MIME-Version: 1.0 Content-Type: multipart/related; boundary="----=_NextPart_01D1EBF9.F894CB20" This document is a Single File Web Page, also known as a Web Archive file. If you are seeing this message, your browser or editor doesn't support Web Archive files. Please download a browser that supports Web Archive, such as Windows® Internet Explorer®. ------=_NextPart_01D1EBF9.F894CB20 Content-Location: file:///C:/C865CA29/PoragPachoni.htm Content-Transfer-Encoding: quoted-printable Content-Type: text/html; charset="windows-1252"
A Peer-Reviewed International Journal of
Humanities & Social Science
=
ISSN: 2278-5=
264 (Online) 2321=
-=
93=
19 (Print)
=
Impact Factor: 6.=
28 (Index
Copernicus
International)
=
Volume=
-V, Issue-I,
July 2016, Page No. 75-83
Published by Dept.
of Bengali, Karimganj College, Karimganj,
Assam, India<=
span
style=3D'font-family:"Cambria","serif";mso-fareast-font-family:"Times New R=
oman";
mso-bidi-font-family:Cambria;mso-ansi-language:EN-US;mso-bidi-language:BN-B=
D'>
=
Website: h<=
/i>ttp://www.thecho.in
Labour Welfare Practices in Tea Industry with Special Reference to
Harmutty Tea Estate of Assam
Porag Pachoni
=
Research
scholar (M.Phil), Rajiv Gandhi University, Rono Hills, Arunachal Pradesh, I=
ndia
=
span> Abstract
The Tea worker shares a major percentage in total workforce of
the plantation industry. The trendiest non-alcoholic beverage tea has been
producing year after year at the finest skill of the tea workers. In the en=
tire
process of tea production, tea workers play a significant role. Being a
prominent player in the tea industry, tea workers are still lagging behind =
in
the process of socio-economic development. From time to time different Labo=
ur
welfare acts and legislations have been enacted to protect the interest of =
the
tea workers. All welfare activities are grouped under two heads viz.
intra-mural and extra-mural activities. But, are these acts and legislations
properly implemented at tea estate? Or are the workers deprived from labour
welfare facilities? To find out the answer, an exploratory research study h=
ad
been carried out at Harmutty Tea Estate of Assam. An attempt had been made =
to
study the role of management, government, labour unions in labour welfare
practices, and opinion survey was conducted among sampled respondents towar=
ds
different welfare facilities.
Keywords- workers/ labour, welfare, intra-mural,
extra-mural, facilities
Intro=
duction
·&nb=
sp;
To
provide better life and health to workers.
·&nb=
sp;
To ma=
ke
the workers happy, satisfied and efficient.
· &nb=
sp;
To
improve intellectual, cultural and material conditions of workers and to
relieve them from industrial fatigue.
According to Royal commsion on Labou=
r (
Report of the Royal Commmssion on Labour, central Publications, Calcutta,
1931.), “ the term welfare as applied to industrial workers is one which mu=
st
be necessarily elastic, bearing a somewhat different interpretation in one
country from another, according to the different social customs, the degree=
of
industrialization and the educational development of workers.”
A study under the UN ( United Nations Measures for=
the
Economic Development for Underdeveloped Countries, New York, 1951) observed=
as
follows “ in our opinion most underdeveloped countries are in the situation
that investment in people is likely to prove as productive, in the purely
material sense, as any investment in material resources and in many cases,
investment in people would lead to a greater increase of the flow of goods =
and
services than would follow upon any comparable investment in material capit=
al.
Intra
mural and extra mural welfare activities
Intra mural activities includes all those amenities
and services provided by the employers inside the factory premises like
provision for canteen, rest shelters, crèches, arrangement for drinking wat=
er,
washing facilities, uniform and protective clothing, toilets etc.=
Extra mural activities includes all those amenities
and services provided by the employers outside the factory like maternity
benefit, social insurance measures like gratuity, pension, provident fund. =
It
also covers medical facilities, education facilities, housing facilities,
recreation facilities, workers co-operative society, and transportation
facilities to and from the place of work.
