Industrial Safety in a plant or factory is a very important topic. This presentation covers the various industrial hazards and risks, their sources and remedies. Following that, we move on to the various laws and legislation regarding labours in an industry. We look at the history of labour laws in India, and discuss the main point of few important laws

1. PLANT SAFETY
AND
LABOUR LAWS

2.  HAZARD is a substance/situation that poses a
threat to life, health, property, or environment.
 INDUSTRIAL HAZARD is a condition produced by
an industry that may cause injury or death of
personnel and loss of product or property.
 RISK is a measure of possible damage in case of
an accident from a known hazard.
 SAFETY in simple terms means freedom from
occurrence of accidents and loss of life.
Layers of
Protection

3. PLANT SAFETY OR INDUSTRIAL SAFETY
INDUSTRIAL ACCIDENTS are caused by chemical, mechanical,
civil, electrical or other process failures due to accident,
negligence, or incompetence in an industrial plant causing
damage to life and property.
INDUSTRIAL SAFETY is defined as policies and measures put in
place to ensure plant and factory workers’ protection from
hazards that could cause injury.
Reduction
Control
Eliminatio
n
Industrial
Safety

4. INDUSTRIAL HAZARDS : CLASSIFICATION
 FIRE HAZARD
 PHYSICAL HAZARD
 MECHANICAL HAZARD
 ELECTRICAL HAZARD
 CHEMICAL HAZARD

5. FIRE HAZARD
CAUSE :
 Overheating of electrical appliances
 High surface temperatures
 Sparking
 Carelessness
STEPS :
 Raise alarm and Evacuate
 Use staircases only
 On encountering thick smoke, crawl, cover
nose and mouth with wet cloth.

6. FIRE HAZARD

7. FIRE HAZARD
Types of Fire
Extinguishers

8. PHYSICAL HAZARD
REASONS :
 Negligence
 Hurry
 Lack of Maintenance
STEPS to be taken :
 Use of Personal Protection Equipment (PPE) at all
times
 Safety Training
 Warning Labels

9. MECHANICAL HAZARD
REASONS :
 Insecurely fixed machines
 Worn-out parts
 Dangerous parts (sharp edges etc.)
 Improper maintenance
SAFETY MEASURES :
 Guarding and Fencing of moving machine parts
 Emergency Shutdown button within reach of
operator
 Turnkey system for cleaning and repairing
 Safe Distance from machine

10. ELECTRICAL HAZARD
CAUSES :
 Contact with power lines
 Grounding is missing or
discontinuous
 Equipment not being used under
prescribed conditions
 Damaged insulations
REMEDY :
 Safer power distribution systems to
automatically detect failure and notify
operators
 Regular checking of all equipment
 Safety trainings, safe work practice &
warning labels
 Proper cooling arrangement for heat-
producing electrical equipment

11. CHEMICAL HAZARD
Chemical Hazards may be caused by inhaling toxic fumes,
or direct contact with corrosive/carcinogenic chemicals.
EFFECTS :
 Skin Burn
 Irritation in windpipe
 Ulcer in hand, nose, etc.
 Cancer
STEPS :
 Personal Protective Cloths,
Respirators
 Leak-proofing
 Pressure regulators and relief valves
 Colour coded piping and storage
 Warning labels

12. PERSONAL PROTECTIVE EQUIPMENTS
 PPE is designed to protect employees from serious workplace injuries or illnesses.
 It includes various devices and garments, such as :
Hand
Protection

13. PERSONAL PROTECTIVE EQUIPMENTS
 PPE is designed to protect employees from serious workplace injuries or illnesses.
 It includes various devices and garments, such as :
Hand
Protection
Helmets

14. PERSONAL PROTECTIVE EQUIPMENTS
 PPE is designed to protect employees from serious workplace injuries or illnesses.
 It includes various devices and garments, such as :
Hand
Protection
Helmets
Eye Protection

15. PERSONAL PROTECTIVE EQUIPMENTS
 PPE is designed to protect employees from serious workplace injuries or illnesses.
 It includes various devices and garments, such as :
Hand
Protection
Helmets Eye Protection
Ear Plugs

16. PERSONAL PROTECTIVE EQUIPMENTS
 PPE is designed to protect employees from serious workplace injuries or illnesses.
 It includes various devices and garments, such as :
Hand
Protection
Helmets Eye Protection Ear Plugs
Foot Protection

17. PERSONAL PROTECTIVE EQUIPMENTS
 PPE is designed to protect employees from serious workplace injuries or illnesses.
 It includes various devices and garments, such as :
Hand
Protection
Helmets Eye Protection Ear Plugs
RespiratorsFoot Protection

