A Study On "Contract Labour"

A STUDY ON “CONTRACT LABOUR”
(With reference to QUEEN’S NRI HOSPITAL, Seethammadhara, Visakhapatnam.)
A Project Report submitted to JNTU, Kakinada
In partial fulfillment of the requirements for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION
submitted By
B.DIVYA
Reg. No. 16NR1E0013
Under the guidance of
G.CH.V.UMA RANI
MBA
Assistant Professor
DEPARTMENT OF MANAGEMENT STUDIES

BABA INSTITUTE OF TECHNOLOGY & SCIENCES (BITS)
(Approved by AICTE, New Delhi & Affiliated to JNTU, Kakinada)

PM PALEM, VISAKHAPATNAM – 530 048.
2016 – 2018
DECLARATION
I hereby declare that the dissertation entitled “A Study on
CONTRACT LABOUR with reference to Queen’s NRI Hospital
Seethammadhara, Visakhapatnam” submitted by me to the, JNTU
KAKINADA, in partial fulfillment for the award of the degree of Master
of Business Administration is a original work carried out by me.
I have completed this work under the guidance of G.CH.V.UMA
RANI, Assistant Professor, Department of Management Studies, Baba
Institute of Technology and Sciences (BITS), PM Palem,
Visakhapatnam.
I also declare that this dissertation has not been previously formed
the basis for the award to the candidate of any Degree, Diploma Associate
ship, Fellowship or similar title in this university or in any other
university.
Place: Visakhapatnam
Date: (B.DIVYA)
BABA INSTITUTE OF TECHNOLOGY & SCIENCES (BITS)
(Approved by AICTE, New Delhi & Affiliated to JNTU, Kakinada)
P.B.N.KIRAN Tel: Office-2793322

Assistant Professor & Fax: 0891 - 2793666
Head of the Department Cell: +91 – 7799885357
Department of Management Studies Visakhapatnam- 530 041.
Dt:
CERTIFICATE
This is to certify that A Project Report entitled “A Study on CONTRACT
LABOUR with reference to Queen’s NRI Hospital Seethammadhara,
Visakhapatnam” submitted in partial fulfillment for the award of Master
of Business Administration by B.DIVYA during the academic year 2016-
2018 under my guidance and supervision. This report has not been submitted
previously for the award of any Degree, Diploma, Associate ship, Fellowship
or similar title in this University or in any other University.
(G.CH.V.UMA RANI) (P.B.N.KIRAN)
Assistant Professor & Assistant professor

Project Supervisor Head of the Department
External Examiner
ACKNOWLEDGEMENT
I take this opportunity to express my heartfelt thanks to

Smt.K.Srilakshmi, Secretary and Correspondent, BITS, for her support and
encouragement in the campus.
I acknowledge my deep sense of respect & gratitude to

Prof.Dr.C.V.Gopinadh, Principal, Baba Institute of Technology and Sciences (BITS),
Visakhapatnam for giving me an opportunity to undertake the project work.
I thank our Head of the Department, Mr. P. B . N . K i r a n , Assistant Professor

& HOD of MBA, for his support and encouragement to complete my project work
and other academic endeavors.
I have deep sense of gratitude to my guide Mrs. G.Ch.V.Uma Rani, Assistant

Professor BITS, for her valuable guidance and other faculty members of BITS, for
their useful suggestions in preparation of this report.
I sincerely thank to Mr.A.V.K.Ramakanth, Sr.Manager-HR

(Human recourse Department) of Queen’s NRI Hospital for permitting me to
undergo my project work in their organization. And I also profoundly thank the
staff members for their support in gathering the required information.
Finally, my sincere thanks to my friends and the other persons who

directly or indirectly helped me in completing the project report.
(B.DIVYA)
CONTENTS
Page No.
CHAPTER – I 1-8
 INTRODUCTION
 NEED FOR THE STUDY
 SCOPE OF THE STUDY
 OBJECTIVES
 METHODOLOGY
 LIMITATIONS
CHAPTER – II 9-27
 INDUSTRY PROFILE
 COMPANY PROFILE
CHAPTER – III 28-40

