3.4

CHAPTER FOUR – RULES & REGULATIONS

4.1.1 Historical Perspective of Labour Laws

4.1.2 Royal Commission on Labour

4.1.3 Factories Act 1948

4.2.1 National Commission on Labour 1966

4.2.2 The Second National Commission Labour 1999

4.2.3 Contemporary Scenario after Economic Reforms

4.3.1 Managerial functions of Physical Financial- resources

4.3.2 Infrastructural facilities

4.3.3 Planning & Preparation

4.4.1 Administration & Management of IC

4.4.2 Organisational Working of IC

4.4.3 Factors Responsible for successful running of an IC

4.5.1 Industrial canteens in Industrial Units in & around Pune region

4.5.2 Area-wise category-wise Types of ICs a) Urban-Rural b) Departmental

contractor-run

4.5.3 Profile of the Industrial Canteens Surveyed

CHAPTER FOUR – RULES & REGULATIONS

4- 1-1 Historical Perspective of Labour Laws

The evolution of industry was quite gradual. During the hunting stage

man lived all by himself. He used to go out for hunting and eat whatever he could find

even flesh, fish, fruits and roots of trees. He used tree bark, leaves and animal skin to

cover his body and he had no fixed residence. He than entered the pastoral stage under

which he started domesticating animals to have supply of milk, meat and skin. He lived

near the availability of grass and water for the animals. Gradually, man discovered a

new use to which land could be put. He entered the agricultural stage. He began

cultivating the land to grow food grains. Some people who did not have any work

offered to work in the fields of others. Such workers were paid in kind. The exchange

of services for goods made the background for the evolution of industry.

The three stages of pre-machine times are the primitive hunting and pastoral

stage, the agricultural stage and the handicrafts stage. The next three stages are the

stage of the merchants and craftsmen guilds the putting out stage of production and the

industrial revolution that took place between 1760 and 1820 in England. The industrial

revolution radically changed the techniques of production. James Hargreaves made

spinning genny in 1764 and Richard Arkwright introduced water frame in 1779. Many

mechanical inventions then came in quick succession such as mule spinner by

Crompton and ‘power loom’ by Cartwright. The invention of steam engine enabled

man to drive the machines by power. With the industrial revolution, capital became an

important factor of production with the technological advances; the employment in

factories rose up tremendously. Two distint classes emerged namely the capitalist class

and the working class. The workers were largely untrained, uneducated, and

unorganized and the capitalists of ‘hard grind’ nature exploited the workers and paid

lower wages, working conditions remained unhygienic. There was a total lack of

welfare measures. Children were employed in factories as shown in Oliver Twist and

David Copperfield by Charles Dickens. The factories were really “bleak houses” and

those were the “hard times”. To meet these challenges several management thinkers

like Robert Owen, Charles Babbage and Daniel C. McCallum came forward. Though

he was a factory owner, Owen introduced many social reforms and started co-operative

movement from 1800 to 1828 in Manchester and Rouchdale in England. He is known

as the father of personnel management and preached that personnel management, paid

dividends to the employers. He took active part in the introduction of British Factory

Act in 1819. Charles Babbage invented a mechanical calculator in 1822. He stressed

the division of physical and mental labours. He advocated the work measurement, cost

discrimination, and wage incentives. Daniel C. Mc Callum’s approach to run the

railways was that of system, common sense, reports and control.

Trade Unionism in India developed quite slowly because industrialization

started late in India after 1850. Textile mills in Bombay started functioning from 1851

and Jute mills in Calcutta from 1854. The railways started operations in 1853 which

facilitated the transport of labour and materials. The social workers, philanthropists and

the religious leaders were the first to take interest in organizing the factory workers. In

1875, a few philanthropists led by Sorabjee Shahpurjee Bengali started an agitation to

draw the attention of the Government towards the need of legislative measures to

protect child and women labour in particular and workers in general. In 1878, Sasipad

Bannerjee laid the foundation of Bara Bazar organization for the welfare of jute mill

workers. There is a record of a strike in Nagpur Empress Mill in 1877. The first Indian

Factories Act was passed in 1881. It was inadequate.

Narayan Meghaji Lokhandey, a disciple of Mahatma Jyotiba Phule, emerged

as the first labour leader in India. He worked as a storekeeper in a textile mill and

devoted his whole life to the cause of labour movement. He presented a memorandum

signed by 5300 workers and presented it to the Factory Commission appointed in 1884.

Another Factory Commission of which Sorabjee Shahpurjee Bengali was a member

was appointed in 1890. Shri N. M. Lokandey now presented to this Commission a

memorandum of 17,000 signatures by as many workers. The Indian Factory Act 1891

was passed that made the provision of 11 hours a day for women with a break of 90

minutes and raising of the age of children employed. The Factory Act, 1911 reduced

the hours of work for men and children workers.

The First World War and the Russian Revolution of 1917 affected the labour

movement. International Labour Organization (ILO) was set up in 1919.Trade Unions

Act was enacted in 1928. The credit of forming the first industrial union goes to B.P.

Wadia, the assistant editor of Annie Beasant’s weekly New India and the founder of the

Textile labour Union in Madras in 1918, Mahatma Gandhi, in Ahmedabad, led the

strike of weavers and spinners in 1920 and turned it in to a Satyagrah

4 – 1- 2 Royal Commission on Labour

The Government of India during the pre Independence period pursued a

policy of reform and repression in the matters related to labour conditions in the

colonial days. The Government appointed in 1928 the Royal Commission on Labour

with H. H. Whitley as the chairman and N. M. Joshi and Dewan Chaman Lal as

members. The terms of reference of the commission were: To enquire into and report

on the existing of labour in industrial undertakings and plantations in British India on

the health, efficiency, and the standard of living of the workers and on the relations

between employers and to make recommendations. The report of the Royal

Commission on Labour came out in 1931. It is considered a monumental work. The

recommendations of the Royal Commission were generally progressive. Not much was

immediately done to give effect to those recommendations in view of the circumstances

prevailing at that time.