State=
ment
of the problem
However, different labour welfare measures have be=
en
formulated by the central and state government from time to time to provide=
protection
of workers at their work and garden premises i.e. statutory and voluntary in
nature which also have been adopted by the tea estate. Despite of different=
labour
welfare practices followed in tea estates, issues of workers had has not be=
en
resolved till date. Role of tea estate management and inactive labour union=
s in
this regard is a cause of concerned. Besides this, improper implementation =
of
different provisions of the acts and regulations at grass root level and la=
ck
of knowledge about different welfare facilities provided by employer to the
workers is another cause of deprivation.
Objec=
tives
of the study
=
i) =
To st=
udy
the different labour welfare practices adopted by the management of the
ii)&=
nbsp;
To co=
nduct
opinion survey of sampled respondents, make analysis and draw conclusions;
iii)=
To study the role of Government and labour unions =
in
welfare practices.
Metho=
dology
An exploratory study was conducted at Harmutty tea
estate of Lakhimpur district of Assam. Field survey was carried out to make=
an
in-depth investigation of the labour welfare practices followed at the Tea
estate. A sample of 100 respondents i.e. workers selected through simple ra=
ndom
sampling technique. Interview schedule was used for collection of primary d=
ata.
Personal interview with the Labour welfare officer, workers, and workers un=
ion
had also been made. Besides these, secondary data had been incorporated from
books, research papers, unpublished PhD thesis, and websites of Tea board of
India and Assam government. Different provisions of Plantation labour act 1=
951,
Assam Tea Plantation Provident Fund and Pension Fund Scheme Act, 1955, and
Assam Tea Plantation Employees Welfare Fund Act, 1959 had also been reviewe=
d.
Resul=
ts
and discussions
Surveyed Tea Estate has been providing
different intra-mural and extra mural facilities notified under different
labour welfare act. The surveyed tea estate is owned by the Goodricke Group=
Ltd
which compliance and adhered to social and health and safety policy for the
welfare of the workers.
A.&n=
bsp;
Social
Policy
A policy of equal opportunity is foll= owed irrespective of gender, caste, race, religion, political or ethnic group. T= here is no forced labour and no worker is exposed to either physical or sexual h= arassment. <= o:p>
&nbs=
p;
i. &nb=
sp;
Worke=
rs
have the right to form an association or union and their elected
representatives, together with any worker have direct access to the managem=
ent
for exchange of any communication.
&nbs=
p;
ii. &n=
bsp;
Child
below the age of 15 years are not employed and compliance is strict as per =
the
child labour (Prohibition and Regulation) Act 1986.
&nbs=
p;
iii. &=
nbsp;
Manag=
ement
provides free primary level education and also grants scholarship for higher
education to deserving dependent of employees.
&nbs=
p;
iv. &n=
bsp;
The
Estate gives special emphasis to health of its workers and their families. =
It
provides a well equipped hospital with an ambulance, doctor, and trained
nursing staff at tea estate.
&nbs=
p;
v. &nb=
sp;
Manag=
ement
extends to its employees proper benefits like sickness allowance, sick leav=
e,
maternity leave and allowances, workmen’s compensation. In case of any inju=
ry
at work, workers enjoy their paid leave, and retiring workers get gratuity =
and
provident fund benefits as specified in the various acts and rules.
&nbs=
p;
vi. &n=
bsp;
All
permanent workers are provided with proper accommodation with sanitary
facilities as recommended in the plantation labour act 1952, with suitable
electricity and water facilities.
&nbs=
p;
vii. &=
nbsp;
Normal
working hours with a weekly holiday are adhered to. All are paid as per the
industry made agreement which is above the minimum wages as notified by the
state. Proper agreement for overtime payments, whenever applicable is paid =
with
incentive schemes offered on specified targets for a few selected works as
applicable. Bonus payments are made annually which is generally above the
minimum as recommended by the payment of bonus act 1965.
&nbs=
p;
viii. =
All
workers and their dependents are also given subsidized ration together with
firewood/fuel requirement as per industry norms.
&nbs=
p;
ix. &n=
bsp;
Estate
organizes and promotes various cultural functions and activities and holds
annual sports, baby shows, inter village/line football tournaments.