 THEROETICAL FRAME WORK
CHAPTER-IV 41-55
 DATA ANALYSIS AND FRAME WORK
CHAPTER – V 56-58
 SUMMARY
 FINDINGS
 SUGGESTIONS
BIBLIOGRAPHY
QUETIONNAIRE
INTRODUCTION
Human Resource Management
Definition
According to Flippo, Human Resource Management is the planning,
Organizing, directing and controlling of the procurement, development, compensation,
integration Maintenance and reproduction of human resources to the individual,
organizational and societal objectives are accomplished.
 To help the organization to attain its goals by providing well-trained and well-
motivated employees.
 To utilize the human resources effectively in the achievement of organizational Goals.
 To enhance the job satisfaction and self actualization of employees by Encouraging
and assisting every employee to realize his or her full potential.
 To establish and maintain productive, self respecting and internally satisfying
working relationships among all the members of the organization.
 To bring about maximum individual development of members of the organization by
providing opportunities for training and advancement.
 To develop and maintain a quality of work life which make employment, In the
organization a desirable personal and social situation.
 To maintain high employee morale and sound human relations by sustaining and
improving various conditions and facilities.
 To manage change to the mutual advantage of individuals, groups, the organization
and the society.
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Principles of Human Resource Management
1) Principle of Maximum Individual Development
This principle stresses on the development of every person working in an
organization. By this employees will be able to develop themselves to the maximum
extent of their capabilities. Their abilities, productivity and efficiency can be used for
achieving the objectives of the organization.
2) Principle of Scientific Selection
For the proper coordination between work and workers it is necessary to select the
right person for the right job. Workers should be selected after a careful weighing of the
requirements of the jobs. a) Principle of high morale: It is necessary to have a high morale
among workers in an organization. b) Principle of dignity of labour “Work is worship”
workers should feel proud feel of their work or labour.
3) Principle of Team Spirit
Team spirit must be developed in the workers. They should work collectively and
they should feel collective responsibility for the attainment of the objectives of the
organization.
4) Principle of Effective Communication
There must be effective channel of communication between the management and the
workers. The orders of higher authorities should reach the workers, while workers
requests and grievances should reach the higher authorities in a proper way.
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INTRODUCTION TO CONTRACT LABOUR
Contract labour, the labour of workers whose freedom is restricted by the terms of
a contractual relation and by laws that make such arrangements permissible and enforceable.
The essence of the contract labourer’s obligation is his surrender for a specified period of the
freedom to quit his work and his employer. Other stipulations cover such matters as
repayment of the costs of transportation, housing, training, and other expenses.
The object of the contract labour regulation and abolition act 1970 is to prevent
exploitation of contract labour and also to introduce better conditions of work. A workman
deemed to be employed as contract labour when he is hired in connection with the work of an
establishment by (or) through a contractor. contract workmen are indirect employees.
REGESTRATION AND LICENSING
The act applies to the principal employer of an establishment and the contractor where
in 20 or more workmen are employed or were employed even for one day during preceding
12 months as contract labour.
RESPONSIBILITES
The act enjoins and joint several responsibilities on the principal employer and the
contractor.
The following are the responsibilities:
1. Pays the wages as determined by the government
2. Pays the wages as may be fixed by the commissioner of labour.
3. In their absence pays fair wages to contract labourer
4. Provides a. Canteen, Drinking water
b. Required number of latrines and urinals etc.
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NEED FOR THE STUDY
 Emphasis on need for labour force to change according to the market fluctuations
which happens because of increase in specialized products that requires firms to
quickly change the size, composition, and at times the location of the workforce.
 Emphasis on lowering labour costs and increasing productivity because of rising
competitiveness.
 The contract workers generally belong to the unorganized sector as they lack
bargaining power, have little or no social security and are often engaged in hazardous
occupations which could endanger their health and safety.
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SCOPE OF THE STUDY
 The present study is done to know the contract labour in Queen’s NRI Hospital.
 The study helps the organization to know the satisfaction level in their work.
 The organization will get to know the various benefits available to the contract labour
when compared to the other organization.
 By looking into the study, the organization can make or plan for the new methods in
order to help those Employees.
 The management will come to know the various loop holes of the organization so it
can try preventive measures to avoid those events.
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OBJECTIVES OF THE STUDY
 To understand the overview of the Contract labour.
 To observe the Employee benefits through the Contract Labour.
 To identify the Contract Labour working condition.
 To find the benefits provided to the contract labours.
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METHODOLOGY
The study was conducted through questionnaire method, and personal interaction of
the Employees. The methodology adopted for the present study is a schedule method through
a questionnaire aimed at eliciting information in line with the objectives of the study. 50
samples were taken for the study. It involved the gathering of information initially from two
sources.
1. Primary Data
2. Secondary Data
Primary Data
Primary Data is collected from the workers and employees in the organisation through
a structured schedules and personal interviews. It includes first hand information from within
the company.
Secondary Data
Secondary sources include the information from the management of the company
annual reports of the company, various books and journals and the internet web sites.
 Data collected from selected outlets.
 Information available from the past records of the company.
 Information collected from periodicals and journals.
Research Instrument:
 The research instrument used for the study will be a structured questionnaire.
 Schedules and personal interviews as per requirements.
 I used the simple percentage technique to analyze and interpret the data Sample size
and I have taken a sample size of 50 through stratified sampling.
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LIMITATIONS
 The study was limited only for a short time period that is for forty five days.
 Due to the time constraint the study was not able to complete at the desired level.
 Few respondents didn’t answer all the questions in the questionnaire.
 The sample size is restricted for 50 members only.
 Some of the respondents were reluctant to respond for the questionnaire.
 It was little difficult to understand few implementations.
 There was little tough time to get back the questionnaire at the right time from the
Respondents.
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INDUSTRY PROFILE
Health Care is the maintenance or improvement of health via the diagnosis, treatment,
and prevention of disease, illness, injury, and other physical and mental impairments in
human beings. Healthcare is delivered by health professionals (providers or practitioners) in
allied health professions, chiropractic, physician’s associates, dentistry, midwifery, nursing,
medicine, optometry, pharmacy, psychology, and other health professions. It includes the
work done in providing primary care, secondary care, and tertiary care, as well as in public
health.
Access to health care may vary across countries, groups, and individuals, largely
influenced by social and economic conditions as well as the health policies in place.
Countries and jurisdictions have different policies and plans in relation to the personal and
population-based health care goals within their societies. Healthcare systems are
organizations established to meet the health needs of target populations. Their exact
configuration varies between national and sub national entities. In some countries and
jurisdictions, health care planning is distributed among market participants, whereas in
others, planning occurs more centrally among governments or other coordinating bodies. In
all cases, according to the World Health Organization (WHO), a well-functioning healthcare
system requires a robust financing mechanism, a well-trained and adequately paid workforce,
reliable information on which to base decisions and policies, and well maintained health
facilities and logistics to deliver quality medicines and technologies.
Healthcare can contribute to a significant part of a country's economy. In 2011, the
