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COMPENSATION AND SALARY ADMINISTRATION

Definition : Term compensation administration or wage and salary administration denotes the process of managing a company's compensation program. Goals of compensation administration are to design cost effective pay structure that will attract, motivate and retain competent employees in company.

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Objectives : To establish fair and equitable compensation offering similar pay for similar work. To attract competent and qualified personnel To retain present employee by keeping wage levels in tune with competitive units. To keep labor and administrative cost in line with the ability of organization to pay. To improve morale and motivation of employees and to improve union management relation. To project good image of company and to comply with legal needs relating to wages and salary.
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Compensation : may be defined as money received in performance of work plus many kinds of services and benefits that organization provides to their employees. Compensation may be classified into base or primary compensation and supplementary compensation. Primary compensation refers to basic pay in form of wages and salary. It if fixed and non incentive pay on the basis of time expanded in job. Supplementary compensation consist of incentive and variable payments, based on individual output or output of group on whole.
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Principles of compensation and administration : wage policy should be developed keeping in view the interest of all concerned parties that is employer, employee, consumers society etc. Wage and salary plans should be flexible or responsive to internal and external conditions of organization. Wage and salary plans must be consistent with overall organizational plans and programmes. Plans should be in conformity with the social and economic objectives of country. Plans should be responsive to changing local and national conditions. Workers should be associated in formulation and implementation of wage policy. Adequate database and organizational set up should be developed for compensation determination and administration. Workers should receive guaranteed minimum salary to http://www.facebook.com/mr.fortyseven protect them against conditions beyond control .

Factors affecting wage and salary : External factors : Demand and supply : labour rates in markets depends upon the demand and supply of labor. When the demand for labor is more and supply is less then wages provided to workers will be more on contrary when supply is more and demand is less then wages rates will automatically come down. Cost of living : wage rates are directly influenced by cost of living of a place. Workers will accept a wage which may ensure them a minimum standard of living. Higher cost of living more will be wage rate and lower the COS lower will be the wage rate. Trade union bargaining power : we rates are influenced by bargaining power of trade union. Stronger the trade union higher will be the wage rates. The strength of trade union is judged by its members, financial position and type of leadership.
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Government legislation : to improve the working conditions of workers government may pass legislation for fixing minimum wages for workers. This may ensure them minimum level of living. In underdeveloped countries the workers bargaining power is less, to protect interest of workers government may bring in legislation to ensure appropriate salary to workers. psychological and social factors : level of compensation is perceived as a measure of success in life. Management should take into consideration the psychological needs of employee while fixing the wage rates so that employee take pride at their work. Economy : http://www.facebook.com/mr.fortyseven refers to economic conditions prevailing in country. E.g. recession, deflation

Technological development : increased technological development at faster rate has lead to increase demand for skilled workforce in organization. High technology implemented in company requires skilled workers which leads to payment of high salary for workers in company. Prevailing market rates : wage rates paid in the industry or firm will form a basis for fixing wage rate. If the concern pays low wage rate compare to its competitors the employee retention becomes difficult in organization.

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Internal factors : Ability to pay : of enterprise will decide wage rate in company. A profitable concern will be in position to pay better pay package compare to the one running under loss . Job requirements : basic wage depends largely on the level of difficulty, physical and mental stress involved in performance of task. Job which requires service of skilled people will have more pay scale compare to work involving requirement of semiskilled or unskilled workers. Management strategy : company's strategy is one of important factor affecting remuneration in company. Company which is development oriented focuses on retaining employees by paying high salary, while company focusing on stabilizing itself in market prefer paying reasonable pay package to employees in company. Employees : http://www.facebook.com/mr.fortyseven performance, seniority, experience,

Wage and salary determination process : 1. job analysis : describes duties, responsibilities, working conditions between the job and other jobs associated with it. Job description are important in designing pay systems as they help to identify important job characteristics. In next step jobs in company are given grade which mention importance of job in company. 2. conduct salary survey : compensation or salary survey play central role in pricing jobs. Employers conduct formal as well as informal survey to collect data about salary rate in market. Salary survey is conducted for three reasons i) survey data are used to price the benchmark job that anchor pay scale. ii ) http://www.facebook.com/mr.fortyseven some jobs of an employers position are directly priced

3.Group similar jobs in pay grades : in this step jobs are divided into grades in which jobs put in single grades are similar in nature relating to task performance, time required etc. pay grade is essential for pay purposes as task of assigning grades becomes easy when employees are segregated in levels according to their task. 4.Price each pay grade : next step is to assign pay rates to pay grades. Assigning pay rates to each pay grade is usually accomplished with wage curve. Wage curve depicts graphically the pay rate currently being paid for jobs in each pay grade. The purpose of wage curve is to show the relationship between value of job as determined by job evaluation methods and current average http://www.facebook.com/mr.fortyseven par rates for the grades.