B.&n=
bsp; Health and safety policy
The tea estate focuses on the development of its
healthy workforce. The emphasis has been made to make all employees aware of
essential aspects related to health and safety. It includes-
&nbs=
p;
i. &nb=
sp;
Worke=
rs
are made aware of certain health issues education through awareness program=
mes,
Tuberculosis surveillance, Anti malaria camps etc. To control the spread of
diseases regular workshops are organized for prevention of diseases, family
planning etc, which is attended by the Medical officer and the Labour Welfa=
re
officer. Water purification and chlorination processes are regularly
undertaken; blood camps and baby show and mothers club activities are also
held.
&nbs=
p;
ii. &n=
bsp;
Female
workers comprise of majority of the workforce in the tea estate, hence prop=
er
attention their sickness pattern and counseling on health and hygiene is gi=
ven
to strengthen them.
iii.  =
;
Line
mapping on the basis of diseases is undertaken which helps the medical offi=
cer
to take preventive actions.
iv. =
Empha=
sis
is laid on crèche care which can directly improve child health. Regular
de-worming programmes are undertaken.
&nbs=
p;
v. &nb=
sp;
Manag=
ement
gives priority to sanitation and clean water supply.
vi. =
Manag=
ement
employs welfare officer to look into welfare and health of the workers and
works in coordination with medical officer of the garden.
=
vii. =
The
management maintains a well-equipped hospital at garden level. The hospital=
is
staff headed by a qualified doctor and supported by a trained compounder, <=
/span>pharmacist, Nurses, and Midwives. An isolation ward exists for patie=
nts
with infectious diseases. The Hospital is equipped to handle basic emergency
cases. Ambulances are on standby to transfer to specialized hospitals if ne=
ed
arises. At the outdoor patients department (OPD) employees particularly of
factory are given regular checks on their health and finding are recorded on
their respective health cards.
=
viii. =
Management strives to provide a safe working
environment to all its employees. It adheres to safety requirements as
stipulated in the Factories Act. All factories have safety board of the
prescribed sizes and colour which are prominently displayed.
=
=
span>ix. =
Vulnerable movable parts of the machinery are
protected to prevent accidents. Regular training on First Aid, use of fire
fighting equipments and fire fighting drive is also provided to workers.
Workers whose specified tasks include spraying are provided with protective
gear covering and trained on all safety aspects.
x. =
Estate has a safety committee comprising of the Es=
tate
Manager, Factory Assistant Manager, garden Doctor, and a few senior factory=
clerical
members .Regular training on safety issues are being provided by them to all
workers.
=
span>The
surveyed tea estate has followed aforesaid social and health and safety pol=
ices
for the well being of the workers or employees.
Respondents’ opinions
towards Health facilities
The following data reveals the opinion of responde=
nts
towards Health facilities which includes drinking water facilities, latrines
and urinals, and medical facilities.
Table-1: Respondents opinions towards Health facilities
Health Facilities |
Satisfied |
Dissatisfied |
No opinion |
Drinking water |
55 |
45 |
00 |
Latrines and Urinals |
30 |
40 |
30 |
Medical |
50 |
30 |
20 |
Source: Field survey
The opinion survey towards health facilities (incl=
udes
drinking water, latrines and urinals and medical) reveals that out of sampl=
ed
respondents 55% are satisfied and 45% are dissatisfied in respect of drinking water facility. =
While
opinion regarding Latrines and Urinals facilities, 30% satisfied, 40%
dissatisfied and 30% did not provide any opinion. Reason for the 30% no opi=
nion
is due to shyness attitude of women respondents regarding latrines and urin=
als.
In case of medical facilities, 50% was satisfied, 30% was dissatisfied with
medical service, and 20% respondents did not visit hospital.
Respondents’ opinions
towards Welfare facilities
Different welfare facilities like Canteen, Crèches,
Recreational, Education, and housing facilities are provided by management =
and
opinion of respondents as follows:
Table-2: Respondents’ opinions towards Welfare facilit=
ies
Welfare facilities |
Satisfied |
Dissatisfied |
No opinion |
Canteen |
40 |
60 |
00 |
Crèches |
45 |
40 |
15 |
Recreational |
25 |
35 |
40 |
Educational |
90 |
10 |
00 |
Housing |
35 |
65 |
00 |
Transportation |
70 |
30 |
00 |
Sourc=
e:
Field survey
The survey data related to welfare facilities which
reveal that 40% was satisfied and 60% was dissatisfied with Canteen facilit=
ies.