healthcare industry consumed an average of 9.3 percent of the GDP or US$ 3,322 (PPP-
adjusted) per capita across the 34 members of OECD countries. The US (17.7%, or US$ PPP
8,508),the Netherlands (11.9%, 5,099), France (11.6%,4,118), Germany (11.3%,4,495),
Canada (11.2%,5669),and Switzerland (11%, 5,634) were the top spenders, however life
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expectancy in total population at birth was highest in Switzerland (82.8 years), Japan and
Italy (82.7), Spain and Iceland (82.4), France (82.2) and Australia (82.0), while OECD's
average exceeds 80 years for the first time ever in 2011: 80.1 years, a gain of 10 years since
1970. The US (78.7 years) ranges only on place 26 among the 34 OECD member countries,
but has the highest costs by far. All OECD countries have achieved universal (or almost
universal) health coverage, except the US and Mexico. (See also international comparisons.)
Health care is conventionally regarded as an important determinant in promoting the
general physical and mental health and well-being of people around the world. An example
of this was the worldwide eradication of smallpox in 1980, declared by the WHO as the first
disease in human history to be completely eliminated by deliberate health care interventions.
Primary Care
Primary care refers to the work of health professionals who act as a first point of
consultation for all patients within the health care system. Such a professional would usually
be a primary care physician, such as a general practitioner or family physician, a licensed
independent practitioner such as a physiotherapist, or a non-physician primary care provider
(mid-level provider) such as a physician assistant or nurse practitioner. Depending on the
locality, health system organization, and sometimes at the patient's discretion, they may see
another health care professional first, such as a pharmacist, a nurse.
The quantity and quality of many health care interventions are improved through
the results of science, such as advanced through the medical model of health which focuses
on the eradication of illness through diagnosis and effective treatment. Many important
advances have been made through health research, including biomedical research and
pharmaceutical research, which form the basis for evidence-based medicine and evidence
based practice in health care delivery.
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For example, in terms of pharmaceutical research and development spending, Europe
spends a little less than the United States (€22.50bn compared to €27.05bn in 2006). The
United States accounts for 80% of the world's research and development spending in
biotechnology. In addition, the results of health services research can lead to greater
efficiency and equitable delivery of health care interventions, as advanced through the social
model of health and disability, which emphasizes the societal changes that can be made to
make population healthier. Results from health services research often form the basis
of evidence based policy in health care systems. Health services research is also aided by
initiatives in the field of AI for the development of systems of health assessment that are
clinically useful, timely, sensitive to change, culturally sensitive, low burden, low cost,
involving for the patient and built into standard procedures.
Health Care Financing
There are generally five primary methods of funding health care systems:
1. General taxation to the state, county or municipality
2. Social health insurance
3. Voluntary or private health insurance
4. Out-of-pocket payments
In most countries, the financing of health care services features a mix of all five
models, but the exact distribution varies across countries and over time within countries. In
all countries and jurisdictions, there are many topics in the politics and evidence that can
influence the decision of a government, private sector business or other group to adopt a
specific health policy regarding the financing structure.
For example, social health insurance is where a nation's entire population is eligible
for health care coverage and this coverage and the services provided are regulated. In almost
every jurisdiction with a government-funded health care system, a parallel private, and
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usually for-profit, system is allowed to operate. This is sometimes referred to as two-tier
health care or universal health care.
For example, in Poland, the costs of health services borne by the National Health
Fund (financed by all citizens that pay health insurance contributions) in 2012 amounted to
60.8 billion PLN (approximately 20 billion USD). The right to health services in Poland is
granted to 99.9% of the population (also registered unemployed persons and their spouses).
Health Care Administration and Regulation
The management and administration of health care is another sector vital to the
delivery of health care services. In particular, the practice of health professionals and
operation of health care institutions is typically regulated by national or state/provincial
authorities through appropriate regulatory bodies for purposes of quality assurance. Most
countries have credentialing staff in regulatory boards or health departments who document
the certification or licensing of health workers and their work history.
Health Information Technology
Health Information Technology (HIT) is "the application of information processing
involving both computer hardware and software that deals with the storage, retrieval, sharing,
and use of health care information, data, and knowledge for communication and decision
making.
" Technology is a broad concept that deals with a species' usage and knowledge of
tools and crafts, and how it affects a species' ability to control and adapt to its environment.
However, a strict definition is elusive; "technology" can refer to material objects of use to
humanity, such as machines, hardware or utensils, but can also encompass broader themes,
including systems, methods of organization, and techniques. For HIT, technology represents
computers and communications attributes that can be networked to build systems for moving
health information. Informatics is yet another integral aspect of HIT.
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Health information tech-nology can be divided into further components like
Electronic Health Record (EHR), Electronic Medical Record (EMR), Personal Health Record
(PHR), Practice Management System (PMS), Health Information Exchange (HIE) and many
more. There are multiple purposes for the use of HIT within the health care industry. Further,
the use of HIT is expected to improve the quality of health care, reduce medical errors,
improve the health care service efficiency and reduce health care costs.
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COMPANY PROFILE
ABOUT QUEEN’S NRI HOSPTAL
The hospital has been started on 18-02-1994 with 30 beds. In the year 2007 the bed
capacity has been extended to 130. Now the hospital has been expanded drastically by
adopting various specialties like cardiology, cardiothoracic surgery Neuro surgery, etc. with
bed capacity to 330.
 For over 2 Decades Queen’s NRI Hospital has been serving the residents of
Visakhapatnam with passion, commitment and dedication. We offer personalized
patient – centric treatment and care with a comprehensive array of services and 24/7
support. We continuously endeavour to uphold high ethical standards while striving to
improve the quality of healthcare delivery. As a result of our consistent efforts we are
the hospital of choice for our community today.380 Bed acute-cum-critical care
referral hospital.
 The most comprehensive array of healthcare services in Coastal Andhra.
 Centers of excellence in oncology, cardiology, Neurology, Nephrology.
 Hospitals of choice for providing medical care to visiting international delegates and
eminent personalities.
 6 specialized ICU’S with more than 50 beds.
 State of the art flat panel cardiac Cath lab.
 Varian rapid-arc flat linear triple energy linear acceleration.
 Empanelment with over 98 companies.
 Over 1000 Dialysis procedures per month.
 Electronic medical records and hospital management system.
 Between 10000 to 15000 patients per month.
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FOUNDER
Queen’s NRI Hospital has established an enduring legacy in the vibrant and multicultural
city of Visakhapatnam. It is a family owned private limited institution that was started by
Dr.Ranga Rao Chalasani and Dr.Vijaya Lakshmi chalasani from England in 1994. Their aim
was to return to India and serve the community by providing high quality health care in a
clean, comfortable and alternative environment.
The key reason for our success is our consistent adherence to our core principal of
service over profit. We employ a personalized approach to patient care and have maintained
enduring relationship with our employees and doctors.
We would like to reciprocate the support and solidarity of our patients and employees
by continuing to make improvements to our services and infrastructure. Our vision is to
develop a technologically advanced health care system.
VISION AND MISSON
VISION
To be internationally recognized as an institute that provides qualitatively exceptional
yet affordable healthcare by 2020.
MISSON
 We aim to provide the most comprehensive healthcare services in a patient centric
