Analysis of the Sugar Industry in India

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In India, there are 507 sugar industries, 23 in Punjab and only one in Phagwara namely Wahid Sandhar Sugars ltd. The Narang group set up Phagwara sugars mill formally known as Jagajit Sugar Mill Company Ltd. Phagwara (Punjab). In the year 1993, Dr. GOKAL CHAND NARANG was the founder members of this mill. The factory was set up at intial crushing capacity of 400 tons per day and was increased to 1000 tons per day. The OSWAL group under the chairmanship of Sh. Abhey Oswal took over the management of this mill in august 1987 and increased the capacity to 4000 per tons per day in 1989. On 16th September 2000 this mill was taken over in the partnership of wahid & Sandhar group. Under the control of chairman cum managing director S. Jarnail Singh Wahid & joint Managing director S. Sukhbir Singh Sandhar, the present crushing capacity of Wahid Sandhar sugars ltd. Phagwara is 4500 tones per day.

CRUSHING CAPACITY AND RECOVERY PERCENTAGE:

YEARS

TOTAL QUANTITY OF CANES CRUSHED.(TONS)

2002-2003

4061564.30

2003-2004

2328276.10

2004-2005

2039305.80

2005-2006

3414720.85

2006-2007

4133263.35

2007-2008

4512543.76

2008-2009

4632532.21

HISTORY BACKGROUND OF THE COMPANY:

The Wahid Sandhar Sugars Ltd. Phagwara is a leading company in the sugar production and in engaged in the production of sugar, Molasses and other by products.

The company is really a good example of the great progress in very less time. As we can list its milestone in following manner:-

There is only one sugar industry in Phagwara that is Wahid Sandhar sugar ltd., which was set up by Narang group formally known as Jagajit Sugar mill company ltd. The initial capacity of the company was 400 tons per day which was increased to 1000 tons per day. In the year 1933 Gokal Chand Narang was the founder member of this mill.

In August, 1987, the Oswal Group took over the management of this mill under the chairmanship of Sh. Abhay Oswal and increased the crushing capacity to 4000 tons canes per day.

In 1989, they set up new plant in Sugar mill.

In 16th, September 2000, it was taken over by Wahid Sandhar Group and increased the crushing capacity to 4500 tons canes per day.

"VISION OF THE WAHID SANDHAR SUGARS LTD.":

The main aim of Wahid Sandhar Sugar Ltd is to serve customers satisfaction by cutting cost and improving quality.

MAN POWER IN WAHID SANDHAR SUGAR LTD.:

There are mainly three kinds of labour:-

Permanent seasonal: those who are permanent but work only in season.

Permanent labour: those permanent labours who work in season and off season also.

Temporary labour: these are non-permanent labour force who works in season as well as in off seasons.

TRUST:

MILL HAS ITS OWN TRUST NAMED Jagajit trust. The trust has established in the year 1946. The entire provident fund cut from the salaries of employees is deposited in this trust. Mill gives the annually record of this provident fund to government.

LOGO:

PHAGWARA

WS

SUGAR

WAHID Sandhar Sugars Ltd. also uses a logo. Logo means a trade mark or a symbol inserted into firm's letters and use for advertising purposes. The logo also becomes the symbol fro the company and its brand loyalty associated with the product. The main aim of the Wahid Sandhar Sugars Ltd. is given below:-

Logo of Wahid Sandhar Sugars ltd. shows two member's participation.

They believe that every company has a different sign in the market to create their image so they wanted themselves to be distinguished in the market.

Logo of Wahid Sandhar sugars ltd. is mainly the name of the company. This helps the customers to remember the name of the company easily.

COMPANY PROFILE:

Name of the Industrial concern

Wahid Sandhar Sugars Ltd.

Date of incorporation/Registration

06/10/2000

Date of commencement of business

09/10/2000

Sector

Private

Location

Regd. Office G.T. Road, Phagwara.

E-mail address

wahidsandharsugars@hotmail.com

Website

www.wahidsandharsugars.com

Installed capacity

4000 tons cane per day

Licensed

4500 tons cane per day

MANAGEMENT OF WAHID SANDHAR SUGARS LTD:

Board of directors, who are behind the big industry.

NAME

DESIGNATION

S. Sukhbir Singh Sandhar

Chairman

S. Jaswinder Singh Bains

Vice Chairman

S. Kulwant Singh Basra

Chief Executive.

