Upload
trinhdiep
View
236
Download
3
Embed Size (px)
Citation preview
3.4
CHAPTER FOUR – RULES & REGULATIONS
4.1.1 Historical Perspective of Labour Laws
4.1.2 Royal Commission on Labour
4.1.3 Factories Act 1948
4.2.1 National Commission on Labour 1966
4.2.2 The Second National Commission Labour 1999
4.2.3 Contemporary Scenario after Economic Reforms
4.3.1 Managerial functions of Physical Financial- resources
4.3.2 Infrastructural facilities
4.3.3 Planning & Preparation
4.4.1 Administration & Management of IC
4.4.2 Organisational Working of IC
4.4.3 Factors Responsible for successful running of an IC
4.5.1 Industrial canteens in Industrial Units in & around Pune region
4.5.2 Area-wise category-wise Types of ICs a) Urban-Rural b) Departmental
contractor-run
4.5.3 Profile of the Industrial Canteens Surveyed
CHAPTER FOUR – RULES & REGULATIONS
4- 1-1 Historical Perspective of Labour Laws
The evolution of industry was quite gradual. During the hunting stage
man lived all by himself. He used to go out for hunting and eat whatever he could find
even flesh, fish, fruits and roots of trees. He used tree bark, leaves and animal skin to
cover his body and he had no fixed residence. He than entered the pastoral stage under
which he started domesticating animals to have supply of milk, meat and skin. He lived
near the availability of grass and water for the animals. Gradually, man discovered a
new use to which land could be put. He entered the agricultural stage. He began
cultivating the land to grow food grains. Some people who did not have any work
offered to work in the fields of others. Such workers were paid in kind. The exchange
of services for goods made the background for the evolution of industry.
The three stages of pre-machine times are the primitive hunting and pastoral
stage, the agricultural stage and the handicrafts stage. The next three stages are the
stage of the merchants and craftsmen guilds the putting out stage of production and the
industrial revolution that took place between 1760 and 1820 in England. The industrial
revolution radically changed the techniques of production. James Hargreaves made
spinning genny in 1764 and Richard Arkwright introduced water frame in 1779. Many
mechanical inventions then came in quick succession such as mule spinner by
Crompton and ‘power loom’ by Cartwright. The invention of steam engine enabled
man to drive the machines by power. With the industrial revolution, capital became an
important factor of production with the technological advances; the employment in
factories rose up tremendously. Two distint classes emerged namely the capitalist class
and the working class. The workers were largely untrained, uneducated, and
unorganized and the capitalists of ‘hard grind’ nature exploited the workers and paid
lower wages, working conditions remained unhygienic. There was a total lack of
welfare measures. Children were employed in factories as shown in Oliver Twist and
David Copperfield by Charles Dickens. The factories were really “bleak houses” and
those were the “hard times”. To meet these challenges several management thinkers
like Robert Owen, Charles Babbage and Daniel C. McCallum came forward. Though
he was a factory owner, Owen introduced many social reforms and started co-operative
movement from 1800 to 1828 in Manchester and Rouchdale in England. He is known
as the father of personnel management and preached that personnel management, paid
dividends to the employers. He took active part in the introduction of British Factory
Act in 1819. Charles Babbage invented a mechanical calculator in 1822. He stressed
the division of physical and mental labours. He advocated the work measurement, cost
discrimination, and wage incentives. Daniel C. Mc Callum’s approach to run the
railways was that of system, common sense, reports and control.
Trade Unionism in India developed quite slowly because industrialization
started late in India after 1850. Textile mills in Bombay started functioning from 1851
and Jute mills in Calcutta from 1854. The railways started operations in 1853 which
facilitated the transport of labour and materials. The social workers, philanthropists and
the religious leaders were the first to take interest in organizing the factory workers. In
1875, a few philanthropists led by Sorabjee Shahpurjee Bengali started an agitation to
draw the attention of the Government towards the need of legislative measures to
protect child and women labour in particular and workers in general. In 1878, Sasipad
Bannerjee laid the foundation of Bara Bazar organization for the welfare of jute mill
workers. There is a record of a strike in Nagpur Empress Mill in 1877. The first Indian
Factories Act was passed in 1881. It was inadequate.
Narayan Meghaji Lokhandey, a disciple of Mahatma Jyotiba Phule, emerged
as the first labour leader in India. He worked as a storekeeper in a textile mill and
devoted his whole life to the cause of labour movement. He presented a memorandum
signed by 5300 workers and presented it to the Factory Commission appointed in 1884.
Another Factory Commission of which Sorabjee Shahpurjee Bengali was a member
was appointed in 1890. Shri N. M. Lokandey now presented to this Commission a
memorandum of 17,000 signatures by as many workers. The Indian Factory Act 1891
was passed that made the provision of 11 hours a day for women with a break of 90
minutes and raising of the age of children employed. The Factory Act, 1911 reduced
the hours of work for men and children workers.
The First World War and the Russian Revolution of 1917 affected the labour
movement. International Labour Organization (ILO) was set up in 1919.Trade Unions
Act was enacted in 1928. The credit of forming the first industrial union goes to B.P.
Wadia, the assistant editor of Annie Beasant’s weekly New India and the founder of the
Textile labour Union in Madras in 1918, Mahatma Gandhi, in Ahmedabad, led the
strike of weavers and spinners in 1920 and turned it in to a Satyagrah
4 – 1- 2 Royal Commission on Labour
The Government of India during the pre Independence period pursued a
policy of reform and repression in the matters related to labour conditions in the
colonial days. The Government appointed in 1928 the Royal Commission on Labour
with H. H. Whitley as the chairman and N. M. Joshi and Dewan Chaman Lal as
members. The terms of reference of the commission were: To enquire into and report
on the existing of labour in industrial undertakings and plantations in British India on
the health, efficiency, and the standard of living of the workers and on the relations
between employers and to make recommendations. The report of the Royal
Commission on Labour came out in 1931. It is considered a monumental work. The
recommendations of the Royal Commission were generally progressive. Not much was
immediately done to give effect to those recommendations in view of the circumstances
prevailing at that time.
One of the recommendations of the Royal Commission was to make the
appointment of the Labour Officers in order to establish liaison with employers and to
ensure that they followed sound recruitment practices. These officers were expected to
ensure that employees were provided good working conditions, canteen facilities for
meals, fair price shops, recreation, medical, and housing facilities etc. It was as early as
1931 that the Report of the Royal Commission on Labour recommended the provision
of a canteen facility to the industrial workers.
The Royal Commission on Labour in its report found that labourers do
not migrate to the city for its attractions or a better way of life. It was found that
economic pressure in the village forced them to move to the city. Almost after more
than 75 years later, the findings are found to be relevant in the 21stcentury. Few
industrial workers would remain in industry if they could secure significant food and
clothing in the village. They are pushed and not pulled to the city. The migration of
rural population towards big cities continues even to day. The Second Would War, the
Quit India movement and other circumstances led to the steep rise in prices of
commodities and the scarcity of essentials. Conciliation Board was appointed in 1940
to go into the demand of dearness allowance raised by the textile and also by the
railway employees In the year 1942, the Government decided to set up a tripartite
machinery as a national counterpart of the International Labour Organization for
discussion on labour matters. The first Indian Labour Conference was held in August
1942. In the field of labour legislation in India, Trade Union Act, (Amendment) 1947,
the Industrial Employment (Standing orders) Act 1946, the Bombay Industrial
Relations Act, 1946 and the Industrial Disputes Bill 1947 were passed.
4 – 1 – 3 Factories Act 1948
The Factories Act 1948 covers the obligation of employers regarding the
comfort and welfare facilities of staff. This Act applies to all establishments employing
more than 10 workers and using power in its operations. It also applies to the premises
where 20 or more employees work, even if no electricity is used. It does not apply to
premises operated by self employed person or their families.
