Project

On

LABOUR WELFARE ACTIVITIES IN BILT

( Special Reference to Ballarpur Industries Limited, Unit – Shree Gopal, Yamuna Nagar)

Submitted To

Kurukshetra University, Kurukshetra

For partially fulfillment of the requirement of the Degree of Master of Business Administration(MBA)

(Session – 2006 – 2011)

Submitted By

Mr. KESHIHA SHARMAMBA-V year-1st sem

University Roll No. 33

INSTITUTE OF MANAGEMENT STUDIES,KURUKSHETRA UNIVERSITY,

KURUKSHETRA

DECLARATION

I Keshiha Sharma do hereby declare that the training report entitled

"LABOUR WELFARE ACTIVITIES IN BILT" submitted by me in the partial

fulfilment of degree of Master of Business Administration from Kurukshetra

University, Kurukshetra is original work conducted by me. The data and facts

provided in the report are authentic in the best of my knowledge.

I have not submitted this training report to any other university for the

award of any degree or diploma.

KESHIHA SHARMA

CONTENTS

Acknowledgement

Preface

Bilt History

Top Organisation Structure

Shree Gopal Unit Profile

Importance of Training

Data Collection

Bilt Corporate Social Responsibility Policy

Labour Welfare Activities

Suggestion

Conclusion

ACKNOWLEDGEMENT

Heartful thanks to those who support me :-

It often happens that one is at loss of words. When one is really

thankful and sincerely wants to express one's feeling of gratitude towards

others.

I am earnestly grateful to "Mr. Pankaj Lohan" A.M. (HR), Ballarpur

Industries Limited Yamuna Nagar, for providing me an opportunity to

undertake project work in their esteemed organisation and practical training

which will go long term in shaping my career.

I also express my deepest respect to "Mr. Niraj Dabra" for their

guiding and caring support and for giving a very patient hearing whenever I

needed and provided me a lot of practical training which helps us in future too.

He directly made a significantly contribution to emergence to this project

report.

I am deeply indebted to all my faculty members of the institute for their

valuable contribution during academic session and guidance in preparation of

this project report.

Finally it is efforts of my parents and esteemed friends and the

almightily GOD, who have been source of strength and confidence for me in

the endeavour.

KESHIHA SHARMA

PREFACE

MBA is steping stone to management career. In order to achieve

practical, positive and concrete results the theoretical knowledge must be

supplemented with exposure to real environment.

Theoretical knowledge without practical knowledge is of little value.

Theoretical studies in classroom are not sufficient to understand the

functioning of complex and large sized, organisation. Therefore, it becomes

necessary to undergo any project work. Practical supplements the theoretical

studies i.e. it covers what is left uncovered in classroom. It exposes a student

to invaluable treasures of experiences.

I took my project with Bilt. Project work is part of circulation which

helps us to co-relate our theoretical concepts with practical experiences. The

topic that I have taken for project is "Labour Welfare Activities in Bilt" has

been suggested by HR-Department (Bilt Unit Shree Gopal). Accomplishment

and achievement of goals is the major aim of any organisation these goals are

achieved by proper planning.

Ballarpur Industries Ltd.An ISO 9001:2000, Integrated pulp & paper

manufacturing company

BALLARPUR INDUSTRIES LIMITED, popularly known as BILT is ‘efficiently managed’, ‘financially sound’, and ‘self sufficient’ and ‘self made ‘ company is The flagship of the coveted THAPAR GROUPS.

The Thapar Group is one of the leading business houses in India. It has a turn over of Rest 5000/- Cores; BILT is one of the leading companies with in the Thapar Group.

The Thapar Group has a wide range of activities like paper,

engineering, electronics, textiles, chemicals, glass,

telecommunications, biotechnology, leather etc.

There are 54 companies and 84 plants under this group. Some of the main companies under this group are Crompton Greaves, K.C.T & Bros. Limited, JCT Limited, BILT.

Ballarpur Industries Ltd. (BILT) promoted by LM Thapar, is the leader in Indian paper industry with an annual production

capacity of 460000 MT spread over in five manufacturing facilities produces ordinary and superior varieties of writing, printing and specialty papers etc. The company is also backwardly integrated with its Caustisoda/Chlorine manufacturing facility, which is a vital material consumed in the production process of paper.

BILT, which is originally incorporated in 1945 as Ballarpur Straw Board Mills, has changed its name in March 1946 to Ballarpur Paper and Straw Board Mills and again it was changed to the present name in Oct. 1975. Since then the company has grown to be a leader in paper industry by continuous expansion and modernization of its capacity and plant and strategic acquisitions. In 1969 the company has merged Shree Gopal Paper Mills with itself and the company which has acquired the Sinar Mass Pulp and Paper (India) Ltd. (Now BILT Graphic Papers Ltd.)

The company which was one of the most diversified companies in the pre-liberalization era of industrial licensing with interests in Paper, Chemicals (Phosphoric Acid, STPP, Chlor Alkalies), Vanaspati & Edible oils and Glass has decided to focus on its core competence that is in paper and exit from its non-core businesses. First major steps on these lines were initiated in the year 1994-95 with hiving off the glass business. Thereafter the company sold its vanaspati and edible oils business in 1996-97. And in 1998, the chemical division of the company with its plant at Karwar, Karnataka and which has interests in Phosphates, Chlor Alkali and Bromine and Bromine Chemicals was spun of into a separate company that is Ballarpur Chemicals Ltd (now Solaris ChemTech Ltd). To complement its Restructuring and to enable it to emerge as a stronger and more competitive organization, the company is implementing a project involving modernization and expansion of capacity at its Units in Shree gopal, Ballarpur and Sewa by 105000 TPA. The Project will be implemented in two phases.

In the first phase, the capacity expansion of 35000 TPA and 28000 TPA is planned over a two-year period from 2000-01 to 2002-03 for Units Sewa and Shree Gopal. In the second phase 42000 TPA of capacity is expected to come on stream at Unit Ballarpur by 2003-04. During the year 2001-02, the company has completed the up gradation of pulp mill at unit Sewa resulting in increase in capacity by 37 tones from the earlier 125 tones of unbleached pulp per day. The company has also completed the

installation of a 2.4 meter wide blade coater at Unit Shree Gopal in FY2001-02. BILT entered into strategic alliance with Hansol of South Korea to provide world class blade coated paper to the Indian customer. it is the first company in the world to commercially exploit the fractionation of bamboo and has applied for the world patent for this process. It has also entered into direct retail distribution with the launch of A4 size, 100-sheet pack of Royal Executive Bond

Mr. Gautam Thapar, Managing Director of BILT, has been associated with BILT since 1986 when joined the company as Shop floor Management Apprentice-Paper Mills and was instrumental in turning around BILT in the late 1990s.

BILT consists of Five Units:

1. Ballarpur Unit, Distt. Chandrapur, Maharastra.2. Shree Gopal, Yamuna Nagar, Haryana.3. Ashti, Maharastra.4. Bhigwan, Maharashtra5. Sewa, Orissa

BILT - VISION

As per the leading company in Thapar Groups:

Maximize shareholders value by the speed and quality of their response to market forces and business opportunities.

Be market leader in their core business.

Achieve and sustain global competitiveness in all their business.

Be the preferred supplie by providing their customer products and services that always exceed their requirements.

Grow as institution of strength of their people.

Be industry leaders in their commitment to safety and the environment.