18. PERSONAL PROTECTIVE EQUIPMENTS
 PPE is designed to protect employees from serious workplace injuries or illnesses.
 It includes various devices and garments, such as :
Hand
Protection
Helmets Eye Protection Ear Plugs
RespiratorsFoot Protection

19. WHAT’S LABOUR LAW ?
 Labour Law is the “Body of Laws, Administrative Rulings, & Precedents” which address the Relationship
between & among “Employers, Employees & Labour Organizations”, often dealing with issues of Public
Law
 The Goal of Labour Laws is to bring both “Employer & Employee” on the same Level, thereby mitigating
the differences.
 The “Factories Act” was first introduced in 1883 by the British Parliament. Thus we received the
stipulation of Eight (08) Hours of work, abolition of Child Labour, Restriction of Women in Night
employment, and the introduction of “Overtime Wages” for work beyond Eight Hours.
 India has various Labour Laws, such as Resolution of Industrial Disputes, Working Conditions, Labour
Compensation, Insurance, Child Labour, Equal Remuneration etc.

20. CLASSIFICATION
LabourLaws
Industrial Relations
Wages
Working Hours,
Conditions
Equality,
Empowerment
Social Security

21. LABOUR POLICY IN INDIA
“Labour Policy in India” has been evolving in response to specific
need to suit requirements of planned “Economic Development &
Social Justice”.
Labour Policies are devised to maintain Economic Development,
Social Justice, Industrial Harmony & Welfare of Labour in the
country.
Highlights of Labour Policy:-
 Creative Measures to attract Public & Private Investment.
 Creating more Jobs with New Social Security Schemes for
workers.
 Industrial Relations committees and Empowered bodies of
experts to suggest required changes.
 Streamlining the mechanism of Labour Judiciary and
functioning of Labour Department.
 Restructuring in functioning of Employment Exchanges with
modern Technology.

22. IMPORTANT ACTS OF INDIAN LABOUR LAW
 The Apprentices Act – 1961
 The Payment of Wages Act -1936
 The Workmen's Compensation Act -1923
 The Factories Act -1948
 The Industrial Disputes Act – 1947
 The Employees PF & MP Act – 1952
 The Employees State Insurance Act – 1948
 The Maternity Benefit Act – 1961
 The Payment of Bonus Act – 1965
 The Payment of Gratuity Act - 1972

23. THE APPRENTICES ACT - 1961
Objective :- Promotion of New Skilled Manpower, Improvement / Refinement of old skills through theoretical & practical
training
Duties of “Apprentice” :
 The candidate is not less than 14 years of
age, & satisfies standards of “Education &
Physical Fitness” as may be prescribed.
 Duration of Training :- May vary from 6
months to 4 years depending on the trade,
as prescribed in rules.
 Has to carry out all lawful orders of
employer with contractual obligations.
 Working Hours : 42 – 48 hours/week, but
not between 10 pm to 6 am unless
approved by “Apprenticeship Advisor”.
Duties of “Employer” :
 The Apprentice appointed has to execute a ‘Contract of Apprenticeship’
with the Employer, registered with Apprenticeship Adviser. If Apprentice
is Minor, Agreement should be signed by his Guardian.
 Leaves :- Casual Leave – 12 days, Medical Leave – 15 days &
Extraordinary Leave – 10 days each year.
 The “Employer” must provide the Training in his Trade, & ensure that a
duly qualified person is in charge to carry out all Legal Contractual
ObligationsMinimum Payment to Apprentice (w.e.f. 23rd Mar 2011)
Graduate Apprentices 3560/- p.m.
Sandwich Course (Students from Degree Inst.) 2530/- p.m.
Technician Apprentices 2530/- p.m.
Sandwich course (Students from Diploma Inst.) 2070/- p.m.
Technician (Vocational) Apprentices 1970/- p.m.

24. PAYMENT OF WAGES ACT – 1936
Objective :- A remedy against unauthorized deductions made by the “Employer” or unjustified
delay in payment of wages.
 “Wages” : all Remuneration expressed in terms of Money and include Remuneration payable
under any Award or Settlement, Overtime Wages, Wages for Holiday & any sum payable on
Termination of Employment. However, it does not include “Bonus”, value of House
Accommodation, Contribution to PF & ESI, Traveling Allowance, or Payment of Gratuity.
Applicability of the Act :-
 All Factories, Industrial Establishment,
Tramway/ Motor Transport Service engaged
in carrying Passengers or Goods. Air
Transport, Dock, or Jetty, Inland Vessel,
Mines, Quarry, Oil-Field, Plantation,
Workshop or other Establishment, etc.