S. Jarnail Singh Wahid

Managing Director

S. Sandeep Singh Wahid

Director

S. Malkeet Singh Sandhar

Director

S. Kuldeep Singh Sandhar

Director

Departmental Heads.

Name

Designation

Mr. Rajesh Sharma

A.G.M/Sales

Mr. Umesh Sharma

A.G.M/Purchase

Mr. Parvinder Singh

A.G.M/EDP

Mr. R.P Dubey

Manager production

Mr. Charanjit Singh Walia

C.C.D.O

Mr. S.K Dubey

Lab controller

Mr. Harbans Lal

Despatch and Record Keeper

Mr. S.K Grover

Sales In Charge

Mr. B.S Grewal

Technical Manager

Mr. Lajpat Rai

Security officer

Staff Composition.

Whole time director

3

Manager

14

Plant Officers

6

Shift Supervisor

8

Administration staff

42

Technical Staff

30

Workers

637

Capacity of factory.

Installed capacity

3500 TDC

Working capacity

20 crore

Profits

62 lakh

Bankers

State Bank of India, Jallandar

Auditors

M/S R. Arora &Associates,

Charter Accountant, Ludhiana.

Export countries

America, Canada, Pakistan, England

Registered office

Wahid Sandhar sugars Ltd.

District Kapurthalla,

Phagwara. (144401)

PRODUCTION PATTERN IN THE COMPANY:

MAIN PRODUCTS:

Sugar: Production of sugar is seasonal. The production season starts from 1st November to 30th April.

Molasses: it is used as raw material for alcohol producing in distilleries and in cattle feed industries. It is also used in casting.

Baggage: it is used in proper board making and as fuel in boiler.

Press mud: it is used as fertiliser in the field and for bio-compact making.

Contribution towards society:

The schools are opened by Wahid Sandhar Sugars Mill Ltd.

A club is also opened by Wahid Sandhar Ltd. this is known as "DEV CLUB".

A sewing centre has been opened by Wahid Sandhar Sugar Mills Ltd.

INDUSTRIAL RELATION:

The relationship in between Employer and employee, T.U is known as Industrial Relation. Peaceful relationship is very important for both the parties the employers as well as for employees to safeguard their interests on both sides. To maintain a good relationship with the workers, the main focus of every organization should be to avoid any dispute in between them or make the problem solved as early as possible so that the industrial peace and productivity should follow. Personnel management is mainly focused on the human relation in an organisation because the main agenda of personnel management is to get the work finished by the man power and its failure may result from not having the good industrial relation in organisation. In other words good IR means peace in industry which is important for higher productions.

Definition:-

i. IR is the part of that management which is mainly concerned with the manpower of the enterprise - whether it being machine operator, skilled worker or manager. BETHEL, SMITH & GROUP.

ii. IR is a relationship between work provider and worker, worker and worker and worker and unions. - ID Act 1947

iii. While passing from mess of the definitions, IR is viewed as the "process in which person and its organization interact at the work place to found the terms and conditions of working."

The IR's also called as labour - management, employee-employers relations.

Important factors which are included in IR are below:

1st comes the institution which include Government, Government bodies, employers, unions federations or associations, trade unions, labour courts, tribunals and other organisations which have a direct or indirect impact on the IR of an organisation. The 2nd comes character in the IR are workers union and employers federations officials, shop steward, IR officer/manager, mediator/ conciliators/ arbitrators, judges of labour court, tribunal etc. The method focused in this system is mainly on collective bargaining, employees participation on the IR scheme, their Discipline procedure, the Grievance re-dressal machinery followed by them, dispute settlement machinery of organisation, working of closed shops in organization, union reorganisation followed, organisations of protests followed by them through methods like revisions of existing rules, regulations, policies, procedures, hearing of labour courts, tribunals etc. its main content are pertaining to workers condition in working area, their pays, ours of works, leaves including leave wages, health issues, safety importance, disciplinary actions against them, layoff, dismissal, retirement etc issues. and further laws relating to these issues, regulations governing labour welfare, social security, IR in organisation, issues of workers participation in management, collective bargaining etc.

FEATURES OF IR:

For an industrial relation it is important of existence of two parties in which the relation ship should exist in an environment.