BILT – MISSION

To Consistently out perform the expectation & deliver superior value to

both are customers & stake holders.

To achieve this we will energise our people with a positive culture that rewards innovations, breeds initiatives & encourages intelligent risk taking.

BILT – CORE VALUES

Honesty We will be principled , straight forward and fair in all our Dealings.

Integrity We will maintain the highest standards of professionalism

Flexibility We will adapt ourselves to stay a step ahead of change

Respect We will give each person room to contribute & grow.

Respect for Knowledge We will acquire & apply leading edge expertiseIn all aspects of our business.

Team Performance The teams comes first; none of us is as good as all

Of us.

TOP ORGANISATION STRUCTURE

C.G.M

Head P.R.

Head R &D Head Paper Product

Secretary

Head Pro. Chem.

Head Engg.

Head Medical Head Commercial

Head Human Resource

Head Raw Material

SHREE GOPAL UNIT PROFILE

Founder - Late Lala Karam Chand Thapar (1900-1962) Consist of

major industries such as paper, chemicals, glass, pulp, china clay, electronics

etc.

Lala Karam Chand acquired Shree Gopal Paper Mill in 1936 as he

already established himself as a coal king.

Shree Gopal Paper Mill earlier know as M/s Punjab Pulp and Paper

Company which was initially promoted by Foundation Company England, the

mill was laid shut for 6 months and was ultimately auctioned.

This unit consists of :-

Six Paper Machine Machines.

Two Coating Plants.

Three Finishing Houses.

Two Power Houses

One Caustic Soda Plant.

New Pulp Mill.

CHSR.

At Present Unit : Shree Gopal is producing around 250 TPD of paper.

Total Area : 206 Acres

Factory Area : 155 Acres

Colony Area : 51 Acres

Turnover : Rs. 24-26 Crores / month

Manpower :

Managerial Staff : 193

Permanent Workers : 1212

Casual Workers : 555

Clerical : 118

Contract : 787

DEPARTMENTS

The departments are categorized as -

Administrative Department

1. PDC - People Development and Communication.

2. Accounts Department

3. Material Department

4. Sales Department

5. Raw Material Department

6. Traffic Department

Process Department Mill

1. Pulp Mill

2. Machine House

3. Coating Plant

4. Soda Recovery Plant

5. CSCP

Engineering Department

1. Electrical Engineering.

2. Mechanical Engineering

3. Civil Engine

4. Instrumentation Engineering

5. Power House

UNIT - SHREE GOPAL AT A GLANCE

Plant Capacity - 80,000 MT per annum.

Turnover Rs. 375 crores

Uncoated Writing / Printing Coated Paper / Board and Industrial

Grade Papers

"Matrix" and "Royal Executive Bond" - Super Brand

Customers - Leading Printers in the Country.

PRESENT STATUS

175 TPD Pulp mill with eco-friendly bleaching sequence.

Paper Machines 6 nos.

o Total Annual Production - 73,000 MT

Coating Plant

o Blade Coater (Annual Production - 30,000 MT)

Chemical Recovery Plant

Captive Power - 24.25 MW

ClO2 plant based on R-8 process.

Three stage effluent treatment plant.

In today's environment of increased accountability, the training

evaluation Process is a critical component of an organization's training

programme. Trainers and the Organizers conducting the program are

accountable for ensuring that trainees transfer their knowledge to their work

performance.

Present days training evaluation is related to assisting the organization

to improve its business performance. Evaluation of Training programme can

no longer be considered as perfunctory task with little analysis and

usefulness, instead should be considered as a thoughtful process forming the

base line for further progress and must help in justifying the investment in

terms of time, money and energy. To be effective, evaluation should be

included as a part of training programme, and not something to be though of

at the end of training.

Hence a plan of evaluation should precede training and not follow it.

Carrying out training, without the appropriate evaluation is akin to

releasing a product without conducting a quality check.

Most of the research in India on training evaluation focuses only on

one tool of participants reaction immediately after the program. It is very

important to assess the effectiveness of the program based on the learning

and its subsequent impact on the Organization Improvement.

Therefore, major thrust is given in this research by checking and

cross checking the actual learning derived from skill enhancement

program apart from its general feeling and reaction of the participants

and its transfer to the job.

The research also considered the organizational and social factors

which help / hinder transfer of learning.

IMPORTANCE OF TRAINING

A well planned and well executive training program can provide the

following advantages :-

1. Higher Productivity :- Training helps to improve the level of

performance. Trained employees perform better by using better

method of work. Improvements in manpower productivity in developed

nations can be attributed in no small measure to their educational and

industrial training programmes.

2. Better Quality of Work :- In formal training the best methods are

standardized and taught to employees. Uniformity of work methods

and procedures helps to improve the quality of products or service.

Trained employees are less likely to make operational mistakes.

3. Less Learning Period :- A systematic training programme helps to

reduce the time and cost involved in learning. Employees can more

quickly reach the acceptable level of performance. They need not

waste their time and efforts in learning through trial and error.

4. Cost Reduction :- Trained employees make more economical use of

materials and machinery. Reduction in wastage and spoilage together

with increase in productivity help to minimize cost of operations per

unit. Maintenance cost is also reduced due to fewer machine

breakdowns and better handling of equipments. Plant capacity can be

put to the optimum use.

5. Reduced Supervision :- Well trained employees tend to be self reliant

and motivated. They need less guidance and control. Therefore

supervisory burden is reduced and the span of supervision can be

enlarged.

6. Low Accident Rate :- Trained personnel adopt the right work methods

and make use of the prescribed safety devices. Therefore the

frequency of accidents is reduced. Health and safety of employees

can be improved.

7. High Morale :- Proper training can develop positive attitudes among

employees. Job satisfaction and morale are improved due to a rise in

the earnings and job security of employees. Training reduces

employee grievances because opportunities for internal promotion are

available to well trained personnel.

Training is the process of increasing the knowledge and skills for doing

a particular job. It is an organized procedure by which people learn

knowledge and skill for a definite purpose. The purpose of training is basically

to bridge the gap between job requirements and present competence of an

employee. Training is aimed at improving the behaviour and performance of

a person. It is a never ending or a continuous process.

NEED FOR TRAINING

Training is required on account of the following reasons :-

1. Job requirement :- Employees selected for a job might lack the

qualifications required to perform the job effectively. New and

inexperienced employees require detail instruction for effective

performance on the job. In some cases the past experience, attitudes

and behaviour patterns of experienced personnel might be

inappropriate to the new organization. New employees need to be

provided orientation training to make them familiar with the job and the

organization.

2. Technical Changes :- Technology is changing very fast. Now

automation and mechanization are being increasingly applied in offices

and services sectors. Increasing use of fast changing techniques

requires training of new technology. No organization can take

advantage of latest technology without a well trained personnel. New

jobs require new skills. Thus, both new and old employees require

training.

3. Organizational Viability :- In order to survive and grow an

organization must continually adopt itself to the changing environment.

With increasing economic liberalization and globalization in India,

business firms are experiencing expansion, growth and diversification.

In order to face international competition the firms must upgrade their

capabilities. Existing employees need refresher training to keep them

abreast of new knowledge. Training programmes foster the initiative

and creativity of employees and help of prevent obsolescence of skills.

An organization can build up a second line of command through

training in order to meet its future needs for human resources. Trained

staff is the most valuable asset of a company.

4. Internal Mobility :- Training becomes necessary when an employee

moves from one job to another due to promotion and transfer.

