A

Project Report on

“LABOUR WELFARE MANAGEMENT

AT PIAGGIO VEHICLES PVT. LTD.”

A report submitted in partial fulfilment of the requirements of

The MBA final year’s degree program
Batch : 2018 -2020

Submitted By Guided by
Kirti Singh Baghel Mr. Prakash Kumar Sen
MBA (4th Sem) Faculty of management

FACULTY OF MANAGEMENT STUDIES

AKS UNIVERSITY
Kirti Singh Page 1
 CERTIFICATE

This is to certify that the project on “LABOUR WELFARE

MANAGEMENT AT PIAGGIO VEHICLES PVT. LTD.” has been completed
by KIRTI SINGH BAGHEL student of MBA 4th Semester (HR + Banking)
group. In partial fulfilment of the requirements of The MBA final year's Degree
course.

Signature
(MR. PRAKASH KUMAR SEN )

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 DECELERATION

I Kirti Singh Baghel D/o. Mr. Shivjeet Singh Baghel student of Master of
Business Administration (MBA) AKS UNIVERSITY Satna here by declare that
this project report under the title “LABOUR WELFARE MANAGEMENT AT
PIAGGIO VEHICLES PVT. LTD.” is my original work. All the information
and data given in the report are Authentic to the best of my knowledge and have
been obtained from reliable resources.

Name of the Student : Kirti Singh Baghel

Specialization :HR + Banking
Class : MBA
Semester : 4th
Student Code : B1840R11400080

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 ACKNOWLEDGEMENT

I am thankful to Mr. Prakash Kumar Sen, AKS UNIVERSITY, SATNA

(M.P.) for assigning the work on the project - “LABOUR WELFARE
MANAGEMENT AT PIAGGIO VEHICLES PVT. LTD.” I take this
opportunity to thank Mr. Prakash Kumar Sen and other teaching faculty of
Management Department A.K.S. Satna for their help in each step of their work. It
is only their advice, guidance that this work has taken the present shape. They
inspired me to work on this important subject. I am also express thankfulness for
their simplicity and generosity. I pay my sincere thanks to my friends and
colleagues. I would be discourteous if I fail to express my sincere thank to all the
administrative staff of A.K.S. UNIVERSITY Satna, who were always helpful to
me in different ways.

Name of the Student : Kirti Singh Baghel

Specialization :HR + Banking
Class : MBA
Semester : 4th
Student Code : B1840R11400080

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 INDEX

PROJECT CONTENTS PAGE NO.

1 INTRODUCTION TO STUDY
1.1 Introduction
1.2 Importance 6-8
1.3 Scope of study
1.4 Need of the study

COMPANY PROFILE
1.4 Introduction 9-21
1.5 Profile of the company
1.6 Products
1.7 Organization structure

3 LITERATURE REVIEW
2.1 Meaning and definition
2.2 Importance of welfare 22-38
2.3 Classification of welfare
2.4 Employees welfare
2.5 Welfare and recreation facilities

3. OBJECTIVE OF STUDY 39-40

3. RESEARCH METHODOLOGY
3.1 Title of the project
3.2 Data collection 41-44
3.3 Sampling plan

4. DATA COLLECTION, ANALYSIS & INTERPRITATION

45-60

5 FINDINGS, SUGGESTION& CONCLUSION 61-65

6. ANNEXURE 66-70

7.Kirti Singh
BIBLIOGRAPHY Page 5 71
 CHAPTER 1
INTRODUCTION TO STUDY

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INTRODUCTION TO TOPIC

Labor welfare is an important facet of industrial relation. After employees have been
hired, trained, and remunerated, they need to be retained and maintained to serve the
organization better. Welfare facilities are designed to take care of the well-being of the
employees; they do not generally result in monetary benefits to the employees. Nor are these
facilities provided by employer alone. Government and non-government agencies and trade
unions too, contribute towards employee welfare.
The need and important of labor welfare is being increasingly appreciated throughout the
civilized world. The worker both in industry and agriculture cannot cope up with the pace of
modern life with minimum sustainable amenities. He needs an added stimulus to keep body and
soul together. Employers have realized the importance of their role in providing these extra
amenities.
Each employer depending upon on his priorities gives varying degrees of importance to
labor welfare. It is because the government is not sure that all employers are progressive minded
and will provide basic welfare measures that it introduces statutory legislation from time to time
bring about some measures of uniformity in the basic amenities available to Industrial workers.

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THE SCOPES OF EMPLOYEE WELFARE IS :

 To enrich better quality of wok life.

 To improve the efficiency of work
 To enhance the productivity.
 To enrich industrial relation and industrial peace
 To raise the physical standards of the workforce.
 To enhance the purchasing and serving capacity of the employees.
 To make employee work contribute systematically to the nation’s economy.
 To reduce absenteeism.
Employee welfare is having a wider scope and may have indifferent countries depending
upon the socio-economic conditions, political outlook and social philosophy.

NEED FOR STUDY:

Management is the art of getting the work done by the people, therefore it is necessary to seek
the co-operation of the employee for a in order to increase the production and to higher profits.
The co-operation of employees is possible only when they are satisfied with employees and the
workers on the job.
Good welfare and welfare facilities measures enables the employees and his family to a good
welfare facilities like housing medical and children education, recreation etc., helps to improve
the conditions of the employees. Employee’s welfare measures leads to high morals and high
productivity and help to raise the standards of the industry in the county. I have selected this
topic because it very challengeable topic to go through various employees felling on depth about
difficulties of employees and various activities in the
Welfare department

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 COMPANY PROFILE

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PIAGGIO VEHICLES PVT. LTD. IN INDIA

Registered office:
Piaggio vehicles pvt. Ltd
E 2 M.I.D.C. Baramati,
Dist- Pune
Tel: +91-2112-304200/304599
Fax No: 243772
www.piaggio.co.in/Baramati

Corporate office:
Piaggio vehicles pvt. Ltd.
“PHONEX” Bund garden road pune
Pune 411001
Tel No.: +91-20-66013157
Fax NO. +91-20-66013157/26134972
www.Piaggio.co.in

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HISTORY OF PVPL

Piaggio vehicles Pvt. Ltd. is a 100% subsidiary of Piaggio & C.spa,Italy formed a joint venture
in 1998 (formerly known as "Piaggio Greaves Vehicles Ltd") the company was incorporated to
Manufacture and market world-class diesel 3 - wheelers in India. The company launched its ape'
range of multy-utility, diesel 3- wheeler in India on 31 st July 1999.