One of the recommendations of the Royal Commission was to make the

appointment of the Labour Officers in order to establish liaison with employers and to

ensure that they followed sound recruitment practices. These officers were expected to

ensure that employees were provided good working conditions, canteen facilities for

meals, fair price shops, recreation, medical, and housing facilities etc. It was as early as

1931 that the Report of the Royal Commission on Labour recommended the provision

of a canteen facility to the industrial workers.

The Royal Commission on Labour in its report found that labourers do

not migrate to the city for its attractions or a better way of life. It was found that

economic pressure in the village forced them to move to the city. Almost after more

than 75 years later, the findings are found to be relevant in the 21stcentury. Few

industrial workers would remain in industry if they could secure significant food and

clothing in the village. They are pushed and not pulled to the city. The migration of

rural population towards big cities continues even to day. The Second Would War, the

Quit India movement and other circumstances led to the steep rise in prices of

commodities and the scarcity of essentials. Conciliation Board was appointed in 1940

to go into the demand of dearness allowance raised by the textile and also by the

railway employees In the year 1942, the Government decided to set up a tripartite

machinery as a national counterpart of the International Labour Organization for

discussion on labour matters. The first Indian Labour Conference was held in August

1942. In the field of labour legislation in India, Trade Union Act, (Amendment) 1947,

the Industrial Employment (Standing orders) Act 1946, the Bombay Industrial

Relations Act, 1946 and the Industrial Disputes Bill 1947 were passed.

4 – 1 – 3 Factories Act 1948

The Factories Act 1948 covers the obligation of employers regarding the

comfort and welfare facilities of staff. This Act applies to all establishments employing

more than 10 workers and using power in its operations. It also applies to the premises

where 20 or more employees work, even if no electricity is used. It does not apply to

premises operated by self employed person or their families.

The Factories Act 1948 and amended in 1976 expects all employers to provide

minimum safeguards for safety, health, and welfare of people at work. To fulfill the

conditions laid down by the Act every owner or manager of a catering establishment

must look after those aspects concerned with welfare of employees. The provision of

welfare by an employer usually includes. (a) washing facilities for staff with toilets and

rest rooms (b) first aid facilities (c) paid annual leave (d) uniforms including footwear

that is comfortable for work (e) working hours not exceeding 10 ½ hours a day

including rest periods per week and (f) paid annual leave of one month’s salary for

every year of service for permanent employees. The Employee State Insurance (ESI)

Act 1948 also takes care of the provision of benefits to employees which are financed

from contributions of employees, employers and the state. Canteen facilities and meals

at subsidized rates are to be provided in the establishment in which more than 250

employees are employed. Housing facilities or house rent allowance is to be given,

Finanical and legal services involve credit and loan facilities, some establishments set

up a scheme for the benefit of employees for purchase of items, Recreational activities

such as music on radios or cassettes and other indoor activities are provided.

The Factories Act lays down conditions to safeguard the health and safety of

people at work. In order to the conform to the Act employers are liable to provide an

environment which does not in any way affect adversely the health of any person or

injure or disable him in any way. It is necessary to guarantee a healthy environment,

proper waste disposal, proper ventilation, lighting, clean drinking water, washing and

toilet facilities, good safety policy, fire fighting equipment, and pest control. The

Industrial Disputes Act. 1917 makes provision for good working relations.

The Factories Act 1948 is a piece of social welfare legislation governing

working conditions of people in factories. The legislation covers industrial canteens,

commercial food services irrespective of their size or nature. The Minimum Wages Act

1948, Employees State Insurance Act 1948, The Employees PF Act 1952, Payment of

Bonus Act 1956, and amended in 1965, 72, 73, and Employees Family Pension Act

1971 and amended in 1973 and Payment of Gratuity Act 1973 are other legislative

measures to provide welfare facilities to workers.

The Factories Act of 1948 replaced all previous legislation on labour welfare. It

brought in many new concepts and may be considered as an important Milestone in

factory legislation. The main provisions of the Act of 1948 are -

(i) provisions regarding safety, guarding of machines, (ii) Provisions regarding health

and cleanliness, (iii) Drinking water, (iv) washing and latrine facilities, (v) Lunch

rooms and rest rooms, (vi) Sitting arrangements, (vii) First aid and dispensary facilities

in 811 factories employing more than 500 workmen, (viii) Crèches where more than 50

women are employed, (ix) Welfare Officer where more than 500 workmen are

employed (x) Provision of spittoons, (xi) Holidays with wages at the rate of one day for

every 20 days worked, (xii) Weekly hours 48 for adults and 27 for younger persons,

(xiii) Regulations regarding young persons (xiv) Rate of payment for overtime work,

(xv) Rest for half an hour after maximum of 5 hours of work, (xvi) Number of hours of

work, and (xvii) Weekly holiday.

This Act is applicable to all factories employing 10 persons or more when it

uses power and 20 persons where no power is used. However, it does not cover mines,

for which separate legislation was enacted. It also covers factories working seasonally.

The power and responsibilities of the owner/ manager of a factory and those of factory

inspectors have been elaborately specified in the Act.

