYDERABAD: Setting up of micro-enterprises should be encouraged to promote selfemployment among youngsters, Bajaj Auto vice chairman Madhur Bajaj said.
Speaking to reporters on the lines of the Youth Employment Summit (YES) Hyderabad regional forum on Monday, Madhur said with the government closing its doors to youngsters, self employment schemes were the only options left.
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