Piaggio & c.spa Italy is a Global Transportation Company in the field of light transport vehicles
covering very diverse product range namely 2-wheelers, 3- wheelers and 4-wheelers for cargo as
well as passenger mobility,with sales turn over exceeding 1.30 billion Euro.

"Vespa" brand has been synonymous with scooters in India for the past 50 years. for the last
many years the best known brands in scooters have had the origin from Piaggio technology, with
a deeply imagined philosophy of 'attention and care' for customers.

ape' range of diesel 3-wheelers,introduced in India is a popular and proven range, world over.
These vehicles are already the preferred mode of transportation in many countries worldwide.
The ape' vehicles are being manufactured by Piaggio Vehicles Pvt. Limited (PVPL), as per
Piaggio's international standards for design and manufacturing at its world-class plant in
Baramati near Pune in Maharashtra, which had an initial capacity of 36,000 vehicles per annum.
Expansion plans are underway to increase the product capacity to 1, 00,000 vehicles per annum.

The ape' range comprises pick-ups, delivery vans and a passenger version. Besides these, it is

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also available as a Drive Away Chassis for various customized applications. Additionally,
various 'Special Purpose Vehicles' optimally designe for specific needs and applications are
fabricated by the company's authorized fabricators across the country.

To sell and support this world-class product PVPL has 7 Regional offices located at Hyderabad,
Chennai, Pune, Delhi, Chandigarh, Calcutta and Mumbai, which support a wide network of 230
dealerships across the country. These strong and growing dealerships network of ape' has been
handpicked to ensure exceptional standards of customer service and care. The international
standards of customer care, which distinguish Piaggio's dealer in India, through introduction of
the state-of-art system and work practices. Partnerships with supply chain will provide a
sustainable competitive advantage to the Piaggio's business operation.

The company has come a long way from its modest beginning in 1999 and can currently boast of
a population of more than 6,35,000 "APE" vehicles on Indian and overseas roads.

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VISION

 To be the no. 1 and the most profitable global player with world-class quality and technology
leadership in the Light Transportation Vehicle category offering transport solutions for specific
customer needs.
 To be perceived as a unique, high-impact, fast response, innovative and growth oriented
company, which is known around the world for its unmatched level of excellence.

MISSION
 
To become a market leader in the Light Transportation Vehicle segment and achieve the status of
the world-class company, which manufactures and markets a wide range of high quality products
to the satisfaction of customers in the domestic and overseas market by ensuring:

 Low cost of manufacture

 Highly profitable growth
 Sustainable domestic and global competitiveness
 Maximized stake holders satisfaction & pride
 Business ethics

 Through a continuous improvement of process focused on:

 Total quality
 Resource productivity

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Products of Piaggio in India

       

APE CARGO D600 P/U W/FLDG.GATES (48B 2B0)"

Ape' truck.
             Introducing India's First International Pick-
up
                    PIAGGIO APE TRUK 4-WHEELER PICK
UP

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   "APE 501 GL 400 AG CNG DEL VAN –VANAZ
(55C 1B0)"

APE 501 GL 400 AG CNG PASS.  VANAZ (55F 1B0)"

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 "APE CARGO D600 DELUXE P/U W/FOLDING
GATES (48B 4BO)"

FUTURE PLAN OF PIAGGIO

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Piaggio’s new scooter plant at Baramati in the offing.

Posted at August 27th 2010 under

The world famous Italian auto giant Piaggio is scheming to set afoot in the Indian scooter
industry by setting up a plant at an investment of 30 million Euro. The venture is to rejuvenate
Vespa scooters in another two years. The plant will be designed to deliver 1.5 annual units, said
its CMD. The new Vespa will be gearless having a 125cc engine, he further mentioned. The
earlier Vespa was in the market in a tie-up with LML in India whereas the new Vespa will be
independent, he asserted. The company, he said, wants to have a significant presence in the
Indian market. Also on the cards is the 0.5-tonne mini-truck ApeMini, ready for launch in
another two – three weeks. Piaggio is doing good business with its three-wheelers and LCVs
with the net sale hoping to reach 2 lakh units by this year end.

About the Plant

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Product reliability and quality
Quality and reliability are fundamental concepts when it comes to scooters, motorcycles and
commercialVehicles, as they are the drivers behind customer satisfaction and safety.
Quality is the set of properties and characteristics of a product or service that give it the capacity
toSatisfy the express and implicit needs of the customer/user6. For manufactured products, these
needs
Generally include conformity to specifications, reliability, ease of use and maintenance.
Reliability is the ability of an item to perform a required function in established conditions and
for anEstablished period of time7. Reliability has become a fundamental concept when it comes
to scooters,
Motorcycles and commercial vehicles, as it is a driver of customer satisfaction and safety.
Pursuing continual improvement in the quality of production systems (of the Group and
suppliers), auditing
Outgoing quality and adopting an effective product and component traceability system are
essential for
Guaranteeing the reliability of Piaggio vehicles. The Company also has a dedicated function,
which tests
The reliability of all new products, from design to marketing. Tests are not limited to laboratory
testing, but also to road testing, designed based on the actual use of vehicles by Diageo customer
Achievements

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2010
One millionth ape vehicles rolls out from the Baramati plant. Launch of ape mini-half tonner 4w
cargo vehicles.
2009
Emerged as winner of the ‘the Commercial vehicles Manufacturer of the Year’ by NDTV profit
& car bike India for our performance in year 2008 amongst all commercial vehicle manufacturer
in India.
2008
Became leader in 3w domestic market with 42% market share.
2007
Launched piaggio India’s first 4w in sub 1 ton category under brand name- apetruk
2006
Piaggio India sells highest ever 65000 cargo vehicles(0.5 ton category) during the year.
2005
Piaggio India enhanced its manufacturing capabilitie with commission of the state-of-the-art
CED paint stop.
2004
Piaggio drives the 3w domestic industry with the growth of 49% against the industry growth of
16%
2003
Piaggio India rolls out the 1, 00,000 th ape
2002
Piaggio India atarts producing passenger vehicles under the brand name ape.
2001
Piaggio India becomes 100% piaggio & C.s.a of Italy.
2000
Piaggio India celebrates the rollout of the 10,000 vehicles
1999
The first Ape vehicle rolled from the state of the art factory at Baramati.