manner.
 To continually evaluate, innovate and strive towards excellence in patient care,
research and training.
 To emphasize compassion, maintain the highest level of integrity and continue to
utilize all of our resource solely for betterment of the institution.
We constantly Endeavour to provide our employees with a stimulating yet secure working
environment where their individual talents are embraced and nurtured.
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EMPLOYEES RIGHTS
 Right to respect
 Right to confidentiality
 Right to work as per qualification & skills
 Right to grievance reporting
 Right to have natural justice
EMPLOYEE’S RESPONSIBILITIES
 Utilize available resources and take responsibility for the same.
 Wholeheartedly participate in the workplace.
 Be punctual and regular to work.
 Cleanliness is next to godliness, therefore ensure a clean and hygiene workplace.
 Ensure cost effectiveness.
 Encourage creative thinking and constructive suggestions.
 Perform tasks diligently.
 Follow the supervisor’s instructions.
 Do not to take part in activities that are in direct competition with those of the
employer.
SPECIALITIES
 CARDIOLOGY
 CARDIO-THORACIC SURGERY
 NEPHROLOGY
 NEUROLOGY
 NEURO-SURGERY
 ONCOLOGY
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 RADIATION ONCOLOGY
 GYNAECOLOGY
 GENERAL SURGERY
 GENERAL MEDICINE
 UROLOGY
 ENDOCRINOLOGY
 PULMONOLOGY
 ORTHOPAEDICS
 E.N.T
 PSYCHIATRY
 PEDIATRICS
DEPARTMENTS
 ADMINISTRATION
 HUMAN RESOURCES
 AAROGYASRI
 BILLING
 BIO-MEDICAL
 CATH LAB
 POST CATH
 CTICU
 CTOT
 DIALYSIS
 DIETICS
 EDP
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 CASUALITY
 IP AND OP PHARMACY
 FINANCE AND ACCOUNTS
 MEDICAL ADMINISTRATION
 QUALITY CONTROL
 MAINTENANCE
 FRONT OFFICE
 LABOURATORY
 RADIOLOGY
 RADATION ONCOLOGY
 NI LAB
 MARKETING
 OT DEPARTMENT
 NURSING
 PHYSIOTHERAPY
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QUEEN’S NRI HOSPITAL
(A UNIT OF CHALASANI HOSPITAL Pvt Ltd.,)
WARD TYPE NO OF BEDS
General ward beds 61
Twin sharing rooms 72
Triple sharing rooms 36
Single room 45
Subsidized general ward beds 4
Isolation ward 2
Deluxe 2
Dialysis 11
Post cath 10
CT ICU 8
CT OT’S 2
Post ICU 7
Pre ICU 6
Neonatal ICU 2
OT’S 5
Neuro ICU 8
General ICU 9
Casualty beds 10
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SOCIAL RESPONSIBILITY
Focus on the healthcare needs of the community, provide affordable care and participate in
welfare activities of the Government.
SERVICE EXCELLENCE STANDARDS
NRI Hospital is committed to provide the best possible outcome and experiences for
patients, their families and employees. All employees of each unit, including Physicians,
Nurses, Technicians and Administrative Staff are expected to practice the service excellence
standards that are consistent with our Mission to provide patient cantered care as follows:
a) EFFECTIVE COMMUNICATION
b) COMPASSIONATE CARE
c) RESPONSIVENESS
d) ACCOUNTABILITY
e) TEAMWORK
f) RESPECT
PRINCIPLES
 Minor lapses from accepted standards of behaviour will normally be responded by
informal advice and encouragement.
 Formal disciplinary proceedings will not be started without prior investigation of the
alleged offence.
 Employees have the right to advance notice in writing of the complaint against them
and have the right to state their case, orally and/or in writing, before a decision on
disciplinary action is reached.
 Employees have the right to be represented.
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OUR WORK CULTURE
Queen’s NRI Hospital is committed to create a healthy and conducive work
environment that supports employees in delivering effective Patient and Customer care. The
organization adopts working practices that are not only patient and customer friendly but also
provides an ambience of belongingness to its employees. The staff members at Queens NRI
Hospitals are considered valuable assets to the organization and treated with Care and
Empathy.
WORKING SCHEDULE
 Queen’s NRI Hospital function round the clock and employees work on shifts. The
duty hours support the hospitals 24/7 operations.
 Shifts timings may vary from it and even department to department. The hospitals
generally functions four shifts-mornings, evening, night and general.
 Employees may, at times, be required to work for long hours due to unforeseen
emergencies. Employees are expected to be regular and punctual in attending work to
ensure proper discipline and effective patient care.
 In order to ensure that the duty roster is maintained, leave should be planned well in
advance and prior sanction to be taken before proceeding on leave. If, for whatever
reason an employee is unable to report on schedule, they must inform their reporting
manage preferably in writing, so that alternative arrangements made for a substitute.
MEDICAL CHECKUP
 PRE Employment Medical check up is mandatory for all the staff joining the
organization. The employee will be taken on rolls only on being found medically fit
by the concerned medical board.
 The organization reserves the right, at any time during the course of employment, to
request a medical opinion on the state of health of an employee, if it has reason to
26
believe that the state of health of an employee precludes him/her from safely
delivering patient care or contributing effectively to business goals.
EMPLOYEE BENEFITS
GENERAL
 Eligible employees at Queen’s NRI Hospital are provided a wide range of benefits. A
number of the programs cover all employees in the manner prescribed by law.
 Benefits eligibility is dependent upon a variety of factors, including employee
classification. Human Resource Department can identify the programs for which you
are eligible.
 Queen’s NRI Hospital currently has 2 hospitals, located in the place :
 Visakhapatnam
 Vizianagaram
 It is one of the Asia’s largest hospitals.
CORPORATE TIE-UP
 All India Radio
 Rajeev Aarogya Sree
 Airports Authority of India
 APEPDCL
 MMTC
 Central Power Works Department
 DRDO
 ESI Corporation
 Food Corporation of India
 Ferro Scrap Nigam limited
 Hindustan Petroleum
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 Income Tax Department
 TTK Health Care
 NALCO Aluminium Company limited
 National institute of Oceanography
 NAVAL Dockyard, Visakhapatnam
 NMDC Limited
 NSTL Vizag
 National Thermal Power corporation
 Postal Department
 Steel Authority of India limited
 Visakha cooperative Bank
 Bajaj Allianj Insurance
 Dedicated Healthcare services
 Family Health Plan (TPA) LTD
 Future General Insurance
 Good Health Plan (TPA) LTD
 HDFC Life
 Heritage Health
 ICICI Lombard
 MAX Bupa Health insurance
 MEDI Assist
 National Insurance Company
 New India Assurance Co. Ltd
 Oriental Insurance Company Ltd
 Star Health & Allied Insurance
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 United Health Care
 Kotak Life Insurance
PATIENT’S SERVICES
 In Patient Services
 Out Patient Services
 Emergency Care Services
 Health Check Packages
 Organ Transplant Services
 It also offers 24 hours blood bank services
ACTIVITIES
 Good Health show – 2016
 Pinkathon with Milind Soman – 2015
 Diabetes Awareness
 No Tobacco day – 2015
 Medical camps
 Republic Day 2016
MEDICAL CAMPS
 Sontyam Medical Camp – 2014
 Arilova Medical Camp
 Diabetes Camp at R.K Beach
SERVICES PROVIDED
 General Medicine
 General Surgery
 Endocrinology
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 Orthopaedic
 Obstetrics & Gynaecology
 Ophthalmology
 Gastroenterology
 Neurology
 Pulmonologist
 Dermatology
 Plastic Surgery
 Paediatrics
 ENT
 Dental
 Oncology
 Cardiology
 Cardiothoracic
 Urology
 Nephrology
 Internal Medicine
 Plastic And Cosmetic Surgery
 Diagnostic Services
o Radiology Services
o Laboratory Services
 Rehabilitation Services
o Physiotherapy
o Occupational Therapy
 Psychiatry
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 Anaesthesiology & Critical Care
 Laparoscopic Services
 Dietetics and Nutrition Services
 Transplant Services(kidney)
 Bariatric Surgery
 Neonatal ICU
MEDICAL DEPARTMENTS
 Anaesthesia & Critical Care
 Cardiology
 Dermatology
 Dental
 Emergency Medicine
 Endocrinology
 E.N.T
 Gastroenterology
 General Medicine
 General & laparoscopic Surgery
 Laboratory Medicine
 Neuroscience
 Nephrology
 Nutrition
 Obstetrics – Gynaecology
 Oncology
 Ophthalmology
 Orthopaedics
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 Paediatrics
 Physiotherapy
 Plastic Surgery
 Psychiatry
 Radiology
32
THEROETICAL FRAMEWORK
CONTRACT LABOUR
Contract Labour generally refers to “Workers employed by or through an
intermediary on work of any establishment”. Such labour can be distinguished from the
direct workers in terms of employee-employer relationship and the method of wage payment.
The contract labour does not have any direct relationship with the principal employer. It has a
distinct way of working unlike in any other classes of labour like permanent, temporary,
casual etc. The contract labour system is based on triangular relationship between the user
enterprises, the contractors including the sub-contractors as middle man, and the worker. The
workers are recruited by an outside agency or person and are supplied to an establishment or
engaged on its work. Unlike direct labour, they neither feature on the muster roll of principal
employer/ establishment nor are paid directly.
In India, a legal definition of contract labour is given in Contract Labour (Regulation
and Abolition) Act, 1970. According to Section 2(b) of the Contract Labour (Regulation and