The main focus of the industrial relation is to minimize the conflict which may occur in an industry so that the peaceful environment should not hamper in the industry.

with industrial relation other issues should also be addressed which are important for an organisation like technology of the workplace, country's socio-economic and political environment, nation's labour policy, attitude of trade unions workers and employers.

It also include the study of working environment of the labours, management and others and practices and procedures to make them better.

It includes the rules, regulations, agreement, courts, customs, traditions, as well as policy framework laid down by the authority i.e. government for the peaceful corporation of employees and employer.

Beside all this is it also takes an in-depth analysis of the judicial and executive in the regulation of the labour welfare and management.

INDUSTRIAL RELATIONS IN WAHID SANDHAR SUGARS MILLS LTD:

Wahid Sandhar Sugars Mill Ltd. is well known company. The Industrial relations with its employees is very sound and effective. The majority of the case and problems are solved by the labours participation. They solve the matters by collective bargaining. The main aim of the IR is to provide a good relation among the management and the employees. The Wahid Sandhar is mostly known for its social responsibilities for the society and as well as for its workers. The Wahid Sandhar Sugar Mills Ltd has credit worthiness among suppliers, customers, bankers and auditors. The Wahid Sandhar mills are very much concerned about the welfare and health of workers so it applies all the laws and regulations which are concerned with the betterment of the labour and its welfare. It also applies all the laws which govern the child care, leave benefits, medical benefits, payment of gratuity etc. It provides all the basic facilities to workers so that they feel satisfied in their work. It is also concerned with the safety and security of the workers in the Mills.

OBJECTIVE OF IR IN WAHID SANDHAR SUGARS MILLS LTD:

REDUCE LABOUR TURNOVER: with good industrial relation the turnover of the labour in the organisation will decrease to a maximum level. If the issues of the labour class are addressed they will feel very much satisfied and secure in the organisation.

MUTUAL UNDERSTANDING: The IR becomes a way how the employees and the employer make a good mutual understanding among themselves.

INCREASE THE PRODUCTION: workers do their work effectively and efficiently if they are satisfied at their work which in turn increases the productivity of the labour and production of the sugar and its products.

INDUSTRIAL DEMOCRACY: IR helps in the industrial democracy growth as it provides the labour participation in certain decisions which are important for the organisation.

SUCCESSFUL IMPLEMENTATION: it results in implementation of plans with the active co-operation of workers. Management involves the representative of the workers in the formulation and implementation of plans for the units.

INCREASE THE PROFITS: when incentives, bonus and share of the earned are given to workers, then they made efforts to increase the sales and minimum wastage of material. Increased sale leads to increase the profits.

PUNCTUALITY AND DISCIPLINE: it brings regularity, punctuality and discipline in workers. With the help of Industrial relation, workers become regular and disciplined in their work. This is due to the rule and regulations employed by the Industrial regulation department in the organisation.

IR also eliminates the chance of strikes, lockouts as the workers are satisfied as they get reasonable wages, good working conditions and fringe benefits. Till now their has not been any strike in Wahid Sandhar Mill, as due to the collective barraging all the issues are solved before their eruption.

INDUSTRIAL RELATIONS ACT FOLLOWED AT WAHID SANDHAR SUGAR MILLS LTD.

As provided through the data by the management of the Wahid Sandhar Sugar Mills Ltd. all the major acts are followed by the organisation. Some of them are as followings:

Industrial dispute Act 1947.

Contract labour (regulation and abolition) Act 1970.

Child labour (prohibition and regulation) Act 1986.

Payment of bonus Act 1965.

Payment of gratuity Act 1942.

The industrial employment (Standing Orders) Act, 1946.

Minimum wages Act 1948.

Payment of wages Act 1936.

The Employee's provident fund and misc. premium Act 1952.

The Employees state insurance Act 1948.

Factories Act 1948.

Maternity benefit Act 1961.

Trade union Act 1926.

Workmen's compensation Act 1923.

And many more applicable.

STANDING ORDERS AT WAHID SANDHAR SUGARS MILL LTD. PHAGWARA.

In Wahid Sandhar sugars Ltd. the management is the company's managing agent, managing director, general manager, commercial manger or such nominee or nominees as they may be authorised on behalf of the, managing agents.