5. fine tune the pay rates : A) developing rate ranges : it refers to employers divide jobs in company in different ranges and collect data relating to pay scale provided to employees according to their grades. B) correcting out line rates : average current pay for the jobs may be too high or low, relative to other jobs in the firm. If rate falls below the line, pay rise for job may be required. If the rate falls above the wage line pay cuts may be required. 6. wage administration rule : development of rules of wages administration has to be done in the next step and it is important to communicate information about average salaries that will be provided to http://www.facebook.com/mr.fortyseven employees in company.

Job evaluation : is an effort to determine the relative value of every job in plant to determine what the fair basic wage for such job should be. Job evaluation is the practice that seeks a degree of objectives in measuring the organization value of jobs within organization and among similar organization.

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Objectives of job evaluation : To know the worth of each job in organization. To determine upon a standard procedure for determining the relative worth of each job in the plant. to determine fair and equitable wage structure in the plant, industry and place. To ensure job satisfaction among employees in company. To provide basis for consideration of wage rates for similar jobs in industry. To provide fair change for all employees for advancement. To help in introducing standardization in wage http://www.facebook.com/mr.fortyseven differentials.

Process of job evaluation : 1.gaining acceptance : before undertaking jon evaluation program management is required to communicate required to communicate the procedure of job evaluation and its importance in company. 2. Constituting job evaluation committee : process of job evaluation is to be done by experienced person in company. So committee of experts is to be formed who can conduct process of job evaluation in the company. 3. Selection for key jobs for evaluation : due to time and cost constraint it will be difficult to conduct JE for all jobs in company. So company will select certain set ofhttp://www.facebook.com/mr.fortyseven jobs as sample evaluation is done on these jobs and conclusion obtained is

4. Job description : is important for the process of job evaluation as job description mention in detail the KSA required to perform the job, task and responsibility assigned to particular job which acts as standard to compare employees present performance with expected one. 5. Selecting method of evaluation : there are several methods of job evaluation among which method appropriate to organization should be implemented in company. 6. Classifying jobs : worth of various jobs in organization can be assessed using following criteria : Skills mental and manual Experience Efforts and initiative Working conditions http://www.facebook.com/mr.fortyseven points are assigned to each criteria and then points

7.Installing the program : after the completion of evaluation process management should explain same to employees and put it into operation. 8. Periodic review : of plan will help management to check weather plan in is line with expectation.

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Advantages of job evaluation : Job evaluation is objective method of ranking the jobs. It helps in removing inequalities in wage structure. Helps in fixing new jobs in present wage structure. Data obtained by job evaluation helps in the process of selection, transfer, promotion etc. Disputes arising out of wages can be settled by referring it to job evaluation committee. It provides basis for sound bonus scheme, helps in job classification and work simplification in company. http://www.facebook.com/mr.fortyseven

Limitations : As job evaluation is carried on by human being there is chance of process being biased due to influence on evaluator band relatives friends and relatives working in company. Factors selected in job evaluation may overlap each other criteria chosen for all the persons may not hold for different jobs as employees vary in their characteristics in terms of nature, ability, attitude etc. Job evaluation is time consuming and requires advice of experts in company. As it is expensive it cannot be affordable for http://www.facebook.com/mr.fortyseven company engaged in small scale operations.

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Methods of job evaluation : Qualitative method : Ranking method : all the jobs are ranked in order of their importance from simplest to the hardest order each job being higher then the previous on in the sequence. Steps in ranking method: 1.preparation of job description : which provides detail 2.data about job profile in the company. 3.Selection of raters : company selects set of raters who rate job as per their importance in company. 4. ranking all the jobs http://www.facebook.com/mr.fortyseven

Job grading method : number of predetermined grades are decided by the committee and each job is assigned to one of the grades. Steps in grade system : Preparation of grade description Selection of grades and key jobs Grading the key jobs Jobs are put in relevant grades or classification