It has been observed over the last sixty years that the leadership of the labour

welfare movement has increasingly passed into the hands of the government and guided

by the possibility of higher labour productivity, private employers too have done

commendable work in this field. Educational and recreational facilities, supplementary

medical care, fair price shops, housing, training facilities, etc. are now generally

provided by the enterprises run by older and well – known industrialists.

There are two streams in the development of labour welfare movement. One a

movement through voluntary effort to develop programmes with a view to minimizing

hardship, and the outlet of an agitation movement for better legislation. The movement

that began as a voluntary effort has now come to a stage where the prime motivation

comes from the state. The government is now playing triple roles that of legislator,

administrator and promoter. Because of certain inherent inadequacies, trade unions

have not generally been able to pay much attention to this movement. It must, however,

be stated that some trade unions have organized good programmes especially in

Ahmedabad, Indore, and Jamshedpur.

The Indian Constitution makes a specific mention of the duties which the state

owes to labour. It may be pointed out that, apart from the Factories Act of 1948, the

Government of India also passed the welfare Act known as the Employees’ State

Insurance Act, which provides for benefits to workers in the event of sickness,

maternity and employment injury in the form of paid sick leave, hospitalization, etc.

About this time, the Plantation Labour Act, 1951 was also passed and was made

applicable to coffee, tea, rubber and cinchona plantations. A similar Act for the mining

industry was enacted in 1952.

Feeding Facilities

Mess rooms are an elementary feeding facility where with a few chairs and

tables and in some cases lockers, workers can sit and eat in comfort the food they have

brought from home. Presently, greater and increasing importance is attached to the

provision of industrial canteens all over the world. An industrial canteen is a structure

at the place of work in which wholesome food and drinks are provided to the workers at

subsidized rates. A mobile Van, called the mobile canteen, from which food and drinks

are served to workers near the work spot is sometime provided, which offers facilities

to workers for light refreshments such as tea and snacks.

After the Second World War, as a result of war – time experience, the

contribution of proper nutritious and balanced diet to the health and efficiency of

workers has come to be increasingly recognized. As early as 1946, the Labour

Investigation Committee stated the main objectives of a workers’ canteen. It said “ The

workers canteen is increasingly recognized all over the world as an essential part of the

industrial establishment, providing undeniable benefits from the point of view of health,

efficiency and well – being. To introduce an element of nutritional balance into the

otherwise deficient and unbalanced diet of the worker, to provide cheap and clean food

and an opportunity to relax in comfort near the place of work, to save time and trouble

to workers on account of exhausting journeys to and from work after long hours in the

factory, these are some of the objects of an industrial canteen.”

According to the Factories Act 1948, every factory employing 150 or more

workers should provide a lunch room, with provision of drinking water, to enable

workers to eat the meals brought by them, and where over 250 or more workers are

employed, there should be a canteen or canteens and a bipartite canteen committee. The

rules may prescribe the date by which such canteen shall be provided, the standard of

construction, furniture, equipment, and food stuffs to be served and charges thereof.

The Mines Act of 1952 states that the mines in which the number of workers is 50 or

more should provide suitable shelters where workers may have their meals, and where

250 persons or more are employed the mines should provide canteens. The Act

provided that a group of mines may have a common canteen. The Motor Transport

Workers Act.1961

and the Plantation Labour Act state that every unit should have a canteen if more than

100 or 50 workers are employed.

The standard in a canteen varies from unit to unit. The bigger undertakings and

the more enlightened managements in the private and public sectors have provided

modern clean canteens with up – to date equipment such as electric cookers.

Unfortunately, however in most of the smaller and medium – sized undertakings,

canteens are not properly organized or maintained. Very often, managements pass on

the responsibility of running the canteen to contractors who are more interested in

profits than the welfare of workers. In the circumstances, food is neither cheap nor

nutritious, and the environment is far from clean. Further, though the quality of

nutrition is closely related to efficiency and the rate of economic growth, particularly in

developing countries, the annual administration report for Bombay in 1957 stated that

“It can be said that very few canteen managements give thought to the nutritional value

of the food supplied to workers.”

In fulfilling the objectives of an industrial canteen, several points of importance

should be borne in mind. In the first place, it should be run on a non-profit basis. The

canteen has to be roomy, clean, bright and well placed in the factory, and should have a

comfortable and friendly atmosphere. The food supplied should be adequate and of

good quality.

The office of the Central Inspector of Industrial Canteens was created in 1947 to

assist employers in establishing proper canteens and in effecting improvements in them.

The Government of Bombay made some rules in 1950 under the Factories Act, 1948,

which provide that the prices to be charged in canteens should be fixed on a non- profit

basis and should exclude rent for land and building, interest on the provision and

maintenance of furniture and equipment, depreciation charges and electric charges.

These rules also state that the plan of canteen buildings must be approved by the Chief

Inspector of Factories. The standard of accommodation, hygienic and construction

standards and also the minimum space required have all been laid down in the rules.

There are three ways in which industrial canteens may be administered

(i)Directly by the employers, (ii)By a contractor, and (iii) By a cooperative society of

workers. The statutory provisions regarding canteen services place the responsibility

for management squarely on the employer.

Keeping all these in mind, the National Commission on Labour, 1966, made various

suggestions regarding canteen services, which were elaborated by the Malaviya

committee on Labour Welfare in 1969. These have been summarized below:

(i) The present employment limit for compulsorily making the

employers provide a canteen need not be revised, but any unit, even

if it employs a smaller number of employees, when confronted with

an established demand for a canteen, should provide one and let the

workers themselves run it on a cooperative basis.

(ii) The need for a formal government notification may be dispensed

with and the employers should automatically provide a canteen when

the number of workers reaches the statutory limit in any

establishment.