SOME ACTS IN DETAIL USED IN WAHID SANDHAR SUGAR LTD.

THE FACTORIES ACT, 1948.

HEALTH

(SEC 11 TO 20)

SAFETY

(SEC 21 TO 40)

WELFARE

WORKING HOURS AND ANNUAL LEAVE WITH WAGES

CLEANLINESS

(SEC 11)

FENCING OF MACHINERY

(SEC 21)

WASHING FACILITY

WEEKLY HOURS

(SEC 51)

DISPOSAL OF WASTE &EFFLUENTS

(SEC 12)

PROHIBITION ON EMP. OF YOUNG PERSON ON DANGEROUS MACHINES

(SEC 23)

FACILITIES FOR SITTING

(SEC 44)

WEEKLY HOLIDAYS

(SEC 52)

VENTILATION &TEMPERATURE

(SEC 13)

STRIKING GEAR &DEVICES FOR CUTTING OFF POWER

(SEC 24)

FIRST AID APPLIANCE

(SEC 45)

COMPENSATORY HOLIDAYS

(SEC 53)

DUST &FUMES

(SEC 14)

SELF ACTING MACHINE

(SEC 25)

CANTEENS

(SEC 46)

DAILY HOURS

(SEC 54)

ARTIFICIAL HUMIDIFICATION

(SEC 15)

ASHING OF NEW MACHINERY

(SEC 26)

SHELTERS, REST ROOM &LUNCH ROOM

(SEC 47)

INTERVAL FOR REST

(SEC 55)

OVERCROWDING

(SEC 16)

PROHIBITION OF EMP. OF WOMEN &CHILDREN NEAR COTTONOPENER

(SEC 27)

CRECHES

(SEC 48)

SPREAD OVER THE HOURS OF WORK

(SEC 56)

LIGHTING

(SEC 17)

HOISTS &LIFTS

(SEC 28)

WELFARE OFFICER

(SEC 49)

OVERTIME WAGES

(SEC 59)

DRINKING WATER

(SEC 18)

REVOLVING MACHINERY

(SEC 30)

NOTICE OF PERIOD OF WORK FOR ADULTS

(SEC 61)

HEALTH (Section 11 to 20):

Section 11 to 20 contains in chapter III of the factories act, 1948, deals with the health of workers in a factory. The efficient working process requires the sound health of the workers. The environment of the factory where workers are working must be clean and free from infection, insanitation, dust and fume, artificial humidification, overcrowding and other conditions injurious to health of the workers. Unless the workers are physically and mentally healthy they can not perform their duties effectively and smoothly.

SAFETY (section 21 to 41):

Safety is a basic and primary requirement in a factory. Unless the Life of workers is secure, smooth and proper working cannot be ensured in any factory.

Section 21 to 41 of the act contains provision relating to the safety of workers. It is the duty of the occupier of every factory to comply with provisions. Some of these provisions are:

Fencing of machinery.

Self acting machine.

Cashing of new machinery.

Hoists and lifts

Revolving machines etc.

Safety officer is also required to appoint in a factory wherein one thousand or more workers are ordinarily employed.

WELFARE (Section 42 to 50):

The need for adoption of welfare measures as a means to increase the workers productive efficiency, to keep up their morale and for the maintenance of industrial relation and peace has been realised by all sections of the society. Provisions relating to the welfare of the factory workers have been made in section 42-50 in chapter V of the Factories Act, 1948. The provisions such as:

Washing facility.

Sitting facility.

Canteen

First aid appliances

Rest rooms and lunch rooms etc.

WORKING HOURD AND ANNUAL LEAVES WITH WAGES (Section 51 to 67):

Section (51 to 67) of the factories Act, 1948 deals with the working hours and annual leaves for the workers. The factories Act defines working hours for adults, young persons and for children's. The provisions relating to the employment of women, workers and young workers are also contained in it. Provisions relating to the annual leave with wages are contained in the section 78 to 84 of chapter VIII of the act. This provision is intended give better terms of service to the workers engaged in this factory.

THE PROVISION OF THIS CHAPTER SHALL NOT APPLY TO WORKERS IN ANY, RAILWAY ADMINISTRATION BY GOVERNMENT. THE PROVISION SUCH AS:

HOURS OF WORK.

WEEKLY HOLIDAYS.

NIGHT SHIFTS.