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Quantitative method : Point system : it involves quantitative and analytical approach factors are assigned to the measurement of job worth. Important factors to be considered in each job are determined. Degree of each factor is determined by assigning points. Factors are assigned to points and sum of them will give index for relative significance. Steps in process of point stem : Type of job to be evaluated Number of factor to be used Determination of degree Assigning of weights Assigning money value to points.
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Factor comparison method : this method is combination of ranking and point system of job evaluation. Relative rank of the job is evaluated in relation of monetary scale. Some key jobs are selected at the first instance and then ranked by considering one factor at a time. Steps in factor comparison method : Selecting factors to be used Selection of key jobs Ranking key jobs Valuating the factors Comparison of jobs establishing wage structure

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Wage and salary survey : ensures external equity of wages payment in company. It provides information about salary package provided to employees in competitors company. Survey may cover all jobs in organization or limited number of jobs taking them as benchmark. Benchmark jobs have following basic characteristics : Many workers in other companies have similar jobs. Jobs will not change in immediate future in terms of task and responsibility. They represent full range of jobs in terms of jobs being paid high, average and low salary. Salary survey could be formal or informal in nature to collect data on benefits like insurance, medical leave, vacation pay etc. Data related to salary can also be obtained through secondary sources such as Reports published by ministry of labour Pay commission reports Reports of employees and employers in organization. http://www.facebook.com/mr.fortyseven

Survey methods used to collect salary data : Key job matching : in this method similar key jobs are identified between the organization and data is collected. Key class matching : similar classes of jobs are identified and data is collected. Occupational method: certain basic occupation groups like clerks, office managers are identified and then data is collected. Job evaluation method : in this method data collected from job evaluation is considered for fixing salary in company. Broad classification method : broad groups of relatively homogenous jobs in industry, profession are collected and compared.

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Salary structure : Salary in company is comprised of wages, basic pay, dearness allowance etc. Wage : is general term referring to direct monetary compensation. It is used specifically to refer to payments to hourly rated proe.duction and service workers. Salary : refers to weekly or monthly rate paid to clerical, administrative and professional employees. Wage levels : represent money an average worker makes in geographical area or in his organization. Only average specific market, firms, individual wage rates can vary widely from the average. Wage structure : term structure is used to describe wage relationship within a particular grouping. Grouping can be according to occupation or organization.
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Basic wage refers to take home salary of individual employee are taking to consideration all the deductions to be made in payment. Basic wage will be fixed to employee taking following criteria into consideration : Skills required for job Experience Difficulty of work training needs of job Responsibilities involved. Dearness allowance : it is paid to employees in order to enable them to face the increasing expenditure on essential commodities. There will be increase in price of goods on continuous basis, instead of increasing basic salary companies prefer providing dearness allowance to http://www.facebook.com/mr.fortyseven employees to meet extra expenditure.

Benefits administration : refers to management of benefits provided to employees in company : Objectives : To establish fair and equitable remuneration offering similar pay. To attract qualified and competent employees To retain present employee by fixing wage level in tune with the competing units. To control labour and administrative cost in line with the ability of organization to pay. To enhance employee morale and motivation to improve union management relation. To project good image of company in compliance with the legal needs relating to wages.
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Principles of benefits administration : Wage and salary plan should be sufficiently flexible Job evaluation must be done scientifically in company. Wage and salary administration plans must be consistent with overall organizational plan. Wage and salary administration plan should be in conformity with social and economic needs. Plans should be in response to changing local and national conditions. These plan should simplify other administrative process.

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Benefits of administrative system : relating salary to needs and goals Developing quality, quantity, and time standard related to work. Determining efforts necessary to achieve the standards Measuring the actual performance Comparing performance with salary received Measuring job satisfaction of employees Evaluating unsatisfied wants and unrealized goals.

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Bonus is something in addition to what is expected or strictly due as, (a) money or an equivalent given in addition to an employees usual compensation; (b) a premium [as of stock] given by a corporation to a purchaser of its securities, to a promoter, or to an employee; (c) a government payment to war veterans; (d) a sum in excess of salary given an athlete for signing with a team. Bonus is extra payment to workers beyond the normal wage. Bonus is deferred payment which aims at bridging gap between the actual wages and the need based wage. Bonus is a share of workers in prosperity of organization. It is a incidentally treated as a source of bridging gap between actual wage and need based wage.