Abolition) Act, 1970, a workman shall be deemed to be employed as "contract labour" in or
in connection with the work of an establishment when he is hired in or in connection with
such work by or through a contractor, with or without the knowledge of the principal
employer. The expression “employed in or in connection with the work of the
establishment” does not mean that the operation assigned to the workman must be a part of,
or incidental to, the work performed by the principal employer. Further, workers employed
by a licensee for its own benefit are not considered as contract labourers. Similarly, a
permanent employee of the contractor who could be placed at different establishments at the
choice of the contractor are not called as contract labourer.
Contract Labour is a significant and growing form of employment. The practice of
employing contract labour is observed all over the world and has been in operation since
33
ages. The origin of Contract Labour can be traced back to the emergence of the small scale
industries which found it economically unfeasible or unviable to undertake all activities of
production process themselves and therefore got some part of work done from workers hired
through contractors. The contract workers generally belong to the unorganized sector as they
lack bargaining power, have little or no social security and are often engaged in hazardous
occupations which could endanger their health and safety.
They often have little or no security of employment. However, factors like lack of
continuity of work, difficulty in ensuring closer supervision by the employer, higher output or
productivity of such workers, cost effectiveness, flexibility in manpower deployment,
facilitation for focusing on core competencies, etc., constitute advantages of the system of
contract labour.
Various Committees and Commissions set up to look into the contract labour system
laws recommended its abolition. However, recognizing the need and inevitability of this
system in the increasingly uncertain business environment, the Labour Investigation
Committee in 1946, recommended the abolition of contract labour, wherever possible, and its
regulation wherever abolition was not possible. Based on this view, the Contract Labour
(Regulation and Abolition) Act, 1970 was passed in 1970. Under this Act, Contract Labour
has been banned in certain categories of work.
This Act applies to every establishment in which twenty or more workmen are
employed or were employed on any day of the preceding twelve months as contract labour
and to every contractor who employed on any day of the preceding twelve months, twenty or
more workmen in the establishment of principal employer. This Act is not applied to
establishments in which work only of an intermittent or casual nature is performed.
34
The objective of the Act is to ensure healthy workplace environment, healthy working
conditions, timely Payment of wages and payment of full wages. Section 16-19 of the Act
cover basic facilities like canteen, rest rooms, first aid etc. to be provided to contract
labourers. However, Section 20 and 21 of the Act fixes the responsibility of the principal
employer in case when these facilities are not provided by the contractor within the time
prescribed thereof and also payment of wages. According to Section 21(3) of the Act, it shall
be the duty of the contractor to ensure the disbursement of wages in the presence of the
authorized representative of the principal employer.
As per Section 21(4), in case the contractor fails to make payment of wages within the
prescribed period or makes short payment, then the principal employer shall be liable to make
payment of wages in full or the unpaid balance due, as the case may be, to the contract labour
employed by the contractor and recover the amount so paid from the contractor either by
deduction from any amount payable to the contractor under any contract or as a debt payable
by the contractor.
Apart from contract Labour (Regulation and Abolition) Act, 1970, there are several
other Acts which provides legal protection to contract labourers/employees w.r.t. social
security and other rights. These rights are covered under Minimum Wages Act,
1948, Unorganised Workers Social security Act, 2008, the Employees’ Provident funds and
Miscellaneous Provisions (EPF&MP) Act, 1952, the Employees State Insurance Act,
1948 and Employees Compensation Act, 1923 (earlier known as Workmen Compensation
Act, 1923). There are various provisions under these Acts which ensures that similar rights
and securities shall be provided to contract labour, which are available for a regular worker.
In fact, because of the status of Contract Labourer as workman (depending upon the no. of
workers in an organisation), all labour laws are applicable on Contract Labour.
35
For instance, Section 2(f) (i) of the EPF&MP Act, 1952 recognises contract worker as an
employee and thus guarantee the benefits of the Act to contract workers. As per Section 12(1)
of the Employees’ Compensation Act 1923, the liability of principal employer and the
contractor for paying compensation has been fixed in the execution of the work by a contract
labour. Similarly, the Unorganized Worker’s Social Security Act, 2008 covers a contract
labour in the definition of employee (Section 2.f.i) and provide social securities to contract
labour under this Act. Section 40 of the Employees State insurance Act, 1948 fixes the
responsibility of Principal employer to pay contributions in the first instance. Similarly in
Factories Act, definition of ‘worker’ include contract labour and ensure health, safety,
welfare, working hours, leave, holidays and the working conditions to the contract labour at
par with the directly employed workers.
Therefore, the Contract Labour Act and Acts mentioned, seeks to fulfil the following
objectives.
 Affording security to the labourers in consonance with the objectives of a socialist
economic model.
 Affording equal treatment and security to all labourers, be it employees of an industry or
contract labourers.
Applicability
The act is applicable to:
Every establishment2 in which twenty or more workmen are employed or were
employed on any day of the preceding twelve months as contract labour;
Every contractor who employs or who employed on any day of the preceding twelve
months twenty or more workmen.
36
Non- Applicability
An establishment which performs an intermittent or casual nature of work. - The
appropriate Government shall decide upon the intermittent or casual nature of work after
consultation with the Central Board/ State Board. Difference Between: Registration of
Establishment employing Contract Labour Licensing of Contractors Applicable to every
establishment (Principal employer) which employs 20 or more contract labour Applicable to
every contractor who employees 20 or more workmen The Principal Employer shall apply for
registration of an establishment before the registering officer The Contractor shall obtain a
license from the Licensing officer This is not renewable on year to year basis This is valid for
only one year / should be renewed before due date. Certificate of Registration need not be
displayed at the establishment by Principal Employer License shall be displayed prominently
at the premises where the contract work is being carried on.
Compliances under the Act Principal Employer
a) Within 15 days of commencement or completion of each contract work under each
contractor, submit a return to the inspector, intimating the actual dates of commencement and
completion of such contract work.
b) Submit annual returns to the registering officer concerned not later than, 15th February
following end of the year to which it relates. Contractor: File half yearly returns with the
concerned Licensing Officer not later than 30 days from the close of the half year.
Recent amendment Threshold for applicability of the Contract Labour (Regulation and
Abolition) Act, 1970 increased from 20 to 50 in Maharashtra The Government of
Maharashtra, has, vide notification dated January 05, 2017, increased the threshold for
applicability of the Contract Labour (Regulation and Abolition) Act, 1970 (“CLRA”) in the
State of Maharashtra. The CLRA and compliances there under shall now be applicable only if
an establishment engages 50 (fifty) or more workmen as contract labour in the preceding 12
37
(twelve) months or if a contractor employs 50 (fifty) or more workmen as contract labour in
the preceding 12 (twelve) months.
FORMS OF CONTRACT LABOUR ACT
Form Remarks
Form using for BY TO
No’s / FORM
Application for By Principal Registering
Form : 1 Form1
Registration employer officer
Certificate of Principal
Form : 2 By licensing officer Form2
Registration Employer
Register of
Form : 3 Form3
Establishments
Before
complete
d one
Application for labour month
Form : 4 By contractor Licensing officer when
license
work
started /
Form4
Certificate by Principal By Principal
Form : 5 Contractor Form5
employer employer
Application for
Form : 5A adjustment of security By contractor Licensing officer Form5A
deposit
Form : 6 certificate of license By licensing officer Contactor Form6
Notice of
inspection
Form : 6A commencement/computat By contractor Form6A
authority
ion of contract work
Form6B
Notice of
By Principal inspection
Form : 6B commencement/computat
employer authority
ion of contract work
Form : 7 Application for Renewal By contractor Licensing officer Form7

