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Labour Welfare and Trade Union
Labour Welfare
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According to Arthur James Todd Labour welfare means,” Anything done for the comfort and
improvement intellectual or social of the employees over and above the wages paid, which is not
necessity of the industry
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Labor welfare includes overall welfare facilities designed to take care of well-being of employees
and to improve their standard of living
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Labor welfare means providing better life and happiness to the workers
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Such facilities are offered to the workers in addition to the regular wage payment
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As per the needs and requirements of the worker, new welfare schemes are added
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Enhancing Workplace Safety and Health
One of the primary objectives of labor welfare is to ensure a safe and healthy working environment
for employees
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By prioritizing safety, employers not only protect their workers but also enhance
productivity and morale
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Promoting Social Security
Labor welfare initiatives often include provisions for social security benefits such as pension schemes,
gratuity, provident fund, and insurance coverage
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By offering
social security, employers contribute to the overall well-being and security of their workforce
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Ensuring Fair Compensation and Benefits
One of the primary objectives of Labour welfare is to ensure that workers receive fair and adequate
compensation for their work
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Labor welfare programs may include flexible work
arrangements, childcare facilities, recreation centers, and counseling services to support employees in
managing their professional and personal responsibilities effectively
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Labor welfare
schemes at is a preventive tool to most of the disputes
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In brief welfare facilities will develop
cordial labor management relations and will avoid disputes
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Employee Development and Training
Labour welfare initiatives often focus on providing opportunities for employee development and
training
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By investing in employee well-being, organizations can reduce absenteeism, turnover, and
conflicts, while also improving job satisfaction, engagement, and overall performance
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This motivates
them to work harder and increase productivity
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Promoting Employee Rights
Labour welfare aims to promote and protect the rights of workers in the workplace
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Labour welfare agencies
Labor welfare activities are organized in India by the Central government state government
employees trade unions and other agencies
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Labor welfare measures by the government
Various acts are made by the government after independence for providing Statutory welfare facilities
to the industrial workers
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1948 and mines act 1952
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Under this act, employers have to provide
certain basic welfare facilities to the workers
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Factories act 1948
Employees state insurance act 1948
Employee Provident Fund act1952
Mines act 1952 and
Maternity benefit at 1961
Family pension scheme 1971
Gratuity Act 1972
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Labor welfare measures by employers
Employers play a very important role in providing welfare facilities to the employers over and above
what is mentioned in the rules and the regulations
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In addition, many employers
provide welfare facilities on voluntary basis to the workers and the families
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Labor welfare is one of the major determinants of industrial relations
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The welfare measures undertaken by
the employers are dynamic in nature and vary from country to country and from time to time, and

even industry to industry
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Unfortunately, at few places in
India, we find extensive interest on part of trade unions in organizing the welfare work
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Trade unions in India are
weak organizations having small membership and limited financial resources
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The trade union in India feels
that it is responsibility of the government and employer to provide welfare facilities
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The welfare
activity is undertaken by Ahmedabad Textile labor Association are worth mentioning
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The mill Masood Union Indore has set up various labor welfare centers to provide
recreational and other amenities to the members
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Statutory welfare facilities are uniform in all the industrial establishments and are provided as
per the legal provisions
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Factories at 1948
It makes provision for safety, health and hygiene of the workers and special provision for women
workers
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This act also covers areas like working hours, live with wages,
weekly holidays, etc
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Employees state insurance act 1948
This is a compulsory and contributory comprehensive health scheme for the benefit of industrial
workers
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This state insurance scheme gives significant
medical benefits to the industrial workers
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Employee Provident Fund Act, 1952
The act applies to all factories, employing more than 20 workers
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Amount is
refunded on retirement of the workers
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Interest on the securities accrues on the worker’s account
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The Act prescribes the duties of the owner to manage
mines / mining operation and the health, safety in mines
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The Act is administered by the
Ministry of Labor and Employment
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Maternity benefit act 1961
This act applied to women in factories, mines and other establishments
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She is also entitled for medical cover during this
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The Act
allows women to work from home if the nature of their work permits it, even after the maternity leave
period
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All central and state
government employees are covered under the pension scheme
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Family member of employee includes wife or husband,
minor sons and unmarried daughters of employee
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These are not binding on the employers
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Financially sound companies offer various welfare facilities to the employees
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In addition, rent restrooms, lunch rooms, paid vacations, libraries, sports, subsidized canteen
and counseling
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Housing facilities
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Transportation facilities
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Medical facilities
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Recreational facilities- Promote teamwork and mental well being of the employees music
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Leisure time activity reduces the monotony, refreshes
the workers
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Tour facilities
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According to VV Giri,” Trade unions are voluntary organizations of workers formed to promote
and protect their interests by collective action
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Labour union, or trade union, are organizations formed
by workers that work for the common interest of its members
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Functions of Trade Union
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Trade union tried to secure fairer
wages for the workers in the light of the cost of living and prevailing standards of living in India
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The welfare
measures includes provision of sports, library, transport, housing, etc
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A majority of the
trade unions in India cannot provide all the welfare facilities on their own
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Peaceful settlements of disputes are possible by negotiations
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A trade union acts as a collective bargaining agent for its members
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To protect the rights of the workers
Trade unions protect the rights of workers and see that labour laws, rules are being adhered to
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Trade union can also influence the government to pass
labour legislation, which improves working conditions, welfare, security and financial conditions of
workers
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To undertake aggressive activities
To organize strike as a weapon of last resort
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No alternative is left with the union
workers, except to fight for their rights Thus, strike or aggressive activities become inevitable
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If injustice cannot be
removed through the negotiations and collective bargaining, union is compelled to protest
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Conflict Resolution

