Synopsis

On

Prepare Report On Industrial Acts In Detail

Submitted in partial fulfillment of the requirements for the diploma

Of

Diploma in Information Technology

SANKET R. WAGHMARE
YASH KADAM

Under the guidance of

MRS.SHIVAJI KAPSE

Department of INFORMATION TECHNOLOGY,

Shivajirao S. Jondhale Polytechnic, Ambernath (Maharashtra)

Maharashtra State Board of Technical Education

(2020-21)
 MAHARASHTRA STATE BOARD OF TECHNICAL EDUCATION

Certificate
This is to certify that Mr./Ms.

Sr.No Name of group Roll Enrollment Seat No

members No No
1 SANKET R.WAGHMARE 1513 1701470041
2 YASH KADAM 1505 1701470043

of 6TH Semester of Diploma in COMPUTER ENGINEERING of Institute, SAMARTH.

SHIVAJIRAO JONDHALE POLYTECHNIC (Code: 0147) has completed the Micro
Project satisfactorily in Subject: MANAGEMENT (22509) for the academic year
(2020- 2021) as prescribed in the curriculum.

Place: AMBERNATH.

Date:

Subject Teacher Head of the Department Principal

 Group Details

SR. Name of Group Members ROLL Enrollment No Seat

NO NO No
1. SANKET R.WAGHMARE 1513 1701470041
2. YASH KADAM 1505 1701470043

Name of Guide
MRS. SHIVAJI KAPSE
 INDEX

SR.NO. CONTENT PAGE NO.

1 TITLE I

2 CERTIFICATE II

GROUP DETAILS III

3

4 WEEKLY PROGRESS REPORT VI

5 ABSTRACT 1

6 INTRODUCTION 2

7 CONTENT 3-8

8 APPLICATIONS 9

9 CONCLUSION 10

10 REFERENCES 11
 WEEKLY PROGRESS REPORT

SR.NO. WEEK ACTIVITY SIGN OF

PERFORMED GUIDE
1 Discussion and finalization
1st of topic

2 2nd Preparation and submission

of Abstract
3 3rd Literature Review

4 4th Collection of Data

5 5th Collection of Data

6 6th Discussion and outline of

Content

7 7th Formulation of Content

8 8th Editing and proof Reading

of
Content
9 9th Compilation of Report And
Presentation
10 10th Seminar

11 11th Viva voce

12 12th Final submission of Micro

Project

Sign of the student Sign of the faculty

 ABSTRACT

The Industrial Disputes Act, 1947 (the "ID Act") has been enacted for the
investigation and settlement of industrial disputes in any industrial
establishment. The Industrial Disputes Act defines "Industrial dispute" as a
dispute or difference between workmen and employers or between workmen
and workmen, which is connected with employment or non-employment or the
terms of employment or with the conditions of labor. Dismissal of an
individual workman is deemed to be an industrial dispute.

In this Project We have a complete Report on Industrial Acts in Detail.

 1. INTRODUCTION

 What is Industrial Act ?

Employer and employees are the two paties across the table. Relationship
between these two is very important for the development and the survival of
any organization. Industrial acts, initially called as labour legislation had a
protective function dealing with wages, working conditions, social interests,
industrial peace etc. It thus gives legal framework to relationship between
employer and employees.

An act to make provision for the investigation and settlement of industrial

disputes, and for certain other purposes. The objective of the Industrial
Disputes Act is to secure industrial peace and harmony by providing
mechanism and procedure for the investigation and settlement of industrial
disputes by conciliation, arbitration and adjudication which is provided under
the statute. The main and ultimate objective of this act is "Maintenance of
Peaceful work culture in the Industry in India" which is clearly provided under
the Statement of Objects & Reasons of the statute.

 The Main Aim of Industrial Act :

• To ensure adequate safety measures.
• To promote health and welfare of the workers employed in factories.
• To prevent haphazard growth of factories.
• To consolidate and amend the laws for regulating labour in the factories in India.
• The licensing and registration of the factories.

 Industrial Acts are Helpful in the Following Ways:

 1. It gives legal platform and support to employees.

2. It creates industrial peace and improves employer employee and labour

management relationships.

3. it gives solutions to quarrels in industry.