Employees chosen for higher level jobs need to be trained before they

are asked to perform the higher responsibilities. Training is widely

used to prepare employees for higher level jobs.

Before research work the investigator has to decide whether the entire

population of the universe is to be taken for data collection or a particular

group to be selected as representative of the entire population. The former

method is known as census method and the later is known as sampling

method. In other words we can say when a small group is taken into account

as representative of the population is known as sampling method.

In this study the researcher made use of stratified Random Sampling

method. But it was difficult to collect data from all the workmen. From various

departments the researcher has considered 50 cases for the study.

Before the study the researcher has stratified the whole universe into

two units because he to study the workmen of various departments. He

stratified the departments on the basis of Engineering and Production.

METHOD OF DATA COLLECTION

There may be several means of data collection, viz, observation,

personal interviewing, telephone interviewing and mail survey. These

techniques may be properly utilized for collection of data :-

1. Observation :- Observation is used to obtain information on the

current and past behaviour of people. One can record and measure

some descriptive facts through perceiving situations or actions.

Observation includes human means of perception and recording. It

may also be non-human on mechanical. Human or manual

observation involves the use of personal observers who see or her the

phenomena specified. Examining of inventory and other material facts

are the examples of manual observation. Instead of asking such

questions as what brand of television set the consumer uses, the best

and simplest procedure may be to look at the set. Mechanical

observation may be undertaken by machine usually electronic. Tape

recording and photography may be used for mechanical observation.

2. Personal Interview :- A personal interview is face to face

communication with the respondent. The interviewer gets in touch with

the respondent, asks the questions, and records the answers obtained.

It is the interviewer's responsibility to record the answers either during

the interview or after the interview. The interview may be conducted at

any place, but it is appropriate to meet the respondents at their work

place. The personal interview may be either structured or

unstructured. In a structured interview the formal questionnaire has

been formulated and the questions are asked in prearranged order.

The data was collected by the researcher herself from the respondents

in the factory premises. Each interview session was of 30 to 40 minutes. The

personal data and the name of the respondents was treated as confidential

and the information.

SAMPLE DESIGN

A sample design is a definite plan for obtaining a sample from a given

population. its refers to the technique or the procedure the researcher would

adopt in selecting items for the sample. Sample design may as well lay down

the number of items to be included in the sample i.e, the size of the sample.

Sample design is determined before data are collected. There are many

sample designs from which a researcher can choose. Some designs are

relatively more precise and easier to apply than others. Researcher must

select / prepare a sample design which should be reliable and appropriate for

his research study.

Steps in Sampling Design

While developing a sampling design, the researcher must pay attention to the

following points :

1. Type of Universe : - The first step in developing any sample design is

to clearly define the set of objects, technically called the Universe, to

be studied. The universe can be finite or infinite. In finite universe the

number of items is certain, but in case of an infinite universe the

number of items is infinite, i.e, we cannot have any idea about the total

number of items. In this study the researcher has used finite universe

as the total number of population undergone skill enhancement training

was 390. Among them the researcher has taken 50 workmen as

sample for her study. These 50 workmen selected randomly through

stratified random sampling method.

2. Sampling Unit : - A decision has to be taken concerning a sampling

unit before selecting sample. Sampling unit may be a geographical

one such as state, district, village, etc. Here the sampling unit is the

Shree Gopal Unit of Ballarpur Industries Limited, Yamuna Nagar. The

total manpower of the plant is as below :

Permanent Workmen : 1212

Clerical Staff : 118

Management Staff : 193

Casual Workers : 555

Contract Labour : 528

3. Sample Size : This refers to the number of items to be selected from

the universe to constitute a sample. The size of sample neither be

excessively large, nor too small. It should be optimum. An optimum

sample is one which fulfills the requirement of efficiency,

representatives, reliability and flexibility. While deciding the size of

sample the researcher must determine the desired precision as also an

acceptable confidence level for the estimate. Here the researcher has

taken 50 sample size out of the entire population of 390 workmen

those who have undergone skill enhancement training.

SAMPLING PROCEDURE

In this the researcher must decide the type of sample he/she will use

i.e, he/she must decide about the technique to be used in selecting the items

for the sample. There are several sample designs out of which the researcher

must choose one for his study.

Different types of Sample

Random sampling

Random sampling refers to that method of sample selection which

gives each possible sample combination an equal probability of being picked

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

included in the sample.

Various types of Random Sampling :

1. Systematic Sampling : An element of randomness is introduced into

this kind of sampling by using random numbers to pick up the unit with

which to start. For instance, if a 4 percent sample is desired, the first

item would be selected randomly from the first twenty-five and

thereafter every 25th item would automatically be included in the

sample. Thus, in systematic sampling only the first unit is selected

randomly and the remaining units of the sample are selected at fixed

intervals.

2. Stratified Sampling : - If a population from which a sample is to be

drawn does not constitute a homogenous group, stratified sampling

technique is generally applied in order to obtain a representative

sample. Under stratified sampling the population is divided into several

sub-populations that are individually more homogeneous than the total

population that are individually more homogeneous than the total

population and then we select items from each stratum to constitute a

sample. Since each stratum is more homogeneous than the total

population, we are to get more precise estimates for each stratum and

by estimating more accurately each of the component parts, we get a

better estimate of the whole.

3. Cluster Sampling : If the total area of interest happens to be a big

one, a convenient way in which a sample can be taken is to divide the

area into a number of smaller non-overlapping areas and then to

randomly select a number of these smaller areas, with the ultimate

sample consisting of all units in these small areas or clusters. Thus in

cluster sampling the total population is divided into a number of

relatively small subdivisions which are themselves clusters of still

smaller units and then some of these clusters are randomly selected

for inclusion in the overall sample.

4. Multi-stage Sampling :- Multi-stage sampling is a further development

of the principle of cluster sampling. Suppose we want to investigate

the working efficiency of nationalized banks in India and we want to

take a sample of few banks for this purpose. The first stage is to select

large primary sampling unit such as states in a country. Then we may

select certain districts and interview all banks in the chosen districts.

This would represent a two-stage sampling design with the ultimate

sampling units being clusters of districts.

SOURCE OF DATA

There are two types of data :

1) Primary Data

2) Secondary Data

Research problem of general nature can be solved to a greater extent

with the use of secondary data. But when research is undertaken on

significant and complex problems, primary data are needed. There are some

objectives and types involved in the collection of primary data.

1. Primary Data Objectives

2. Types of Primary Data

Primary Data Objectives

The objectives of primary data are formulated on the basis of research

objectives. The Objectives set the guidelines and directions of research

planning. Formulating the objectives offers the best feasible means of

solution. The findings of the research should be capable of being utilized for

the better performance of the organisation. The cost-benefits analysis should

be made for determining the objectives of the primary data collection.

The objectives should be pricise, attainable and economic so that the

findings may be accurate, reliable, valid and useful. Good measurements are

reliable and valid. Reliability means avoidance of chance of error. Validity

refers to purposive data. Competent researchers are aware of inaccurate and

invalid data and they try to avoid them. Data objectives are relevant and

immediate objectives of the research process. They are concrete and

workable. The present situations are appraised to frame future objectives.

The type of data needed, sources of data and methods of data collection are

decided on the basis of established objectives.