The Factories Act 1948 and amended in 1976 expects all employers to provide
minimum safeguards for safety, health, and welfare of people at work. To fulfill the
conditions laid down by the Act every owner or manager of a catering establishment
must look after those aspects concerned with welfare of employees. The provision of
welfare by an employer usually includes. (a) washing facilities for staff with toilets and
rest rooms (b) first aid facilities (c) paid annual leave (d) uniforms including footwear
that is comfortable for work (e) working hours not exceeding 10 ½ hours a day
including rest periods per week and (f) paid annual leave of one month’s salary for
every year of service for permanent employees. The Employee State Insurance (ESI)
Act 1948 also takes care of the provision of benefits to employees which are financed
from contributions of employees, employers and the state. Canteen facilities and meals
at subsidized rates are to be provided in the establishment in which more than 250
employees are employed. Housing facilities or house rent allowance is to be given,
Finanical and legal services involve credit and loan facilities, some establishments set
up a scheme for the benefit of employees for purchase of items, Recreational activities
such as music on radios or cassettes and other indoor activities are provided.
The Factories Act lays down conditions to safeguard the health and safety of
people at work. In order to the conform to the Act employers are liable to provide an
environment which does not in any way affect adversely the health of any person or
injure or disable him in any way. It is necessary to guarantee a healthy environment,
proper waste disposal, proper ventilation, lighting, clean drinking water, washing and
toilet facilities, good safety policy, fire fighting equipment, and pest control. The
Industrial Disputes Act. 1917 makes provision for good working relations.
The Factories Act 1948 is a piece of social welfare legislation governing
working conditions of people in factories. The legislation covers industrial canteens,
commercial food services irrespective of their size or nature. The Minimum Wages Act
1948, Employees State Insurance Act 1948, The Employees PF Act 1952, Payment of
Bonus Act 1956, and amended in 1965, 72, 73, and Employees Family Pension Act
1971 and amended in 1973 and Payment of Gratuity Act 1973 are other legislative
measures to provide welfare facilities to workers.
The Factories Act of 1948 replaced all previous legislation on labour welfare. It
brought in many new concepts and may be considered as an important Milestone in
factory legislation. The main provisions of the Act of 1948 are -
(i) provisions regarding safety, guarding of machines, (ii) Provisions regarding health
and cleanliness, (iii) Drinking water, (iv) washing and latrine facilities, (v) Lunch
rooms and rest rooms, (vi) Sitting arrangements, (vii) First aid and dispensary facilities
in 811 factories employing more than 500 workmen, (viii) Crèches where more than 50
women are employed, (ix) Welfare Officer where more than 500 workmen are
employed (x) Provision of spittoons, (xi) Holidays with wages at the rate of one day for
every 20 days worked, (xii) Weekly hours 48 for adults and 27 for younger persons,
(xiii) Regulations regarding young persons (xiv) Rate of payment for overtime work,
(xv) Rest for half an hour after maximum of 5 hours of work, (xvi) Number of hours of
work, and (xvii) Weekly holiday.
This Act is applicable to all factories employing 10 persons or more when it
uses power and 20 persons where no power is used. However, it does not cover mines,
for which separate legislation was enacted. It also covers factories working seasonally.
The power and responsibilities of the owner/ manager of a factory and those of factory
inspectors have been elaborately specified in the Act.
It has been observed over the last sixty years that the leadership of the labour
welfare movement has increasingly passed into the hands of the government and guided
by the possibility of higher labour productivity, private employers too have done
commendable work in this field. Educational and recreational facilities, supplementary
medical care, fair price shops, housing, training facilities, etc. are now generally
provided by the enterprises run by older and well – known industrialists.
There are two streams in the development of labour welfare movement. One a
movement through voluntary effort to develop programmes with a view to minimizing
hardship, and the outlet of an agitation movement for better legislation. The movement
that began as a voluntary effort has now come to a stage where the prime motivation
comes from the state. The government is now playing triple roles that of legislator,
administrator and promoter. Because of certain inherent inadequacies, trade unions
have not generally been able to pay much attention to this movement. It must, however,
be stated that some trade unions have organized good programmes especially in
Ahmedabad, Indore, and Jamshedpur.
The Indian Constitution makes a specific mention of the duties which the state
owes to labour. It may be pointed out that, apart from the Factories Act of 1948, the
Government of India also passed the welfare Act known as the Employees’ State
Insurance Act, which provides for benefits to workers in the event of sickness,
maternity and employment injury in the form of paid sick leave, hospitalization, etc.
About this time, the Plantation Labour Act, 1951 was also passed and was made
applicable to coffee, tea, rubber and cinchona plantations. A similar Act for the mining
industry was enacted in 1952.
Feeding Facilities
Mess rooms are an elementary feeding facility where with a few chairs and
tables and in some cases lockers, workers can sit and eat in comfort the food they have
brought from home. Presently, greater and increasing importance is attached to the
provision of industrial canteens all over the world. An industrial canteen is a structure
at the place of work in which wholesome food and drinks are provided to the workers at
subsidized rates. A mobile Van, called the mobile canteen, from which food and drinks
are served to workers near the work spot is sometime provided, which offers facilities
to workers for light refreshments such as tea and snacks.
After the Second World War, as a result of war – time experience, the
contribution of proper nutritious and balanced diet to the health and efficiency of
workers has come to be increasingly recognized. As early as 1946, the Labour
Investigation Committee stated the main objectives of a workers’ canteen. It said “ The
workers canteen is increasingly recognized all over the world as an essential part of the
industrial establishment, providing undeniable benefits from the point of view of health,
efficiency and well – being. To introduce an element of nutritional balance into the
otherwise deficient and unbalanced diet of the worker, to provide cheap and clean food
and an opportunity to relax in comfort near the place of work, to save time and trouble
to workers on account of exhausting journeys to and from work after long hours in the
factory, these are some of the objects of an industrial canteen.”
According to the Factories Act 1948, every factory employing 150 or more
workers should provide a lunch room, with provision of drinking water, to enable
workers to eat the meals brought by them, and where over 250 or more workers are
employed, there should be a canteen or canteens and a bipartite canteen committee. The
rules may prescribe the date by which such canteen shall be provided, the standard of
construction, furniture, equipment, and food stuffs to be served and charges thereof.
The Mines Act of 1952 states that the mines in which the number of workers is 50 or
more should provide suitable shelters where workers may have their meals, and where
250 persons or more are employed the mines should provide canteens. The Act
provided that a group of mines may have a common canteen. The Motor Transport
Workers Act.1961
and the Plantation Labour Act state that every unit should have a canteen if more than
100 or 50 workers are employed.
The standard in a canteen varies from unit to unit. The bigger undertakings and
the more enlightened managements in the private and public sectors have provided
modern clean canteens with up – to date equipment such as electric cookers.
Unfortunately, however in most of the smaller and medium – sized undertakings,
canteens are not properly organized or maintained. Very often, managements pass on
the responsibility of running the canteen to contractors who are more interested in
profits than the welfare of workers. In the circumstances, food is neither cheap nor
nutritious, and the environment is far from clean. Further, though the quality of
nutrition is closely related to efficiency and the rate of economic growth, particularly in
developing countries, the annual administration report for Bombay in 1957 stated that
“It can be said that very few canteen managements give thought to the nutritional value
of the food supplied to workers.”
In fulfilling the objectives of an industrial canteen, several points of importance
should be borne in mind. In the first place, it should be run on a non-profit basis. The
canteen has to be roomy, clean, bright and well placed in the factory, and should have a
comfortable and friendly atmosphere. The food supplied should be adequate and of
good quality.
The office of the Central Inspector of Industrial Canteens was created in 1947 to
assist employers in establishing proper canteens and in effecting improvements in them.
The Government of Bombay made some rules in 1950 under the Factories Act, 1948,
which provide that the prices to be charged in canteens should be fixed on a non- profit
basis and should exclude rent for land and building, interest on the provision and
maintenance of furniture and equipment, depreciation charges and electric charges.
These rules also state that the plan of canteen buildings must be approved by the Chief
Inspector of Factories. The standard of accommodation, hygienic and construction
standards and also the minimum space required have all been laid down in the rules.