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Awards
March 2, 2009
CV Award – 2009

Piaggio is “Commercial vehicles manufacturer of the year”

Pune March 2, 2009

Piaggio vehicles pvt. Ltd. India’s leading manufacturer of Light transportation
vehicles, was conferred the “Commercial vehicles”
Manufacturer of the year award at the prestigious NDTV Profit Car and Bike
Awards 2009 announced recently. The award comes as recognition of Piaggio’s pioneering
contribution to the development of economical and efficient light transportation solutions in
India. About Piaggio’s vehicles pvt. ltd., Piaggio has already established its numero – uno
position in India’s three wheeler market in cargo as well as passenger segments. Right from the
time of its launch in 1999 Piaggio has consistently delivered exceptional standards and
commitment to its customers across India. The service orientation of the company has resulted in
Piaggio garnering a customer base of over 700000 satisfied customers across India.

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 ORGANIZATION STRUCTURE

Managing
Director

Productio Maintenanc HR Head Finance Eng. Marketing Q A Head Trainin

e Head Head Head
n Head Head g Head

Section Maintena Section Officer Section Officer Section Officer

Head nce Head Head Head
Officer

Shift
Supervis Superviso Officer Superviso Officer Superviso Investigat Traine
or r r r or r

Jobbers Store Boy Superviso Superviso Trainees QA

r r Officer

Operators Purchase Foreman Wrapping

Head Boys

Fitter/
Electricia
n

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MANPOWER CHART

SECTION EMPLOYEES TOTAL

  PAYROLL CONTRACTUAL  

Assembly 757 1030 1787

Machine shop 12 14 26
fabrication 535 820 1355

Paint shop 274 300 574

Total direct 1578 2164 3742
       
Baramati plant      
Dir operation 2 6 8
maintainance 82 13 95
ppc 9 10 19
Dir material and log 1 7 8

Purchse and vendor 34 10 44

store 129 100 229

Comm.. exict 11 0 11
Manufacturing ser 32 12 44
Tool room 33 8 41
Tool design 3 1 4
project 2 0 2
engeeniring 53 18 71
produ 7 4 11
Engineering ct 75 6 81
management
qa 15 2 17
accounts 10 0 10
IT 8 5 13
PERSONAL 2 0 2
Admin 19 4 23
Total indirect 527 206 733
       
Corporate office      
Md’s office 5 0 5
finance 14 0 14
Information system 4 0 4

HR 15 0 15

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 CHAPTER 2
LITERATURE RVIEW

MEANING AND DEFINITIONS OF LABOUR WELFARE

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 Labour Welfare has been defined in varies ways. Though unfortunately no single
definition has been found universal acceptance .The oxford dictionary defined labour welfare as
“Efforts to make life worth living for workers”.
Prof. Richardson defined labour welfare as arrangement of working conditions ,
organization of social and sport clubs and establishment of funds which contributes to the
workers health and safety components and efficiency , economic ,security ,education and
recreation.
Prof. S .D . Pinker has been defined as “Labor Welfare is also understood mean such
services facilities and amenities which may be established in industries to enable person
employed there in to perform their work in healthy and congenial surrounding and to promote
them with amenities to conduct good health and good moral.”
A significant definition describes labour Welfare works as “the voluntary efforts of
the employer to improve living and working condition of these employees. The underlying
assumptions of course, being that the first essential to the welfare of the employees, on steady
work a fair wage ,responsible house of labour.
Labor welfare has been defined in several ways and therefore understood various ways
in various countries.
The term welfare is one with lead itself to various interpretations and it has
not always the same significant in different countries. Author defined give to the welfare work
that it is anything for the comfort and improvement, intellectual or social of the employees over
the wages paid, which is neither necessary of the industry nor required by law.
Then welfare work can be defined on work for improving the health safety generator
well being and the industrial efficiency of the workers beyond the minimum standards laid down
by the factory act and the another legislations. The whole fields of welfare is one which must can
be done to combat the sense of frustration of the industrial workers to relieve of personal and
family worries to improve his health to make him offered means of self expression to after him.
Same spears in which can be excel all other help him winder connection of life.
Today in competitive market , everyone aims to profit human beings are the most
important factors of production in order to facilitated the satisfaction of human being these
welfare measures are very important.

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IMPORTANCE OF WELFARE WORK IN INDIA

Labour welfare work got importance because of the following reasons.

1) the welfare activities influence the sentiments of the workers .when worker feels that the
employers and the state are interested in their happiness ,his tendency to grouse and
grumble will steadily disappear. The development of such feeling paves the way for
industrial peace.

2) the provision of various welfare measures makes the worker realize that they also some
stake in the undertaking in which they are engaged and so think thrice before taking any
reckless action which might prejudice the interest of undertaking

3) The welfare measures like cheap food in canteens, free medical and educational facilities
etc. Indirectly increase industrial dispute the real income of the workers. Hence they try to
avoid industrial dispute , as far as possible and do not go on strikes on flimsy grounds
.
4) Welfare activities will go a long way to better the mental and moral health of workers by
reducing the incidence of vices of industrialization.

5) Welfare activities will reduce labour turnover and absenteeism and create permanent settled
labour force by making service attractive to the labour.

6) Welfare measures will improve the physique , intelligence morality and standard of living
of the workers which in turn will improve their efficiency and productive

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PRINCIPLES OF LABOUR WELFARE
Certain fundamental considerations are involved in the concept of labour welfare. The
following are the more important among them.
1. Social responsibility of industry
This principle is based on the social conception of industry and its role in the society that is,
the understanding that social responsibility of the state is manifested through industry. It is
assumed that labour welfare is an expression of industry’s duty towards its employees. Social
responsibility means that the obligation of the industry to pursue those policies, to take such
decisions, and to follow those lines of action which are desirable in terms of the objectives and
values currently obtaining in the society. The values of the Indian community are enshrined in
the constitution of the country. Labour welfare is not embroidery on capitalism nor the external
dressing of an exploitative management; rather, it is an expression of the assumption by industry
of its responsibility for its employees (Maurice Bruce, 1961). Industry is expected to win the co-
operation of the workers, provide them security of employment, fair wage, and equal opportunity
for personal growth and advancement, and make welfare facilities available to them.
2. Democratic values
The principle of democratic values of labour welfare concedes that workers may have certain
unmet needs for no fault of their own, that industry has an obligation to render them help in
gratifying those needs, and that workers have a right of determining the manner in which these
needs can be met and of participating in the administration of the mechanism of need
gratification. The underlying assumption to this approach is that the worker is a mature and
rational individual who is capable of taking decisions for him/her.
3. Adequacy of wages
The third principle of labour welfare is adequacy of wages; it implies that labour welfare
measures are not a substitute for wages. It will be wrong to argue that since workers are given a
variety of labour welfare services, they need be paid only low wages. Right to adequate wage is
beyond dispute.
4. Efficiency
The fourth principle of labour welfare lays stress on the dictum that to cultivate welfare is to
cultivate efficiency. Even those who deny any social responsibility for industry do accept that an
enterprise must introduce all such labour welfare measures which promote efficiency (Marshall,