OVERTIME WAGES.

IN CASE OF ANNUAL LEAVE WITH WAGES SUCH AS:

NO OF DAYS.

COMPUTATION OF PERIOD ETC.

WELFARE FACILITIES PROVIDED TO LABOUR IN SUGAR MILL:

In Wahid Sandhar Sugar Mills Ltd, labours are treated as the important part of organisation. To provide them security and safety, number of welfare facilities are provided. These facilities also motivate the labour and they do their work effectively and efficiently. Following welfare facilities are provided to labour in mills:-

Welfare facilities provided in the wahid Sandhar sugar mills ltd.

Statutory facilities voluntary facilities

Statutory facilities

these facilities are provided according to the labour legislation, passed by the government. The nature and coverage of these facilities vary from country to country. Any contravention of the statutory provision shall render the employer punishable under the concerned Act. The statutory facilities provided by Wahid Sandhar Sugar mills Ltd. are governed by Factories Act 1948. The Statutory facilities provided by mill are related to health, safety and welfare.

PROVISION PROVIDED TO WORKERS REGARDING HEALTH, SAFETY AND WELFARE UNDER THE FACTORY ACT, 1948.

The first factories act in India was passed in 1881. The objective of this act is to protect the labour from unduly long hours of bodily strain or manual labour and to take precautions for the health, safety and workers. Wahid Sandhar Sugars Mill

Ltd. provides following provisions to workers:

PROVISION REGARDING THE HEALTH OF WORKERS:

The provisions regarding the health of workers are contained in section 11 to 20. The purpose of these provisions is to ensure that conditions under which work is carried in Wahid Sandhar sugar mills do not affect the health of workers adversely.

CLEANINESS: Wahid Sandhar Sugar Mills Ltd. adopt the following measures:

Accumulation of dirt and refuge is removed daily from the floors and benches of work rooms.

The floor of workroom is cleaned at least once in every week by washing.

DISPOSAL OF WASTE: proper arrangements are made in the mill for the treatment of waste due to manufacturing process.

VENTILATION AND TEMPERATURE: In sugar mill, the process which produces high temperature is separate from the work rooms, by insulting the parts or by other means.

Dust and fumes: following steps are taken in Wahid Sandhar sugar mill ltd.

prevents the inhalation of dust.

Prevents accumulation of dust and fumes in workrooms.

Lighting: every part of mill is provided with suitable lighting. Both artificial and natural lights are provided in the sugar mill.

drinking water: in sugar mill proper and effective arrangements are made to provide drinking water to workers. Following rules are observed in mill:

all water points are clearly marked as "drinking water" in the language understood by workers.

Such water points are situated at the distance of 6 meters of any working place, urinals etc.

SPITTOONS: sugar mill provided a sufficient number of spittoons to workers at convenient places. These all are maintained in clean and hygienic conditions.

TOILETS AND URINALS: in sugar mill, sufficient toilets and urinal accommodation of prescribed type are provided. These accommodations are properly lighted and ventilated. In the mill accommodations are separate for male and female workers. Adequate numbers of sweepers are employed to clean the toilets and urinals in the Sugar mills.

PROVISION REGARDING SAFETY OF WORKERS:

Safety is a basic and primary requirement in a factory. Unless the life of workers is secure, smooth and proper, the working can-not be ensured in any factory. Section 21 to 41 of the act contains the provisions regarding the safety of workers. Wahid Sandhar Sugar Mills ltd. follows the following provision:

FENCING OF MACHINERY: in Wahid Sandhar sugar mill ltd., following machinery is securely fenced by safeguards

every moving part of the prime mover and every fly wheel connected to a prime mover.

The headrace and tailrace of every water wheel and water turbine.

Any parts of stock bar which projects beyond the headstock of a lathe.

WORK ON OR NEAR MACHINERY IN MOTION: Under this provision the examination and lubrication etc. of machinery while in motion, is carried out only by specifically trained adult worker wearing tight fitting clothing supplied by the occupier. The name of such person is recorded in the register prescribed for the purpose. No women or young person is allowed to clear, lubricate or adjust any part of the machinery while in motion.

EMPLOYMENT OF YOUNG PERSONS ON DANGEROUS MACHINES: No person is allowed to work at any dangerous machine unless:

he has been fully instructed as to the dangers arising in connection with the machine and the precautions to be observed.