Types of Primary Data

There are a number of primary data which can be gathered and

collected from primary sources. While selecting the types of primary data to

be collected, the nature and function of the data have to be decided

1) Data classified by their nature : The nature of data may be classified

according to various categories : Facts, knowledge, opinions,

intentions, motivation and behaviour.

a) Facts : Facts refer to actuality but they not necessarily be

material. The measurable facts can be measured precisely and

definitely. The descriptive facts relating to people may be

demographic and sociological. These characteristics represents

the attributes of people e.g. age, sex, income and level of

education. The sociological data are related to how people are

organized in and related to society. Facts are considered ideal

types of data because of a high degree of

b) Knowledge : Knowledge refers to what people know. Potential

buyer's knowledge and awareness of products or brands are

important data of marketing research. The respondents,

awareness and knowledge are evaluated to get sufficient data

for marketing research. The awareness of the product, product

features, prices of the product, product, product manufacturing

etc. are some of the examples of knowledge and awareness

data of marketing research.

c) Opinions : Opinions are people's perceptions. What people

think or what is in their minds are called opinions. Their

perceptions may or may not be true. Thus, they may be well

defined as attitudes. Since opinions affect the behaviour and

attitude of people, they should be appraised properly. Some

authors have differentiated opinions from attitudes. Attitudes

refer to respondents views or feelings towards some

phenomenon, while opinions are verbal expressions of attitudes.

But for research purposes, they are treated alike.

d) Intentions : Intentions are acts that are in the minds of people.

These are expectations of behaviour, or intentions to indulge in

particular marketing behaviour. These are individuals anticipated

or planned future behaviour, which are of great value to the

marketing researchers. Intentions include a definite intention to

buy, a probable intention to buy, a definite intention not to buy

and undecided intentions. The marketing researchers try to find

out the correlation between anticipated and actual behaviours.

e) Motivation : Motivation is how to steer & direct peoples actions.

It is known as the inner state of mind that energizes activities &

moves or directs the behaviour of people. If the researcher can

understand the motives behind a person's behaviour, he can

find out ways to influence his future behaviour. It is a need, a

want, an urge, an impulse that influences or channels the

behaviour of a person. Their relevation by marketing research

will help executives to take appropriate decisions.

f) Casual Data : Casual Data reveal the cause and effect

relationship. One hypothesis is measure in terms of effects.

Data required to measure the hypothesis are termed as casual

data. Such types of casual data are required in the marketing

mix. They are used for experimental purpose in all the fields of

marketing variables. They reveal certain phenomenal

observations. The coefficient of correlation regression and other

sophisticated statistical tools are based on casual data. The

researchers treat them as very useful data for their research

purposes because several relevant conclusions can be drawn

on the basis of the data. In experimental design, the casual

variables of data are measured.

g) Payoff Data : the payoff are resultant data. They are the

outcome of certain casual data i.e. results of certain

phenomenon. The casual variables are measured in terms of

payoff data are required to measure the casual variables.

h) Descriptive Data: There is need of such type of data which may

describe the situation, statement and facts, Even in the case of

experimental data, one variable requires to be controlled fro

which descriptive data are used, In such cases, a description of

the samples is needed when drawing conclusions, Descriptive

data have no pay off data but draw conclusions by inferring from

descriptive data. Descriptive data used in an historical design

provide the base for conclusions.

i) Classification Data: In sophistication experimental design the

compound data have been classified to arrive at simple analysis

and conclusions. The classification data, i.e. the data classified

in relevant categories are conceivable and may be easily

described. The classification data in complex and multiple

groups, i.e. more than one causal variable or rotation of

treatments in sub-groups have functional utility. The sample

survey also provides classification data, e.g, according to age,

sex, income, location etc

SECONDARY DATA

It includes those data which are collected for some earlier research

work and applicable in the study the researcher has presently undertaken.

Types of Secondary Data

There can be a number of ways by which secondary data be classified.

a) Internal Data: Data that originate within the firm for which the

researcher is being conducted are internal data.

b) External Data: It refers to those which are collected by the researchers

outside the company for which the research is being conducted.

In this research the researcher has used primary data from a selected

population of 390 workmen those who had undergone Skill Enhancement

Training. From 390 workmen the researcher selected 50 samples for research

work. The researcher conducted direct one of structured interview with the

selected samples.

TOOLS OF DATA COLLECTION

Interview Schedule

Interview Schedule is a list of question and through this the researcher

collected the relevant information from the respondents. The questions were

asked personally. The interview schedule was developed on the basis of:-

1 Education and Employment background of the workmen.

2 Number of training programme attended by the workmen.

3 Perceived effectiveness of the training programme by the workmen.

4 Perceived learning from the training programme.

In this the researcher has used questionnaire method

The term questionnaire usually refers of self-administered process

whereby the respondent himself reads the question and records his answers

without the assistance of an interviewer.

Functions of a Questionnaire

The main function of a questionnaire of to obtain specified quantitative

and qualitative information with accuracy and completeness. It provides

instructions to the respondents to record the answers. It facilitates

interviewers to record the information and data successfully.

Data Processing

The collected data is subjected to processing and analysis. The

following were the steps used in processing of data collected from the field.

1 Code Book: The first step was to scrutinize the information in the

interview schedule and to make a code book which is required for the

future analysis of data. Therefore all the interview schedules were

thoroughly checked and scrutinized.

2 Tabulation: Tables have been prepared to analyze various attributes

of respondents.

LABOUR

WELFARE

ACTIVITIES

IN

BILT

BILT Corporate Social Responsibility Policy

"While BILT is responsible to continuously enhance shareholders wealth, it is

also committed to its other stakeholders to conduct its business in a

responsible manner that creates a sustained positive impact on society".

For Bilt being a Socially Responsible Corporate means :

Using environment friendly and safe processes in production.

Making sustained effort in preserving the environment

Promoting the well being and development of employees and their families

through an inspiring corporate culture that engenders good values.

Building active and long term partnership with the communities in which we

operate to significantly improve the condition of the most disadvantaged

amongst them.

Observe good business practices with all our stakeholders like business

partners, suppliers and contractors.

Bilt considers the following stakeholders, and the policy outlines our

commitment towards them.

Using the policy as the guideline, BILT is committed to all its stakeholders to

develop concrete programmes and processes to insure that the essence of

the policy spreads to every manufacturing locations in a phased manner. This

year the concentration has been on the environment and community initiatives

at the manufacturing and corporate locations.

STATEMENT OF MR. GAUTAM THAPAR, Chairman, BILT

"As we look at a world larger than our present sphere, we see our role

stretching beyond mere business considerations into demonstrating serious

corporate social commitment".

"BILT is an organisation with a broad social vision. Being a good corporate

citizen encompasses two elements : Transparency and Balancing the needs

of stakeholders. Today, society expects corporate to go beyond the statutory

compliances and putting something back into society. I believe that as a

company, we have social obligations and these obligations are shared by

each person in the company. There is a growing realisation that long-term

business success can only be achieved by companies that recognise CSR as

part of the process of wealth creation and as providing a competitive

advantage. CSR is a two-way relationship, in which there are benefits to the

society as well as to the companies involved".

CSR at BILT

The last four years have been a period of rapid change for us. We have not

only reviewed our activities related to social responsibility but also made a

shift in our strategy and introduced the concept of taking up a more

development oriented and a long term focus on CSR. We have also tried to

institutionalise this process with the large and multi location company. The

first step in this process was writing a policy on CSR outlining our key

stakeholders and enumerating our commitment towards them.

Bilt is making a strategic attempt to move away from a more conventional

model based on philanthropy to a more developmental approach. Also

inherent to this model is the active partnership with NGO's in helping Bilt fulfill

its social obligations.