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Profit sharing :realization that workers contribute significantly to increase in profits has encouraged this system. Profit sharing is method of remuneration under which an employer undertake to pay his employees a share in the net profits of an enterprise, in addition to regular wages. Characteristics of profit sharing : Workers are given a part of profit exceeding certain limit. Profit are paid to workers in addition to their normal wages. Payment is based on seniority for wages of workers. Objectives of profit sharing : To recognize the right of workers for sharing the prosperity of the company. To help maintain cordial relation in organization. To make workers feel as members of the enterprise rather than only employees. To supplement earning of workers
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Merits of profit sharing :

Increase in productivity : workers of company try to increase their efficiency as company profit will have direct relation with employee profit in company.
Cordial relation : industrial relation is generally disturbed due to strike and employee grievance in company due to which production process will be hindered in organization leading to decreased profit for company. As organization profit are related to employees benefit employees do not prefer to go on strike in company. Reduction in labour turnover : in profit sharing plan employees who have longer duration of service are eligible for more profits so this will make it easy for company to retain employee leading to reduced employee turnover. Additional earning : profit sharing is additional earning to employee on basic pay which makes it easier for employees to raise their standard of living. Social justice : sharing of profits with employees will ensure balanced growth of economy leading to social justice in economy.
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Demerits of profit sharing : No distinction between efficient and inefficient employees : in profit sharing all employees in company are eligible for profit irrespective of their profit which will discourage efficient employee in company. Uncertainty of profit : as the business environment is uneven company is not assured of getting fixed amount of profit even after hard efforts of workers due to which employees will not have an idea relating to their income. Manipulation of accounts : management may indulge in manipulation of accounts by not showing actual profit gained by company. Opposition by trade union : profit sharing scheme are not supported by trade union as employees will be of opinion that by sharing profit of company management will expect http://www.facebook.com/mr.fortyseven loyalty from employees.

Employee stock ownership option : in this plan the eligible employees are allotted company's shares below market price. Term stock implies the right of an eligible employee to purchase a certain amount of stock in future at agreed price. Eligibility criteria may include length of service, contribution to department, where employees work. Allotted shares are held in the trust and transferred to name of employee whenever he or she decides to exercise the option. Advantages of ESOP : It proves to be an effective motivator as profits of company are related to employee profit which give good reason for employee to deliver effective performance for company. Employee retention in company becomes easy as employee who have more years of experience are eligible for ESOP in company due to which employees do Not prefer shifting job from one company to other. Helps in maintaining cordial relation between employees and management in company.
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Demerits of ESOP : Only profitable company can use it as tool. Stock prices always do not reflect fundamentals. It may difficult to cash share in short duration. Lack of transparency may create feeling of favoritism among employees. Pay for performance : refers to individual may be having a fixed pay, in addition to it employees incentive may be variable in nature that is related to employees performance in terms of productivity or other criteria fixed for incentive in company. Even employees basic pay may be related to performance where employees payment is completely related to work generated by employees in company.

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Methods of wage payment : Time wage system : in this system workers are paid on the basis of time spent on the work irrespective of the amount of work done. The basis of time may be hour, day, week or month. This method follows certain criteria in which a) quality of work is more important than volume b) measurement of work is not convenient c) production involves delay and interruption due to uncontrollable factors. Merits It is simple to understand and operate Workers are assured with minimum guaranteed wages Suitable to beginners and learners Demerits It makes no distinction between efficient and inefficient workers http://www.facebook.com/mr.fortyseven Offers minimum benefit to efficient workers in company

Piece rate system : in this system workers are paid at rate per unit of output. Speed is taken as basis for payment, instead of time. This method is applicable where a) quality of work is not important b) work is repetitive in nature c) job rates are fixed d) job is standardized in nature. Merits Provides encouragement for higher production by rewarding efficient workers. As wage rates are fixed preparing quotations becomes easy. Ideal time will be reduced to minimum time as employees are not paid for extra time wasted on job. Demerits No minimum wages are fixed for employees leaving their earning in unsecured position. It becomes difficult for beginners as they need time to adjust to workplace. Differential pay http://www.facebook.com/mr.fortysevenamong employees in will lead to conflict company.