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1950). It has been often mentioned that workers’ education and training, housing, and diet are the
three most important aspects of labour welfare, which always accentuate labour efficiency. Re-
personalization Since industrial organization is rigid and impersonal, the goal of welfare in
industry is the enrichment and growth of human personality. The labour welfare movement seeks
to bring cheer, comfort, and warmth in the human relationship by treating man as an individual,
with quiet distinct needs and aspirations. Social and cultural programmers, recreation and other
measures designed after taking into consideration the workers’ interests go a long way in
counteracting the effects of monotony, boredom, and cheerlessness.

5. Co-responsibility
The fifth principle of labour welfare recognizes that the responsibility for labour welfare lies
on both employers and workers and not on employers alone (Mouthy, 1958). Labour welfare
measures are likely to be of little success unless mutuality of interest and responsibilities are
accepted and understood by both the parties, in particular the quality of responsibility at the
attitudinal and organizational level.
Totality of welfare The final principle of labour welfare is that the concept of labour welfare
must permeate throughout the hierarchy of an organization, and accepted by all levels of
functionaries in the enterprise.

SCOPE OF LABOUR WELFARE WORK

It is somewhat difficult to accurately lay down the scope of labour welfare work, especially

because of the fact that labour class is composed of dynamic individuals with complex needs. In

a world of changing values, where ideologies are rapidly undergoing transformation, rigid

statements about the field of labour welfare need to be revised. Labour welfare work is

increasing with the growing knowledge and experience of techniques. An able welfare officer

would, therefore, include in his welfare programmed the activities that would be conducive to the

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well-being of the worker and his family. The test of the welfare activity is that it removes,

directly or indirectly, any hindrance, physical or mental of the worker and restores to him the

peace and joy of living the welfare work embraces the worker and his family The following list,

which is by no means exhaustive, gives the items under which welfare work should be conducted

inside and outside the work place:

1) Conditions of work environment:

The workshop sanitation and cleanliness, humidity, ventilation, lighting, elimination of dust,

smoke, fumes and gases, convenience and comfort during work, operative postures, sitting

arrangements etc; distribution of work hours and provision for rest times, breaks and workmen’s

safety measures.

2) Workers health services:

These should include factory health centre; medical examination of workers, factory

dispensary and clinic for general treatment; infant welfare; women’s general education; workers

recreation facilities; education, etc;

3) Labor welfare programmed:

These should cover factory council consisting of representatives of labor and employers;

social welfare departments; interview and vocational testing; employment, follow-up, research

bureau; workmen’s arbitration council.

4) Labor’s Economic welfare programmed:

These should include co-operatives or fair price shops for consumer necessities; co-operative

credit society, thrift schemes and savings bank; health insurance; employment bureau; etc.

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CLASSIFICATION OF LABOUR ACTIVITIES :
The labour Welfare activities may be classified as under:
1) statutory:
Every welfare promotes the welfare the labour by securing and protecting a social
order in which justice, social, economical, political, confirms with all the institutions of the
natural life. For this some legislation are passed and it is essential for all the employers to follow
the provisions of the Acts and Rules. These legislative measures generally regulate working
conditions, minimum wages, safety and sanitation. Such statutory provisions are gradually
increasing with the industrial development in the countries.

2) voluntary:
Under voluntary welfare, all those activities are including which are undertaken by the
employees for their workers at their own. These activities are not statutory but the employees
undertake these activities because they increase the efficiency of the workers and maintain the
industrial peace.

3) Mutual :
Mutual welfare activities are those activities which are initiated by the workers for their
betterment .Welfare activities undertaken by the trade unions are included under this head.
Labour welfare activities may be further classified under two heads:
1) Intra Mural Activities :
Intra mural activities are those amenities and services which have been provided
by the employers inside the factories e.g. sanitary conditions ,medical
facilities ,shelter ,canteens etc. These activities are the part of working conditions.

2) Extra Mural Activities :

Extra mural activities are those amenities and services which are available in the
workers outside the factory e.g. housing, medical facilities, education, recreation etc.

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EMPLOYEE WELFARE:

The company is striving to employee welfare and it provides the following to its employees.
 Two pairs of uniform, one pair of safety shoes and safety caps are providing to all the
employees.
 Dinner for the employees with their facilities and a cultural programmed on every 31st
December.
 Dinner for the employees with their families and a cultural programmed on every 1 st
January.
 Celebrates Independence Day and republic day.
 Provides family planning camp within the plant premises, every year.
 Provided AIDS awareness classes to the employees by the District Medical &
Health Department.
 Provided the Art of Living classes to the employees within the plant premises.
 Provided the SSY classes to the employees within the plant premises
 …. All the statutory obligations of the employees like P.F., L.I.C.etc. Within the work
schedule.
 Provides different loans to the employees to meet their financial requirements.
 The company maintained temples of Sri Venkateswara Swami, Anjaneya Swami and
Vinayak Temples located at Township.

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THESE LAWS ARE:
The factories Act 1948: the mines Act 1952: the plantation employee Act 1951: the central
employees (regulation & abolition) Act 1970: these Act provides for facilities such as canteen
crèches shelters rest rooms , lunch rooms , washing facilities etc.
They also regulate the age of employment, hours of work and more provisions for the
appointment of employees welfare officers sickness, Maternity and medical benefits are provided
under the employee state Insurance Act 1948 and also the government has chalked out
comprehensive Programmers for housing facilities, social security schemes provident funds and
such other facilities & seize able has been allotted in each five years for employee welfare
activities.

ACCORDING TO THE FACTORIES ACT 1948:

The welfare facilities provided under this act are as follows:
1. Adequately suitable and clean washing facilities separately for male and female
workers.
2. Facilities for storing and drying clothes.
3. Setting facilities for occasional rest for workers who are obliged to work in a
standing position.
4. First aid boxes one for every 150 workers and ambulance facilities if there are
more than 500 workers.
5. Canteens if more than 250 workers are employees.
6. Shelters rest rooms and lunch rooms if there are more than 150 workers.
7. Creche if more than 30 women are employees.
8. Welfare officer wherever more than 500 workers are employees.