There are three ways in which industrial canteens may be administered
(i)Directly by the employers, (ii)By a contractor, and (iii) By a cooperative society of
workers. The statutory provisions regarding canteen services place the responsibility
for management squarely on the employer.
Keeping all these in mind, the National Commission on Labour, 1966, made various
suggestions regarding canteen services, which were elaborated by the Malaviya
committee on Labour Welfare in 1969. These have been summarized below:
(i) The present employment limit for compulsorily making the
employers provide a canteen need not be revised, but any unit, even
if it employs a smaller number of employees, when confronted with
an established demand for a canteen, should provide one and let the
workers themselves run it on a cooperative basis.
(ii) The need for a formal government notification may be dispensed
with and the employers should automatically provide a canteen when
the number of workers reaches the statutory limit in any
establishment.
(iii) Exemption from the provision of a canteen should be given not as a
matter of course, but only for a specified period at the most a year
and that too when it is absolutely necessary to do so.
(iv) Canteen should preferably be run by the workers themselves on co –
operative lines, supported and subsidized by the management in
respect of accommodation, fuel, light, furniture, utensil, etc.
(v) Through suitable amendments in the Payment of Wages Act 1935,
credit purchases should be allowed and the amount recovered later
from the workers wages,
(vi) For the benefit of workers in industries in distant and interior areas,
mobile canteen facility should be made available.
(vii) At least one balanced and nutritious meal should be provided to
workers in a factory or a mine.
(viii) A joint canteen service by small employers should be authorized in
the same locality and if necessary, the Act should be amended for
the purpose.
(ix) Both the management and the workers organization should take
active and effective interest in this welfare service. Tripartite bodies
should be constituted to ensure that canteens are run properly and
effectively.
(x) The state Government should ensure an effective implementation of
these provisions.
However in India, some practical difficulties have been encountered
in the running of an industrial canteen such as the grouping of
vegetarians and non- vegetarians of different castes and sub- castes,
each having different customs, the grouping too, and the workers
practising different religions and having varying tastes.
Shelters, Rest Rooms and Lunch Rooms
Every factory employing more than 150 workers must provide adequate and
suitable shelters or rest rooms and a lunch room, with provision for drinking water
where workers can eat meals brought by them. But in case a canteen is maintained in
accordance with the provision of Section 46 it will be regarded as part of this
requirement. If a lunch room exists no worker will be allowed to eat food in the work –
room. These are to be sufficiently lighted and ventilated and to be maintained in a cool
and clean condition. The state government may prescribe the standards in respect of
construction, accommodation, furniture, and other equipment for shelters, rest room
and lunch room.
Canteen
The Royal Commission on Labour and the Labour Investigation Committee have
laid considerable emphasis on the provision of canteen at the work place. The
observation of the Labour Investigation Committee is : “The workers canteen is
increasingly recognized all over the world as an essential part of the industrial
establishment, providing undeniable benefits from the point of view of health,
efficiency and well-being.” The I.L.O. recommendation No.102 adopted in 1956 in
its 39th
session gave further impetus to the establishment and improvement in the
existing canteens in factory establishments in the various countries of the world. In
most of the developed countries, canteens have already become an established
feature of industrial life. In many countries, canteens have been set up under statute
and in some others through the efforts of workers and collective negotiation
between the management and the workers. In most of the developing countries,
legislation empowers the competent authorities to ensure the setting up of canteens
in all undertakings employing more than a stipulated number of workers.
Different statutory requirements for provision of canteens for the use of the workers are
as follows :
According to section 46 of the Factories Act a state government may make rules for
provision of canteen by the occupier in any specified factory wherein more than 250
workers are ordinarily employed. Rules 79 to 85 of the Maharashtra Factories Rules,
1963 deal with canteens. The Inspectorate notifies all factories employing 250workers
or more to provide canteens and it is left to any individual unit, to justify and seek
relaxation, if any from the government. As per the rules the canteen building is to be
constructed in accordance with the plans approved by the Chief Inspector of Factories
and must accommodate at least a dining hall, kitchen, store room, pantry and washing
place separately for men and women. The dining hall of the canteen must have
accommodation for at least 35 percent of the workers at a time. However the state
government may alter the percentage of workers to be partitioned and reserved for
women workers. Sufficient chairs, tables, stools, benches, utensils, crockery, cutlery
and other necessary equipments must be provided for efficient running of the canteen.
Where the canteen is managed by a Co-operative Society registered or deemed
to be registered under the Maharashtra Cooperative Society’s Act, 1960, the occupier
has to provide the initial equipment for the same. The price list of foodstuff beverages,
and any other item served in the canteen must be conspicuously displayed. All books of
accounts,registers and any other document used in connection with the running of the
canteen must be produced on demand to an Inspector. The accounts pertaining to the
canteen are to be audited once in every 12 months by registered accountants and
auditors, and the balance sheet prepared by the said auditors is to be submitted to the
Canteen Managing Committee. The Canteen Managing Committee, which consists of
equal representatives of employers and the employees will decide regarding the quality
and the quantity of foodstuffs to be served in the canteen, the arrangement of menus,
times of meals in the canteen and on any other matter pertaining to its administration.
The employer is not required to constitute such a committee in case the canteen is being
run by the co-operative Society. The Chief Inspector may, by an order in writing, direct
the manager to provide in the canteen any item of foodstuffs if he is satisfied that such
item is in general demand. Food drink and other items served in the canteen are to be
sold on no profit basis.
Under Section 394 of the Bombay Municipal Corporation Act, 1888 a
municipal licence for the eating house is necessary. Industrial canteens are licensable as
catering establishments and the conditions of licence applicable to the canteen are the
same as applicable to an eating house. Since a canteen is a catering establishment, a
licence is necessary under the aforesaid section even if it is not conducted with profit
motive or no members of public are entertained. Under Section 394 of the Bombay
Municipal Corporation (Amendment) Act, 1962 a from of application for licence is
prescribed for various commodities and trades in Schedule M of the Act. The rules and
regulations of Food Acts are applicable to the industrial canteens.
The canteens could be broadly divided into three types : In the first type, we
may include canteens orgainsed and administered directly by the employer. In such
canteens the staff is appointed by the employer and paid from the factory fund. They
enjoy all other benefits as are admissible to other factory employees. The second types
of canteens are those run by the contractors who are in charge of appointment and
supervision of the canteen staff. The necessary payment to the staff is also made by
them. Obviously, the intention of the contractor will be to make profits. The employers
normally entrust the canteens to the contractors to get rid of some of the problems and
also to free themselves from certain statutory liabilities. In the third category are
included canteens run on co-operative basis. Here the employees with or without the
assistance of the employer take upon themselves the responsibility of administering a
canteen. However, the union co-operation is vital for successful running of canteens on
co-operative lines.
The Committee on Labour Welfare recommended the following measures for
improvement in the canteen service:
a) The canteen should preferably be run by workers on co- operative basis and
employers and the state government should give necessary encouragement
for this purpose. The management / employers should provide canteen
facility even in establishment employing less than the prescribed limit of
workers, if a request is made by them on this behalf and the workers agree
to run the canteen on co- operative basis.
b) Both managements and the workers’ organizations should take active
interest in the running of the canteens. Triparite bodies should be constituted
to ensure that the canteens are run properly and are popular with the workers.
c) It is necessary that the spirit behind the provision of canteens be borne in
mind by the employers. They should take due interest in providing eatables
of requisite standards and nutritive value to the workers employed in their
establishments and should not view the provision of canteens as a routine
statutory obligation to be fulfilled somehow.
d) Credit facilities should be provided to the employees making use of the
canteen services. For this purpose, it is also necessary that the Payment of
Wages Act 1936 should be suitably amended so as to include deductions for
credit to workers in respect of purchases made from the canteen.
e) To mitigate the hardships of workers in small factories including those in
industrial estates, the competent authority should be authorized to permit
joint service by small employers situated in the same area/ industrial estates
and, if necessary amendments to the existing provisions of the Act should be
made for setting up of joint canteens.
f) The canteen should be situated in a clean and hygienic place, and its kitchen,
counter as well as the eating place should be maintained in clean and
healthy conditions, free from flies, dust and dirt. The welfare personnel of
the establishment, the union leaders and the more literate and enlightened
workers should ensure that the workers who take advantage of this service,
appreciate the value and importance of a clean and hygienic canteen service.