(iii) Exemption from the provision of a canteen should be given not as a

matter of course, but only for a specified period at the most a year

and that too when it is absolutely necessary to do so.

(iv) Canteen should preferably be run by the workers themselves on co –

operative lines, supported and subsidized by the management in

respect of accommodation, fuel, light, furniture, utensil, etc.

(v) Through suitable amendments in the Payment of Wages Act 1935,

credit purchases should be allowed and the amount recovered later

from the workers wages,

(vi) For the benefit of workers in industries in distant and interior areas,

mobile canteen facility should be made available.

(vii) At least one balanced and nutritious meal should be provided to

workers in a factory or a mine.

(viii) A joint canteen service by small employers should be authorized in

the same locality and if necessary, the Act should be amended for

the purpose.

(ix) Both the management and the workers organization should take

active and effective interest in this welfare service. Tripartite bodies

should be constituted to ensure that canteens are run properly and

effectively.

(x) The state Government should ensure an effective implementation of

these provisions.

However in India, some practical difficulties have been encountered

in the running of an industrial canteen such as the grouping of

vegetarians and non- vegetarians of different castes and sub- castes,

each having different customs, the grouping too, and the workers

practising different religions and having varying tastes.

Shelters, Rest Rooms and Lunch Rooms

Every factory employing more than 150 workers must provide adequate and

suitable shelters or rest rooms and a lunch room, with provision for drinking water

where workers can eat meals brought by them. But in case a canteen is maintained in

accordance with the provision of Section 46 it will be regarded as part of this

requirement. If a lunch room exists no worker will be allowed to eat food in the work –

room. These are to be sufficiently lighted and ventilated and to be maintained in a cool

and clean condition. The state government may prescribe the standards in respect of

construction, accommodation, furniture, and other equipment for shelters, rest room

and lunch room.

Canteen

The Royal Commission on Labour and the Labour Investigation Committee have

laid considerable emphasis on the provision of canteen at the work place. The

observation of the Labour Investigation Committee is : “The workers canteen is

increasingly recognized all over the world as an essential part of the industrial

establishment, providing undeniable benefits from the point of view of health,

efficiency and well-being.” The I.L.O. recommendation No.102 adopted in 1956 in

its 39th

session gave further impetus to the establishment and improvement in the

existing canteens in factory establishments in the various countries of the world. In

most of the developed countries, canteens have already become an established

feature of industrial life. In many countries, canteens have been set up under statute

and in some others through the efforts of workers and collective negotiation

between the management and the workers. In most of the developing countries,

legislation empowers the competent authorities to ensure the setting up of canteens

in all undertakings employing more than a stipulated number of workers.

Different statutory requirements for provision of canteens for the use of the workers are

as follows :

According to section 46 of the Factories Act a state government may make rules for

provision of canteen by the occupier in any specified factory wherein more than 250

workers are ordinarily employed. Rules 79 to 85 of the Maharashtra Factories Rules,

1963 deal with canteens. The Inspectorate notifies all factories employing 250workers

or more to provide canteens and it is left to any individual unit, to justify and seek

relaxation, if any from the government. As per the rules the canteen building is to be

constructed in accordance with the plans approved by the Chief Inspector of Factories

and must accommodate at least a dining hall, kitchen, store room, pantry and washing

place separately for men and women. The dining hall of the canteen must have

accommodation for at least 35 percent of the workers at a time. However the state

government may alter the percentage of workers to be partitioned and reserved for

women workers. Sufficient chairs, tables, stools, benches, utensils, crockery, cutlery

and other necessary equipments must be provided for efficient running of the canteen.

Where the canteen is managed by a Co-operative Society registered or deemed

to be registered under the Maharashtra Cooperative Society’s Act, 1960, the occupier

has to provide the initial equipment for the same. The price list of foodstuff beverages,

and any other item served in the canteen must be conspicuously displayed. All books of

accounts,registers and any other document used in connection with the running of the

canteen must be produced on demand to an Inspector. The accounts pertaining to the

canteen are to be audited once in every 12 months by registered accountants and

auditors, and the balance sheet prepared by the said auditors is to be submitted to the

Canteen Managing Committee. The Canteen Managing Committee, which consists of

equal representatives of employers and the employees will decide regarding the quality

and the quantity of foodstuffs to be served in the canteen, the arrangement of menus,

times of meals in the canteen and on any other matter pertaining to its administration.

The employer is not required to constitute such a committee in case the canteen is being

run by the co-operative Society. The Chief Inspector may, by an order in writing, direct

the manager to provide in the canteen any item of foodstuffs if he is satisfied that such

item is in general demand. Food drink and other items served in the canteen are to be

sold on no profit basis.

Under Section 394 of the Bombay Municipal Corporation Act, 1888 a

municipal licence for the eating house is necessary. Industrial canteens are licensable as

catering establishments and the conditions of licence applicable to the canteen are the

same as applicable to an eating house. Since a canteen is a catering establishment, a

licence is necessary under the aforesaid section even if it is not conducted with profit

motive or no members of public are entertained. Under Section 394 of the Bombay

Municipal Corporation (Amendment) Act, 1962 a from of application for licence is

prescribed for various commodities and trades in Schedule M of the Act. The rules and

regulations of Food Acts are applicable to the industrial canteens.