The oxford dictionary refers employee welfare as “efforts to man life worth living for
women”. The committee on employee welfare (1969) has defined employee welfare as “such
services facilities and amenities as adequate canteen rest recreation facilities and sanitary and

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medical facilities arrangements for travel to and from work for the accommodation of workers
employed at a distance from there homes and such other services amenities and facilities
including social security measures as contribute to improve the conditions under which workers
are employee.
According to the employee investigation committee (1946) employee welfare means
anything done for intellectual, physical more and economic betterment of the workers, whether
by employee by government or by other agencies over and above what is laid down by low or
normally expected on the part of its contracted benefit for which workers may have bargaining

MERTIS AND DEMERITS OF WELFARE MEASURES:

Employee welfare is justified for several reasons. It is desirable to recollect the services of
a typical worker in this context.
His/her employee helps dig and haul coal from the depths of the earth to fetch and refine oil , to
build dams and reservoirs, to lay pipes, canals, railway lines and roads. His/her employee
creates and transmits power, and through various phases of manufacturing, patterns raw material
into finished products of necessity as well as luxury.
Welfare may help minimize social evils, such as alcoholism, gambling, prostitution,
drug addiction and the like.
A worker is likely to fall a victim to any of these if he /she is dissatisfied or frustrated. Welfare
facilities tend to make the worker happy, cheerful and confident looking.

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 LABOUR WELFARE FACILITIES PROVIDED
BY
PIAGGIO VEHICLES LIMITED.
Since the beginning of this company it has set its footing during the course of
growth since its inception it is ever expanding gradually and along with it’s strength of the labour
forces also increase. To keep the moral and efficiency or high labour, the company is doing its
best on area provided on effort are being made to run them efficiently in the best interest of the
workers.
The welfare facilities provided by Piaggio vehicles limited, Baramati are as follows:
STAT UTORY WELFARE FACILITIES
1) Drinking water:
Section 41, In the preservation of health and comfort among the employees
abundant supply of pure water for drinking purpose must be given at important place.
The Piaggio vehicles limited provided filtered water to all the workers. Water coolers are
installed in varies department of the industry.

2) Washing Facilities :-
Section 42 provides that in every factory adequate and suitable facilities
separately and adequately screened for male and female workers for washing shall be
provided and maintained for the use of the workers therein. The Piaggio vehicles Limited
provides this facility to all the workers.

3) Facilities for storing and drying clothing :-

Section 43 provides that the state government may make rules requiring
the provision therein of suitable places for keeping clothing not worn during working
hours. The Piaggio vehicles Limited provide this facility to all the workers

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 4) Facilities for sitting :-
Section 44(1), in every factory suitable arrangements for sitting shall be provided and
maintained for all workers obliged to work in standing position so that they may take
advantage of any opportunities for rest which may occur in course of their work. The
Piaggio vehicles Limited provides the facility for sitting to all the workers. And with the
help of this the workers can take the rest.

5) First-aid appliances :-
According to section 45 in every factory shall be provided and
maintained so as to readily accessible during all working hours’ first-aid boxes. The
Piaggio vehicles Limited provides first aid-appliance to all the workers.

6) Canteen Facility:
Section 46 of the factories act 1948 state provision of canteen facility where 250 or more
than 250 employees are working. The Piaggio vehicles limited has been provided canteen
facility to all the workers the management should give the food to the workers in very
reasonable rates
.

7) Shelters ,Rest rooms and lunch rooms (Section 47) :

Rest room plays an important role during working hours. Good lighting and ventilation is
necessary in the rest room. Rest room should clean. The company provided big rest room
for the workers where they can take rest during rest time.

8) Creches :-
According to section 48 in every factory wherein more than thirty workers are
ordinarily employed,there shall be provided and maintained a suitable for the use of
children under the age of six years of such women. The Piaggio vehicles Limited provide
the crèches facility to the women workers.

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 9) Medical Facilites :
Piaggio limited provided medical facilities to worker. There is medical checkup
of workers. Doctors are visited to the company two time in week and gives medicines to
employee.

10) Labour Welfare Officer :

In a piaggio company there is one welfare officer oppointed for 500 or more
workers. In a company wherein 500 or more workers are ordinarily employed, at least
one welfare officer must be appointed.

OTHER FACILITIES PROVIDED BY PIAGGIO VEHICLES LTD.

1) Drinking water:

In a factory there shall be adequate drinking water provided by company. Water coolers are
installed in various departments in industry. The company provided filtered water to all the
workers.

2) Working hours and shift system:

The company has laid down its working hours as 8 hours per day. The factory is of full time
nature. The present general shift timing is as follows.

Shifts:

7.30am to 3.30pm `

3.30pm to 11.30pm

11.30pm to 7.30am

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3) Overtime:

Subject to the provision of the law for time being in force. All workmen in the company
Liable to work overtime whenever required by the management. Rates of wages/pay for
overtime shall be governed by the provision of factories act 1948. All the employees in the
soma textile shall be liable to work overtime

4) Training and safety programme:

The Soma Textile & Industries Ltd. gives training programmed to all trainee workers for
their better productivity. The company takes care of the safety of the workers. The company
should give mask, apron, and scarf to each and every worker for their safety.

5) Bonus facility:

Soma Textile & Industries Ltd. provided bonus facility to all workers in the company. This
Bonus should be given in Diwali called “Diwali Bonus”. The Bonus should be given in Diwali
called “Diwali Bonus “should be 8.33%.

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IN INDIA MAJOR BENEFITS ARE AS FOLLOWS:
PAYMENT FOR TIME NOT WORKED:

There are provisions for payments to employee not worked these include the payments for
the days:
1. Weekly off-day

2. Gazette holiday: 14 days at present which include Independence day, Republic Day, and
various festivals like Diwali, Dashera, Christmas day, etc.

3. casual leave, sick leave, privilege leave and maternity leave, etc.