The National Commission on Labour observed that : (a) even after years of
development, canteen and rest shelters have not received adequate attention from
management, (b) the present employment limit for requiring employer to set up a
canteen compulsorily should be brought down to 200 in units where there is an
established demand for a canteen from a majority of workers, (c) it should be
automatically obligatory for the employer to provide a canteen whenever the
employment exceeds the prescribed limit. The need for notifying the establishment
should be done away with, (d) establishments which operate over a wide area should
consider the running of a mobile canteen, (e) canteens should provide at least one
balanced meal a day, and (f) workers should preferably run the canteens themselves on
a co- operative basis, in any case they should be associated with canteen management.
Wherever canteens are run on co-operative basis, employers should give subsidies in
the shape of free accommodation, fuel and light, utensils, and furniture
4-2-1 National Commission on Labour 1966
The National Commission on Labour (NCL) was set up in 1966 to study the industrial
relations situation in the country and to make recommendations for improvement. The
recommendations of the National Commission on Labour had far reaching implications
on labour policy in different fields. The National Commission on labour submitted its
report in 1969. It has observed that the concern of the state in labour matter emanates
from its obligations to safeguard the interest of workers and employees so as to ensure
the social welfare facilities at a reasonable price. Its involvement in the process is
determined by the level of social and economic advances. In India the polices on
industrial relations are influenced by the Constitution of India, the instruments of ILO
and the policies on industrial relations announced. The reports and recommendations of
inquiry such as the Royal Commission on Labour, the National Commission on Labour,
Rural Reforms committee are useful for providing inputs in shaping government
policies.
In a democratic set up industrial relations polices are shaped by basic
philosophy for governance of the people based on human values for freedom and
human rights. In India the state and central government endeavors to correct through
effective industrial relation an imbalanced, disordered, and maladjusted social and
economic order with a view to reshaping the complex socio – economic relationships
following technological and economic progress. In the process it protects some and
restrains others depending on the situation. Government intervention in India becomes
necessary in view of alarming industrial unrest, poor conditions of work and workers
and lack of strong trade union movement. The Directive Principles of the Indian
Constitution require the Government to intervene in industry to safeguard the interest of
the working class and to increase productivity. Certain laws applicable throughout the
country such as the Plantations Labour Act 1952, the Minimum Wages Act 1948, the
Payment of Bonus Act 1965, The Contract Labour Act 1970, the Payment of Gratuity
Act 1972, The Bonded Labour (Abolition) Act 1975 and the Equal Remuneration Act
1976 have been enacted to protect the economic and social interests of the working
class. Labour policy during all the Eleven Five Year Plans is related to the well – being
of the working class.
The National commission on Labour (NCL) was set up in 1966 to study the
industrial relations situation in the country and to make recommendations for
improvement. The report came out in 1969. The recommendations include the
categorization by NCL of industries as essential and non essential for the purpose of
strikes and lockouts. The NCL recommended the constitution of Industrial Relations
Commission on permanent basis both at the state level and the centre for adjudication
in industrial disputes, conciliation, and certification of unions. It laid down the
procedure for the settlement of disputes and for the recognition of trade unions. The
strengthening of trade unions, the strengthening of collective bargaining, statutory
formulation of grievance procedure are the other major recommendations of the first
National Commission on Labour. The first National commission on labour was
constituted on 24 – 12 – 1966 which sublimated its report in August 1969 after a
detailed examination of all aspects of labour problems both in the organized and
unorganized sectors.
4-2-2 The Second National Commission on Labour 1999
After the submission of the report of the first NCL in 1969, a lot of changes have taken
place in the last century in techonology, social, economic, politico – legal, and in
international environment of industry. The initiation of several economic reforms
during the 1990s, further necessitated a review of industrial relations scenario, labour
laws and other related matters and bring the desired changes to deal with the challenges
of future. The need for setting up of the Second National Commission on Labour was
felt. During the period of three decades since the setting up of the first National
Commission on Labour there has been an increase in the number of workforce and
other factors due to the growing pace of industrialization. After the implementation of
new economic policy in 1991, changes have taken place in the economic environment
of the country which have in turn brought about radical changes in the domestic
industrial climate and labour market. Changes have occurred at the work places like
character of employment, changes in hours of work, and overall change in the scenario
of industrial relations. These changes have resulted in uncertainties in the labour market
requiring a new look to the labour laws. In the light of the above position, the
government resolved on 15 -10-1999 to set up the second National Commission on
Labour so that a high powered body could dispassionately look into these aspects and
suggest appropriate changes in the labour legislation and labour policy. With this
background the central Government set up the second National Commission on Labour
in 1999 under the chairmanship of Ravindra Varma. The commission was entrusted to
suggest, among other things, rationalization of the existing labour laws in the organized
sector so as to make them more relevant in the changing economic conditions under the
impact of globalization.
It is a well acknowledged fact that both foreign investment and export growth
are being constrained by the existing labour laws which do not allow any room for a
direct linkage between increase in wages and productivity growth. The existing labour
laws are so inflexible that employers are reluctant to hire labour because they would not
be able to fire surplus labour in the future. Unless the labour laws are changed higher
manufacturing growth will not automatically result in greater employment. They will
be constrained to undertake downsizing or restructuring for fear of trouble from the
trade unions. Thus a thorough review of the provisions of the Industrial Disputes Act
and other labour legislations is called for in order to impart greater flexibility to the
labour market and thereby encourage more employment and attract larger amounts of
foreign investment.
The second National Commission on Labour was expected to formulate an
umbrella law to ensure protection to workers in the unorganized sector which in the
absence of growth in job opportunities in the organized sector, is expanding at a rapid
pace, absorbing school dropouts, women, and children. It is of the utmost importance to
look after the welfare and interests of the 32 crore workers in the unorganized sector
because they are often made to suffer silently. They are not always paid minimum
wages and even their low salaries are not paid on time besides being subject to
deduction by way of commissions to middlemen.
The terms of reference of the second National Commission on Labour are (a) to
suggest rationalization of existing laws relating to labour in the organized sector and (b)
to suggest an umbrella legislation for ensuring a minimum level of protection to the
workers in the unorganized sector. The commission took into account (i) follow up
implications of its recommendations (ii) The emerging economic environment
involving rapid technological changes requiring response in terms of change in
methods, timing and conditions of work in industry, trade and services, globalization of
economy, liberalization of trade and industry and emphasis on international
competitiveness and the need for bringing the existing laws in tune with the future
labour market needs and demands (iii) The minimum level of Labour protection and
welfare measure and the basic institutional frame work for ensuring the same and (iv)
improving the effectiveness of measures relating to social security, occupational health
and safety, minimum wages and linkage of wages with productivity, and in particular
the safeguards and facilities required for women and handicapped persons in
employment. The second National Commission on Labour submitted its report to the
Government in July 2002.
4-2 -3 Contemporary Scenario after Economic Reforms
During the last decade significant changes have taken place in the social
economic, technological and political environment of Indian trade, commerce and
industry. The recent spate of changes in the economies of the world by the
establishment of World Trade organization (WTO) the GATT pact, the rise in
privatization, economic liberalization and shift towards globalization have brought
many opportunities and threats in the modern industrial organizations. The Industrial
relations (IR) and Human Resource (HR) professions can not ignore these changing
emerging trends in the industrial environment. It is imperative need of the present to
design and execute innovative mechanisms of developing skills and competencies of
human resources to prepare them to accept the emerging new challenges. The
revolution in information technology, the need to build up ‘knowledge capital’
advances in technology making present skills and techniques outdated, development of
new technologies like biotechnology, nanotechnology and others, tough competition
from multi-national corporations, flow of goods and services, changing profile of
workforce, mergers and acquisitions of industries globally, and outsourcing various
services like house- keeping security, gardening and paraclinical. The outsourcing of
canteen facilities has emerged as a recent trend in industrial units. These changes have
made a tremendous impact on the tasks of future industrial relations managers who will
have to act as change agents and change facilitators. The focus of management is
changing from one of managing the worker to that of managing work. The
organizations have realized that human resources is the greatest asset and policies like
competence building, job rotation are being adopted to develop efficiency of the
workers.