He has received sufficient training in a work at the machine or is under adequate supervision by a person who has a thorough knowledge and experience of machine.

STRIKING GEAR AND DEVICE FOR CUTTING OFF POWER:

In Sugar mill, suitable device for cutting power in emergencies from running machinery are provided and maintained in every workroom.

SELFACTING MACHINES: no transferring part of self acting machine in mill and no material carried their on is allowed to run on its outward or inward transfers with in a distance of 45cm from any fixed structures which is not part of the machine.

CASING OF NEW MACHINES: All the machinery installed after the commencement of the act, must be completely encased unless it is so suited that it is safe without encasement.

LIFTING CHAINS, MACHINES, ROPES And LIFTING TACKLES: in Wahid Sandhar Sugar mills Ltd. the following provisions are allowed with respect to lifting machines, chains and ropes for the purpose of raising or lowering of goods persons or materials. These shall be:

Of good construction and sound material.

Properly maintained.

Thoroughly examined by a competent person at least once in every year.

REVOLVING MACHINERY: in every room in a mill in which the process of grinding is carried on, these shall be permanently affixed to or placed near each machine in use, notice indicating maximum safe peripheral speed.

PRESSURE PLANT: if in any factory or mill, any part of plant and machinery used in manufacturing process is operated at a pressure above the atmosphere pressure, effective measures are taken to ensure that the safe working pressure of such part is not exceeded.

FLOORS, STAIRS AND MEANS OF ACCESS: in Wahid Sandhar sugar mill ltd. all floors, stairs, passages and gateways are of sound construction and properly maintained and free from obstructions and substance likely to cause persons to slip.

PITS, SLUMS And OPENING IN FLOOR ETC: In mill all the pits, sumps, fixed vessels, tanks, opening in ground or in the floor are securely covered or fenced. "Securely fencing a pit" means covering or fencing it in such a way that it ceases to be a source of danger to those who have occasion to go near there.

EXCESSIVE WEIGHTS: No worker is allowed in a mill to lift, carry or move any load as heavy as likely to cause him injury.

PROTECTION OF EYES: A process which involves risk of injury to eyes from particles or fragments thrown off in the course of the process is avoided in Wahid Sandhar Sugar Mills Ltd.

PRECAUTIONS REGARDING THE USE OF PORTABLES ELECTRIC LIGHTS: In Mill, no portable electric light or any other electric appliance of voltage exceeding twenty four volts are permitted for use inside chamber, tank, vat or pit.

EXPLOSIVE OR INFLAMMABLE GAS ETC: In Mill, any manufacturing process which produces Dust, gas, fumes or vapours of such character and to such extent as to be likely to explode on ignition, all practicable measures are taken to prevent such explosion by:

Effective enclosure of the plant or machinery in the process.

Removal of accumulation of dust, gas, fumes or vapours.

PRECAUTIONS IN CASE OF FIRE: in Wahid Sandhar sugar mills ltd. all practicable measures are taken to prevent outbreak of fire and its spread, both internally and externally and maintain:

Safe means of escape for all persons in case of fire.

The necessary equipments and facilities for extinguishing the fire.

SAFETY OF BUILDING AND MACHINERY: In Wahid Sandhar sugar mills ltd. if it appears to the inspector that any building or part of building is in such a condition that it is dangerous to workers, he may serve on the occupier or manger of the mill or both and specifying the measures which in his opinion should be adopted.

MAINTAINENCE OF BUILDING: If any part of building in a mill is in the state of disrepair that it may prove dangerous to health and welfare of workers, the inspector may suggest some proper measures to maintain the building.

PROVISION REGARDING THE WELFARE OF WORKERS:

Wahid Sandhar sugar mills ltd. adopts the welfare measures to increase the workers productive efficiency. The provisions regarding the welfare of workers are contained in section 42 to 50. Provisions which are followed by Wahid Sandhar sugar mills ltd. are explained as follow:

WASHING FACILITIES: In Wahid Sandhar sugar Mills Ltd. following facilities are provided to workers:

Suitable facilities for washing are provided and maintained for the use of workers.

Separate facilities are provided for the use of male and female workers.

