Analysis of the Sugar Industry in India Essay Example

in August 1987, the Oswal Group took over management and raised the crushing capacity to 4000 tonnes of sugarcane per day.A new plant was set up in the Sugar factory in 1989.On September 16th, 2000, Wahid Sandhar Group acquired the factory and further increased crushing capacity to 4500 tonnes of sugarcane per day.The "Vision of Wahid Sandhar Sugars Ltd." is centered on meeting customer needs by reducing costs and improving quality.The company's labor force is made up of three types of workers: permanent seasonal workers, permanent year-round workers, and temporary year-round workers. Trust is a crucial aspect at Jagajit trust, which is owned by MILL and was established in 1946. This trust receives employees' provident fund deductions from their wages and submits an annual record to the authorities. Wahid Sandhar Sugars Ltd. also utilizes a logo as a symbol or trade grade for advertising purposes. The logo represents the company and its brand loyalty associated with its products. Its primary objective is to showcase uniqueness and differentiate itself in the market primarily through the use of the company's name.Industrial-wise, Wahid Sandhar Sugars Ltd. is a private company that was incorporated on 06/10/2000 and began operations on 09/10/2000. Its registered office is located at G.T. Road, Phagwara. The company can be contacted via email at [email protected] and its website is www.wahidsandharsugars.com.

The company has an installed capacity of processing 4000 dozenss cane per day, with a license to process up to 4500 dozenss cane per day.

The management team of Wahid Sandhar Sugars Ltd includes S. Sukhbir Singh Sandhar as Chairman, S. Jaswinder Singh Bains as Vice Chairman, S. Kulwant Singh Basra as Chief Executive, S. Jarnail Singh

Wahid as Managing Director, S. Sandeep Singh Wahid and S.Malkeet Singh Sandhar as Directors.

The departmental heads of the company include Mr.Rajesh Sharma (A.G.M/Sales), Mr.Umesh Sharma (A.G.M/Purchase), Mr.Parvinder Singh (A.G.M/EDP), Mr.R.P Dubey (Manager production), Mr.Charanjit Singh Walia (C.C.D.O), Mr.S.K Dubey (Lab accountant), and Mr.Harbans Lal (Dispatch and Record Keeper).S.K Grover
Appelation Sales In Charge

avoiding conflicts and promptly addressing any issues in order to ensure industrial peace and productivity. Personnel management mainly focuses on human relations within an organization as its primary objective is to ensure that the workforce completes their tasks. A lack of good industrial relations within the organization can lead to failure. Good industrial relations are vital for achieving higher productivity as they foster a harmonious industry. The concept of industrial relations (IR) encompasses all workers in a company, including machine operators, skilled workers, and managers. IR involves the relationships between employers and workers, among workers themselves, and with unions as outlined in the ID Act 1947. Although there are various definitions of IR, it generally refers to the process through which individuals and organizations interact at the workplace to establish employment terms and conditions. IR is also known as labor-management or employee-employer relations. Key components of IR include government bodies, employers, unions federations or associations, trade unions, labor tribunals, courts, and other organizations that directly or indirectly impact an organization's establishment of IR.The industrial relations field encompasses various significant elements, such as worker brotherhoods and employer federations. It also involves different functionaries like store stewards, IR officers/managers, mediators/conciliators/arbiters, and labor tribunal judges. The primary focus of this system is corporate bargaining processes and encouraging employee participation in shaping the overall IR strategy.

Additionally, it plays a crucial role in managing disciplinary procedures, overseeing grievance resolution mechanisms, administering dispute settlements, ensuring the efficient functioning of closed stores within organizations, and streamlining brotherhood reorganization efforts.

This text explores effective methods for handling protests in the workplace. These methods include making modifications to regulations, policies, and procedures. They may also

involve labor tribunal hearings and court proceedings. The main emphasis lies on workers' status in terms of wages, working hours, leaves and benefits, health concerns, safety regulations, disciplinary measures, layoffs as well as dismissals.

Moreover, retirement matters are considered alongside laws and regulations related to labor welfare and social security administration (IR). Worker participation in management decisions and collective bargaining are also discussed within this context.

To promote industrial relations effectively within an industrial setup it is essential to establish a constructive two-party relationship. The ultimate goal of industrial relations is to minimize conflicts while fostering a peaceful environment.The text highlights various factors that organizations should consider, including workplace engineering considerations, socio-economic and political conditions of the country, national labor policies, attitudes of trade union members, management practices aimed at improving labor's work environment, rules and regulations established by governments to promote cooperative relationships between employees and employers. It also examines judicial and executive aspects of regulating labor welfare and management. The focus is on industrial relations in Wahid Sandhar Sugars Mills Ltd., a company known for its strong and effective relations with its employees. Most cases and issues are resolved through collective bargaining. The main objective is to establish a good relationship between management and employees. Wahid Sandhar is recognized for fulfilling social responsibilities towards society as well as workers, earning a positive reputation among suppliers, customers, bankers, and auditors. The company adheres to labor laws and regulations regarding worker well-being such as labor improvement, public assistance, childcare benefits, leave benefits, medical benefits,and tip payment.They prioritize worker satisfaction and safety, aiming to reduce turnover by addressing labor concerns. Industrial relations (IR) foster a positive relationship between