Application for temporary By Principal Registering
Form : 8 Form8
registration employer officer
Certificate of Temporary By registering Principal
Form : 9 Form9
registration officer Employer
38
Application for temporary
Form : 10 By contractor Licensing officer Form10
license
Certificate for Temporary
Form : 11 By licensing officer Contractor Form11
license
Form : 12 Register of contractor Maintained by Principal employer Form12
Register of contractor
Form : 13 Maintained by contractor Form13
workers
Reg workers employment
cards
Reg works service
certificate
Form : 16 Reg Workers Muster roll Maintained by contractor Form16
Reg Workers Wage
Register
Reg Works wage cum
muster roll
Form : 19 Reg works Wage slip Maintained by contractor Form19
Form : 20 Reg of Damages and loss Maintained by contractor Form20
Form : 21 Reg of Fines Maintained by contractor Form21
Form : 22 Reg of Advances Maintained by contractor Form22
Form : 23 Reg of Over time Maintained by contractor Form23
SECTIONS OF CONTRACT LABOUR ACT
Objective of the Act
To regulate the employment of contract labour in certain establishments and to provide for its
abolition in certain circumstances and for matters connected therewith.
Applicability
1. Every establishment in which 20 or more workmen are employed or were
employed on any day of the preceding twelve months as contract labour.
2. Every contractor who employs or who employed 20 or more workmen on any day
of the preceding twelve months.
39
Sec.7: Registration certificate to be obtained by principal employer.
Rule 18(4): Registration Certificate to be renewed /amended in case of any change in no. of
workmen engaged after registration/ change in the contractors.
Rule 79: Abstract of the Contract Labour (Regulation and Abolition) Act 1970 and central
rules to be displayed at locations.
Wages to the contract labour to be paid in line with the Minimum wages applicable.
Rule 65: Wages of contract labour to be disbursed on or before 7th day of the following
month.
Rule 73: Wage disbursement to be witnessed by any authorized officer (BPCL)
“Certified that the amount shown in column-------------has been paid to the workman
concerned in my presence-----------at-------------- (Date/Time)"
Sec 21.4: In-case the contractor fails to make payment of the wages to his workmen, the
Principal Employer to make the payment.
Rule 74: A register of contractors in Form XII to be maintained by principal employer.
Rule 80(3): Registers to be maintained for 3 calendar years.
Rule 81(3): Return (to be submitted by the Principal Employer) in Form VI-B regarding
commencement/completion of work to the concerned authority within 15 days of
commencement/completion of work.
Rule 82(2): Return in Form XXV to reach the registering officer concerned not later than
15th February following the end of the year to which it relates.
Section 12: Contractor to obtain license from the licensing officer (for more than 20 contract
labours).
40
Rule 21(2): Principal employer shall give a certificate in Form V to the contractor
Rule 76: Contractor to issue employment card in Form XIV to each contract labour within
three days of employment.
Rule 75, 78(1): Registers to be maintained by the contractor.
Rule 78(1) (b): Contractor to issue Wage Slip (in form XIX) - one day prior to disbursement
of wages.
Rule 78(1) (c): Signature of workman to be obtained in the register for the entries related to
them.
Rule 25(2): Return to be submitted by the contactor in Form VI-A within 15 days of
commencement/ completion of each contract work. .
Rule 82(1): Half yearly returns.
Rule 40: Welfare and Health.
Rule 41: Rest Rooms
1. When they are required to halt at night in connection with their working.
2. Where contract labour is to continue for three months or more.
3. Within 15 days of commencing the employment.
4. Separate rooms to be provided for women employees.
Rule 42: Canteen
1. Where contract labour is to continue for six months.
2. 100 or more contract labour.
3. Within 60 days of commencement of employment of contract labour.
Section 18: Other facilities
 Sufficient number of latrines and urinals
 Washing facilities
41
Sec 19: First Aid (One box for 150 contract labours)
THE MAIN PROVISIONS OF THE ACT
(1) Setting Up of Advisory Boards
The Act requires that the Central and State Advisory Boards are to be set up by the
Central and State Governments, respectively to advise them on such matters arising out of the
administration of the Act as may be referred to them, and carry out any other functions
assigned to them under the Act. Besides, the government nominees, the Boards have
members representing industry, contractors, workers, and any other interesgovernment may
consider should be represented on the Boards. The number of nominees of the workers is to
be equal to that of industry and contractors, both on the State and the Central Boards (section
3, 4)
(2) Registration of Establishment
Every principal employer who wishes to employ contract labour has to get the
establishment is accepted for registration. The registration officer issues a registration
certificate if the establishment is accepted for registration. This certificate can be cancelled if
it has been obtained by misrepresentation or suppression of any material fact or if the
registration has become useless or ineffective or requires to be revoked.
The contract labour cannot be employed so long as the registration certificate has not
been issued or after it is revoked. The employer has to play a registration fee of twenty rupees
to five hundred rupees depending on the number of workers to be employed (Section 6, 7, 8,
9)
(3) Prohibition of Employment of Contract Labour
Both the Central and State Governments can prohibit the employment of contract
labour in any process, operation or other work in any establishment after consulting their
42
Advisory Boards, and consider the conditions of work and benefits provided for contract
labour in the establishment. The employment of contract labour may not be permitted for any
process, operation and other work if it is:
(a) Incidental to or necessary for the industry, trade, business, manufacture or occupation
that is carried on in the establishment.
(b) Of perennial or perpetual nature or of a sufficient duration.
(c) Done ordinarily through regular workmen in that establishment or a similar thereto.
(d) Capable of employing considerable number of whole time workmen.
(4) Licensing of Contractors
Every contractor has to obtain a licensing for employing contract labour from the
licensing officer appointed by the government for this purpose. In this application for a
licensing he has to mention the location of his establishment, the nature of the operation or
the work for which contract labour is to be employed, and such other particulars as may be
required by the licensing officer. He is charged a licence fee, which may vary from five
rupees to one hundred and twenty five rupees, depending on the number of workers to be
employed.
(5) Welfare and Health of Contract Labour
A contractors are required to provide and maintain.
A Sufficient supply of wholesome drinking water at convenient places.
A sufficient number of latrines and urinals of the prescribed type conveniently situated
and accessible.
Washing facilities
43
A first –aid box equipped with prescribed contents at every place where contract
labour is employed, one or more canteens if the work is to continue for more than 6 months
and 100 or more workers are employed. The number of canteens, the standard of their
construction, furniture and equipment, and the type of food to be supplied will be as
prescribed under the rules framed by the government.
(6) Responsibility for payment of Wages
 The contractor is also to be responsible for making regular and timely payment of
wages to his workers. The payment is to be made in the presence of the authorized
representative of the principal employer. If the contractor does not make payment, the
principal employer will do the same and recover the amount so paid from the
contractor (Section 16 to 21).
 Get his establishment registered with the registering officer appointed by the
government (Section 7).
 Obtain a license from the licensing officer for employing contract labour and comply
with the terms and conditions of the grant of the license (Section 12).
 Not to employ contract labour without obtaining a registration certificate and license,
or after the registration certificate and license are revoked or suspended (Section 9,
12, 1).
 Provide welfare and health facilities as required under the Act and its rules (Section
16, 19).
 Pay wages to workers before the expiry of the wages period (Section 21).
 Co-operate with the inspectors in the inspection of premises, documents and records
and examining any person to determine if the provisions of the Act and the rules
framed there under are being complied with (Section 28).
44
 Maintain the registers and records with such particulars of contract labour, as nature
of work performed, rates of wages and other information specified in Rules 74 and 78
of the Act (Section 29).
 Exhibit in the premises of the establishment where contract labour is employed a
notice showing hours of work, rates of wages, wage periods, dates of payment of
wages, nature of duties and other particulars as mentioned in Rule 81 of the Act
(Section 29 (2)).
 Send a half-yearly return to the licensing officer and yearly return to the registration
officer, and to supply such information and statistics as may be required by the
government from time to time.
45
DATA ANALYSIS AND INTERPRETATION
1. Contract labour working hours as per their nature of work.
a) 8 hours b) 10 hours c) 12 hours d) none
TABLE-1
OPTIONS NO.OF RESPONDENTS PERCENTAGE
8 hours 26 52
10 hours 9 18
12 hours 13 26
None 2 4
TOTAL 50 100