25. GUIDELINES OF THE ACT :
 If the Employee strength is Less then 1000, then
Wages shall be paid before the expiry of the 07th Day
of the following month, or else, before the expiry of
the 10th Day of the following month.
 Deduction from Wages :- Deduction on Account of
Absence, Fines, Accommodation, Recovery of
Advance, Loans given, Income Tax, PF, ESI
contribution, LIC premium, amenities, by order of
Court etc. is permitted. The Maximum Deduction can
be 50% of Monthly wages which may be extended up
to 75% if deduction is partly made for payment to Co-
operative Society.
 Deduction of Fines: - The Maximum deduction as
Fines from Wages should not exceed 3% during the
same wage period. Record of Fines should be
maintain in Fine Register
 Wages can be paid on Daily, Weekly,
Fortnightly or Monthly basis, but not more than
a month. It should be paid by cash, cheque or
in employee’s bank a/c with employee’s written
authorization.
 Records Maintenance: The Employer has to
maintain Various Registers, i.e. Register of Fines,
Register of Deduction, Register of Advance,
Register of Wages, Master Roll-cum-Register of
Wages & Annual Return. The attendance of the
employee shall be marked not later than one
hour after employee starts work for the day.
 Penalty to Employer:
Conviction for any Offence & Again Guilty of
Contravention of same provision  Imprisonment not
less than 1 month, extendable up to 6 months and
fine not less than Rs.2000, extendable up to Rs.15000.

26. THE FACTORIES ACT -1948
Objective :
 To ensure the Safeguard the interest of workers and Protect them from exploitation
 The Act prescribes certain standards with regard to Safety, Welfare and Working Hours of workers, apart
from other provisions
Applicability :
 Any premises whereon 10 or more persons with the aid of power or 20 or more workers working without
aid of power, wherein Manufacturing process is being carried on.
History :
 The Factories Act 1948 was an “Act of Parliament” passed
in the “United Kingdom” by the Labour Government of
Clement Attlee, with the intention of safeguarding the
health of workers and issuing extensive new building
regulations.

27. DUTIES OF EMPLOYER
Necessary Facilities :
 The Factory should be kept Clean always. There
should be arrangement to Dispose of Wastes
and effluents.
 Reasonable temperature, pressure and humidity
for comfort of employees should be maintained.
 Adequate Lighting, Drinking Water, Latrines,
Urinals should be provided.
 Proper Ventilation for Air & Light inside the
Factory Building.
 Adequate Facilities for Washing, Sitting, Storing
of cloths during Off Working hours.
 Adequate First Aid Boxes shall be provided &
Maintained with all required medicines.
Safety Measures :
 All Machinery should be properly Fenced
 Hoists and Lifts should be in good condition &
tested periodically.
 Floor, Stairs & means of access should be of sound
construction & free from obstructions.
 Safety appliances for Eyes, Dangerous Dusts, Gas,
Fumes should be provided.
 In Case of Hazardous substances, additional safety
measures have been prescribed.
 Adequate Fire Fighting Equipment should be
available.
 Safety Officer should be appointed if number of
workers in factory are 1,000 or more.

28. GUIDELINES
Overtime Wages :-
 If a worker works beyond 09 hours a day or 48 hours a
week, overtime wages (double the rate of wages) are
payable. Overtime wages are not payable when the
worker is on tour.
 Total working hours including overtime should not
exceed 60 hours in a week and total overtime hours in a
quarter should not exceed 50 hours.
 Register of overtime should be maintained.
Annual Leave :-
 A worker having worked for 240 days @ one leave for
every 20 days accumulates leave for 30 days.
Display on Notice Board:-
 A Notice containing abstract of the Factories Act & the
rules thereunder, with Name & Address of Factories
Inspector & Certifying Surgeon in English & Regional
Language should be displayed on Notice Board.
Notice of Accidents, Diseases Etc.,:-
 Notice of Any Accident causing Disablement of more than 48 hours,
Dangerous Occurrences & any worker contacting Occupational
Disease should be informed to Factories Inspector.
Obligation Regarding Hazardous Processes:-
 Information about hazardous substances / processes should be
given. Workers and General Public in vicinity should be informed
about Dangers & Health Hazards.
 Safety Measures & Emergency plan should be ready. Safety
Committee should be appointed.
Penalties to the Employer:-
 If there is Any Contravention of any of the Provisions of this Act,
“Employer & Manager” will be Punishable with Imprisonment upto 2
years or fine upto Rs 1,00,000 or both.