In case of Crèche facilities 45% was provided satisfactory opinion, 40% was
dissatisfied and 15% of the respondents did not provide any opinion but they
kept their child at home. Sampled respondent of 25% was satisfied, 35% was
dissatisfied with Recreational facilities provided by the employer, and 40%=
of
respondents did not provide any opinion because they were not aware of
recreational facilities. 90% of the respondents were satisfied with the
educational facilities provided at tea estate and 10% was dissatisfied. With
regard to Housing facilities 35% respondents were satisfied and rest 65% sh=
owed
higher degree of dissatisfaction.70% of sampled respondents were satisfied =
with
transportation facilities provided by employer and rest 30% showed
dissatisfaction on the ground of providing more Buses for transportation to=
and
from workplace due to over crowdedness.
Role =
of Central
and State government in Welfare practices
The labour departments of the centra=
l and
state government take on the responsibility in the state. The departments h=
ave
been armed with the number of labour welfare legislations passed by the Ind=
ian
parliament and State assembly. The legislation so far enacted cover public =
and
private sector establishments. The employers have been brought under purvie=
w of
the legislation and are expected to adopt necessary welfare measures in the=
ir
establishments. Some these acts and regulations are: The Workers Compensation Act 1923, The =
Indian
Trade Union Act 1926, Payment Of Wages Act 1936, The Tea District Emigrant
Labour Act, 1934, Factories Act 1948, Minimum Wages Act 1948, Plantation La=
bour
Act 1951, Assam Plantation Provident Fund Scheme Act 1955, etc. These acts =
and
regulations cover a wide range of labour welfare measures such as housing,
medical, education, nutrition, establishment of canteens, sanitation, rest,=
and
recreation, holiday with pay and sickness benefits etc. The Labour Director=
ate
of Government of Assam is responsible for the implementation of the above a=
cts
and regulations.
The enactment of Plantation labour act 1951 has
brought about improvement in the working conditions of the plantation worke=
rs
in Assam. It is a comprehensive act and put employers under obligation to a=
ll
tea, coffee, rubber, and cinchona plantation with an area of 25 acres or mo=
re
and employing 30 or more persons. It provides for creation of inspecting st=
aff
by the state government and imposition of penalties for contravention of
provisions of the act. Under this act employers are required to provide
drinking water, sufficient latrines and urinals for men and women, canteens=
in
every plantation where 150 or more workers are employed and crèches where 5=
0 or
more women are employed. Employers are also required to make arrangements f=
or
proper medical and educational facilities for the workers and their childre=
n.
Employers are also responsible for providing standard type housing
accommodation for the workers and their families. Besides maternity and
sickness benefits, the workers are allowed leave with wages. Children below=
12
years are not to work in plantation and night work between 7 P.M. and 6 A.M=
. is
prohibited for women and adolescents. Welfare officers are to be appointed =
in
every plantation where 300 or more workers are employed.
=
The introduction of Assam Tea Plantation Provident
Fund and Pension Fund Scheme Act, 1955 has ushered in a new era of
socio-economic uplift of plantation workers in Assam. It extends the statut=
ory
guarantee of social justice and social security to the working class engage=
d in
the plantation in the estates.
The enactment of the Assam Tea Plantation Employees
Welfare Fund Act, 1959 is another land mark in the history of welfare
legislation for the tea employees in Assam. Under the provisions of this ac=
t a
fund is to be constituted out of the fines realised from the employees in t=
he
course of management of the plantations, all unpaid accumulations, all gran=
ts
from the central or state governments or the Tea Board, any voluntary donat=
ion,
any sum borrowed under section 8 of the act and any sum unclaimed for forfe=
ited
in the provident fund account of the employees. The fund shall be maintaine=
d by
the board of trustees constituted by the state government and shall be appl=
ied
to meet the expenditure in connection with measures which in the opinion of=
the
state government are necessary for promoting the welfare of the employees
employed in the state of Assam.