Globalization has integrated the Indian economy with the international economy
and the Indian economy and industry is affected by whatever happens in the other
economies of the world as recent developments have demonstrated. Recent changes in
workforce profile indicate increase in educational level of the workers changes in skill
levels in sectors like IT, BT, Pharmacy and sense of modernization, knowledge worker
status and multi skilled proficiency. In the wake of advanced technology, old jobs are
getting redundant and new jobs are being created. There is a likelihood of greater
interference of Government channels in business in the near future to safeguard the
interests of workers, consumers and the public general. Many changes are taking place
in the legal framework within which the industrial relations system in the country is
now functioning. This is now and would remain in future a major challenge for the
industrial relations executive. The government has enacted various legislations but their
due implementation needs to be looked into. The role of non – government
organizations will be substantial in making available to the workers the provision of
social services. There are clear indications that the trade unions are fast losing their
importance. A significant recent trend is the emergence of and dominance of global
capitalism in the form of multi national corporations which demand efficiency and
effectiveness at every level of operation and management. Low wages have been a
source of perennial problem and have been a source of industrial dispute in spite of the
existence of Payment of Wages Act and Minimum Wages Act in the statute books.
Employment of women is a major problem. Various labour laws would be beneficial to
the workers if implemented properly. There is law against child labour but instances of
violation of law as that of Sivakasi disaster are found. The sheer number of labour
legislations in India is too large but mere making of laws does not solve the basic
problem.
It is necessary to adopt a fresh perspective on the thinking, beliefs, philosophy
and value systems of work environment. Work place reforms are needed. The culture of
tripartism needs to be encouraged and strenghtened. It is likely that the kitchens will
become smaller and service areas larger. Storing will be more compact. Better
equipment will be designed with a view to provide more safety, comfort and
convenience. Food preparation will shift from traditional methods to fast processes.
Menu planning will be modified to suit changing tastes and circumstances.
Computerization will increase. It will become obligatory to pay attention to hygiene,
sanitation and safety. Catering managers will need to keep in touch with technological,
economic, and legal developments. They have to be competent in their tasks and the
winners will be those who can foresee a change in the trends well in time to respond to
them first.
4-3-1 Managerial Functions of Physical Financial and Personal Resources
Physical, Financial and Human resources are required for the production and
service of food in a canteen establishment. For a number of reasons, all these resources
are always limited and therefore it is clear that these resources need to be utilized to
their maximum so as the resource can be increased indefinitely. Resources by their
mere presence cannot lead to the success of a food service but they need to be nurtured
and skilfully utilized through imaginative and innovative management techniques. The
environment is fast changing all the time, managers are required to keep pace with the
new challenges. Therefore management skills have become the most important
resources today for any and every establishment including an industrial canteen. If this
resource of management skill is well developed all others can be utilized to their fullest
advantage. Capital in the form of money supply, space, materials, equipment, staff,
personnel, time, energy and procedures are the eight important resources required for
any establishment. Space, materials, equipment, time, energy and procedures are
physical resources, while capital is the financial and staff is the personnel resource. The
same can be shown below.
RESOURCES
Physical Capital Staff
Basic Materials Financial
Personnel
Space Time Energy Materials Equipment Procedure
The three basic fundamentals or infrastructural resources are space, time and energy.
(I) Space
Space is the most expensive and the most limited resource. It is necessary to
utilize every square centimetre available in the most effective manner. Space for
canteen-like establishment should have adequate space for work areas such as the store,
the kitchen, the service area and the administrative block. The environment should be
comfortable and suitable for all the requirements of a catering establishment with
sufficient area for equipment placed in such a way to establish smooth work flow.
(II) Time
It is necessary in a catering establishment like an industrial canteen to perform
all the activities in a restricted period of time. In the catering establishment where food
has to be served at particular times, the pressures build up for staff in kitchens, service
and clearing areas from time to time. There are peaks of working schedules and flat
areas of less work and so in catering operations, this valuable resource-the time-gets
wasted at different points of production and service cycle. It will be advisable to
maintain a diary of time log for each person’s work. Time is that factor which is
equally distributed to all people that is 24 hours a day irrespective of the educational
background, skills and the nature of job of the workers. Through a critical analysis of
production service and management style it is possible to control time wasting activities.
This valuable resource of time then can be used for constructive, planned action and
achievement.
(III) Energy
Energy includes the fuel resources and the energy of human efforts. Today the
situation is one of high prices, shortages and sometimes even non-availability both in
the case of fuels and the energy from human efforts through the skills of workers. Good
utilization of fuel is needed and so it is essential to save fuel in kitchens and service
areas. It is necessary to initiate use of thermostats, use of automatic switch-off cooking
equipment and other means. It is for each individual establishment to find ways and
means to make the optimum utilization of this resource of energy of fuels and of energy
of human efforts.
(IV) Materials
The materials used in a catering establishment are food materials, linen and
kitchen cloth materials and clearing materials. Fruits, vegetables, milk, eggs and meat
etc. are perishable materials. In addition to these, a wide variety of processed and
packaged foods may be needed. Food materials are best utilized when loss is prevented
during receiving, storage, preparation, cooking service and clearing. Multipurpose
cleaners are cheaper to buy and easier to use. The maximum utility of cleaning
materials lies in establishing correct methods of cleaning, choosing simple, familiar,
low cost equipment, using multipurpose detergents and avoiding wastage. Linen
includes kitchen cloths, duster and table linen. Use of table linen is fast being replaced
by easy clean materials or disposables.
(V) Equipment
The factors for the selection of equipment in relation to individual food service
requirements are size, use, price, ease of installation and operation, safety, economy
and related factors. Menu patterns greatly affect the serving equipment to be selected.
Its selection needs to be carefully planned to provide menu flexibilities. Equipment
property should reduce the drudgery of routine jobs, catering policy in being inflenced
by greater mechanization, simplified operation and increased use of convenience foods.
(VI) Procedures
Procedures are the methods followed in performing tasks, correct procedures for
every job should be followed. Results in terms of consistency of quality, quantity, time
and energy consumption should be obtained. Collecting all equipment, amount of water
for cooking, use of labour saving devices, minimum use of utensils are some of the
measures to follow correct procedures in canteens.
(VII) Capital-money-financial resources
Money is required to be invested and spent in order to acquire other resources.
The methods by which an entrepreneur can raise money are more important before the
consideration of the utilization aspect. Loans from nationalized banks or government
finances are available to raise capital at low interest rates. Hire purchase instalments
can be of maximum benefit in raising financial resources. Suitability, economy,
flexibility, durability, efficiency and safety should be taken into account in spending the
capital resources.
(VIII) Personnel-Staff-Human Resources
The skills and motivations of the staff make the canteen establishment succeed.
Managers need to motivate their human resources to an extent that will make people
perform their best. The basic conditions of comfort need to be provided at work
because social factors affect worker behaviour and attitudes. Adequate salaries,
employee welfare schemes, creating a sense of belonging and similar measures will
bring the best out of the staff. Creating a good work environment and social interaction
among the members of the staff, results in higher productivity. Managing staff well
means being one with them and yet not interfering in their work.Effective management
is effective utilization of resources through good planning, organisation and control.
4-3-2 Infrastructural Facilities: Site, Construction, Space, Seating Arrangement,
Furniture, Water, Electricity, Fuel, Equipment, Security
SITE
The site of an industrial canteen is generally the space assigned to it by the
industrial unit. If it is centrally located on the premises of the plant, it is convenient for
the workers to visit the canteen during the timings specified to that purpose.
CONSTRUCTION
The construction of the structure of the canteen depends on the policy
guidelines about their infrastructural facility as determined by the management of the
individual canteen establishment.