29. THE INDUSTRIAL DISPUTES ACT - 1947
Definitions:
 Works Committee:- Joint Committee with equal number of Employers &
Employees’ Representatives for discussion of certain common problems.
 Conciliation :- Is an attempt by a Third Party in helping to settle the
disputes.
 Adjudication:- Labour Court, Industrial or National Tribunal to Hear &
Decide Dispute.
Objective :- Investigation & Settlement of “Industrial Disputes” between Employer & Employee, and certain other purposes
Power of Labour Court to give Appropriate Relief :-
Labour Court / Industrial Tribunal can modify the dismissal or discharge of workmen & give appropriate relief including reinstatement.
Employer has to pay last drawn wages to reinstated workman when proceedings challenging the award of his reinstatement are pending
in the higher courts.
Lay off & Payment of Compensation :-
Failure, Refusal or Inability of an Employer to Provide work Due to:- Shortage of Coal, Power or Raw Material, Accumulation of Stocks,
Breakdown of Machinery & Natural Calamity.
Notice of Change :-
In case of any change about the Conditions of Service the Employer has to give 21 days prior Notice to the Employee.

30. GUIDELINES
Prohibition of Strikes & Lock Outs:
 Without giving to the Employer Notice of Strike, within 6 weeks before Striking and 14 days of giving such
notice.
 Before the Expiry of the Date of Strike specified in any such Notice as aforesaid.
 During the Pendency of any Conciliation Proceedings before a Conciliation Officer or a Board & Seven days
after the conclusion of such proceedings.
 During the Pendency of Proceedings before a Labour Court, Industrial or National Tribunal.
 During the Pendency of Arbitration Proceedings before an Arbitrator and Two Months after the Conclusion of
such Proceedings, where a Notification has been issued.
 During any period in which a Settlement or Award is in Operation, in Respect of any of the Matters covered by
the Settlement or Award.
Retrenchment of Workmen Compensation & Conditions:
 Workman must have worked for 240 days
 Retrenchment Compensation @ 15 days’ wages for every year.
 One Month’s Notice or Wages in lieu thereof.
 Reasons for Retrenchment.
 Complying with Principle of “Last come First go”.
 Sending Form P to Labour Authorities.

31. PAYMENT OF GRATUITY ACT - 1972
The “Payment of Gratuity Act 1972” is a Social Security enactment. It is basically a “Retirement Benefit” to an Employee so, that
he / she can live life comfortably after retirement.
Objective :-
 To provide for a Scheme for the Payment of Gratuity to Employees engaged in “Factories, Mines, Oilfields, Plantations, Ports,
Railway Companies, Shops or Other Establishments”
Meaning of Gratuity:-
 Derived from the word “Gratuitous” which means ‘Gift’ or ‘Present’. “The Gratuity” is a Lump Sum Payment to Employee when
he / she retires or leaves the service. However, under the “Gratuity Act”, gratuity is payable even to an employee who resigns
after completing at least 5 years of service. In case uninterrupted continuous service of ‘04 years & 240 days’ also be consider
for Gratuity Payment.
 Eligibility for Gratuity:- “Employee” (other than Apprentice) employed on wages in any Establishment, Factory, Mine, Oilfield,
Plantation, Port, Railway Company or Shop, to do any Skilled, Semi-skilled or Unskilled, Manual, Supervisory, Technical or
Clerical work.
 Time of Gratuity Payment:- Gratuity is Payable to a Person on
(a) Resignation
(b) Termination on account of Death or Disablement due to Accident or Disease
(c) Retirement
(d) Death
Normally, Gratuity is payable only after an Employee completes Five Years of Continuous service. “In case of Death and Disablement,

32. GUIDELINES
Amount of Gratuity Payable:-
 15 days wages for every year of completed service. In the last year of service, if the employee has completed more than 6
months, it will be treated as full year for purpose of gratuity.
Gratuity = ((Last Drawn Basic Salary + DA) * 15 * Total Service Period)/26 Days
 In case of seasonal Establishment, Gratuity is Payable @ 7 days wages for each season.
 The Maximum Gratuity Limit has been raised from 3.5 lakhs to 10 lakhs. This will give advantage to both Private & Public
sector employees.
Compulsory Insurance for Gratuity Liability:-
 Every Employer has to Obtain an Insurance in the manner prescribed, for his Liability for payment towards the Gratuity under
this Act, from the Life Insurance Corporation of India established under the LIC of India Act, 1956 (31 of 1956) or any Other
prescribed Insurer of the Country.
Nomination under the Act:-
 Each Employee who has completed one year of service is required to make a nomination for the purposes of gratuity in case
of his death. There can be more than one nominee.
Forfeiture of Gratuity:-
 Gratuity can be forfeited where an employee has been terminated: (A) For any act, willful omission or negligence causing any
damage or loss to or destruction of any property belonging to the employer. (B) For riotous or disorderly conduct or any act
of violence on his part. (C) For any act which constitutes an offence involving moral turpitude, provided the offence has been
committed by him in the course of his employment.