Role =
of
Trade union
In proper implementation of different welfare
practices in estate level, trade union can play a significant role. Inter-u=
nion
rivalry, lack of willingness, inactiveness, and indifferent attitude are
contributed to the disfunctionality of the unions. Some of the respondents =
are
of the view that unions leaders are under the influence and direct control =
of
management.
Major
Findings
1.&n=
bsp;
Despi=
te
the formulation and implementation of Social and Health & Safety polici=
es
for the labour welfare by the surveyed Tea estate, the welfare practices
towards workers are more or less unresolved which is reflected at their
opinions.
2.&n=
bsp;
There
have been marked differences in the level of satisfaction of the respondent=
s in
respect of drinking water, latrines and urinals and medical facilities. Thi=
s is
because of lack of awareness of respondents and improper implementation of
health facilities.
3.&n=
bsp;
Respo=
ndents’
opinions towards different welfare facilities have showed a dismal picture.
There is a higher degree of satisfaction level in education facility and
transportation facility.
4.&n=
bsp;
The
Central and state government though formulated and implemented different
welfare acts and regulations which are not being properly working at estate
level.
5.&n=
bsp;
Role =
of
trade unions are of neutral observer and showed an influenced of the employ=
er.
Concl=
usion
The highest labour intensive tea industry of Assam=
has
long been in backward position in development of labour community. Tea work=
ers
are still in most backward stage and empowerment of this group is much
necessary to ensure sustain growth of tea industry. Labour welfare practices
are indispensible in Tea estate which ensures better productivity, harmonio=
us
industrial relation, low absenteeism, favourable work environment, job
satisfaction, and security. Welfare schemes should be regarded as wise
investment which brings a profitable return in the form of greater efficien=
cy
and satisfaction. Lack of awareness
about different welfare schemes is another factor of underdevelopment of
workers. Awareness campaign like street play, drama can be organized to make
empower about their social, economic, and political right. In this regard
non-government organization can play a significant role. Therefore, all eff=
ort
should be made to provide welfare facilities by concerned stakeholders to
workers in order to improve their quality of work life.
Refer=
ences
=
1. Garg K.C., Sareen V.K., Sharma Mukesh and Chawla R=
.C. (2011)
“Labour Laws” Kalyani Publishers
2.&n=
bsp;
Gupta,
C.A. (2003) “Human Resource Management” Sultan Chand and Sons publishers, N=
ew
Delhi
3.&n=
bsp;
Goowa=
lla,
Dr. Haren (2012) “Labour Relation Practices In Tea Industry Of Assam With
Special Reference To Jorhat District Of Assam” IOSR Journal of humaniti=
es
and social science, Vol.1, Issue 2, pp 35-41
4.&n=
bsp;
Kaliy=
amurthy,
K and Shyamala Devi. J (2012) “Effectiveness Of Labour Welfare Measures =
In India”
GRA- Global Resaerch Analysis, vol. I, Issue 7
5.&n=
bsp;
Mahan=
ta,
S.N. (2000), “Labour Welfare Measures in Tea Industry in Assam with Special
Reference to Dibrugarh District”. PhD thesis submitted to Gauhati Universit=
y,
Assam
6.&n=
bsp;
Prasa=
d,
L.M. (2003) “Human Resource Management” Sultan Chand and Sons publishers, N=
ew
Delhi
7.&n=
bsp;
Saxse=
na,
R.C. (1963) “Labour Problem and Social Welfare” Jai Prakash Nath & Co.
publication
8.&n=
bsp;
www.teabo=
ard.gov.in
9.&n=
bsp;
www.asssa=
m.gov.in
10. Plantation Labour Act, 1951.pdf
11. www.teaboard.gov.in/pdf/policy/Plantations%20Labour%20Act_amended.pdf=
13. http://at=
ppf.nic.in/pfscheme.html
14.&=
nbsp; http://on=
line.assam.gov.in
Labour Wel=
fare
Practices in Tea Industry with Special Reference to … Porag Pachoni