GRAPH-1
60
50
40
30 NO.OF RESPONDENTS
PERCENTAGE
20
10
0
8 hours 10 hours 12 hours None
INTERPRETATION
Above table indicates contract labour working hours at Queen’s NRI Hospitals. 52%
of workers agreed 8 hours per day, 18% of the workers accept 10 hours per day, 26% of the
workers accept 12 hours per day.
46
2. Canteen facilities available.
a) Strongly Agree b) Agree c) Disagree d) Strongly Disagree
TABLE-2
Strongly Agree 13 26
Agree 21 42
Disagree 16 32
Strongly Disagree 0 0
TOTAL 50 100
GRAPH-2
45
40
35
30
25
NO.OF RESPONDENTS
20
PERCENTAGE
15
10
5
0
Strongly Agree Disagree Strongly
Agree Disagree
INTERPRETATION
Above table indicates that the canteen facilities available in present hospital the workers
response as 26% are strongly agree ,42% of the workers are agreed and 32% of workers are
disagree and it reflects that the 68% workers said and 32% not agreed.
47
3. Transportation provided on odd shits
TABLE-3
Agree 3 6
Disagree 21 42
TOTAL 50 100
GRAPH-3
45
40
35
30
25
NO.OF RESPONDENTS
20
PERCENTAGE
15
10
5
0
Agree Disagree
INTERPRETATION
The above table shows about 32% of workers are strongly agreed and 6% are agreed, 42%
of workers disagreed and18% are strongly disagreed for transportation on odd shifts.
48
4) Basic amenities are good
TABLE-4
Strongly Agree 7 14
Agree 29 58
Disagree 9 18
TOTAL 50 100
GRAPH-4
60
50
40
30
NO.OF RESPONDENTS
20
PERCENTAGE
10
0
Strongly
Agree
Agree Disagree
Strongly
Disagree
INTERPRETATION
According to the above analysis 14% are accepted strongly and 58% of workers are
agreed and 18% of workers are disagreed and there are 10% of workers who are strongly
disagreed about the amenities.
49
5. Provident Fund and Employee State Insurance applicable
TABLE-5
Agree 17 34
Disagree 3 6
TOTAL 50 100
GRAPH-5
50
45
40
35
30
25
15
PERCENTAGE
10
5
0
Strongly
Agree
Agree Disagree
Strongly
Disagree
INTERPRETATION
It can be seen that PF & ESI applicable to contract labour in Queen’s NRI Hospital.
46% of workers strongly agreed, 34% of workers are agreed and 14% of contract labours are
disagreed and 10% are strongly disagreed for their PF & ESI.
50
6. Compensated fairly
TABLE-6
Agree 12 24
Disagree 7 14
TOTAL 50 100
GRAPH-6
60
50
40
30
NO.OF RESPONDENTS
20
PERCENTAGE
10
0
Strongly
Agree
Agree Disagree
Strongly
Disagree
INTERPRETATION
The above table indicates about how the compensation will be given to the workers.
54% of workers are strongly disagreed, 24% of workers are agreed and 14% of workers are
disagreed and 8% of people were strongly disagreed about the compensation.
51
7. Duration of the contract period.
a)1 year b)2 years c)3 years d)above 4 years
TABLE-7
1 Year 11 22
2 Years 27 54
3 Years 9 18
Above 3 Years 3 6
TOTAL 50 100
GRAPH-7
60
50
40
NO.OF RESPONDENTS
30
PERCENTAGE
20
10
0
1 Year 2 Years 3 Years Above 3 Years
INTERPRETATION
The above table indicates that the 22% of workers are accepted for one year contract
period and 54% were accepted for 2years contract and 18% of the workers are accepted for 3
years contract period and finally 6% of workers are accepted above 3 years for their contract
period in Queen’s NRI Hospital.
52
8. Leave policy to the contract labour is fair enough.
TABLE-8
Agree 16 32
Disagree 21 42
TOTAL 50 100
GRAPH-8
45
40
35
30
25
20
NO.OF RESPONDENTS
15
10 PERCENTAGE
5
0
Strongly
Agree
Agree Disagree
Strongly
Disagree
INTERPRETATION
The above table shows about the leave policy of the contract labours. In this analysis I
have observed that 26% of workers are strongly agreed and 32% of workers are said agree
42% are said disagree.
53
9. Maternity and Paternity benefits available.
TABLE-9
Agree 9 18
Disagree 19 38
TOTAL 50 100
GRAPH-9
45
40
35
30
25
20
10 PERCENTAGE
5
0
Strongly
Agree
Agree Disagree
Strongly
Disagree
INTERPRETATION
In Queen’s NRI Hospital I have observed that 42% of employees are strongly agreed
for their Maternity and Paternity leaves, 18% of workers are agreed and 38% of workers are
disagreed. Only 2% of workers were strongly disagreed.
54
10. Joined through Middle man.
TABLE-10
Agree 21 42
Disagree 2 4
TOTAL 50 100
GRAPH-10
45
40
35
30
25
20
NO.OF RESPONDENTS
15
PERCENTAGE
10
5
0
Strongly
Agree
Agree Disagree
Strongly
Disagree
INTERPRETATION
In the above analysis 24% of workers are strongly agreed for their joining through the
middle man, 42% of workers are agreed and 4% said that they are disagreed and 30% of
workers are strongly disagreed.
55
11. Minimum Wages Act, Payment of Wages Act are applicable.
TABLE-11
Agree 21 42
Disagree 7 14
TOTAL 50 100
GRAPH-11
45
40
35
30
25
NO.OF RESPONDENTS
20
PERCENTAGE
15
10
5
0
agree disagree
INTERPRETATION
I observed that in Queen’s NRI Hospital there are 26% of workers are strongly agreed
for their Minimum Wages Act and Payment of Wages Act, 42% are agreed and 14% are
disagreed and 18% of workers are strongly disagreed.
56
12. Superior and Sub ordinate relations are good.
TABLE-12
Agree 13 26
Disagree 11 22
TOTAL 50 100
GRAPH-12
45
40
35
30
25
NO.OF RESPONDENTS
20
PERCENTAGE
15
10
5
0
Agree Disagree
INTERPRETATION
The above table shows about the superior and subordinate relations of the contract
labours. In this analysis I have observed that 42% of workers are strongly agreed and 26% of
workers are said agree 22% are said disagree and 10% are strongly disagree.
57
13. Grievance Act is applicable.
TABLE-13
OPTIONS NO.OF RESPONDENTS PERCENTAGES
Strongly Agree 9 18
Agree 7 14
Disagree 14 28
TOTAL 50 100
GRAPH-13
40
35
30
25
15 PERCENTAGES
10
0
Agree Disagree
INTERPRETATION
In the above table the contract labours of 18% of workers are strongly agreed for
their appliance of Grievance Act and 14% of workers are said agree 28% are said disagree
and 40% are strongly disagree.
58
14. This organisation is following the Contract Labour Act.
a) Strongly Agree b) Agreed c) Disagree d) Strongly Disagree
TABLE-14
Agree 9 18
Disagree 11 22
TOTAL 50 100
GRAPH-14
60
50
40
PERCENTAGES
20
10
0
Agree Disagree
INTERPRETATION
The above table shows about acceptance of Contract Labour Act 1970 of the contract
labours. In this analysis I have observed that 54% of workers are strongly agreed and 18% of
workers are said agree 22% are said disagree and 6% are strongly disagree.
59
15. Collective Bargaining process is available.
TABLE-15
Agree 9 18
Disagree 21 42
TOTAL 50 100
GRAPH-15
45
40
35
30
25
NO.OF RESPONDENTS
20
PERCENTAGES
15
10
5
0
Agree Disagree
INTERPRETATION
I have observed in the above table releases about the collective bargaining process of
the employees in that 38% of workers are strongly agreed and 18% of workers are said agree
42 % are said disagree and 2% are strongly disagree.
60
SUMMARY
 Social welfare measures provided to the employees are motivated them to work
efficiency, leading to higher productivity.
 They used to be nearly 70 contract labour before, now there is only 50 contract
labour.
 A social security act like provident fund act was also provided by the organisation to
the contract labour to make some provisions for the future of the individual workers
after his retirement.
 Queen’s NRI Hospital provides various safety measures to control the pollution.
 The contract labours are very much satisfied with the wages provided to them so it is
one of the major motivating factors for the contract labour.
 As the company is paying medical reimbursement, 5% of bonuses to the contract
labours they feel that they were being taken parental care by the organization.
 It is observed that the various decisions which were implemented in the Queen’s NRI
Hospital regarding the compensation are adding as one of the factor for success of
Queen’s NRI Hospital.
61
FINDINGS
 It is observed that the Queen NRI Hospital is providing suitable safety measures to the
Contract Labour.
 Most of the contract workers are satisfied with their working environment.
 It is observed that present hospital provides Canteen facility, compensation benefits
and welfare facilities.
 Medical reimbursement is also being provided by Queen’s NRI Hospital for the
welfare of the employees.
 Queen NRI Hospital is paying 5% bonus to its contract labour.
 Compensation provided by the Queen’s NRI Hospital is competitive with what the
other employees are being paid for the similar skills and for the similar jobs.
 The organization is providing various voluntary benefits like holidays,
 Special leaves, sick leaves, medical benefits, subsidized meals in canteens.
 The company provides rewards, basing on contract workers performance.
62
SUGGESTIONS
 It should be suggested that management of NRI hospital provide the transport
facilities to contract labour.
 It should be encouraging to the employees if the contract bases employees are to be
permanent.
 If the contract based employees are made permanent in the organization then this
would improve the high morale.
 Employee’s novel ideas must have to be respected by the managers.
 Different incentive schemes must be introduced for increasing the high morality.
 The contract labour need a trade unions to solve their problems initially and
possibility to maintain good and harmonious relations.
63
QUESTIONNAIRE
NAME OF THE EMPLOYEE
DESIGNATION
1. Contract labour working hours.
a) 8 hours b) 10 hours c) 12 hours d)None
2. Canteen facility available.
3. Transportation provided on odd shits.
4. Maternity and Paternity benefits available.
5. Recruited through middlemen.
6. Basic amenities are good.
7. Provident Fund and Employee State Insurance applicable.
8. Duration of the contract period.
9. Compensated fairly.
10. Leave policy to the contract labour is fair enough.
64
11. Minimum Wages Act, Payment of Wages Act are applicable.
12. Superior and Subordinate relations are good.
13. Grievance Act is applicable.
14. This organisation is following the contract labour Act.
15. Collective Bargaining process is available.
65
BIBLIOGRAPHY
S.No. AUTHOR BOOK NAME PUBLISHER YEAR