The CSR policy at Bilt outlines the key principles of respect for environment

and communities, sustainable development and maximizing the employee

participation in the process of taking CSR ahead in the company. Therefore,

our endeavor is to inspire every individual within the organization to take a

role that of an active participant. We hope that CSR will form an integral part

of the business decision-making process within Bilt.

In order to create the right climate for the implementation of CSR, it was

essential for us to understand the way it was perceived within the company.

In 2002, we assessed employee perceptions with the help of a tool kit which

was prepared by Partners-in-Change, an NGO, which helped us with our CSR

programme. The findings of this study revealed that all employees across

board felt that fulfilling social responsibility was very important for the

company's long term sustenance, and every location had in the past made

attempts to address the issue sporadically. However no strategy or focus

could be identified. Most of them were not aware of the other levels at which

CSR was relevant except at the community level.

We have initiated a multi-pronged approach to CSR within Bilt and the

activities and initiatives are planned keeping in mind the target stakeholders.

Workshops with site personnel about issues related to CSR in general and

specific activities of that location are held periodically. This is a process that

helps to refine and improve our CSR inputs as we go along.

ProjectName

Sampark Areas : Yamunanagar District, State - Haryana

VillagesCovered :

7 Urban SlumColonies

PartnerNGO

Society for All RoundDevelopment, New Delhi

Target Population Around 60000 Issues : Community Organisation for Livelihood Promotion, Quality Education, Health and Women's Empowerment.

Introduction :

BILT's Yamunanagar unit is situated at the district Headquarter town of

Yamunanagar in the state of Haryana. The town of yamunanagar has grown

along with the unit, which is the oldest industrial set up of the town. After the

paper mill was set up at Yamunanagar many other industries have come up in

and around Yamunanagar town. Due to this reason the area has experienced

large-scale migration of the workforce into the town. The town is primarily

dominated by migrant labourers belonging to the other northern and eastern

states of the country like Uttar Pradesh, Bihar, Rajasthan etc.

The state has been the experimentation ground for practice of green

revolution. The farmers practice cultivation of Improved variety of Rice,

Wheat, Sorghum & Mustard. Due to the strong agriculture and livestock

practice the rural areas also are equally prosperous. However, in terms of

health & education the area still remains quite behind the desired level of

development.

Understanding the Needs

The project was launched following the need assessment study, which

was conducted in the year 2003. Bilt had invited Society for All Round

Development (SARD), our Partner NGO to conduct the need assessment

study. The study had summed up areas of intervention for Bilt for various

Stakeholders. The study was conducted by collecting first hand information

through a series of dialogue sessions with the community members,

contractual labourers, union members of the mill, government officials and

other industries members.

Haryana state is quite prosperous in terms of agriculture. Due to the

large-scale migration, the issues concerning the areas have been with regard

to health & hygiene, education and development of professional skills of the

children. The district has a higher concentration of people suffering from

chronic ailments like Tuberculosis and other health related problems (like

HIV/AIDS for the high risk population of migrant labourers). The study had

specifically recommended regarding taking health related interventions (TB &

HIV / AIDS prevention measures) for the high-risk population of migrant

labourers including truck population (Drivers & Cleaners.

The 'Project Sampark' was launched in 2003 :

Activities :

Based on the findings of the need assessment study, the community

development initiatives were started with the neighbouring communities living

in the colonies near the mill.

Health Awareness Campaigns

TB is a serious public health threat, malaria endanger the health of

certain communities within the district. Yamunanagar district has the highest

prevalence of Tuberculosis prevalence in Yamunanagar District is significant.

Quite a large number of the district residents as well as Mill Workers belong to

high-risk groups; namely, migrant labourers and transporters. Preventive

action has been initiated to prevent spread of HIV/AIDS, TB and malaria

through awareness campaigns, voluntary screenings/testing and distribution

of medicines and condoms.

Bilt works in tandem with government medical staff for prevention

(awareness camps, workshops, public distribution of condoms etc.) as well as

influencer for improving drainage facilities in locales where there is a standing

water problem. Joint efforts along with employees, govt. officials, local

industries and residents for spreading awareness of HIV/AIDS and effect

behaviour change.

In the last three years, through the SAMPARK initiatives, Bilt

Employees have taken up the pulse polio drive at 4 slum locations on 5

occasions. More than 5000 children were administered with the polio drops.

The recent programme organized on 12th November '06 the pulse polio drive

received overwhelming response as more than 2000 children were

administered with polio drops.

Education :

Through the Sampark initiatives, a new project on supportive education

has been taken up at Yamunanagar. Under this, the street children belonging

to two slum colonies have been identified and now they are covered through

bridge classes. Those children who have never attended schools and

children who have dropped out from schools at an early age are covered in

these classes. To ensure parents' involvement in the education programme,

slum level education committees have been formed involving the parents,

youth as well as BILT employee volunteers who motivate the parents to send

the children to the classes regularly. Parents contribute financially as fees so

that their stakes in the education initiative is enhanced. Based on the

stakeholder dialogue the monthly contribution of parents has been decided at

Rs. 25 - Rs. 30 per child per month.

Also community level libraries have been established : The teachers

belonging to the community have been identified. They have been imparted

skills in managing community centric libraries and are able to keep a track of

the children attending the bridge classes. So far 16 bridge classes have been

established and 4 libraries have been initiated in the two slum colonies.

Exposure visits have been conducted for the teachers of the nearby

primary and secondary schools. The teachers were trained on interesting

Teaching & Learning Methodologies, Pedagogy etc. Following this, the

parents teacher meet have started showing enhanced the participation of the

parents. The attendance of the parents and their level of participation has

improved. Due to the capacity building of the teachers for improving the

quality of education delivered by the school, now the students are also taking

education seriously. As a result, the in-school dropouts have decreased.

Micro-credit and Income Generation

In the migrant colonies, 22 SHGs have been formed for the women

members. These SHGs have taken up various new initiatives. Following

successful implementation of the savings and inter-loading activity,now they

have started takingup other economic enhancement measures. They have

undertaken training in various skill improvement activities like candle making,

dress designing and running of small & micro enterprises (SMEs). The SHG's

have been linked to the Government Schemes. So far 3 women have been

supported with subsidy linked government scheme and are running their

Vocational Training -

Demand for vocational training exceeds the supply. Hence BILT

considered opening fee based vocational training centers in the town. For

this, assessment of the local job market for the various existing trades were

taken up. This also called for a multi party involvement wherein each one

contributing in their own expertise. Accordingly, collaboration with multi

stakeholders began and vocational trainings were conducted for the

unemployed youth.

The first training programme was conducted in collaboration with the

Hero Honda Motors where one Motor Cycle was provided by them. The

Trainer was provided by the project and Jan Shikshan Sansthan (A

Government of India, Organisation) provided the training modules. The Jan

Shikshan Sansthan has accredited the training course; conducted practical

tests on the knowledge gained and have issued certificates to the trainees.

These certificates have enabled the trainees for adding to their credentials.

Now the 23 youth who completed the training have found regular employment

in the Automobile Repair Shops and some of them have started their own

shops in the town. The youth are able to earn between Rs. 1200 - Rs. 1500

per month.

Based on the success of the first training the second vocational training

on electrical repair has been taken up by the Sampark project. 25

unemployed youth are attending the training course, which will be continuing

for 6 months. After the training the Jan Shikshan Sansthan will again take

practical tests and issue certificates to the successful trainees.