WELFARE AND RECREATION FACILITIES:

Welfare and recreation benefits include : Canteen, Co-Operative Credit societies, housing,
legal aid ,employee counseling, welfare organization, holiday homes, educational facilities,

Canteens:
Perhaps no employee benefits have received as much attention in recent years as that of
canteens. Some organization have statutory obligation to provide such facilities as section 46 of
the factories act, 1948 imposes statutory obligation to employees to provide canteens in factories
employing more than 250 workers other have provided such facilities voluntarily food stuffs are
supplied at subsidized prices in these canteens. Some companies provides lunchrooms, when
canteen facilities are not available.

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Co-operative credit societies: :
The objective of setting of these societies is to encourage thrift and provide loan facilities
at reasonable terms and conditions, primarily to employees, some organization encourage
employee to form cooperative credit societies with a view of fostering self help rather than
depending upon money lenders, whereas some organizations provide loans to employees
directly.

Housing:
Of all the requirements of the workers decent and cheap housing accommodation is of
great significance. The problem of housing is one of the
main causes for fatigue and worry among employees and this comes in the way of discharging
their duties effectively, most of the organizations are located very far from towns where housing
facilities are not available. Hence most of the organizations built quarter’s nearer to factory and
provided cheap and decent housing facilities to their employees, while a few organization
provide or arrange for housing loans to employees and encourage them to construct houses.

Legal Aid:
Organization also provide assistance or aid regarding legal matters to
employees as and when necessary through company lawyers or other lawyers.

Employee Counselling:

Organization also provides counseling services to the employee regarding their personal

problems through professional counselors. Employee counseling reduces absenteeism, turnover,

tardiness, etc

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Welfare organizations and Welfare officers :

Some large organization set up welfare organization with a view to provide all types of

welfare facilities at one centre and appointed welfare officer to provide welfare benefits

continuously and effectively to all employee fairly.

Holiday Homes :

As measures of staff welfare and in pursuance of government‘s policy, a few large

organizations established holiday homes at a number of hill stations, health resorts and other

centre with a low charge of accommodation , so as to encourage employees use this facility for

rest and recuperation in pleasant environment

Educational facilities :

Organization provide educational facilities include reimbursement of fees, setting up of

colleges, hostels, providing-in-aid to the other schools where a considerable number of students

are from the children of employees. Further the organization provides reading rooms and

libraries for the benefit of employees.

Miscellaneous :
Organization provide other benefits like organizing games, sports with awards, setting up
of clubs, community service activities, Christmas gifts, Deewali and Pongal gifts, LTC and
awards, Productivity award etc.

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 CHAPTER 3
OBJECTIVE OF THE PROJECT

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►OBJECTIVE OF THE PROJECT :-
Some of the main objectives are as follows-

1. To study the employees perception towards the welfare facilities provided by the company.

2. To study the welfare facilities provided by the organization.

3. To study the welfare facilities recommended by the government.

4. To give some suggestions to the company about welfare facilities of company.

5. To boost up employees moral.

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 CHAPTER 4
RESEARCH METHODOLOGY

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 RESEARCH METHODOLOGY

►INTRODUCTION & MEANING OF RESEARCH

MEANING OF RESEARCH:
Research in common parlance refers to a search for knowledge. Once can also define
research as a scientific systematic search for pertinent information on a specific topic. In fact,
research is an art of scientific investigation. The Advanced Learner’s Dictionary of Current
English lays down the meaning of research as “a careful investigation or inquiry especially
through search for new facts in any branch of knowledge.” Some people consider research as a
movement, a movement from the known to the unknown. It is actually a voyage of discovery.
We all possess the vital instinct of inquisitiveness for when the unknown confronts us, we
wonder and our inquisitiveness makes us probe and attain full and fuller understanding of the
unknown. This inquisitiveness is the mother of all knowledge and the method, which man
employs for obtaining the knowledge of whatever the unknown, can be termed as research.

Definition of Research:
According to Redman and Mory:
Research means “systematized effort to gain new knowledge.”

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►TITLE OF THE PROJECT:-
“ LABOUR WELFARE MANAGEMENT AT PIAGGIO VEHICLES
PVT. LTD.”

►DATA COLLECTION:-
To achieve the objective of the data for the present study was collected as under.
a) Primary Data :-

The primary data collection was done with the help of survey. A questionnaire
regarding labour welfare amenities was designed and administrated . All the information was
collected with help of face to face interview with workers.

b) Secondary Data :-
The secondary data collection was possible with the help of official records, the past
project report and the general information collected with the help of the Piaggio vehicles Ltd
This data can be collected using the following.
1Books
2) Websites
3) Brochures

►SAMPLING PLAN :

SAMPLE SIZE SELECTION:

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 Sample size is determined on the population of company As well as it is also dependent on

nature of population, Nature of classes proposed, Nature of study, and type of sampling. The

total No. of workers are 3745. The sample size of the project is about 400 workers.

METHOD OF SAMPLING:

Probability sampling method is used for the study, as it is also known as” simple random

sampling” under this sampling design, every item of the universe has an equal channel of

inclusion in the sample. Random sampling from a finite population refers to that method of

sample selection which gives each possible sample combination an equal probability of being

picked up and each item in the entire population to have an equal chance of being included in the

sample.

►RESEARCH DESIGN:

DESCRIPTIVE RESEARCH:

Descriptive research studies are those studies which are concerned with describing the

characteristic of a particular individual, or of a group. The aim is to obtain complete and accurate

information in the said studies; the procedure to be used must be carefully planned.

QUESTIONNAIRE DESIGN

Closed ended questionnaire designs are used in this project.

STATISTICAL METHODS:

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In this study Graphical Methods under pie charts are used for analysis.

CHAPTER 5
DATA COLLECTION, ANALYSIS &
INTERPRETATION

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QUESTIONNAIRE

1). ARE YOU SATISFIED WITH THE RECREATIONAL FACILITIES?

Opinion No. of respondents Percentage

Satisfied 92%
Dissatisfied 16 8%
Fully satisfied 0 0%
Not fully satisfied
No Answer 100%

8%

Involved
Not involved
Not response

92%

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INTERPRETATION:
From the above figure it shows that 92% employees are involved in Recreational activities
and 8% employees are not involved

2). HOW IS THE HOUSE KEEPING INSIDE THE COMPANY?

Opinion No. of respondents Percentage

Best 30%
Good 140 70%
poor
better
Average 0 0%
Total 400 100%

30%

Satisfied
Not satisfied
Not answer

70%

INTERPRETATION:

The above chart shows that 70% employees are not satisfied and 30% employees satisfied with

the house keeping inside the factory.

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3). ARE YOU TAKING SAFETY PRECAUTION DURING WORKING?