The canteens could be broadly divided into three types : In the first type, we

may include canteens orgainsed and administered directly by the employer. In such

canteens the staff is appointed by the employer and paid from the factory fund. They

enjoy all other benefits as are admissible to other factory employees. The second types

of canteens are those run by the contractors who are in charge of appointment and

supervision of the canteen staff. The necessary payment to the staff is also made by

them. Obviously, the intention of the contractor will be to make profits. The employers

normally entrust the canteens to the contractors to get rid of some of the problems and

also to free themselves from certain statutory liabilities. In the third category are

included canteens run on co-operative basis. Here the employees with or without the

assistance of the employer take upon themselves the responsibility of administering a

canteen. However, the union co-operation is vital for successful running of canteens on

co-operative lines.

The Committee on Labour Welfare recommended the following measures for

improvement in the canteen service:

a) The canteen should preferably be run by workers on co- operative basis and

employers and the state government should give necessary encouragement

for this purpose. The management / employers should provide canteen

facility even in establishment employing less than the prescribed limit of

workers, if a request is made by them on this behalf and the workers agree

to run the canteen on co- operative basis.

b) Both managements and the workers’ organizations should take active

interest in the running of the canteens. Triparite bodies should be constituted

to ensure that the canteens are run properly and are popular with the workers.

c) It is necessary that the spirit behind the provision of canteens be borne in

mind by the employers. They should take due interest in providing eatables

of requisite standards and nutritive value to the workers employed in their

establishments and should not view the provision of canteens as a routine

statutory obligation to be fulfilled somehow.

d) Credit facilities should be provided to the employees making use of the

canteen services. For this purpose, it is also necessary that the Payment of

Wages Act 1936 should be suitably amended so as to include deductions for

credit to workers in respect of purchases made from the canteen.

e) To mitigate the hardships of workers in small factories including those in

industrial estates, the competent authority should be authorized to permit

joint service by small employers situated in the same area/ industrial estates

and, if necessary amendments to the existing provisions of the Act should be

made for setting up of joint canteens.

f) The canteen should be situated in a clean and hygienic place, and its kitchen,

counter as well as the eating place should be maintained in clean and

healthy conditions, free from flies, dust and dirt. The welfare personnel of

the establishment, the union leaders and the more literate and enlightened

workers should ensure that the workers who take advantage of this service,

appreciate the value and importance of a clean and hygienic canteen service.

The National Commission on Labour observed that : (a) even after years of

development, canteen and rest shelters have not received adequate attention from

management, (b) the present employment limit for requiring employer to set up a

canteen compulsorily should be brought down to 200 in units where there is an

established demand for a canteen from a majority of workers, (c) it should be

automatically obligatory for the employer to provide a canteen whenever the

employment exceeds the prescribed limit. The need for notifying the establishment

should be done away with, (d) establishments which operate over a wide area should

consider the running of a mobile canteen, (e) canteens should provide at least one

balanced meal a day, and (f) workers should preferably run the canteens themselves on

a co- operative basis, in any case they should be associated with canteen management.

Wherever canteens are run on co-operative basis, employers should give subsidies in

the shape of free accommodation, fuel and light, utensils, and furniture

4-2-1 National Commission on Labour 1966

The National Commission on Labour (NCL) was set up in 1966 to study the industrial

relations situation in the country and to make recommendations for improvement. The

recommendations of the National Commission on Labour had far reaching implications

on labour policy in different fields. The National Commission on labour submitted its

report in 1969. It has observed that the concern of the state in labour matter emanates

from its obligations to safeguard the interest of workers and employees so as to ensure

the social welfare facilities at a reasonable price. Its involvement in the process is

determined by the level of social and economic advances. In India the polices on

industrial relations are influenced by the Constitution of India, the instruments of ILO

and the policies on industrial relations announced. The reports and recommendations of

inquiry such as the Royal Commission on Labour, the National Commission on Labour,

Rural Reforms committee are useful for providing inputs in shaping government

policies.

In a democratic set up industrial relations polices are shaped by basic

philosophy for governance of the people based on human values for freedom and

human rights. In India the state and central government endeavors to correct through

effective industrial relation an imbalanced, disordered, and maladjusted social and

economic order with a view to reshaping the complex socio – economic relationships

following technological and economic progress. In the process it protects some and

restrains others depending on the situation. Government intervention in India becomes

necessary in view of alarming industrial unrest, poor conditions of work and workers

and lack of strong trade union movement. The Directive Principles of the Indian

Constitution require the Government to intervene in industry to safeguard the interest of

the working class and to increase productivity. Certain laws applicable throughout the

country such as the Plantations Labour Act 1952, the Minimum Wages Act 1948, the

Payment of Bonus Act 1965, The Contract Labour Act 1970, the Payment of Gratuity

Act 1972, The Bonded Labour (Abolition) Act 1975 and the Equal Remuneration Act

1976 have been enacted to protect the economic and social interests of the working

class. Labour policy during all the Eleven Five Year Plans is related to the well – being

of the working class.

The National commission on Labour (NCL) was set up in 1966 to study the

industrial relations situation in the country and to make recommendations for

improvement. The report came out in 1969. The recommendations include the

categorization by NCL of industries as essential and non essential for the purpose of

strikes and lockouts. The NCL recommended the constitution of Industrial Relations

Commission on permanent basis both at the state level and the centre for adjudication

in industrial disputes, conciliation, and certification of unions. It laid down the

procedure for the settlement of disputes and for the recognition of trade unions. The

strengthening of trade unions, the strengthening of collective bargaining, statutory

formulation of grievance procedure are the other major recommendations of the first

National Commission on Labour. The first National commission on labour was

constituted on 24 – 12 – 1966 which sublimated its report in August 1969 after a

detailed examination of all aspects of labour problems both in the organized and

unorganized sectors.