Types of piece rate system : Straight piece rate system : in this method payment is done on the basis of a fixed amount per fixed units produced without regard of time taken. Earning = number units * rate per unit. Piece rate with guaranteed time rate : Workers are paid minimum wages on the basis of the time rate. Piece rate system with guaranteed time rate includes any one of the following : If earning on basis of piece rate is less then the guaranteed minimum wages. The workers will be paid on the basis of time rate. If the earnings are taken according to piece rate is more, the workers will get more. Guaranteed wages according to time rate plus a piece rate payment for units above a required minimum. Piece rate with a fixed dearness allowance or cost of living bonus. http://www.facebook.com/mr.fortyseven

Differential piece rate : in this scheme rate per piece is increased, as the output is increased. Increase in rate may be proportionate to increase output. This method is suitable where a) work is repetitive in nature b) output can be identified with individual workers. Incentive : is extra payment given to worker for their meritorious performance in terms of time, cost and quality etc. incentive may take form of bonus and premium. Bonus means payment to workers of the entire benefit accruing to firm as result of higher output or better quality will be shared equally. Features of incentive plan : Minimum wages are guaranteed to all workers. Incentive are offered to efficient employees by way of bonus in company. Standard time is fixed and workers are expected to perform work in standardhttp://www.facebook.com/mr.fortyseven time.

Individual incentive plan : these plans are one of most effective employee motivating tool in company. It is one of method of variable pay implemented in company. A . Piece rate : 1. Taylors differential piece rate system : He has considered two piece work rate, one is lower and other is higher. Standard of efficiency is determined in terms of time or output based on time and motion study. If the worker finishes the work within standard time ( or produces more then standard output within time ) he will be given high piece rate. This system penalizes slow workers by paying low rate because of low production, rewards an efficient worker by giving him high rate because of higher production.
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Merricks differential piece rate system : in this system workers are divided in three grades one set of employees are person who perform below average, next set of employees are person who perform as per expectation and next grade of employee are persons who perform above expectation and are eligible for incentive in organization. B. standard hour plan : 1. Hasely plan : this method recognizes individual efficiency and pays bonus on the basis of time saved. Standard time is fixed for each job. Worker receives guaranteed wages on basis of time spent irrespective of their work completion. If the worker completes work before standard time employee is eligible for 50% bonus.
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merits This method is simple in nature It guarantees minimum wages and provides security to employees. It provides increasing incentive and benefit to efficient workers in company. Saving in time reduces labour and overhead expenses. Demerits : Workers will in hurry to complete work because of which quality of work will be affected. It does not provide complete benefit to workers as incentive is shared among all employees in company. Fixation of standard is not easy.
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Rowan plan : bonus if paid on fixed basis in hasely plan on contrary in this plan bonus is paid on the basis of time saved at work Bonus = time saved * time taken * hourly rate time allowed Total earnings = time taken * hourly rate + bonus Merits It ensures minimum time wages This method makes it easy for workers to self monitor their performance in line with self expectation Demerits Ordinary worker may find bonus calculation difficult.

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Gantt plan and bonus plan This plan combines time piece and bonus system. Standard time for task is fixed and time wages as well as high rate per piece are determined. Worker unable to complete work in standard time will not be paid on time basis. Worker performing more then expectation will be paid higher piece rate. Merits : It is acceptable by workers Ensures guaranteed wages to employees. Demerits : As it classifies workers in two categories, it may lead to conflict among efficient and inefficient workers. In this method labour cost will be high for low production.
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Bedeaux plan : in this plan every operation or job is expressed in terms of standard minutes, which are called as B. employees get incentive at rate of 75% of time saved in this plan. Time taken at amount paid + 75% of time saved * 1/60 Haynes manit plan : follows similar criteria in terms of incentive payment but employee will be give 50% percent of time saved as bonus. Group incentive plan : A. priestmans production bonus : standard is fixed relating to production if group members are able to produce more then specified standard then they are eligible for bonus. Rucker's plan : in this plan employees receive a constant proportion of added value. Added value refers to change in market value resulting from alteration in form. In this ratio http://www.facebook.com/mr.fortyseven between earnings and added value will result in

Scanlon plan : in this plan constant proportion of added value of output is paid to workers who are responsible for value addition. Added value is change in market value resulting from alteration in form of location, product, service, excluding the cost of purchase materials or services used in production. Towne plan : in this method standard cost is fixed per labour and if the labour cost incurred is less then standard, then 50% of labour cost saved is provide as bonus to employee in company. Co- partnership : in this method company shares profit as well as capital of organization with employees. Bonus of employees are kept in form of savings with company as shares. When employee is planning to leave organization same is returned to employee in form of cash or company shares. Merit pay : is a lump sum amount provided to employees in company annually or as per the schedule fixed by http://www.facebook.com/mr.fortyseven organization. this additional amount is not added to

Employee 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 industry. Features of labour welfare : Is comprehensive term including services. facilities, amenities. Welfare measures are in addition to wages and other economic benefits available. Labour welfare is dynamic in nature varying from country to country. Labour welfare measures are introduced by employers, employee, government etc.