FACILITIES FOR SITTING: In Wahid Sandhar sugar Mill Ltd. where workers are obliged to work in a standing position, suitable arrangements for sitting is made so that workers may take the advantage of this opportunity for rest which may occur in the course of their work.

FIRST-AID APPLIANCES: The proper facility of first aid is provided to workers in Wahid Sandhar sugar mill ltd. the first aid boxes are kept in charge of responsible person who holds a certificate in first aid treatment.

CANTEEN: In Wahid Sandhar Sugars Mill Ltd. facility of canteen is also provided to workers. All the rules of state government regarding the facility of canteen are followed by the sugar mill.

LUNCH ROOMS AND REST ROOMS: Adequate and suitable lunch rooms with the provision of drinking water are provided to workers in Wahid Sandhar Sugars Mill Ltd. these lunch rooms are properly lighted and ventilated. All the workers who have their own food or who want to do rest go to the rest rooms during lunch hours. This room is kept clean so that workers feel comfortable while having lunch or rest.

FACILITIES FOR STORING AND DRYING CLOTHES: In sugar mill, workers are provided with cupboards and hangers to store their clothes not worn while working hours. Workers are also provided with adequate facilities for drying clothes.

voluntary facilities.

voluntary facilities are voluntarily provided by the employers. Hence these are not statutory. Generally, these facilities are provided to workers for motivating them. By getting these facilities, workers feel themselves as a part of organisation and work properly with honesty.

Voluntary facilities provided by mill are:

Living accommodation.

Subsidized electricity.

Cycle allowance.

Various insurance schemes.

Employee deposit schemes.

Welfare fund schemes.

Comp. under W.C. Act.

Gratuity under gratuity act.

Facilities relating to health.

Living accommodation: in this housing facility is provided to about 120 workers and officers. There are 4 kothies of senior officers. 50 room sets and 40 single room sets in which families of the workers are living. A rent of Rs.15-45 is being charged from the workers and 5% of the basic pay is being charged from officers towards the houses allotted to them. Rest all the office oblige officers are provided with 5% houses rent in addition to the pay.

subsidized electricity:

Graded electricity charges are being paid by the mills to the officers and workers as electricity subsidy as under:

Officers : 60 units free

Supervisor : 45 units free

Workers : 60 units free

cycle allowance:

A cycle allowance of 20 Rs. is also being paid to the workers who are not enjoying the benefit of free electricity units.

insurance schemes:

Various types of insurance schemes have been implemented in the mill which is as under:

Group insurance scheme: a group insurance scheme of Rs. 50000/- has been provided to each worker in this mill. In this scheme the mill and half by the worker are paying half of the premium every year. In case of death (accidental as well as natural) a worker gets Rs. 50000 from LIC as compensation.

GSLI (Group saving link insurance): Every worker is being paid Rs. 41 per month and the mill is also contributing Rs. 9 per worker. It means total Rs. 50 per month as premium is being paid to the LIC out of these Rs. 50, Rs. 32 are going towards the saving portion which are deposited in the LIC under recurring scheme and paid to the workers on retirement, resignations or at the time of leaving the mill. Rs 18 per month are set a side in the LIC for death claim. Every worker is insured for Rs. 50000 in case of death (natural as well as accidental) workers will get Rs. 50000+saving amount.

Personal accidental policy: personal accident policy of Rs. 200000 has been taken for permanent/seasonal permanent or daily wage workers. This scheme has been implemented in this mill in the recommendation of this mill and the workers have paid the premium for this scheme, which is only Rs. 120 per year per worker.

Workman compensation insurance policy: this policy has been taken for all employees of this mill. This policy is statutory policy and the mill has paid premium for this policy. Compensation in this policy in case of accident has been claimed from the insurance company and paid to the workers concerned.

Employment deposit scheme:

these schemes are also run in this mill under the provident fund act 1952 and scheme laid down under this act:

Welfare fund scheme: voluntary welfare fund scheme has been implemented in this mill. Every worker is contributing the same amount towards this scheme and management are also contributing the same amount towards this welfare fund scheme. A separate account is being maintained in the co-operative bank that is being run by a committee of management and workers. The labour welfare officer maintains a record of the funds. Under this scheme Rs. 15000 is given as grant of diseased workers who died due to the service in this mill.

Compensation under workmen's compensation act: in case of accident compensation as per the compensation act is being provided to the workers of the mill.