SPACE
The space that a catering establishment like an industrial canteen requires is for
storing, cooking, serving and clearing as these tasks in the same sequence need to be
performed there. The storing space should be given pest control treatment. The kitchen
space should have proper ventilation. The serving should be sufficient for the size of
the canteen which depends on the number of workforce and the clearing space should
have adequate facilities.
SEATING ARRANGEMENT
The provision for the seating arrangement is to be made by the parent unit
where the canteen is established. The arrangement should be such that the consumers
are protected from weather conditions of all the seasons. The cleanliness ought to be
maintained. Airy premises are suitable.
FURNITURE
The furniture should be provided by the management of the industrial unit to
those who are entrusted with the task of running an industrial canteen. The utility and
suitability should be the deciding factor in respect of the use of furniture in the canteen.
WATER
The provision of clean and pure drinking water is essential for cooking purposes.
It must be seen that the hardness of water is removed before its use in the canteen.
Adequate supply of water should be made for all other purposes required in the canteen.
ELECTRICITY:
Power consumption has become a necessity these days and therefore
uninterrupted power supply of electricity, of necessary voltage should be made in the
canteen. Many equipments and storing devices need electricity and its guaranteed
supply must be made available if required through gen sets.
FUEL
It is possible to use diesel burners or electric hot plates in some canteens. The
fuel needs of most of the canteens are to be met by the LPG gas cylinders or the LPG
piped connection, wherever available.
EQUIPMENT
Mixers, Grinders, Refrigerators and Deep Freezers are considered to be the
most essential equipments in almost all the canteens. It is desirable to make use of other
automatic and uptodate equipments for cooking, holding and storing purposes.
HYGIENE:
Hygienic environment in the preparation and production of food items is
obligatory. Nothing that will cause health hazards can be tolerated in the times when
everybody has become conscious of the value of hygienic food.
SANITATION:
The infrastructural facilities have now recognised the position of sanitary
arrangements in work places and in welfare centers like the industrial canteens.
Sufficient arrangements for sanitation units such as urinals, toilets, bath rooms, wash
basins and disinfectants at all such points need to be made in such establishments.
SECURITY
The security arrangements for the entire premises and in particular for the
canteen space should be made. Entry should be checked at such places and unauthorsed
individuals should not be allowed to enter the premises. Other safety devices and
employing security personnel for the round the clock vigil are the other measures that
need to be employed in an industrial canteen.
The infrastructural facilities are the most essential basic facilities for the
establishment and these ought to be provided in an obligatory manner without making
any exception and without forwarding any excuse for the lapses. The space
management is concerned with the basic facilities such as site, construction, space,
seating arrangement and furniture. The materials management is concerned with the
supply of water, electricity and fuel. The equipment management has to look after the
installation, maintenance and operation of the equipments in the canteen. The disposal
management takes care of hygiene and sanitation. The security arrangements and the
security staff are controlled by the personnel management.
4-3-3 Planning and Preparation : Purchasing, Budget, Menu, MOS statement, CC
Sheet and Nutrition
Purchasing
The planning and preparation of food production begins with the stage of
purchasing. Purchasing what and when are the most important decisions to be made in
the canteen management. It is also significant to decide who purchases, from whom and
how are the purchases made.
Budget
Budget is the draft plan of how to spend and on which items to spend how much.
The food production and the staff require roughly 40 percent each and the other items
need the remaining 20 percent approximately. Variations are possible in the pattern of
expenditure. Balance between expenditure and income should be maintained in a well
planned budget.
Menu
Menu planning is a vitally delicate task in the running of an industrial canteen.
Variations in food items at each meal are necessary. Nutritional values need to be taken
care of. Financial and procedural controls have their impact on Menu Planning but the
tastes, demands and satisfaction of the consumer is the uppermost.
Monthly Operating statement:
Monthly operating statement is a tool of planning and preparation in the canteen
management. Keeping the provisions and the constraints of the budget and the demands
of menu planning in mind, the monthly operating statement is the monthly plan of
activities in the operations of the canteen. The requirements of materials, finance, and
manpower management are indicated by MOS.
Canteen cost sheet
A handy instrument to know what goes into the making of specific item of food
is the canteen cost sheet. The procedure of cost pricing depends on this. It is an
instrument that assists in the planning at the micro level. The daily CC Sheet
preparation is an exercise in finding out the status of the canteen establishment with
inputs from materials, finance and personnel sectors.
Nutrition
The nutritional requirements for workers are 2800 calories for men and 2200
calories for women who are required to perform moderate physical work and those who
are required to put in heavy physical work require 3900 calories for men and 3000
calories for women. The protein intake should be 55 gms for men and 45 gms for
women. Diet should contain at least 15 gms of fat derived form vegetable oil.
The 22 items most frequently prepared in the industrial canteens have the
nutritional values in the terms of calories and proteins as shown.
One cup of rice of 200-240 gms made from rice (50-60gms) has 175-210
caloreis and 3-4gms proteins. The same measure of Khichdi made from rice (35-40gm)
and tur dal (15-20gm) has 180-210 calories and proteins 6-8gms. Sweet rice pongal
kheer of the same measure made from rice (40) (15-20) gram dal, fat & nuts (5-10) and
jaggery (40-50gms) has 450-550 calories and 8-9 gms of proteins. The same
preparation without jaggery has 270-330 calories and 8-9 gms of proteins.
Sr.
No.
Item Quantity Weight
gms
Ingredients Calories
gms
Protei
ns gms
RICE
1 Rice 1 cup 200-240 Rice(50-60gms) 175-210 3-4
2 Khichdi 1 cup 200-240 Rice(35-40) Tur
Dal(15-20)
180-210 6-8
3 Pongal Kheer -“- 200-240 Rice+Dal+Fat
Nuts+Jaggery
450-550 8-9
4 Pongal Kheer -“- 200-240 Rice+Dal+Nuts+Fat 270-330 8-9
CHAPATI
5 Chapati - 40 Wheat floor+fat 100 3
6 Paratha - 55-60 -“- 150-170 4
7 Puri - 15-25 -“- 50-80 1-2
8 Bread - 20-30 Wheat+floor 50 2
DAL
9 Whole legume or
dal
1 cup 200-400 Wh +dal+fat 3-5 210-225 12-19
10 Dal -“- 200-400 dal+fat 2-3 90-130 5-7
11 Sambar -“- 200-400 Tur dal+Veg fat
25 25 (2-3)
115-225 6
Vegetables
12 Veg 1 Serving 80-100 Veg(100) Fat (3-5) 70-90 3
13 Veg Gravy 1 –“- 100 Veg(50-75) Fat(3-5) 50-80 1-2
Tea/Coffee
14 Tea 1 cup 225 Milk Sugar
(50) (10)
80 2
15 Coffee 1 cup 225 Milk Sugar
(100) (10)
120 3
SNACKS
16 Idli 2 80-100 Rice Gr.Dal 190-230 7-8
(40-45) 15-20
17 Dosa 2-3 80-100 Rice Gr.Dal Fats
(40-45) 15-20
240-270 7-8
18 Chiwda 1serving 50-60 Poha Nut Chana Dal
(25) (20) (10) (10)
270 7
19 Samosa(2) 80-100 Flour Potato Onion
Fat
20-25 25 25 10-
15
200-260 3-4
20 Upama(1cup) 80-100 Rawa Fat
(50) ((5-10)
200-265 6
21 Vada(2) 60-70 Dal Fat Veg
(25) (10-15) (20-30)
185 6
22 Bhajiya(1dish) 80 Chana (20) Veg (40)
Fat (10)
175 6
Morning tea (80 calories + 2 proteins),
Lunch of 4 chapati, 175 gm Rice, 70 gm Veg and Dal 100 gm
(745 calories +24 gm proteins),
Afternoon Snacks and Tea
Chiwda (270 gm) + Tea (80gm) – (calories 350 and proteins 9gms)
Dinner of Rice (175gms) Veg (100) gms 4 chapati
= (745 calories and 24 gm proteins)
080+745+350+745 calories per day make 1920 calories which is the minimum
that is consumed by an industrial worker. Some supplementary items like soya flour,
green vegetables, and some protein intake should be added to bring the intake to the
moderate level for calory intake with protein requirements.