Opinion No. Of respondents Percentage

Yes 176 88%
No
Not up to that exert 24 12%
Not answer
Total 20 100%

12%

Taking
Not taking
Not response

88%

INTERPRETATION:
The above chart shows that 88% employees are taking safety precaution during working and
12% employees are not taking safety precaution during working. However during the discussion
with workers it was revealed that the safety awareness among their 12% employees is lacking.

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 3) HOW IS THE SITTING FACILITY INSIDE THE COMPANY?

Opinion No. Of respondents Percentage

Good 160 80%
Best 40 20%
Poor 0 0%
Average
Total 200 100%

8%

satisfied
Not satisfied
Not response

92%

INTERPRETATION:

The above chart shows that 80% employees are satisfied & 20% employees are not satisfied with

the sitting facility.

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5) ARE YOU SATISFIED WITH THE STORING AND DRYING CLOTHING FACILITY?

Opinion No. Of respondents Percentage

Satisfied 100 50%
Not satisfied 100 50%
neutral
Not answer 0 0%
Total 200 100%

50% 50%
Satisfied
Not satisfied
Not answer

INTERPRETATION:

The above chart shows that 50% employees are satisfied with the Storing & Drying clothing

facility and 50% employees are not satisfied.

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6) HOW NUTRITIOUS IS THE FOOD PROVIDED TO YOU?

Opinion No. Of respondents Percentage

Highly nutritive 200 100%
Nutritive 0 0%
Some what nutritive 0 0%
Least nutritive
Total 200 100%

Satisfied
Not satisfied
Not answer

100%

INTERPRETATION:

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The above chart shows that 100% employees are satisfied with the medical facilities provided
from the company. The doctors visited 2 times in a week in organized by the management of the
organization.

7). HOW OFTEN FIRST AID BOX WITH PRESCRIBED CONTENTS IS AVAILABLE?

Opinion No. Of respondents Percentage

Every time 184 92%
mostly 16 8%
Sometimes Only 0 0%
Total 200 100%

8%

Satisfied
Not satisfied
Not answer

92%

INTERPRETATION:
The above chart shows that 92% employees are satisfied with the drinking water facility and 8%
employees are not satisfied with the drinking water facility.

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8). WITH HOW MUCH TIME THE INJURED WORKER IS GIVEN TREATMENT?

Opinion No. Of respondents Percentage

Immediately 152 76%
Within 15 minuts 48 24%
Within ½ hrs 0 0%
More than 1 hrs.
Total 200 100%

24%

Satisfied
Not satisfied
Not answer

76%

INTERPRETATION:

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The above chart shows that 76% employees are satisfied with the quality and quantity of food
and 24% employees are not satisfied with the quality and quantity of food. However it was
found during the personal interaction that there is mast dissatisfaction at the quality of the food
and cleanliness.

9) HOW IS THE SATISFACTION LEVEL OF THE LABOURS WITH THE

PARTICIPATION IN THE DECISION RELATED TO THERE IMPROVEMENTS?

Opinion No. Of respondents Percentage

Highly satisfied 160 80%
Satisfied 40 20%
Neutral 0 0%
Dissatisfied
Highly dissatisfied
Total 200 100%

20%

satisfied
Not satisfied
Not answer

80%

INTERPRETATION:

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The above chart shows that 80% employees are satisfied with the cleanliness in the canteen and
20% employees are not satisfied . However it was found during the personal interaction that
there is mast dissatisfaction at the cleanliness

10) HOW DO YOU SATISFIED WITH THE FOLLOWING ADVANCES?

Opinion High Moderate Low Total

Housing building advance 176 88%
Medical Advance 24 12%
Loans 0 0%
Insurance

12%

Satisfied
Not satisfied
Not answer

88%

INTERPRETATION:

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 The above chart shows that 88% employees are satisfied with the cleanliness in the
bathrooms; toilets etc and 12% employees are not satisfied

11) IS THE HR DEPT. CONDUCTING ANY EMPLOYEE COUNCELLING

PROGRAMMES?

Opinion No. Of respondents Percentage

Yes always 192 96%
Some times 8 4%
Very less time 0 0%
No, not at all
Total 200 100%

4%

Satisfied
Not satisfied
Not answer

96%

INTERPRETATION:

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 The above chart shows that 96% employees are satisfied with washing facility and
4% employees are not satisfied.

12) SATSFACTION LEVEL OF THE LABOURS WITH THE EDUCATIONAL

WELFARE PROVIDED BY COMPANY

Opinion No. of respondant Percentage

Highly Satisfied Neutral Dissatisfied High
satisfied dissatisfied
Std. of schools 20%
Std. of collage 0%
Fees structure
Providing hostels
Total 100%

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 20%

Satisfied
Not satisfied
Not answer

80%

Interpretation
The above chart shows that 80% employees are satisfied with the Overtime and 20% employees
are not satisfied with the Overtime.

13) .HOW ARE THE WORKING CONDITION IN THE COMPANY?

Opinion No. Of respondents Percentage

Excellent 136 68%
Very good
Good 64 32%
Satisfactory 0 0%
poor
Total 200 100%

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 32%

Satisfied
Not satisfied
Not answer

68%

Interpretation
The above chart shows that 68% employees are getting Leave and 32% employees are not
getting Leave. Out of 32% employees maximum are new Joiners’ and not yet entitled for Leave
as per the company policy.

14) . HOW DO YOU FEEL ABOUT THE SANITARY FACILITIES PROVIDED IN THE
PREMISES?
Opinion No. Of respondents Percentage
Excellent 136 68%
Very good 64 32%
Good 0 0%
Satisfactory
Total 200 100%

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 32%

Involved
Not involved
Not answer

68%

Interpretation
The above chart shows that 68% employees are involved in meeting and 32% employees are not
involved in meetings

15) WELFARE ACTIVITIES PROVIDED WILL MOTIVATE WORKERS TO WORK

SINCERELY , HOW FAR YOU AGREE WIYH THIS STATEMENT?

Opinion No. Of respondents Percentage

Highly agreed 120 60%
Agree 80 40%
Disagree 0 0%
No answer
Total 200 100%

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 40%

Highly agreed
Agree
Not answer
60%

Interpretation:
The above chart shows that 60% employees are highly agree & 40% employees are agree

that the welfare facilities plays as a motivational factor.