employees and employers, promoting effective work performance and productivity in sugar production. IR encourages industrial democracy by involving labor in decision-making processes. Cooperation between workers and management is crucial for successful plan execution under the principles of IR. The administration follows various Acts to ensure compliance with regulations. Management actively engages workers in program preparation and execution to increase profits, minimize wastage, promote punctuality, and maintain discipline through IR.The Industrial Relations department at Wahid Sandhar Mill plays a crucial role in ensuring compliance with regulations to prevent strikes and lockouts. The company has successfully avoided strikes so far due to the rewards, favorable working conditions, and benefits provided to its satisfied workers. Additionally, the company effectively manages Employee's Provident Fund and Misc. At Wahid Sandhar Sugars Mill Ltd. Phagwara, the following laws are followed: The Premium Act 1952, the Employees' Province Insurance Act 1948, the Factories Act 1948, the Maternity Benefit Act 1961, the Trade Brotherhood Act 1926, the Workmen's Compensation Act 1923, along with other relevant laws. Standing Orders also exist at Wahid Sandhar Sugars Mill Ltd.In this company, management is represented by the managing agent, managing director, general manager, commercial manager or authorized representatives. The Factories Act of 1948 includes provisions for health (Sections 11 to 20), safety (Sections 21 to 40), social welfare, working hours and annual leave with wages, cleanliness (Section 11), fence of machinery (Section 21), wash facility, weekly hours (Section 51), disposal of waste & effluents (Section 12), prohibition on employing young person on dangerous machines (Section 23) + facilities for sitting (Section 44) + weekly holidays (Section 52) - ventilation & temperature ( Section13 ) - contact gear

& devices for cutting off power( Section24 )- first aid appliance( Section45 )- compensatory holidays( Section53)- dust & fumes( Section14 )- self-acting machine( Section25 ) - canteen( section46)- daily hours(section54)- artificial humidification(section15)- washing of new machinery(section26). The company also provides shelters, rest rooms, and a lunch room. They have intervals for rest overcrowding prohibition of employment of women and children near cotton openers. There are additional provisions related to creche spread over the hours of work, light hoists and lifts welfare officer overtime wages drinking water revolving machinery notice of period of work for adults.

The Mills Act of 1948 in Chapter III focuses on the well-being of mill workers through sections from 11 to20.The well-being of workers in a mill, both physically and mentally, is crucial for their effectiveness in carrying out their duties. To ensure worker health, it is important to maintain cleanliness and prevent infection and insanitation within the mill. This includes controlling dust, smoke, humidity levels, and preventing overcrowding.

Safety is also essential in mill operations as it ensures the lives of workers are secure. Provisions concerning worker safety can be found in sections 21 to 41 of the act. It is the responsibility of the mill's resident to comply with these provisions which involve actions like fencing machinery, safeguarding self-moving machines, and installing guards on new machinery. Mills with one thousand or more employees must also appoint a safety officer for certain equipment.

Recognizing that workers' welfare enhances productivity and positive industrial relations, steps towards public assistance are encouraged. The welfare provisions for mill workers are outlined in sections 42-50 of chapter V of the Factories Act. These include facilities such as washing

areas, seating arrangements, canteens for meals breaks restrooms equipped with first aid supplies.

Working hours and annual leaves are addressed in sections 51 to 67 of the Factories Act. These provisions establish regulations regarding working hours for employees and entitlements for annual leave with wages.The Act also includes regulations for working hours and employment conditions for adults, young individuals, children, women, and young workers. Sections 78 to 84 of chapter VIII outline the provisions for annual leave with rewards in order to improve terms of service for mill workers. It is important to note that these provisions do not apply to government railway administration workers. Examples of such provisions include regulations on work hours and weekly holidays. Additionally, there are social welfare facilities provided to labor in sugar mills. In Wahid Sandhar Sugar Mills Ltd., labors are considered an important part of the administration and are provided with various welfare installations for their security, safety, motivation, effectiveness, and efficiency. The following welfare installations are provided in Wahid Sandhar Sugar Mills Ltd.: [list of installations].Statutory installations are installations that are provided according to labour legislation passed by the government. The nature and coverage of these installations can vary from country to country. Disputes regarding statutory provisions can result in punishment for the employer under the relevant Act. Wahid Sandhar Sugar Mills Ltd is governed by the Factories Act 1948, which provides statutory installations related to health, safety, and welfare.

The Factory Act of 1881 was India's first mills act and it laid out provisions for workers' health, safety, and welfare. Under the Factory Act of 1948, which this text describes, topics such as hours of work, weekly holidays,

night shifts, and overtime wages are covered. The goal is to ensure security, safety, motivation, and well-being among the labor force at Wahid Sandhar Sugar Mills Ltd.