4-2-2 The Second National Commission on Labour 1999

After the submission of the report of the first NCL in 1969, a lot of changes have taken

place in the last century in techonology, social, economic, politico – legal, and in

international environment of industry. The initiation of several economic reforms

during the 1990s, further necessitated a review of industrial relations scenario, labour

laws and other related matters and bring the desired changes to deal with the challenges

of future. The need for setting up of the Second National Commission on Labour was

felt. During the period of three decades since the setting up of the first National

Commission on Labour there has been an increase in the number of workforce and

other factors due to the growing pace of industrialization. After the implementation of

new economic policy in 1991, changes have taken place in the economic environment

of the country which have in turn brought about radical changes in the domestic

industrial climate and labour market. Changes have occurred at the work places like

character of employment, changes in hours of work, and overall change in the scenario

of industrial relations. These changes have resulted in uncertainties in the labour market

requiring a new look to the labour laws. In the light of the above position, the

government resolved on 15 -10-1999 to set up the second National Commission on

Labour so that a high powered body could dispassionately look into these aspects and

suggest appropriate changes in the labour legislation and labour policy. With this

background the central Government set up the second National Commission on Labour

in 1999 under the chairmanship of Ravindra Varma. The commission was entrusted to

suggest, among other things, rationalization of the existing labour laws in the organized

sector so as to make them more relevant in the changing economic conditions under the

impact of globalization.

It is a well acknowledged fact that both foreign investment and export growth

are being constrained by the existing labour laws which do not allow any room for a

direct linkage between increase in wages and productivity growth. The existing labour

laws are so inflexible that employers are reluctant to hire labour because they would not

be able to fire surplus labour in the future. Unless the labour laws are changed higher

manufacturing growth will not automatically result in greater employment. They will

be constrained to undertake downsizing or restructuring for fear of trouble from the

trade unions. Thus a thorough review of the provisions of the Industrial Disputes Act

and other labour legislations is called for in order to impart greater flexibility to the

labour market and thereby encourage more employment and attract larger amounts of

foreign investment.

The second National Commission on Labour was expected to formulate an

umbrella law to ensure protection to workers in the unorganized sector which in the

absence of growth in job opportunities in the organized sector, is expanding at a rapid

pace, absorbing school dropouts, women, and children. It is of the utmost importance to

look after the welfare and interests of the 32 crore workers in the unorganized sector

because they are often made to suffer silently. They are not always paid minimum

wages and even their low salaries are not paid on time besides being subject to

deduction by way of commissions to middlemen.

The terms of reference of the second National Commission on Labour are (a) to

suggest rationalization of existing laws relating to labour in the organized sector and (b)

to suggest an umbrella legislation for ensuring a minimum level of protection to the

workers in the unorganized sector. The commission took into account (i) follow up

implications of its recommendations (ii) The emerging economic environment

involving rapid technological changes requiring response in terms of change in

methods, timing and conditions of work in industry, trade and services, globalization of

economy, liberalization of trade and industry and emphasis on international

competitiveness and the need for bringing the existing laws in tune with the future

labour market needs and demands (iii) The minimum level of Labour protection and

welfare measure and the basic institutional frame work for ensuring the same and (iv)

improving the effectiveness of measures relating to social security, occupational health

and safety, minimum wages and linkage of wages with productivity, and in particular

the safeguards and facilities required for women and handicapped persons in

employment. The second National Commission on Labour submitted its report to the

Government in July 2002.

4-2 -3 Contemporary Scenario after Economic Reforms

During the last decade significant changes have taken place in the social

economic, technological and political environment of Indian trade, commerce and

industry. The recent spate of changes in the economies of the world by the

establishment of World Trade organization (WTO) the GATT pact, the rise in

privatization, economic liberalization and shift towards globalization have brought

many opportunities and threats in the modern industrial organizations. The Industrial

relations (IR) and Human Resource (HR) professions can not ignore these changing

emerging trends in the industrial environment. It is imperative need of the present to

design and execute innovative mechanisms of developing skills and competencies of

human resources to prepare them to accept the emerging new challenges. The

revolution in information technology, the need to build up ‘knowledge capital’

advances in technology making present skills and techniques outdated, development of

new technologies like biotechnology, nanotechnology and others, tough competition

from multi-national corporations, flow of goods and services, changing profile of

workforce, mergers and acquisitions of industries globally, and outsourcing various

services like house- keeping security, gardening and paraclinical. The outsourcing of

canteen facilities has emerged as a recent trend in industrial units. These changes have

made a tremendous impact on the tasks of future industrial relations managers who will

have to act as change agents and change facilitators. The focus of management is

changing from one of managing the worker to that of managing work. The

organizations have realized that human resources is the greatest asset and policies like

competence building, job rotation are being adopted to develop efficiency of the

workers.

Globalization has integrated the Indian economy with the international economy

and the Indian economy and industry is affected by whatever happens in the other

economies of the world as recent developments have demonstrated. Recent changes in

workforce profile indicate increase in educational level of the workers changes in skill

levels in sectors like IT, BT, Pharmacy and sense of modernization, knowledge worker

status and multi skilled proficiency. In the wake of advanced technology, old jobs are

getting redundant and new jobs are being created. There is a likelihood of greater

interference of Government channels in business in the near future to safeguard the

interests of workers, consumers and the public general. Many changes are taking place

in the legal framework within which the industrial relations system in the country is

now functioning. This is now and would remain in future a major challenge for the

industrial relations executive. The government has enacted various legislations but their

due implementation needs to be looked into. The role of non – government

organizations will be substantial in making available to the workers the provision of

social services. There are clear indications that the trade unions are fast losing their

importance. A significant recent trend is the emergence of and dominance of global

capitalism in the form of multi national corporations which demand efficiency and

effectiveness at every level of operation and management. Low wages have been a

source of perennial problem and have been a source of industrial dispute in spite of the

existence of Payment of Wages Act and Minimum Wages Act in the statute books.