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Significance of labour welfare : Welfare facilities provide better physical and mental health to workers. Improvement in material, intellectual, and cultural conditions of life protects workers from social evil. Labour welfare services help to improve employee productivity in company. Welfare measures help to improve goodwill and public image of company. Welfare measures helps in maintaining better industrial relation in company. Leads to reduced employee turnover in organization. Employers secure the benefits of reduced absenteeism, cordial industrial relation etc.
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Agencies of labour welfare : Central government : has brought in various acts to ensure employee welfare in terms of proper salary payment, providing of infrastructure facilities and hygiene facilities required by employees in company. Acts implement for labour welfare in company are factories act, children employment act, maternity benefits act, plantation labour act etc. State government : sate government and union territories provide welfare facilities to workers. Implementation of many provision of various labour law rests with state government. State government runs health and family centers, education centers, vocational guidance, recreational training etc. Employers : employers are responsible for creating better organizational culture which motivates employee to perform well, also focus on proving basic facilities and infrastructure http://www.facebook.com/mr.fortyseven facilities to employees in company.

Trade unions : take responsibility of employees welfare in company and act as employees representative to ensure availability of all rights to workers in company. Following welfare facilities are provided to employees in company : Dispensaries and maternity homes School, reading rooms, library, etc. Cooperative store and banks etc.

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Types of labour welfare services : Economic services : provide additional economic security over and above employees salary or wages. E.g. pension, life insurance, credit facilities etc. recreational services : management provides recreational facilities to employees. Recreation in the form of music, sports, games, arts that plays important role in physical and mental development of employees. Facilitative services : include housing facilities where companies provide colony to employees who come in from different state or country to make process of transfer easier for employees. Medical facilities : safety in terms of health is very important for employees in company. Company ensures to maintain medical kit or visiting doctor to attend emergency cases or employee injuries in organization. http://www.facebook.com/mr.fortyseven

Education facilities : national commission on labour and committee on labour welfare has recommended that facilities should be provided for educating the workers and running school foe workers children. Transportation : organization has to provide proper transportation facilities to workers to come in and return back from company. It is one of important aspect as it ensures timely presence of workers in company. Consumer cooperative stores : national cooperative board has set up committee in 1961. which suggest that employers should introduce consumer cooperative stores in their labor welfare programs.

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Plantation labour act : canteen should be there where ever more then 150 or more workers are employed. Crche facility if more then 50 women are employed in company. Recreational facilities for workers and their family. Educational facility for workers children if children's age is from 6 to 12. Housing facility for workers and their family. Appointment of welfare officers employing more then 300 employees in company. Motor transport workers act : canteens of prescribed standards if employing more then 300 employees in company. Proper facility relating to lightning, ventilation, motor transport etc. http://www.facebook.com/mr.fortyseven Prescribed amount of washing allowance to above number

Contract labour act 1970 : Canteen in every establishment employing 100 or more workers. Rest room or suitable alternative accommodation where contract labour is required. Washing facilities First aid box equipped with prescribed contents . Merchant shipping act 1958 Crew accommodation Supply of sufficient drinking water. To supply medicine, medical stores and medical advice. Establishment of hostels, clubs and canteen. Provision of educational facilities.
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Dock workers act 1948 : Amenities provide in port premises include : Drinking water Washing facilities Canteens Rest shelters Call stands. Other welfare measures provided are : Housing Schools Educational facilities Libraries Sports and recreation Fair price shops.
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Factories act 1948 : Washing facilities : adequate and suitable facilities for washing facilities shall be provided to employees ion company. Facilities for storing and drying clothes Facilities for sitting First aid appliances : should be there in company to meet accidents cases in organization for every hundred employee in company. Canteens : factory employing more then two hundred employee in company. Shelters rest rooms and lunch rooms. Crches : company employing more then thirty women is required to have crche facility. Welfare officers http://www.facebook.com/mr.fortyseven : factory employing more then five hundred workers is required to have welfare officer to take care of