Trade unions try to solve disputes between workers and employers
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Weakness and problem of Indian trade union
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Existence of many
unions, and each union trying to compete with each other weakens the trade unions
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Thus, handful of employees can always join
together to form their own union
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Such small unions waste their time and energy while fighting among themselves
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Coverage is restricted to organized sector only
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Therefore, the trade union movement
has able to cover only small number of working-class population
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Therefore, unions are not in position to undertake various social and welfare activities for the
benefit of members
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Many trade unions are dominated by the
political parties
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The interest of the working class is not well protected by the political leaders
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Lack of welfare activities
Trade unions in India are under the impression that it is the responsibility of the government and
employers to establish welfare programs and provide the amenities for workers
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These activities adversely affect production and Labour Management relations
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Undue stress on strikes is one of the defects
of Indian trade unionism
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Lack of interest on the part of workers
Workers themselves do not take active interest in the activities of trade union
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Such migration of workers suggests the absence of confidence
in the unions
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Attitude of employers

In India management have negative attitude towards trade unions
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Therefore, they do not provide adequate
support and facilities to unions
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Suggestions for healthy growth of trade unions in India
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In order to remove interunion rivalries and to promote unity among the trade unions it is
necessary to observe the principle of one union in one industry, thus the existing unions should come
together and join hence for the protection of the working class
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Elimination of political influence
Trade unions need working class leadership and not political leadership
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Trade unions should replace the outside
leadership by their own leadership
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Expansion of union activities
Indian trade unions do not undertake economic, social and cultural welfare measures for workers due
to weak financial position
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They have to provide
educational, social, economic, culture and other welfare facilities to their members
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Enlarging the coverage
At present, only a small percentage of workers are associated with the trade unions
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It is necessary to cover unorganized sector within
the scope of trade unionism
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Providing financial stability
Most of the trade unions in India are financially weak Therefore, trade unions are not in a position to
undertake welfare activities for their members
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Financial stability can be achieved by raising the membership and
by collecting more contributions from members
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Change in the attitude of trade union leaders
A change in the outlook and attitude of the trade union leaders is required
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Union leader should require full understanding of the constitutional and legal rights
available to unions
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This has weakened the trade unions and their bargaining power
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All these problems need to be solved through
statutory support
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Labour turnover refers to the rate at which employees leave employment
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Separation of labour from job due to retirement, dismissal, retrenchment and death need not be
considered while calculating labour turnover
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A small percentage of labour turnover is inevitable and is bound to exist in all industrial units due
to personal reasons
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However, high
percentage of labour turnover is a serious problem
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Low wages and absence of monetary incentives
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Unhealthy working conditions
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Availability of better job opportunities
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Absence of job security and job satisfaction
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Reduces output
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Difficult to find replacement
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Increase in industrial accidents
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Negative reputation
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Increasing pay levels
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Fair treatment to the workers
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Promotions and career opportunities
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Scientific recruitment policy
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In other hands, it means absence without seeking prior sanction from the superior
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Small percentage of labour absenteeism is very common in any plant or factory and is not a
serious problem
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Monotonous work
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Industrial fatigue
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Lack of welfare facilities
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Absence of strict discipline
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Delay in production
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Not able to
execute the orders properly
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Replacement problem
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Impact’s quality of work
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Lower morale of present workers
Measures
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Provision of adequate leave
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Strict action against irregular workers

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Incentives to regular workers
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Interesting work schedule



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