The document discusses social justice, organized and unorganized sectors, and labour welfare in India. It provides definitions and characteristics of organized sectors, unorganized workers, and informal sectors. It also describes the importance of labour welfare for workers, employers, and society. Labour welfare aims to provide equal access to wealth, health, and opportunities for all people through amenities, regulations, and institutions.

2. What is Social Justice?
Social justice is a political and philosophical concept which holds that all
people should have equal access to wealth, health, well-being, justice,
and opportunity.

4. What is an organised sector?
Organised sectors are the sectors where all the policies and regulations
formulated by the Government regarding the general condition of
employment are followed. Various Acts such as Minimum Wages Act
and payment of Gratuity Act are followed.

5. Describe its working conditions.
In the organised sector, people enjoy security of employment. They are
expected to work only for a fixed number of hours and any overtime
work is paid. Paid holidays, provident fund, gratuity and medical benefits
are given to the people. Many facilities such as clean drinking water,
proper sanitation and safe working conditions are ensured to the people.

6. CHARACTERISTIC OF INFORMAL / UNORGANIZED
SECTOR
Low productivity compared to formal sector
Lower wages to workers
Poor working conditions
Excessive seasonality of employment
Absence of social security measures

7. Negation of social standard
Poor human capital base (in terms of education, skill and
training) as well as lower mobilization status of the work
force
Any effective legal action against it is seen as a step of
impairing

8. CHARACTERISTICS OF UNORGANIZED WORKERS (UW)
Have limited or no education or other skills.
Are hugely scattered and don’t have political pressure groups
Don’t have fixed jobs i.e. have seasonality as compared to formal
sector workers.
Social stratification is more in them in rural areas on the basis of
Caste and sub-castes.
Still today, they act as “bonded labour” in some cases due to low
incomes & permanent indebtedness.
Have insufficient labour laws relating to them.
Work in very poor working environment.

9. ISSUES INVOLVED :
Insufficient labour laws
No social security
No guaranteed minimum wages
Bonded labour (they don’t complain about this because if they do
their master may remove them) considering their ignorance)
Child Labour (they are the most exploited among them
Working Women – issue of harassment at work place
Low literacy among them
Low incomes which they don’t complain about
Vulnerable to diseases

11. Labour Welfare in India
The concept of labour welfare in India came in for a liberal mention in a
resolution passed by the Indian National Congress on Fundamental
Rights and Economic Programme in its Karachi session in 1931. The
resolution said that the economic based life in the country must be in line
with the principles of justice; it must confirm and ensure a decent
standard of living for labour class.

12. It also recognized that the state must protect the interest of individual
labour and should insure sense of security among them, by suitable
regulations or legislation, a standard living wage, healthy and safe
conditions of work, specified reasonable hours of labour, suitable
mechanism and institutions for the settlement of disputes between
employers & employee, protection against the economic consequences of
sickness, old age and unemployment as social security measures

13. Labour Welfare
According to the Committee on Labour Welfare, welfare services should
mean:―Such services, facilities, and amenities as adequate canteens, rest
and recreation facilities, sanitary and medical facilities, arrangements for
travel to and from place of work, and for the accommodation of workers
employed at a distance from their homes; and such other services,
amenities and facilities, including social security measures, as contribute
to the conditions under which workers are employed

14. Scope of Labour Welfare:
A perusal of the definitions indicate that the term labour welfare is a very
comprehensive concept and is wide in its scope. It includes in its fold all
efforts in the form of amenities and activities which vary from place to
place, industry to industry and time to time.
Labour welfare activities are broadly classified as (i) statutory, (ii) non-
statutory or voluntary and (iii) mutual.

16. Statutory provisions relating to welfare of workers have been
promulgated by the government of India in different enactments viz.
Factories Act, 1948; Mines Act, 1952; The Motor transport Workers Act,
1961 ; Dock Workers (Safety, Health Act, 1951 ; The Merchant Act 1961
; Plantation Labour Act, 1951, The Merchant Shipping Act, 1958 ; Coal
Mines Labour Welfare Fund Act, 1974 and Mines Labour Welfare Fund
etc. The provisions contained in these Acts provide the minimum
standards of health, safety and welfare of workers. Employers are
supposed to adhere to these provisions.