4-4-1 Administration and Management of IC
The present study is an investigatory survey of industrial canteens in and around
the Pune industrial region. Of these one hundred and twenty two industrial canteens,
the number of departmental canteens is fourteen and this category of departmental
canteens is treated separately in the scheme of the present study in the next chapter five.
The industrial canteens are One Hundred and Eight canteens, there are eighty five
canteens which are in the urban industrial belt and the remaining twenty three are
located in the rural areas around the city of Pune within a radius of about fifty kms. The
investigation and analysis of the administration and management of these industrial
canteens is attempted on the basis of the responses to the questions designed by the
researcher for the purposes of the present study.
The break-up of the 50 question Questionnaire reveals the fact that the thirty
three questions out of fifty questions are related to the areas of administration and
management of the industrial canteens in and around the city of Pune. Of these thirty
three questions, there are one third of these, that is, eleven questions which are related
to the administration of the industrial canteens under investigation. Of the thirty three
questions the questions related to management are twenty two, that is, two thirds of the
questions of the large group. The twenty two questions further had a breakup of ten and
twelve questions. There are ten questions related to the management of finance and
there are twelve questions related to the personnel management.
The questions related to the administration and management reveal the fact that
the industrial units have been established in majority of the cases after the
Independence. The decades of sixties and seventies of the twentieth century have been
the decades of the rise of the industrialisation in the viable and suitable pockets
specified for the purposes of the establishment of such industrial units. The other
aspects of administration and management have been considered through the responses
to the other questions which have brought the features of these industrial canteens in
the areas of management such as the financial management and the personnel
management. The present study has adopted an objective approach to the investigation.
The responses have been presented in the data compiled and graphic and tabular
presentations of most of the questions have been offered so that the procedure of the
administrative set-up and the managerial functions of these industrial canteens emerge
clearly through these responses.
4-4-2 Organisational Working of Industrial Canteens
The organisational working of the industrial canteens under investigation is the
focus of the 50-question Questionnaire. The industrial canteens are mainly meals and
snacks establishments. There are multiple unit industrial canteens which make about
eighty percent of the total industrial canteens under study. The single unit industrial
canteens are twenty six that is roughly twenty percent of the total industrial canteens
being investigated in the present study. Many canteens are functioning round the clock
for all the twenty four hours of the day.
The items which are prepared for the meals include rice, dal, chapati and
vegetables. It is noticed that these items roughly make the intake of seven hundred and
fifty calories in each meal and during the daily two meals in the afternoon and the
evening bring the total to fifteen hundred calories. The supplementary items such as
papad, pickles, chutney, and salad make up the deficiency to bring the level of daily
intake from the two meals to the limit of approximately two thousand calories and more.
The morning tea and snacks and the afternoon snacks and tea, can bring the tally of
total calory intake to above two thousand eight hundred calories and more than that.
The nutritional value of the food stuff offered by the industrial canteens is a quite
significant aspect of the organisaitonal functioning of these canteens.
The other important aspect is that the items of foodstuff offered by these
industrial canteens are subsidized by the management of the industrial units concerned.
It is noticed from the responses that the subsidy is quite substantial and in many cases it
ranges from fifty to eighty percent. In other words, it means that an item available for
Rupees Ten in the open market is charged fifty percent to twenty percent price only,
that is, the item of Ten Rupees is available for the amount from two to five rupees in
the industrial canteen establishment. The meals are charged something like five and a
half and eleven and a half rupees, depending on the number of items. The subsidy given
to these meals is a welfare measure in the units concerned.
The high nutritional diet is thus made available at subsidized rates and that is
the chief feature of the industrial canteen run by the industrial units or the proprietors
appointed by them. The organisational functioning of industrial canteens is noteworthy
for this feature.
4-4-3 Factors Responsible for successful running of an IC
Ten percent of the questions in the 50 question Questionnaire are the questions
that seek opinions as responses. One such question desires to know the reaction about
the running of industrial canteens by ladies. Another question has sought the response
about the cleanliness in the canteens as the mirror of the establishment concerned.
There are questions which ask about the factors which are responsible for the
successful running of an industrial canteen.
The satisfaction of the consumer is the response that ranks the highest. It has
been observed by the respondents that it is very difficult almost universally to satisfy
the customer in running any establishment anywhere in the world. In particular in the
case of the catering establishment it is found that “many men, many minds” becomes
the common experience as the consumer in a canteen truly represents the maxim of
“many men, many tastes”. Individual tastes vary from person to person. In a vast
country like India, there is an equal diversity in the matter of dietary habits. It is
experienced that ethnic food habits and tastes differ. There are regional differences.
Even there are caste-wise varieties in the preparation of the same dish like the sweet
rice in which jaggery is mixed in certain areas, but sugar is added in some other areas.
Mangalorean tastes differ from Bangalorean tastes. There are parts of India in which
rice is the staple diet. There are some other areas in which the preparations from wheat
are preferred most. In North India, paratha and its variants are the most popular. In
South and East India, rice and rice preparations occupy the same position in their meals.
Even in a state like Maharashtra, Malwani dishes differ from Poona meals. There are
differences in the Khandeshi preparations while the preparations in the Nagpur region
have their own peculiarity. Some like it hot, while there are those who like it sweet.
The names of some of the preparations like Hyderabadi Biryani, Amritsari Kulcha,
Chettinad Chicken, Peshawari dishes, Punjabi Samosa and Kashmari Pulao indicate
their special delicious tastes. Against the background of such a large variety of tastes
depending on the caste, religion and region of the consumer, to cater to the different
tastes and demands of the consumers in a canteen is really difficult. Therefore, to keep
the consumer satisfied with the taste of the food served is a matter achieved through a
delicate balance of skills and attitudes. To satisfy the customers gets the highest priority
in running an industrial canteen and the most challenging factor of successfully running
an industrial canteen.
Other factors stated are time management as well as Management of Human
Resources. The attitudes and characteristic traits of the individual who runs the canteen
are also considered to be the factors responsible for running an industrial canteen
successfully. Managing time and men, hard work and sincerity, and maintaining sound
relationships are the other factors that share the responsibility of successful running of
the industrial canteen. The managerial skills and individual traits make running a
canteen successful but the customer’s satisfaction remains the outstanding factor that
decisively determines, the successful running of an industrial canteen meant to feed the
industrial workers at the workplace with quality delicious food at subsidized rates with
high nutritional contents.
4-5-1 Industrial canteens in the Industrial Units in and around Pune region
The city of Pune has held the status of the “Cultural Capital” of the state of
Maharashtra for a number of centuries being the land where Shivaji, Dnyaneshwar,
Tukaram and Ramdas contributed considerably. The city has now become a major
industrial metro-politan centre. It is being counted in the first ten cities of the country.
The industrial development of the region in and around the city is mainly after the
nation became independent. Raja Bahadur Mills, a paper plant at Hadapsar, the
Ammunition Factory at Kirkee, Ordenance Depot at Dehu Road, Sathe Biscuits Factory
and the traditional industries were the only few establishments that marked its industrial
status at the time of national independence some sixty years ago.
During the last sixty years the city developed as an industrial metro. Its
population has increased almost forty times to the range of about four million. Of these
four million people, there are one and half millions in the newly developed industrial
belt of Pimpri-Chinchwad and Bhosari. Hadapsar, Hinjawadi, Katraj, Sanaswadi,
Koregaon Bhima, Shikrapur, Moshi, Chakan, Talegaon, Lonawala, Saswad and Jejuri
have independent industrial areas where a number of industries have sprung up. Daund,
Indapur, Baramati Shirur and Rajgurunagar have started growing industrially. Mumbai-
Pune and Nasik have emerged as the golden triangle of industrial growth in
Maharashtra.