Awareness and Counselling on health issues i.e. HIV/AIDS and T.B. at Community Level

At the community level, a series of health camps were organized in

collaboration with the District Red Cross Society, the District T.B. Prevention

Office as well as the World Bank Office of the Chandigarh Branch. After the

awareness meeting conducted at the community level, the TB programme has

taken shape in the form of referral services and implementation of the DOTS

programme. The volunteers have referred 50 persons from the slum level to

the district TB hospital and 198 persons have been advised during the health

check-up camps conducted at the community level. Moreover, DOTs booths

are going to be set up in the slums having higher prevalence of TB in

collaboration with the District TB Office. Required training has been arranged

for the volunteer to extend medicine under DOTS.

In the month of November'06 two Dental check up camps were

conducted the community level. These camps were conducted in

collaboration with the District Medical College and Specialist doctors

conducted the dental check ups for 150 persons. This has drawn a

tremendous response from the community and as follow up measures the

volunteers are sending the people for proper dental care such as cleaning,

filling and medication to avoid complication.

Name of organization : Society for all Round Development

Location : New Delhi 311, Kirti Deep Building

Address : Nangal Raya Commercial Complex, New

Delhi-110046

Telephone/Fax/Email : 011-28524728/28521962

sard@bol.net.in/sa_rd@hotmail.com

Registration Details : S-29329 2nd April 1996

Vision

A society that provides equal opportunity to all its members by ensuring that

they have equal access to the services and goods necessary for realizing

their full human potential.

Mission

To empower the deprived section of society, especially women, through the

promotion of education, health care, skill development and sustainable

economic activities,

Focus Area:

Education

Health

Livelihood

Rehabilitation

Corporate social responsibility

Funding Partners:

BILT

European Union through Age Khan Foundation

USAID through Reach India

Sir Dorabjee Tata Trust

Rajeev Gandhi Foundation

Concern India Foundation

Oxfam GB

ITC

ILO

SRF

Care India

Mines Action Canada

ICBL

Smile foundation

Other Industry parthers:

Pepsi Co

Perfetti

HLL

Hero Honda

NDPL

Details of present projects:

Project Name: Development of an effective, sustainable quality

Kaman Block (Rajasthan)

Project Area: 27 villages in Deeg, Nagar and Kaman Blocks, Bharatpur

District, Rajasthan (Mewat)

Objectives: Developing and disseminating a child-centered, gender

sensitive and innovative education model in the context of

disadvantaged communities for mainstreaming in govt.

schools.

Strengthening the capacities of stakehodlers (both men

and women) to make informed decision regarding the

planning and management of quality education within the

broad framework of human rights and democratic

principles

Project Name HIV/AIDS awareness for out of school youth in

Bharatpur District of Rajasthan

Project Area : 120 villages in Deeg, Nagar and Kaman Block of

Bharatpur District, Rajasthan (Mewat)

Objectives : to promote safe sex practices by members of these

groups.

To increase the access and quality of RTI/STIs services.

Project Name Integrated Nutritional & Health Program &

Reproductive and Child health, Nutrition and

HIV/AIDS Programme

Project Area : 13 villages in Deeg block, 12 villages in Kaman block &

13 villages in Nagar block, Bharatpur District, Rajasthan

(Mewat)

Objectives : INHP-I- To improve the reproductive health and nutritional

status of adolescent girls, pregnant women and lactating

mothers and children under 2 with a view toward

increasing the child survival rate and reducing

malnutrition through immunization, pre-natal care, neo-

natal care, and dietary supplements.

INHP-II- to increase the child survival rate by shifting

focus away from immunizations towards the provision of

neonatal care, extension of vitamin-A coverage and

gender sensitisation.

Project Name Program for rehabilitation of mineworkers who have

been affected by silicosis and their families

Project Area : 10 villages in Bhansi Paharpur Panchayat, Roopwas

Block, Bharatpur District, Rajasthan

Objective : To regularize and extend the Government's

DOTS/RNTCP scheme for silicosis affected mineworkers

To form SHGs and link them up with local bank through

NABARD Scheme (e.g. animal husbandry, horticulture

and agriculture etc.) provide SHGs with training in rural

economic activities

Project Name HIV/AIDS Prevention Program for Sex Workers, their

Clients and Families

Project Area : 4 Bedia villages (Khar Ka Nagla, Blinchatpura,

Premnagar and Ghatoli) and 2 neighbouring mining

villages (Bansi and Paharpur) in Roopbas and Bayana

Blocks, Bharatpur District, Rajasthan

Objectives : To increase awareness of HIV/AIDS and other STDs

among the residents (especially high-risk residents such

as sex workers)

To promote safe sex practices by members of these

groups

To increase the quality and quantity of treatment for STDs

received by them

Project Name Village Libraries

Project Area : 9 villages in Deeg Block, Bharatpur District, Rajasthan

(Mewat) & 4 villages in Bhansi Paharpur Panchayat,

Roopwas Block, Bharatpur District, Rajasthan

Overall Goal : To include good reading habits in youngsters (especially

first generation learners) and provide adults with access

to news, reference materials and information about

government schemes

Project Name Program to Enrich Primary Education (PEPE)

Project Area : 30 colonies in South West Delhi

Objectives To increase student enrolment, retention and completion

rates in formal schools, NIOs and alternative education

centres; To establish a child-friendly learning environment

and pedagogy that is characterized by the principles of

equity, equality, quality; To build the capacity of to bring

about school based reforms in all government primary

schools and alternative education centres.

Project Name Sampark - A Bilt - SARD Corporate Social

Responsibility Initiative

Project Area : Sri Gopal Paper Mill and 6 neighbouring locations (4

urban slums and 2 villages) in Yamuna Nagar District,

Haryana

Objectives : To improve the company's image in the Sri Gopal Paper

Mill's catchment area

To increase the well-being of Sri Gopal Paper Mill

employees (permanent & contract), their families,

suppliers and distributors

To undertake development initiatives in areas of health,

vocational training & income generation to assist the most

disadvantaged of community members.

Project Name Integrated Development project, Bhiwadi, Haryana

Project Area : 6 villages surrounding the SRF Factory

Objectives To understand the develop initiatives in areas of

Health, Vocational training & Income generation to

assist the most disadvantaged for community

members.

To facilitate alliance building between NGOs, Private

to facilitate the creation of a community specific action

plan for young people in the context of HIV/AIDS and

contribute to policy development at District, State and

National level.

Ensure overall development of primary school

children in village primary schools by extending to them

innovative and joyful learning curriculum

Project Name Integrated Program for Education, Micro Financing &

Vocational Training

Project Area : Baran district of Rajasthan

Objectives To bring a qualitative change in the lives of landless

labourer and other deprived communities in Baran District

of Rajasthan

Project Name Water Management Initiative Project in Jhalawar

District of Rajasthan

Project Area : 25 villages connected with 6-e-Choupals in Jhalra Patan

block of district Jhalawar, Rajasthan

Organising small and big farmers into functional

community groups to ensure their capacity building

Construction of location specific water harvesting

structures

Promotion of low cost, sustainable agriculture

Promoting the concept of micro-credit and micro-

finance among the farmers and females of the selected

villages.

Project Name Skill Development Program (Vocational) for

Adolescent Girls

Project Area : Resettlement colonies in the South West District of Delhi

Objectives : Impart vocational skills to the needy girls, children of

the area, which would (Lead to skill up-gradation and

Training in establishing business venture for individuals

or group enterprises.