Employment of women is a major problem. Various labour laws would be beneficial to

the workers if implemented properly. There is law against child labour but instances of

violation of law as that of Sivakasi disaster are found. The sheer number of labour

legislations in India is too large but mere making of laws does not solve the basic

problem.

It is necessary to adopt a fresh perspective on the thinking, beliefs, philosophy

and value systems of work environment. Work place reforms are needed. The culture of

tripartism needs to be encouraged and strenghtened. It is likely that the kitchens will

become smaller and service areas larger. Storing will be more compact. Better

equipment will be designed with a view to provide more safety, comfort and

convenience. Food preparation will shift from traditional methods to fast processes.

Menu planning will be modified to suit changing tastes and circumstances.

Computerization will increase. It will become obligatory to pay attention to hygiene,

sanitation and safety. Catering managers will need to keep in touch with technological,

economic, and legal developments. They have to be competent in their tasks and the

winners will be those who can foresee a change in the trends well in time to respond to

them first.

4-3-1 Managerial Functions of Physical Financial and Personal Resources

Physical, Financial and Human resources are required for the production and

service of food in a canteen establishment. For a number of reasons, all these resources

are always limited and therefore it is clear that these resources need to be utilized to

their maximum so as the resource can be increased indefinitely. Resources by their

mere presence cannot lead to the success of a food service but they need to be nurtured

and skilfully utilized through imaginative and innovative management techniques. The

environment is fast changing all the time, managers are required to keep pace with the

new challenges. Therefore management skills have become the most important

resources today for any and every establishment including an industrial canteen. If this

resource of management skill is well developed all others can be utilized to their fullest

advantage. Capital in the form of money supply, space, materials, equipment, staff,

personnel, time, energy and procedures are the eight important resources required for

any establishment. Space, materials, equipment, time, energy and procedures are

physical resources, while capital is the financial and staff is the personnel resource. The

same can be shown below.

RESOURCES

Physical Capital Staff

Basic Materials Financial

Personnel

Space Time Energy Materials Equipment Procedure

The three basic fundamentals or infrastructural resources are space, time and energy.

(I) Space

Space is the most expensive and the most limited resource. It is necessary to

utilize every square centimetre available in the most effective manner. Space for

canteen-like establishment should have adequate space for work areas such as the store,

the kitchen, the service area and the administrative block. The environment should be

comfortable and suitable for all the requirements of a catering establishment with

sufficient area for equipment placed in such a way to establish smooth work flow.

(II) Time

It is necessary in a catering establishment like an industrial canteen to perform

all the activities in a restricted period of time. In the catering establishment where food

has to be served at particular times, the pressures build up for staff in kitchens, service

and clearing areas from time to time. There are peaks of working schedules and flat

areas of less work and so in catering operations, this valuable resource-the time-gets

wasted at different points of production and service cycle. It will be advisable to

maintain a diary of time log for each person’s work. Time is that factor which is

equally distributed to all people that is 24 hours a day irrespective of the educational

background, skills and the nature of job of the workers. Through a critical analysis of

production service and management style it is possible to control time wasting activities.

This valuable resource of time then can be used for constructive, planned action and

achievement.

(III) Energy

Energy includes the fuel resources and the energy of human efforts. Today the

situation is one of high prices, shortages and sometimes even non-availability both in

the case of fuels and the energy from human efforts through the skills of workers. Good

utilization of fuel is needed and so it is essential to save fuel in kitchens and service

areas. It is necessary to initiate use of thermostats, use of automatic switch-off cooking

equipment and other means. It is for each individual establishment to find ways and

means to make the optimum utilization of this resource of energy of fuels and of energy

of human efforts.

(IV) Materials

The materials used in a catering establishment are food materials, linen and

kitchen cloth materials and clearing materials. Fruits, vegetables, milk, eggs and meat

etc. are perishable materials. In addition to these, a wide variety of processed and

packaged foods may be needed. Food materials are best utilized when loss is prevented

during receiving, storage, preparation, cooking service and clearing. Multipurpose

cleaners are cheaper to buy and easier to use. The maximum utility of cleaning

materials lies in establishing correct methods of cleaning, choosing simple, familiar,

low cost equipment, using multipurpose detergents and avoiding wastage. Linen

includes kitchen cloths, duster and table linen. Use of table linen is fast being replaced

by easy clean materials or disposables.

(V) Equipment

The factors for the selection of equipment in relation to individual food service

requirements are size, use, price, ease of installation and operation, safety, economy

and related factors. Menu patterns greatly affect the serving equipment to be selected.

Its selection needs to be carefully planned to provide menu flexibilities. Equipment

property should reduce the drudgery of routine jobs, catering policy in being inflenced

by greater mechanization, simplified operation and increased use of convenience foods.

(VI) Procedures

Procedures are the methods followed in performing tasks, correct procedures for

every job should be followed. Results in terms of consistency of quality, quantity, time

and energy consumption should be obtained. Collecting all equipment, amount of water

for cooking, use of labour saving devices, minimum use of utensils are some of the

measures to follow correct procedures in canteens.

(VII) Capital-money-financial resources

Money is required to be invested and spent in order to acquire other resources.