4. It removes out autocracy of management and extortion of workers.

5. Employees get compensation in cases of accidents.

6. It reduces gap between employer and employee due to workers' participation in

management.

7. It guarantees welfare of employees.

 Industrial Acts In Detail:

• The Industrial Dispute Acts:
The Industrial Disputes Act, 1947 (the "ID Act") has been enacted for the investigation and
settlement of industrial disputes in any industrial establishment. The Industrial Disputes Act
defines "Industrial dispute" as a dispute or difference between workmen and employers or
between workmen and workmen, which is connected with employment or non-employment or
the terms of employment or with the conditions of labor. Dismissal of an individual workman
is deemed to be an industrial dispute.

• Trade Unions Act

1926 The Trade Unions Act, 1926 (the "Trade Unions Act") seeks to provide for the
registration of Trade Unions in India and for the protection of the same. Further, the Trade
Unions Act also in certain respects defines the law relating to registered Trade Unions like
mode of registration, application for registration, provisions to be contained in the rules of a
Trade Union, minimum requirement for membership of a Trade Union, rights and liabilities
of registered Trade Unions, etc.

• The Trade Unions Act

 The Trade Unions Act, 1926 (the "Trade Unions Act") seeks to provide for the registration
of Trade Unions in India and for the protection of the same. Further, the Trade Unions Act
also in certain respects defines the law relating to registered Trade Unions like mode of
registration, application for registration, provisions to be contained in the rules of a Trade
Union, minimum requirement for membership of a Trade Union, rights and liabilities of
registered Trade Unions, etc.

• The Payment of Wages Act

The Payment of Wages Act, 1936 (the Payment of Wages Act) is an Act to regulate the
payment of wages to certain classes of employed persons. The Payment of Wages Act seeks
to ensure that the employers make a timely payment of wages to the employees working in
the establishments and to prevent unauthorized deductions from the wages. According to the
Payment of Wages Act, all wages shall be in current coin or currency notes or in both. It is,
however, provided that the employer may, after obtaining the written authorization of the
employed person, pay him the wages either by cheque or by crediting the wages in his bank
account.

• Payment of Bonus Act

The Payment of Bonus Act, 1965 (the "Bonus Act") provides for the payment of bonus to
persons employed in certain establishments in India either on the basis of profits or on the
basis of production or productivity and is applicable to every establishment in which 20 or
more persons are employed and to all employees drawing a remuneration of less than Rs
10,000. Those employees who have worked for less than thirty days are not eligible to
receive bonus under the Bonus Act. The Bonus Act provides for the payment of bonus
between 8.33% (minimum) to 20% (maximum). However, for the calculation of bonus, a
maximum salary of Rs 3,500 is considered.

• Employees' State Insurance Act

The Employees' State Insurance Act, 1948 (the ESI Act) is a social welfare legislation
enacted with the objective of providing certain benefits to employees in case of sickness,
maternity and employment injury. In terms of the provisions of the ESI Act, the eligible
employees will receive medical relief, cash benefits, maternity benefits, pension to
dependents of deceased workers and compensation for fatal or other injuries and diseases. It
is applicable to establishments where 10 or more persons are employed. All employees,
including casual, temporary or contract employees drawing wages less than Rs 15,000 per
month, are covered under the ESI Act. This limit has been increased from Rs 10,000 to Rs
15,000 i.e. May 1, 2010.
 The salient features of the ESI (Amendment) Act are as under:
• facilitating coverage of smaller factories;
• enhancing age limit of dependent children for eligibility to dependents benefit;
• extending medical benefit to dependent minor brother/sister in case of insured persons not
having own family and whose parents are also not alive;
• streamlining the procedure for assessment of dues from defaulting employers;
• providing an Appellate Authority within the ESI Corporation against assessment to avoid
unnecessary litigation;

 Labour Welfare Fund Act (of respective States)

The [State] Labour Welfare Fund Act provides for the constitution of the Labour Welfare
Fund to promote and carry out various activities conducive to the welfare of labour in the
State so as to ensure full and appropriate utilization of the Fund.