Provide knowledge to adolescents about development

and empowerment, health and socio-economic aspects

so they can use it in right direction.

Upgrading the knowledge and skills of adolescents to

prepare themselves for integrating the labour market.

Skill development of adolescents and provide

information how to use local resources through their

active participation in their own Socio-economic,

cultural and spiritual development.

To educate Youth of the area on Mobile servicing

The management of BILT acknowledges the seriousness of the

HIV/AIDS epidemic in India and the significant impact it could have on the

workplace. We believe in promoting a healthy work environment for our

employees. This policy reiterates our commitment in creating a healthy

workplace through integrating HIV/AIDs prevention efforts in our existing

welfare policies.

The key elements of this policy are :

We will not undertake HIV screening for the purpose of exclusion from

employment.

We will not discriminate against any employee for advancement in

employment because of his/her real or perceived HIV status.

We will conduct periodic awareness and training programmes within the

company for the employees, their families, contractual workers as well as

for truck drivers to reduce the stigma and discrimination associated with the

disease.

We will support and promote Voluntary Counseling and Testing to

employees with regards to HIV/AIDs.

We will provide Antiretroviral (ARV) treatment to the employees for the

management of HIV as and when necessary.

We will revisit the policy periodically to incorporate the developments that

may take place in management and treatment of HIV / AIDS.

Bilt recognizes that HIV / AIDS epidemic is a glbal crisis and constitutes one

of the most formidable challenges to development and social progress and

that we need to address the challenge at a corporate level.

Bilt launched a program on Prevention of Health and HIV / AIDS in the all six

manufacturing units across four states in India in Sep. 2005. All the

manufacturing units are located at remote parts of the states where there is a

large number of migratory population. Four of the Bilt Mills are in high

prevalent states.

The project has partial funding from International Finance Corporation and

technical support from International Labor Organization, National AIDS

Control Organization and State AIDS Control Societies. During the two years

project period the project aims to reach out to 15,000 employees across all

cadres from management to casual and contractual workers, their families,

and approximately 10,000 truck drivers and cleaners who visits the locations.

The highlight of the project, is it is involving employee volunteers from all

cadres to act as peer educators and facilitators to disseminate the information

to their peers. A trained professional is appointed at each location to

implement the project and one nodal person from corporate is responsible for

effective implementation and giving it direction.

The following strategies are used in the project :

Behaviour change communication

STI diagnosis and treatment for employees and truck drivers.

Condom promotion

Counseling and referral services

Capacity building of employee volunteers

Networking and advocacy with government and NGO''s

Progress since Sep 2005 :

Development of HIV/AIDS workplace policy for the industry.

Core commitment formed at head office level consisting of senior

management members.

KABP survey conducted at every site on 6% sample.

29 Master trainers trained from every unit.

Sensitization programmes conducted for senior and top management at

HO as well as in all units.

Selection and Training of peer volunteers, 175 peer volunteers trained.

Training of Medical Officer from every unit by CMC, Vellore, on prevention

and treatment of STI, counseling and treatment.

Life skill development programme for 9th, 11th standard boys and girls of

Thapar school Ballarpur & Yamunanagar.

Awareness programmes for colony residents.

Awareness programmes for community at large.

Condom vending machines have been installed inside the Mill at every unit

and in three units in outside communities.

Development of IEC material in regional language.

Providing counseling to employees on family crisis, career guidance,

general health.

Helping positive individual in getting ARV drugs.

Developing the network for HIV + people.

Observance of events during world AIDs Day, Women's Day, Anti-tobacco

day.

Mass events were organized during festivals like Ganesh, Durga Puja,

Holi, New Year Day etc.

Programmes on substance abuse, lifestyle education, women's health,

general health and hygiene are organized for creating healthy workplace.

Networking and referral linkages developed with government hospitals for

HIV testing.

Knowledge, Attitude, Behaviour and Practice Study

In order to assess the knowledge, attitude, behaviour and practice (KABP) of

the employees related with HIV/AID the KABP study was conducted. The

survey questionnaire was designed by ILO and the pre-training was also

conducted by them. In this study 6 employee volunteers interviewed the

colleagues along with the coordinators. The study will be again conducted in

2007 to do the mid-evaluation of the program where the same volunteers will

be called to conduct the interview. On the basis of the finding the changes

were made in the project design where ever required.

KABP survey conducted at all the units covering 729 employees and 102

truck drivers and cleaners.

HIV / AIDS awareness was 86% amongst employees

67.8% respondents knew that HIV could be prevented.

Lot of myths and misconceptions were prevalent among the emplyees like

HIV can be transmitted through mosquito bite, sharing meal etc.

Around 20% respondents have witnessed AIDS related deaths & 19%

knew someone living with HIV infection.

Knowledge about sexually transmitted infections was very poor.

Nearly 64% stated that they have not received any education about the

disease, major source of information was mass media mainly TV and radio.

The workers who want to go for the HIV testing, are referred to nearby

Voluntary Counseling and Testing Centre and follow up such cases is done

by the counselor.

Plan for year 2007 :

Establishment of ART centre at Ballarpur for employees as well as for

communities.

De-addiction programme at all units.

Developing the cadre of youth volunteers to disseminate information in

communities.

Awareness creation for employees as well as their families, with focus on

adolescent boys and girls.

Establishing the clinics for truck drivers and cleaners

Enhancing in house clinics to deal with STI/HIV related health problems

Establishment of rest room for truck drivers

Starting of pilot project on anemia detection and education at Ballarpur for

8th standard girls.

Conducting health check up camps for school children in collaboration with

local Rotary, Lions clubs, IMA branch etc.

ii) MDR :

That the MDR to piece rates are revised to Rs. 30/- per day.

III INCREASE IN BASIC SALARY

It is agreed that Rs. 310/- (Rs. three hundred and ten only) adhoc

increase given to the time rated workme will be merged with the Adhoc

amount of the individual Piece Rater in Finishing Houses with effect from 1st

July, 2005. It is further, agreed between Management and the Unions that

steps shall be taken to merge adhoc fixed amount with piece rates within six

months of signing of this settlement. However, till such time, the above

amount is not merged with the piece-rates, payment shall be made on

attendance basis.

3. Education Allowance

Education Allowance is increased from Rs.1050.60 to Rs. 1669.20

w.e.f. 01.07.2005.

4. Washing Allowance

Washing Allowance amounting to Rs. 18/- is withdrawn w.e.f.

1.07.2005 and this amount is merged with Education Allowance.

5. Double Increment

That the quantum of double increments payable every year stands

increased from 10% to 12%

6. Double Increment

That the quantum towards electricity bill in Om parkash building stands

increased from 12% to 14% of basic. Those who are allotted accommodation

at Om Pk. Bldg. but not living there will not be paid electricity charges.

7. Attendance Bonus Scheme

It is agreed that the quantum of Attendance Bonus payable on physical

presence in a month is enhanced with effect from 1st July 2005 as under : -

8. Night Shift Allowance

That the quantum of night shift allowance applicable to workmen

attending duty in "A" shift is increased to Rs. 6 (Rs. six only) per "A" shift

attendance with effect from 1st July 2005. Further it will be extended to

workmen who work on overtime in "A" shift.

9. Uniform & Liveries

9.1 The Stitching Allowance stands increased from 180 (One hundred and

eighty) to Rs. 220 (Two hundred and twenty only).