17. Voluntary welfare includes all those activities which employers
undertake for their employees on voluntary basis. It is a philanthropic
approach on the part of the employer to provide various welfare facilities
to the workers over and above the statutory measures.
Some of the important voluntary welfare activities on the part of the
employers may be provision of housing facilities, transportation,
recreational facilities, formation of cooperative societies, children’s
education, and loans for purchasing scooters, cars and grains, provision
of library, leave travel concessions, uniforms and gifts etc.

18. Mutual welfare is “a corporate enterprise” undertaken by the workers
themselves or their organisation called trade unions. In India, the trade
unions are financially weak and are unable to undertake such activities
on the large scale. However, in advanced countries the labour welfare
activities are the important functions of trade unions.

20. The Committee of experts on welfare facilities for Industrial workers
constituted by the I.L.O. in 1963 had divided the welfare services into
two groups.
(a) Welfare amenities within the precincts of the establishment (intra-
mural):
Latrines and urinals, washing and bathing facilities, creches, rest rooms
and canteens, arrangements for drinking water, arrangements for
prevention of fatigue, health services including occupational safety,
administrative arrangements within a plant to look after welfare,
uniforms and protective clothing and shift allowance.

21. (b) Welfare amenities outside the establishments (extra-mural):
Maternity benefit, social insurance measures including sports, cultural
activities, library and reading room, holiday homes and leave travel
facilities, workers’ co-operatives including consumers co-operative
stores, fair price shops and co-operative thrift and credit societies,
vocational training for dependents of workers, other programmes for the
welfare of women, youth and children and transport to and from the
place or work.

23. Importance of Labour Welfare
The basic objective of labour welfare is to enable workers to live a richer
and more satisfactory life. Labour welfare is in the interest of the labour,
the employer and the society as a whole.

24. 1. Benefits to the Workers:
The usefulness of welfare need not be overemphasized.
For instance ,the provision of welfare measures such as good housing,
canteens medical facilities etc., makes the workers realize that they have
some stake in the undertaking in which they are employed and so they
think thrice before taking any reckless action, which might prejudice the
interest of the undertaking.

25. 2. Benefits to employers:
The provision of welfare facilities is not only beneficial to workers but
also to employers in several ways.
For instance, the provision of welfare facilities helps in increasing the
employee productivity by improving their physical and psychological
health. Besides this, it helps in improving the goodwill and public image
of the enterprise. It also helps in improving good industrial relations and
industrial peace

26. 3. Benefits to the Society Labour / Employee: welfare is
also in the interest of larger society because the health,
efficiency, and happiness of each individual represent the
general well-being of all.
Well-housed, well-fed and well-looked after labour is not only
an asset to the employer but also serves to raise the standards
of industry.

28. Theories of Labour Welfare
The theories of labour welfare reflect the evolution of the concept of
welfare. Earlier, the Government had to compel the industrial
organizations to provide basic amenities to their employees. Such
compulsion was necessary because the employers used to exploit the
labour and treated them in an unfair manner.
Progressive managements today provide welfare facilities voluntarily
and with enlightened willingness and enthusiasm. In fact, welfare
facilities are no longer restricted to workers alone but also extended to
social welfare also.

29. The Policing Theory: The policing theory is based on the contention
that a minimum standard of welfare is necessary for laborer's.
Apparently, this theory assumes that man is selfish and self-centered,
and always tries to achieve his own ends, even at the cost of the welfare
of others.
If wealth or authority or both help him to be in an advantageous
position, he uses it for his own advantage, exploiting those who are
under him.

30. According to this theory, owners and managers of industrial undertakings
get many opportunities for this kind of exploitation.
The welfare state has to prevent this kind of exploitation and coerce the
industrialists to offer a minimum standard of welfare to their workers

31. The Religious Theory: This theory is based on the concept that man is
essentially "a religious animal".
Even today, many acts of men are related to religious sentiments and
beliefs. These religious feelings, sometimes, prompt an employer to take
up welfare activities in the expectation of future benefit, either in this life
or in some future life.

32. According to this theory, any good work is considered as "Investment".
In this case, both benefactor and the beneficiary are rewarded.
Many trusts and charitable institutions in India function on the basis of
this belief.