 Payment of Gratuity Act

The Payment of Gratuity Act, 1972 (the Gratuity Act) applies to (i) every factory, mine,
oilfield, plantation, port and railway company; (ii) every shop or establishment within the
meaning of any law, for the time being in force, in relation to shops and establishments in
a State, in which 10 or more persons are employed or were employed on any day of the
preceding twelve months; and (iii) such other establishments or classes of establishments,
in which 10 or more persons are employed or were employed on any day of the preceding
twelve months, as the Central Government may, by notification, specify in this behalf.
 LAWS RELATING TO WORKING HOURS, CONDITIONS OF SERVICE
AND EMPLOYMENT

• The Factories Act:

The Factories Act, 1948 (the Factories Act) lays down provisions for the health, safety,
welfare and service conditions of workmen working in factories. It contains provisions for
working hours of adults, employment of young persons, leaves, overtime, etc. It applies to
all factories employing more than 10 people and working with the aid of power, or
employing 20 people and working without the aid of power. It covers all workers employed
in the factory premises or precincts directly or through an agency including a contractor,
involved in any manufacture. Some provisions of the Act may vary according to the nature
of work of the establishment.

 Some Major provisions of the Factories Act are explained below:

o Section 11 of the Act provides that every factory shall be kept clean and free from
effluvia arising from any drain, privy or other nuisance. Section 13 of the Act focuses on
ventilation and temperature maintenance at workplace. Every factory should work on
proper arrangements for adequate ventilation and circulation of fresh air.
o Section 18 of the Act specifies regarding arrangements for sufficient and pure drinking
water for the workers.
o Section 19 further mentions that in every factory there should be sufficient
accommodation for urinals which should be provided at conveniently situated place. It
should be kept clean and maintained.
o Section 21 of the Act provides from proper fencing of machinery. And that any moving
part of the machinery or machinery that is dangerous in kind should be properly fenced

 Industrial Employment (Standing Orders )

The Industrial Employment (Standing Orders) Act, 1946 (the IESO Act) is applicable to
every industrial establishment wherein 100 or more workmen are employed or were
employed on any day of the preceding twelve months. The IESO Act Amis to bring uniform
terms and conditions of service in various industrial establishments. The IESO Act requires
every employer in an industrial establishment to clearly define and publish standing orders
with respect to conditions of employment / service rules and to make them known to the
workmen employed by it. The Act further specifies that every employer is required to
submit to the Certifying Officer five draft copies of the standing orders which he intends to
adopt for his establishment.

 LAWS RELATING TO EQUALITY AND EMPOWERMENT OF WOMEN

• Equal Remuneration Act
The Equal Remuneration Act, 1976 provides for the payment of equal remuneration to
men and women workers for the same work and prevents discrimination, on the ground
of sex, against women in the matter of employment, recruitment and for matters
connected therewith or incidental thereto. This Act applies to virtually every kind of
establishment.

• Weekly Holiday Act

The Weekly Holiday Act, 1942 provides for the grant of weekly holidays to persons
employed in shops, restaurants and theatres. The Act provides that every shop shall remain
entirely closed on one day of the week, which day shall be specified by the shop-keeper in
a notice permanently exhibited in a conspicuous place in the shop. Further the state
government may require in respect of shops or any specified class of shops that they shall
be closed at such hour in the afternoon of one week-day in every week in addition to
weekly day off.

• Contract Labour (Regulation & Abolition) Act

The main objectives of the Contract Labour (Regulations & Abolition) Act, 1970 (the
Contract Labour Act) are: (i) to prohibit the employment of contract labour; and (ii) to
regulate the working conditions of the contract labour, wherever such employment is not
prohibited. The Act defines a "worker" as a workman who 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 Contract Labour Act regulates the employment
of contract labour in certain establishments and provides for its abolition in certain
circumstances. It applies to every establishment or contractor wherein/with whom 20 or
more workmen are employed or were employed on any day of the preceding twelve
months as contract labour.
 Large Scale Industries in India
Large scale industries in India can be categorized into the following types of
industries:

1. Iron and Steel Industry

 Steel is crucial to the development of any modern economy and is considered to be the
backbone of human civilization. The level of per capita consumption of steel is treated
as an important index of the level of socioeconomic development and living standards
of the people in any country. It is a product of a large and technologically complex
industry having strong forward and backward linkages in terms of material flows and
income generation. All major industrial economies are characterized by the existence of
a strong steel industry and the growth of many of these economies has been largely
shaped by the strength of their steel industries in their initial stages of development.