9.2 The cost of one pair of Leather Shoe is increased from Rs. 195 (one

Hundred Ninety Five) to Rs. 215 (Two Hundred Fifteen).

9.3 It is agreed that Rain Suit of reasonable quality will be given to all the

permanent employees after every three years and Management and

Union Representatives will mutually finalize the quality.

10. EDUCATION FACILITIES

10.1 School Fee Reimbursement

That the existing salary limits for reimbursement of School fee is revised as

under with effect from 1st July 2005.

For those drawing basic wages upto Rs. 2300 per month : 100%

For those drawing basic wages between Rs.2301 to 2450 per month : 50%

For those drawing basic wages of Rs. 2451 and above per month : 40%

All other terms and conditions governing School Fee Rimbursement

remain unchanged.

Double Increment The scholarship amount is increased as under :

5th From Rs. 50/- to Rs. 75/-

8th From Rs. 75/- to Rs. 100/-

10th From Rs. 100/- to Rs. 125/-

12th From Rs. 125/- to Rs. 150/-

At present the students getting scholarship after 12th are paid for one year. It

is agreed that for the above students scholarship will be extended by one

more year.

The number of Scholarship and all other terms and conditions governing the

scholarship scheme shall remain unchanged.

Further it is agreed that 10 (Ten) Higher education Scholarship for the

son/daughter of permanent workmen who secure admissions in professional

courses (MBBS and BE/B.Tech) will be paid Rs. 10000/- (Rupees ten

thousand only) per annum as assistance for pursuing their professional

studies as per BPU Pattern. ATKT students will be considered subject to their

clearing their exams in the fixed term of relevant course. The other terms and

conditions will remain same.

11. Medical Facilities :

11.1 Hospitalization

A committee is constituted to review the Medical Scheme, Benevolent

Fund Scheme and Hospitalization Scheme. The members of this committee

will be DGM - HR, President & Secretary of both the Unions and Chief

Medical Officer. The committee will finalise its report latest by 15th November

2006 for implementation.

INTEREST FREE LOANS AND OTHER FACILITIES

12.1 CYCLE LOAN

That the quantum of Cycle Loan is increased from Rs. 2000/- (Rs.

Two thousand) to Rs. 2300/- (Rs. two thousand three Hundred only). It will be

recovered in 40 installments.

Cycle loan for the casual workmen is increased from Rs. 1500/- (Rs.

one thousand five hundred) to Rs. 1800/- (One thousand eight hundred). It

will be recovered in 40 equal installment.

12.2 COMMON FUND

A. That the employee's contribution is increased from Rs. 6 (Rs. six) to

Rs. 9 (Rs. nine) per employee and the management will give matching

contribution towards the common fund.

B. That the quantum of interest free loan from Common Fund is increased

from Rs. 1600 (One thousand six hundred) to Rs. 2000/- (Two

Thousand) recoverable in 8 equal installments.

C. Sickness Help from Common Fund is increased from Rs. 500/- to Rs.

750/-. The other terms & conditions will remain unaltered.

All other terms and conditions governing this loan scheme shall remain

unchanged.

S G CLUB

That the employees contribution towards S G Club is increased from

Rs. 8 (Rs. Eight) to Rs. 11 (Rs. Eleven) per month and that of management

share from Rs. 7 (Rs. Seven) to Rs. 10/- (Rs. Ten) per employee per month.

12.3 FINANCIAL ASSISTANCE ON RETIREMENT/DEATH

That, the quantum of financial assistance in case of retirement of a

permanent workman is increased from Rs. 2001/- to Rs. 2501/-.

Further the quantum of help for reimbursing funeral expenses in case

of death of an employee is increased from Rs. 2000/- per case to Rs. 2500

(Two Thousand Five Hundred only). This financial assistance will be payable

irrespective of number of years of service.

It is also agreed that Rs. 2500/- (Two Thousand Five Hundred only) will

be paid to the workmen retiring on medical ground. Mill CMO will have the

authority to declare the workmen as medically unfit.

12.4 DEATH RELIEF FUND

That, the quantum of contribution of the permanent employees will be

Rs. 40/- per employee per death towards death relief fund. However the

matching contribution @ Rs. 25/- per employee i.e. Rs. 34,000/- per death will

be contributed by the management. Casual Labour contribution towards death

relief fund will be Rs. 20/- per employee per death.

A separate Death Relief Fund will be formulated for casual workers.

12.5 FESTIVAL ADVANCE

That the quantum of festival Advance applicable to the permanent

workmen is increased from Rs. 1500 (Rs. One Thousand & Five Hundred

only) to Rs. 2000 (Two Thousand Only).

It is also agreed that the casual workers will also be eligible for festival

advance amounting to Rs. 1000/- (Rs. One Thousand Only) recoverable in 10

equal installments. All other terms and conditions governing this loan scheme

will remain unchanged.

13. LEAVE AND HOLIDAYS

It is agreed that half day leave will be allowed in case of short leave

availed in the 1st half from 10.00 am to 12.00 noon. This clause will not be

applicable on Saturday or any half holiday. It is clarified that this facility will be

restricted only once in a month.

It is also agreed that the accumulation limit of Privilege Leave is

increased to 330 and Sick Leave to 63.

There will be no other change in the existing leave & paid holiday

policy.

14. MISCELLANEOUS

14.1 INCENTIVE FOR FAMILY PLANNING

That the quantum of financial incentive applicable to permanent

workmen & Casual workers for undergoing family planning operation will be

as under :

For undergoing Vasectomy/Tubectomy operation (up to two children) :

Rs. 800 (Rs. Eight hundred only) ;

For undergoing Vasectomy/Tubectomy operation (more than two

children) : Rs. 650 (Rs. Six Hundred & Fifty only).

Other terms and conditions governing this scheme shall remain

unchanged.

14.2 INCENTIVE FOR BLOOD DONATION

That the quantum of financial incentive for donating blood is increased

to Rs. 500/- per case.

Workmen, who go outstation (Delhi, Chandigarh) will get 2 days leave

(includes the blood donating day).

Other terms and conditions of blood donation scheme remain

unchanged.

13. CASUAL WORKERS

It has been agreed to increase daily rate of Casual workmen by Rs. 6/-

per day and other allowances will be as below

HRA : Rs. 23/-

LTA : Rs. 12/-

14. ONE MAN ONE BENEFIT

It has been agreed that of the benefits resulting in additional

increments, one man will get one benefit under this agreement. This clause

supersedes any understanding / agreement to the contrary.

SUGGESTIONS

I appreciate the efforts of management of Bilt in providing

various welfare activities in Mill. But I found that in some areas the

welfare activities were lacking. So I would wish to draw attention.

1. The awareness of Dengue and Malaria awareness must be created in

mill. More than 2500 workers are working in mill but majority of them

doesn't know about precautions of dengue and malaria. Water is

consumed in large quantity so their are chances that the workers may

get infected by mosiquito byte. So they should create awareness.

2. The Bilt scholarship scheme should be increased to 15 from

existing 10. Because in today's world competition is

increased. Every body is becoming contious towards career

and they want to go for higher studies.

So I request the management to please pay attention

towards my suggestions.

CONCLUSION

In the end I would like to say that I am pretty happy with

welfare activities conducted in Bilt. The management takes good

care of its workers. Bilt takes very good measure to preserve

environment. They use eco-friendly machines which do not create

any pollution.