It was in 1956 that a public sector undertaking was started in Pune as a
penicillin factory named Hindustan Anti-biotics Limited. There were collaborators that
established their units like Atlas Copco, Sandvik-Asia, Forbes Marshall, Ruston
Greaves, Schenectady Beck, Philips, Alfa-Laval, SKF Bearings and KEB pumps. The
industrial houses began to be established. Tatas set-up their units such as Telco, Tata
Honeywell and other collaborations. Bajaj Tempo and Bajaj Auto expanded rapidly.
Kinetics have their several units in and around Pune. Mahindra and Mahindra and
Finolex started their functioning in this area. Thermax, Siporex, Kalyani units and
Sudarshan Chemicals have their factories in and around Pune. Consumer durables,
electrical and electronic goods, chemicals and engineering, auto mobile industry, two
wheelers and three wheelers, information technology and computer units, rubber
products, glass ware, pharmaceuticals, dyestuff, machinery production, diesel engines
and motors, pumps, and paper industry are some of the production units in and around
Pune. Kirloskars have beeen the pioneers in the industrialization of the city of Pune.
Hundreds of small-scale and medium size industries have flourished in the Pune region.
The rapid expansion of the industrial zones around Pune has crossed the inter-district
boundaries. Pune city and hundred kms around Pune on all the sides have become and
are about to become fully industrialized.
4-5-2 Area-wise, Category-wise Types of ICs (a) Urban-Rural (b) Departmental-
Non Departmental:
There are a large number of industrial units in and around the city of Pune. Most
of these units are of small-stall industries. The number of industrial workers in such
units is very small ranging between five and fifteen workers. These units do not offer
the canteen facility to their workers on their own behalf but generally give their
permission to someone to run a small tea-stan with snacks. Those units that have a
sizable number of workers from 20 to 100 workers permit a contractor to run a catering
establishment. Those units that have 250 workers are required in an obligatory manner
to make a provision of the canteen facility. It has been observed that though not
obligatory, many of the industrial units that have more than 100 workers either run their
own canteen or ask a canteen contractor to run it on their behalf or on his own and these
are voluntary canteen establishments in a number of industrial units in and around Pune.
The industrial estate at Sanaswadi which has flourished during the last fifteen-twenty
years is about thirty kms away from Pune but the workers go to Sanaswadi from the
different areas of the city of Pune. It is observed that many catering establishments
have come up in that area to cater to the needs of the industrial workers that get there in
the morning and stay on there till late in the evening or some for the night shift. The
Ammunition Factory at Kirkee is an old establishment but in that industrial unit too the
provision of canteen was made right from the period of its inception. There are well
managed canteens in the units of Tatas, Bajaj, HAL, Kirloskars and Kalyani groups.
The industrial canteens and their administration and management is a
fascinating research topic and after selecting it, the researcher prepared a Questionnaire
that contained 50 questions to elicit responses on the matters of relevance in the present
research study. About two hundred Questionnaires were distributed to those
individuals who were entrusted with the responsibility of running an industrial canteen.
Of these One Hundred and Twenty-two respondents gave responses to all the questions
in the Questionnaire. It is on the basis of these responses that an objective analysis of
the data compiled is attempted. The one hundred and twenty two industrial canteens are
broadly of two types. One type is based on the area-wise break-up of these canteens.
There are twenty three canteens which are situated in the rural area. The remaining
ninety nine canteens are located in the urban areas of the city of Pune including Pimpri-
Chinchwad.
The other type of the one hundred and twenty-two industrial canteens is
categorised on the basis of the category of the canteen. By category of the canteen is
meant the manner in which the canteen is run. There are fourteen canteens that are run
as the Departmental canteens of which six canteens are run by Railway establishments,
three by HAL, three by Greaves factory and two by defence units. The remaining one
hundred and eight canteens are run mainly by the contractors. Of these one hundred and
eight, eighty five are in the urban areas and twenty three in the rural parts. The further
break-up of eighty five urban industrial canteens is that of single unit and multiple unit
urban industrial canteens. There are sixty three multiple unit urban industrial canteens
with one five unit canteen, eighteen three unit and two two-unit canteens are there. The
remaining twenty two canteens are single unit urban industrial canteens. Keeping these
types in view, the present research study has made four broad groups of (a) single unit
urban industrial canteens (b) multiple unit urban industrial canteens (c) departmental
canteens and (d) rural industrial canteens and four areas of study are determined to
study these four groups of canteens from the perspectives of (i) administrative set up (ii)
financial management (iii) personnel management and (iv) organisational working of
the industrial canteens in and around the city of Pune.
4-5-3 Profile of the Industrial Canteens Surveyed
The survey is undertaken of these canteens in the industrial units form which
the respondents gave replies to the 50-question Questionnaire. The respondents are not
selected but they have responded and the response is the criterion determined to include
such industrial canteen units in the survey of the present research study.
A glance at the industrial canteens that have responded shows that there are
twenty three rural industrial canteens. The areas covered are Shirur, Koregaon Bhima,
Chakan, Sudumbare, Jejuri, Bebedhol and Sarola, which are on the Pune-Nagar Road,
Pune-Nasik road, Pune-Bangalore Road, Pune-Mumbai Road, Pune-Baramati road.
There are three Kalyani group units, two Bajaj group units, two paper industrial units,
one electronic and one seamless industry unit. Most of the industrial canteens in the
rural area are run by a private proprietor who runs it on the contract basis. It is observed
that the pattern of outsourcing of hospitality services has begun even in this area as can
be seen from the fact that RamKrishna Hospitality Management services are providing
meals in one of the canteens of this area. Such Hospitality services prepare food
packets at their common kitchen and the cooked food lunch packets are transported to
the location of service in mobile vans. There are Fourteen Departmental canteens which
are from the Railway units, the Defence units, the public sector undertaking and one
private sector enterprise. Pune camp, Kirkee, Ghorpadi, Pimpri, Chinchwad and Dighi
are the locations where these Departmental canteens are established. The Railway
Departmental catering offers services to the passengers and other members of the
general public. The rest of the Departmental canteens cater to the needs of the
employees in the unit concerned. The administrative set-up and the financial support of
these canteens is controlled by the central organisation of the individual unit.
The largest group is that of the multiple unit urban industrial canteens having in
all sixty three industrial canteens. There are eighteen industrial units which have fifty
four industrial canteen units and the units included in this group are Kirloskar Oil
Engines and Kirloskar Oil, Telco, Cummins, SKF Bearing, KEB Pumps, Mather Platt,
Siporex, Ruston Greaves, Schenectady Beck, Forbes Marshall, Sandvik Asia, Kinetic
Engineering, Shri Krupa Industries, Sintronics, Deepak Fergilizers, BSP and Indian
Card Clothing. The average number of employees served by each of these canteens is
from 300 to 600 employees. There are Mahindra British Telecom and Ganesh Coating
which have two units each on their premises. Bajaj Tempo serves four thousand and
five hundred workers in five different units which cater to the needs of nine hundred
workers approximately. Pimpri, Chinchwad. Kirkee, Kothrud, Bhosari and Mundhwa
are the locations of these units with majority of the units having their campus in the
industrial belt of Pimpri, Chinchwad and Bhosari.
The single unit urban industrial canteens are twenty two. These units are in
Finolex, Ammunition Factory, Powertron, Kirloskar Pneumatics, Kalyani Steels,
Datapro, Sudarshan Chemical, Mahindra Engineering and Chemicals, EME Work
station, BPL Mobile Cellular, Baker Guages, Venky’s India, Ador Powertron, Bax
Global, L&T Infotech, IAT, Tata Honeywell and Sable Waghire. These canteens are
situated in the locations like Pimpri Chinchwad, Katraj, Hadapsar, Kothrud, Mundhwa,
Bhawani Peth and Wanwadi in the city of Pune. These industrial canteens on an
average serve the needs of 300 employees approximately working in these units. Most
of these canteens in the urban area, whether single unit or multiple unit, are run by the
proprietors who are working as the canteen contractors and in some of the units the
controlling authority is the canteen committee and in some the management of the
industrial unit is the governing authority.
This is a brief profile of the industrial canteens surveyed in the present study
through their responses to the questions in the 50 question Questionnaire.