2. Automobile industry
India is expected to be the world's third-largest automotive market in terms of volume by
2026.The industry currently manufactures 26 mn vehicles including Passenger Vehicles,
Commercial Vehicles, Three Wheelers, Two Wheelers and Quadricycles in April-March 2020,
of which 4.7 mn are exported. India holds a strong position in the international heavy vehicles
arena as it is the largest tractor manufacturer, second-largest bus manufacturer and third largest
heavy trucks manufacturer in the world.
3. Textile Industry

The textile industry in India traditionally, after agriculture, is the only industry that has
generated huge employment for both skilled and unskilled labor. The textile industry
continues to be the second-largest employment generating sector in India. It offers direct
employment to over 35 million in the country.

4. Telecommunication Industry

Currently, India is the world’s second-largest telecommunications market with a subscriber

base of 1.16 billion and has registered strong growth in the last decade. The Indian mobile
economy is growing rapidly and will contribute substantially to India’s Gross Domestic
Product (GDP) according to a report prepared by GSM Association (GSMA) in
collaboration with Boston Consulting Group (BCG). In 2019, India surpassed the US to
become the second largest market in terms of number of app downloads.
6. Information Technology Industry

The Information Technology & Information Technology Enabled Services (IT- ITeS)
sector is a field which is undergoing rapid evolution and is changing the shape of Indian
business standards. This sector includes software development, consultancies, software
management, online services and business process outsourcing (BPO).

7. Silk Industry

Indian silk industry is one of the largest generators of employment and foreign exchange
for the country as sericulture activities spread across 52,360 villages. India enjoys a unique
global position in terms of production of all commercially useful varieties of silk. India is
the second largest producer of silk. Sericulture provided employment to over 9.1 million
people in India during FY19
8. Fertilizers Industry

Fertilizers have played an essential role in agricultural production, providing vital nutrients for crops,
increasing demands over the years. An agrarian country, India is home to small and marginal farmers
and is often plagued by low productivity and low quality. Crops are mainly rain-fed and cultivated on
a single piece of land over time, decreasing soil fertility in many regions. Thereby, increasing
quantities of nitrogen. Fertilizers have been used in the country. The Indian government has brought
about economic reforms and has ensured that fertilizers are available at affordable prices to increase
productivity. Due to subsidy eligibility on notified fertilizers, the Indian fertilizer industry provides
food security for the country. While agriculture is heavily dependent on fertilizers' usage, the
government has met almost all chemical fertilizers' demands.

9. Paper Industry

In most of the past decade, the Indian paper industry, which is in perpetual crisis despite its
above GDP growth rate, is alternately praising the government and looking for some concessions
from it. The Covid-19 pandemic has practically wiped out the publication paper segment,
described as ‘writing and printing’ paper and includes newsprint.
10. Cement Industry

The Cement Industry globally has immense forward and backward linkages with a Nation’s
economy. For a developing and transitioning economy such as India, the value proposition of
the Cement Industry is even greater given the immense infrastructure requirements of a
growing and urbanizing country, as well as its contributions by way of direct and indirect
employment. The Government of India has emphasized its focus on infrastructure
development with the announcement of several schemes that cut across manufacturing,
housing and education. At the heart of all the planned infrastructure development is the
cement sector and, as part of the Country’s bouquet of eight core industries, the Cement
sector’s value proposition for laying the foundations of a new India is unique
 APPLICATIONS

 Large scale industries use the latest machinery and technology, which helps in improving the
production. Due to large scale production, the companies benefit as well as it is beneficial for
the economy as a whole.
 Large scale industries help in the development of industries in the economy, which is
essential for industrialization.
 Large scale industries require skilled workers and therefore, the development of large scale
industries help in the development of a skilled workforce in the country.
 Large scale industries require large amounts of raw materials, which opens up employment
opportunities in the related sectors.
 As large scale industries are involved in large scale production, it provides an opportunity to
reduce the cost of goods and services as these are produced in bulk.
 CONCLUSION:

In the project entitled “Study of Management Principles Applied to A Large Scale Industries”
we have learned various types of principles applied to a large scale industries.
 REFERENCES

 www.wikipedia.in

 www.google.com

 https://tejasnikumbh.com/management-principle-to-large-scale-industry/