1 Aswathappa.K HumanResource McGraw Hill 2009
Management
2 Subba Rao.P Personne and Human Himalaya Publications 2010

Resource Management
3 Gupta Human Resource Delhi Himalaya 2007

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4 Memoria C.B Personnel Management Delhi Himalaya 2008

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5 Prasad Human Resource Eastern Book company 2005

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A Study On "Contract Labour"

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A Study On "Contract Labour"

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A STUDY ON “CONTRACT LABOUR”

(With reference to QUEEN’S NRI HOSPITAL, Seethammadhara, Visakhapatnam.)

A Project Report submitted to JNTU, Kakinada

In partial fulfillment of the requirements for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

Under the guidance of

DEPARTMENT OF MANAGEMENT STUDIES

(Approved by AICTE, New Delhi & Affiliated to JNTU, Kakinada)

I hereby declare that the dissertation entitled “A Study on

CONTRACT LABOUR with reference to Queen’s NRI Hospital

Seethammadhara, Visakhapatnam” submitted by me to the, JNTU

KAKINADA, in partial fulfillment for the award of the degree of Master

of Business Administration is a original work carried out by me.

I have completed this work under the guidance of G.CH.V.UMA

RANI, Assistant Professor, Department of Management Studies, Baba

Institute of Technology and Sciences (BITS), PM Palem,

ship, Fellowship or similar title in this university or in any other

P.B.N.KIRAN Tel: Office-2793322

Head of the Department Cell: +91 – 7799885357

Department of Management Studies Visakhapatnam- 530 041.

This is to certify that A Project Report entitled “A Study on CONTRACT

LABOUR with reference to Queen’s NRI Hospital Seethammadhara,

Visakhapatnam” submitted in partial fulfillment for the award of Master

of Business Administration by B.DIVYA during the academic year 2016-

or similar title in this University or in any other University.

(G.CH.V.UMA RANI) (P.B.N.KIRAN)

Assistant Professor & Assistant professor

I take this opportunity to express my heartfelt thanks to

I acknowledge my deep sense of respect & gratitude to

I thank our Head of the Department, Mr. P. B . N . K i r a n , Assistant Professor

I have deep sense of gratitude to my guide Mrs. G.Ch.V.Uma Rani, Assistant

I sincerely thank to Mr.A.V.K.Ramakanth, Sr.Manager-HR

Finally, my sincere thanks to my friends and the other persons who

CHAPTER – III 28-40

Human Resource Management

According to Flippo, Human Resource Management is the planning,

Organizing, directing and controlling of the procurement, development, compensation,

integration Maintenance and reproduction of human resources to the individual,

organizational and societal objectives are accomplished.

 To utilize the human resources effectively in the achievement of organizational Goals.

 To enhance the job satisfaction and self actualization of employees by Encouraging

and assisting every employee to realize his or her full potential.

 To establish and maintain productive, self respecting and internally satisfying

working relationships among all the members of the organization.

 To bring about maximum individual development of members of the organization by

providing opportunities for training and advancement.

organization a desirable personal and social situation.

improving various conditions and facilities.

 To manage change to the mutual advantage of individuals, groups, the organization

and the society.

1) Principle of Maximum Individual Development

This principle stresses on the development of every person working in an

organization. By this employees will be able to develop themselves to the maximum

achieving the objectives of the organization.

2) Principle of Scientific Selection

among workers in an organization. b) Principle of dignity of labour “Work is worship”

workers should feel proud feel of their work or labour.

3) Principle of Team Spirit

4) Principle of Effective Communication

repayment of the costs of transportation, housing, training, and other expenses.

establishment by (or) through a contractor. contract workmen are indirect employees.

REGESTRATION AND LICENSING

12 months as contract labour.