Gratuity under the gratuity act 1952:

A gratuity is also paid to the workers of this mill.

Gratuity for permanent workers = 15 days wages for every completed year service.

Gratuity for seasonal workers = 7 days wages for every completed year service + retain allowance

Types of incentives provided by wahid sandhar sugar mill ltd.

Wahid Sandhar sugar mill ltd. provides two types of incentives to their workers. These are as follow:

Financial incentives: money acts as a mean of satisfying physiological needs and social needs of getting power and status. Thus money acts as the basic incentive for most of the individuals as it satisfies their esteem and self actualisation need as well as the basic needs. The financial incentives are provided in the form of individual incentives and collective incentives.

Individual financial incentives: a group of incentives provided to induce an individual to achieve higher performance and get more monetary rewards are called individual incentives. For e.g.

piece rate wages

Taylor's differential piece rate system.

Halsey plan

Rowan and Gantt's rate system as premium.

Collective financial incentives: when all the employees are collectively provided financial benefits at higher rate, it is called collective financial incentives. For. E.g.

Higher wage rate system

Pension plan

Bonus

Profit sharing

Share in the company

Non financial incentives: it includes:

Individual non financial incentives:

status

promotion

responsibility and authority

making the job interesting and satisfying

security of job

recognition

collective non financial incentives:

better individual relation

team sprit

competitions

social recognition

workers participation in management

better communication

rest and recreation facility

Better schedule of working hours.

Different categories of workers are differentially induced by different incentives depending upon their position in the organisation, attitude, interest, economic status and family background. All these are very important factors required to be considered very carefully while designing the package of incentives to motivate a work group in a mill.

Leave with wages:

Workers of the mill are also getting wages with leave which are discussed as below:

30 days leave with wages.

12 days sick leaves are being paid to all the workers of the mill.

Trade unions:

Trade unions are also made in tis mill to handle the problem of workers. A detailed study of union is as follow:-

There are 6 registered trade unions in this mill. The particulars of these 6 trade union are as under:-

Registration no: 6 of 1989

the Doaba co-operative sugar mills labour union.

Registration no: 13 of 1979

Khand Mill Mazdoor sangh

Registration no: 29 of 1969

Doaba Co-Op. sugar mills Mazdoor Federation

Registration no: 14 of 2.4.1969

Doaba Co-Op. sugar mills Mazdoor union

Registration no: 24 of 1978

Janta workers Union co-op. sugar mill

Registration no: 14 of 1980

Poor worker union

At present out of the above only three trade unions are functioning. These are:-

Mazdoor Union

Janta Workers Union

Mazdoor Fedration

They have formed two action committees, one under the presidentship of SH. BHANDARI and another under the presidentship of SH. RAJINDER KUMAR.

So at present two action committees are functioning negotiating about any problem of the workers with the management of these committee. Total member of the 3 union are 512 and they all are the members of one and other trade union. At present there is no outstanding issue except the one warning issue of privatisation of sugar mill.

Welfare activities undertaken by wahid Sandhar sugar mills ltd. phagwara.

FACILITIES FOR GROWERS:

Regular payments of cane price through bank.

interest free loan for purchase of seed of improved varieties

25% subsidy for insecticides/fungicides etc

For seed multiplication tissue culture derived plants

Supply of tricogramma cars free of cost for control of stalk borer

Separate canteen, stay and tyre puncture services.

Guest house.

FACILITIES FOR workers:

Production incentives in addition to bonus.

Separate welfare funds

Reduction from salary of permanent staff and seasonal staff

Group insurance @40 Rs. Per worker

Residential accommodations in mill.

Free medical service in mill dispensary.

Winter and summer uniforms

Medical = 200 PM

Provident fund = 12 %

EPF @8.33% Max. Rs. 541/=

Common cadre employee's house rent deduction & payment @ 5% of basic pay.

DISPUTE SETTLEMENT PROCESS IN WAHID SANDHAR SUGAR MILLS LTD.

As the provided to me there had been no dispute in the organisation till now. In case their had been any thing disputed it is to be first of all tried to solve by the comities formed in the organisation or if this fails than for solving the dispute a proper process is under gone which is same as in other organisations.

Works committee

Conciliation officer

Labour court

Tribunal

These are the government bodies who govern all the rule and regulation in the organisation.

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