Provisions include measures for cleanliness to maintain a healthy working environment through daily cleaning of work areas and regular floor cleaning. Waste generated during manufacturing has proper waste treatment arrangements in place. High-temperature processes are separated from work areas to minimize exposure to dust and fumes. Suitable lighting is provided throughout the factory using both artificial and natural sources. Adequate agreements have been made to ensure a sufficient supply of drinking water for workersAll water points are clearly labeled as "drinking water" in a language that workers can understand. These points are located at least six meters away from working areas or restrooms. Spittoons are conveniently placed throughout the factory and kept clean. There are sufficient toilet facilities available for both male and female workers, which are properly lit and ventilated. Regular cleaning of these facilities is carried out by sweepers in the Sugar Mills.

Safety is an essential requirement in the mill because smooth operations cannot be guaranteed without secure and proper working conditions for the workers. The Wahid Sandhar Sugar Mills limited company adheres to safety provisions specified in sections 21 to 41 of the act. One provision requires securely fencing every moving part of the prime mover and any connected flywheels.Specific regulations apply to various components such as the headrace, tailrace, H2O wheel, H2O turbine, and parts of stock saloon extending beyond the lathe's headstock.

Trained adult workers wearing supplied tight suiting vesture perform inspection, lubrication, and other tasks near machinery in motion.Worker names are recorded in a

registry.Women and young individuals are prohibited from clearing,lubricating or adjusting machinery while it is in motion.Young individuals who have received thorough training on hazards and necessary precautions can operate dangerous machines, as long as appropriate measures are taken. If they lack sufficient training, they must be supervised by someone with extensive knowledge and experience. Sugar factories should have emergency power cutoff devices in place. The factory has strict regulations to safeguard workers' eyes, requiring them to wear suitable eye protection when working with potentially harmful machinery or materials.

Unauthorized access to restricted areas of the factory is strictly forbidden without proper authorization from management. Any unauthorized individuals found in these areas will face disciplinary action.

Wahid Sandhar Sugar Mills Ltd. has implemented comprehensive fire safety measures throughout the facility. This includes regular inspection and maintenance of fire extinguishers, installation of smoke detectors, and conducting fire drills to ensure all employees are familiar with emergency procedures.

To prevent potential electrocution hazards, all electrical equipment used within the factory premises must be properly grounded and maintained. Trained professionals conduct regular inspections to identify and address any electrical safety issues.The use of personal protective equipment (PPE) is mandatory for all employees in specific areas where there may be a risk of injury. PPE includes helmets, gloves, and safety shoes. Hazardous substances are handled, stored, and disposed of properly within the factory premises. Employees receive training on identifying these substances and using appropriate protective measures when working with them. Sanitation facilities such as toilets, handwashing stations, and waste disposal systems are provided throughout the factory to maintain a clean work environment. Regular training sessions raise awareness about potential hazards, safe work practices,

emergency procedures, and reporting mechanisms for accidents or incidents. Adhering strictly to these safety guidelines is crucial to ensure a safe working environment without accidents or injuries.

Precautions at Wahid Sandhar Sugar Mills Ltd. are taken to prevent eye injuries during risky procedures by avoiding particles or fragments from causing harm. Portable electric lights or devices with voltages exceeding twenty-four volts are not allowed in certain areas inside the mill such as chambers, tanks, vats, or cavities. Measures are also implemented at Wahid Sandhar Sugar Mills Ltd. to prevent detonation in the manufacturing process by enclosing plant and machinery and removing any accumulation of explosive or flammable substances.At Wahid Sandhar Sugar Mills Ltd., precautions are taken for fire safety, with adequate equipment and installations provided to extinguish fires. If a building is deemed unsafe, an inspector may intervene to specify necessary actions. The company prioritizes regular maintenance for the well-being of workers.

Worker welfare measures at Wahid Sandhar Sugar Mills Ltd., as outlined in sections 42 to 50, include various amenities and facilities. Suitable washing facilities with separate areas for male and female workers are offered, along with sitting facilities for worker comfort. Employers voluntarily provide amenities such as agreements for standing and sitting places, proper installation of first aid appliances, a government-regulated canteen, lunch rooms and restrooms with water provision, and facilities for clothes storage and drying.

In general, the factory offers various voluntary installations to motivate workers and foster a sense of belonging to the administration. These include living accommodation, subsidized electricity, cycle allowance, insurance strategies, employee deposit strategies, welfare fund strategies, compensation under the W.C. Act, gratuity under tip act ,and health-related facilities.

Specifically at Wahid

Sandhar Sugar Mills Ltd., around 120 workers and officers are provided with living accommodation. This includes four senior officer kothies (cottages), 50 room sets for worker families,
and 40 individual room sets.Workers pay a rental fee of Rs.15-45, whereas officers are required to pay 5% of their basic wage for the houses they are assigned. Moreover, officers receive an additional 5% of their wage specifically allocated for house rent as part of all office obligations. In addition to this, workers enjoy reduced rates on graded subsidized electricity.