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 CHAPTER 6
FINDINGS, SUGGESSION, LIMITATIONS

FINDINGS

This chapter is based on the analysis and interpretation, the collections of data and
analysis; Interpretations get some results in here findings and suggestions.
The results are based on the welfare survey of the employees and overall study of
the piaggio vehicles pvt. Ltd. Related with welfare activities and through the analysis of the
primary and secondary data.

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  All employees are satisfied with the medical facility provided by the company because
the doctor visited two times in a week in organization.
 During the personal interaction with the workers there is dissatisfaction towards the
quality of the food and cleanliness.
 Because of lack of communication from management about recreational activity the
maximum no of employees are not participated in recreational activity.
 The educational facilities are provided
 Maximum no of employees are involving in the problem solving.
 The company provides safety measures to the employees there for maximum no of
employees are felt safe while working in the company.
 They provided good washing facility & sitting facility to the workers.
 Working condition inside the factory is not good.
 Storing & Drying clothing facility is not well maintained.

SUGGESTIONS

The suggestions are purely based on the data and the subsequent analysis.
The suggestions are intended for the overall improvement in the functioning of organization
and reduce the gap between the perception of workers, statutory requirements and the company’s
present practice by way of compliance.

1) Organization needs to set counseling committee to solve the workers problem.

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 2) The medical facility (By way of Doctor Visit twice in a week) provided by company are
rated very well by workers. Company need to ensure continuity of the same.
3) The organization may take necessary action to increase safety awareness among
employees at all levels.
4) The organization may put quality checks on canteen facility for improvement in food
quality and cleanliness by way of committee involving workers.
5) The Organization need to improve the overall communication effectively to ensure
overall satisfaction among the workers way of increased awareness e.g. recreational
activities.
6) If washing & drying clothing places keep clean it is helpful to increases workers

satisfaction.

7) Housekeeping inside the factory should be improved.

8) Rules and regulations are strictly followed for workers.

9) Transportation facility provided by the workers.

LIMITATIONS

 Due to time constraints and busy schedules of the employees it was difficult to interact
with the company.
 Some people were not interested to give answer of the question.
 The response may be influenced by personnel bias.
 Difficult to getting the data because of the confidentiality.

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 CONCLUSION

The conclusion is based on the data analysis and Interpretation.

Welfare facilities are statutory provisions under facility act 1928. Every
organization provides these facilities to the workers.
Welfare facilities are very important aspect in every organization. The welfare
facilities help to organization for increasing the productivity and efficiency of the workers.
In piaggio vehicles Ltd. Maximum numbers of employee are dissatisfied with
welfare facilities very few employees are satisfied because company does not provide welfare

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facility properly. Some welfare facilities are not well maintained in the company. Welfare
facilities plays motivational role in organization.

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 CHAPTER 7
ANNEXURE

QUESTIONNAIRE
SUB: LABOR WELFARE MANAGEMENT

Name: _____________________________________________________________

Date: ______________ Gender: M Age:

F ____________

Designation: ________ Date of Joining: _________ Qualification: ____________

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(Please tick) .

1) ARE YOU AWARE OF THE WELFARE MEASURES PROVIDED THROUGH

VARIOUS LABOUR LAWS?
o Yes
o No

2) ARE YOU SATISFIED WITH THE RECREATIONAL FACILITIES?

o Satisfied
o Dissatisfied
o Fully satisfied
o Not fully satisfied
o No answer

3) HOW IS THE HOUSE KEEPING INSIDE THE COMPANY?

o Best
o Good
o Poor
o Better
o Average

4) ARE YOU TAKING SAFETY PRECAUTION DURING WORKING?

o Yes
o No
o Not up to that exert
o Not answer

5) HOW IS THE SITTING FACILITY INSIDE THE COMPANY?

o Good
o Best
o Poor
o Average
o Not answer

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 6) ARE YOU SATISFIED WITH THE WASHING, STORING& DRYING CLOTHING
FACILITY?
o Highly satisfied

o Satisfied

o Dissatisfied

o Highly dissatisfied

o Not answer

7) HOE NEUTRITIOUS IS THE FOOD PROVIDED TO YOU?

o Highly nutritive
o Nutritive
o Somewhat nutritive
o Least nutritive

8) HOW OFTEN FIRST AID BOX WITH PRESCRIBED CONTENTS IS

AVAILABLE?
o Every time
o Mostly
o Sometimes only
o Not answer

9) WITH HOW MUCH TIME THE INJURED WORKER IS GIVEN TREATMENT?

o Immediately
o Within 15 min.
o Within ½ hrs.
o More than 1 hrs.

10) HOW IS THE SATISFACTION LEVEL OF THE LABOURS WITH THE

PARTICIPATION IN THE DECISION RELATED TO THERE IMPROVEMENTS

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 o Highly Satisfied
o Satisfied
o Neutral
o Dissatisfied
o Highly dissatisfied

11) HOW DO YOU SATISFIED WITH THE FOLLOWING ADVANCES?

High Moderate Low

Housing building
advance
Insurance
Loans
Medical advance

12) SATSFACTION LEVEL OF THE LABOURS WITH THE EDUCATIONAL

WELFARE PROVIDED BY COMPANY

Highly Satisfied Neutra Dissatisfied High

education satisfied l dissatisfied
Std. of schools
Std. of collage
Fees structure
Providing hostels
Total

13) IS THE HR DEPT. CONDUCTING ANY EMPLOYEE COUNCELLING

PROGRAMMES?
o Yes always
o Some times
o Very less time
o No. not at all

14) HOW ARE THE WORKING CONDITION IN THE COMPANY?

o Excellent

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 o Very good
o Good
o Satisfactory
o Poor

15) . HOW DO YOU FEEL ABOUT THE SANITARY FACILITIES PROVIDED IN THE
PREMISES?
o Excellent
o Very good
o Good
o satisfactory

16) WELFARE ACTIVITIES PROVIDED WILL MOTIVATE WORKERS TO WORK

SINCERELY, HOW FAR YOU AGREE WIYH THIS STATEMENT?
o Strongly agree
o Agree
o Disagree

BIBLIOGRAPHY

References:
Websites:
www.Piaggio.co.in

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www.piaggio.co.in/Baramati

Text books
1) Labour Problems & Social Welfare -R.K.Saxena
Jayprakash Nath

2) Personnel Mgmt & I.R. –L.M.Prasad

Ruddar Dutt
3) Labour Problems & Social Welfare
In India -C.B.Memoria

4) Industrial and Labour laws. S.P.Jain

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