33. The Philanthropic Theory: This theory is based on man's love for
mankind.
In Greek, philo means love of and anthropes means man. So
philanthropic means loving mankind. Man is believed to have an
instinctive urge by which he strives to remove the sufferings of others
and promote their well-being.
This drive may be a rather powerful one and may impel him to perform
noble sacrifices. When some employers have compassion for their
fellowmen, they may undertake labour welfare measures for the benefit
of their workers.

34. Trusteeship Theory: This is also called the paternalistic theory of
labour welfare, according to which "the industrialist or employer holds
the total industrial estate, properties and profits".
These properties and profits, he uses for himself, for the benefit of his
workers and also for society. Workers are like minors. They are ignorant
because of lack of education and are not able to look after their own
interests.

35. The Placating Theory: This theory is based on the fact that labour
groups are becoming more militant and are conscious of their rights and
privileges than ever before. Their demand for higher wages and better
standards cannot be ignored.

36. According to this theory, timely and periodical acts of labour welfare can
appease the workers. They are some kind of pacifiers by way of friendly
gestures. Sincerity may be lacking in these programs. Psychologically
this theory is unsound, though it has often been acted upon to secure the
workers cooperation.

37. The Public Relations Theory: This theory provides the basis for an
atmosphere of goodwill between labour and management and also
between management and the public.
Labour welfare programs, under this theory work as a sort of an
advertisement and help an industrialist to build up good and healthy
public relations. This theory is based on the assumption that the labour
welfare movement may be utilized to improve relations between
management and labour.

38. The Functional Theory: This is also called Efficiency Theory.
Here, welfare work is used as a means to secure, preserve and develop
the efficiency and productivity of labour.
It is obvious that if an employer takes good care of his workers, they
will tend to become more efficient and thereby they step up production.
But all this will depend on a healthy collaboration between union and
management and their mutual concern for the growth and development
of the organization.

39. Labour welfare officer

40. Labour welfare officer
The Indian Factories Act 1948, made it obligatory on the part of the
employers to appoint welfare officers to look after the labour welfare
activities in the factories where there are 500 or more than 500 workers
are employed. Thus the appointment of labour welfare officer is statutory
requirement.
His work with human resources officers to solve the labour related
problems.

41. Duties and function of labour officer –
1. To encourage the formation of workers : joint production
committees, co –operative societies and safety and welfare
committees and supervise their works.

42. 2. To advise and assist the management in the fulfillment of
obligations, statutory or otherwise, concerning the application
of provisions of the Factories Act of 1948and rules made there
under and to establish liaison with the factory inspector and
the medical services concerning medical examination of
employees, records supervision of hazardous jobs, visiting the
sick and convalescence , accident prevention and supervision
of safety committees, safety education and investigation of
accidents.

43. 4. To Promote relations between management and workers which will
ensure productive efficiency as well as ameliorate the working
conditions and to help workers to adjust and adapt themselves to their
working environment.
5. To establish contacts and hold consultations with a view to
maintaining harmonious relations between the management and workers.
6. To advise and assist management in the provision of amenities such as
canteen, shelters for rest, crèches, adequate latrine facilities, drinking
water, sickness and benevolent scheme payment, pensions and
superannuation funds and gratuity payments.

44. 7. To bring to the notice of workers their rights and liabilities
under the standing orders of the establishment and other rules
which grant rights to and define the duties of workers or which
are directed to the discipline safety and protection of workers
and establishment
8. To advise assist the management in providing welfare
facilities such as housing facilities , food , social and
recreational facilities, sanitation, education of children and
advise on individual personal problems.

45. 9. To suggest measures which will serve to raise the standard of living of
workers and in general promote well being.
10. To bring to the notice of the management the grievances of workers,
individual as well as collective with a view to securing their expeditious
redress.
11.To advise workers against going on illegal strikes and the
management against declaring illegal lock – outs and to help in
preventing antisocial activities.
12.To study and understand the point of view of labour in order to help
the management to shape and formulate labour policies and interpret
their policies to the workers in language they can understand.

46. 13. To help the management in regulating the grant of leave with wages
and explain to the workers in the matter submission of application for
grant of leave for regulating authorised absence.
14. To maintain an impartial attitude during illegal strikes lock outs
and help to bring about a peaceful statement.