The methods by which an entrepreneur can raise money are more important before the

consideration of the utilization aspect. Loans from nationalized banks or government

finances are available to raise capital at low interest rates. Hire purchase instalments

can be of maximum benefit in raising financial resources. Suitability, economy,

flexibility, durability, efficiency and safety should be taken into account in spending the

capital resources.

(VIII) Personnel-Staff-Human Resources

The skills and motivations of the staff make the canteen establishment succeed.

Managers need to motivate their human resources to an extent that will make people

perform their best. The basic conditions of comfort need to be provided at work

because social factors affect worker behaviour and attitudes. Adequate salaries,

employee welfare schemes, creating a sense of belonging and similar measures will

bring the best out of the staff. Creating a good work environment and social interaction

among the members of the staff, results in higher productivity. Managing staff well

means being one with them and yet not interfering in their work.Effective management

is effective utilization of resources through good planning, organisation and control.

4-3-2 Infrastructural Facilities: Site, Construction, Space, Seating Arrangement,

Furniture, Water, Electricity, Fuel, Equipment, Security

SITE

The site of an industrial canteen is generally the space assigned to it by the

industrial unit. If it is centrally located on the premises of the plant, it is convenient for

the workers to visit the canteen during the timings specified to that purpose.

CONSTRUCTION

The construction of the structure of the canteen depends on the policy

guidelines about their infrastructural facility as determined by the management of the

individual canteen establishment.

SPACE

The space that a catering establishment like an industrial canteen requires is for

storing, cooking, serving and clearing as these tasks in the same sequence need to be

performed there. The storing space should be given pest control treatment. The kitchen

space should have proper ventilation. The serving should be sufficient for the size of

the canteen which depends on the number of workforce and the clearing space should

have adequate facilities.

SEATING ARRANGEMENT

The provision for the seating arrangement is to be made by the parent unit

where the canteen is established. The arrangement should be such that the consumers

are protected from weather conditions of all the seasons. The cleanliness ought to be

maintained. Airy premises are suitable.

FURNITURE

The furniture should be provided by the management of the industrial unit to

those who are entrusted with the task of running an industrial canteen. The utility and

suitability should be the deciding factor in respect of the use of furniture in the canteen.

WATER

The provision of clean and pure drinking water is essential for cooking purposes.

It must be seen that the hardness of water is removed before its use in the canteen.

Adequate supply of water should be made for all other purposes required in the canteen.

ELECTRICITY:

Power consumption has become a necessity these days and therefore

uninterrupted power supply of electricity, of necessary voltage should be made in the

canteen. Many equipments and storing devices need electricity and its guaranteed

supply must be made available if required through gen sets.

FUEL

It is possible to use diesel burners or electric hot plates in some canteens. The

fuel needs of most of the canteens are to be met by the LPG gas cylinders or the LPG

piped connection, wherever available.

EQUIPMENT

Mixers, Grinders, Refrigerators and Deep Freezers are considered to be the

most essential equipments in almost all the canteens. It is desirable to make use of other

automatic and uptodate equipments for cooking, holding and storing purposes.

HYGIENE:

Hygienic environment in the preparation and production of food items is

obligatory. Nothing that will cause health hazards can be tolerated in the times when

everybody has become conscious of the value of hygienic food.

SANITATION:

The infrastructural facilities have now recognised the position of sanitary

arrangements in work places and in welfare centers like the industrial canteens.

Sufficient arrangements for sanitation units such as urinals, toilets, bath rooms, wash

basins and disinfectants at all such points need to be made in such establishments.

SECURITY

The security arrangements for the entire premises and in particular for the

canteen space should be made. Entry should be checked at such places and unauthorsed

individuals should not be allowed to enter the premises. Other safety devices and

employing security personnel for the round the clock vigil are the other measures that

need to be employed in an industrial canteen.

The infrastructural facilities are the most essential basic facilities for the

establishment and these ought to be provided in an obligatory manner without making

any exception and without forwarding any excuse for the lapses. The space

management is concerned with the basic facilities such as site, construction, space,

seating arrangement and furniture. The materials management is concerned with the

supply of water, electricity and fuel. The equipment management has to look after the

installation, maintenance and operation of the equipments in the canteen. The disposal

management takes care of hygiene and sanitation. The security arrangements and the

security staff are controlled by the personnel management.

4-3-3 Planning and Preparation : Purchasing, Budget, Menu, MOS statement, CC

Sheet and Nutrition

Purchasing

The planning and preparation of food production begins with the stage of

purchasing. Purchasing what and when are the most important decisions to be made in

the canteen management. It is also significant to decide who purchases, from whom and

how are the purchases made.

Budget

Budget is the draft plan of how to spend and on which items to spend how much.

The food production and the staff require roughly 40 percent each and the other items

need the remaining 20 percent approximately. Variations are possible in the pattern of

expenditure. Balance between expenditure and income should be maintained in a well

planned budget.

Menu

Menu planning is a vitally delicate task in the running of an industrial canteen.

Variations in food items at each meal are necessary. Nutritional values need to be taken

care of. Financial and procedural controls have their impact on Menu Planning but the

tastes, demands and satisfaction of the consumer is the uppermost.

Monthly Operating statement:

Monthly operating statement is a tool of planning and preparation in the canteen

management. Keeping the provisions and the constraints of the budget and the demands

of menu planning in mind, the monthly operating statement is the monthly plan of

activities in the operations of the canteen. The requirements of materials, finance, and

manpower management are indicated by MOS.

Canteen cost sheet

A handy instrument to know what goes into the making of specific item of food

is the canteen cost sheet. The procedure of cost pricing depends on this. It is an

instrument that assists in the planning at the micro level. The daily CC Sheet

preparation is an exercise in finding out the status of the canteen establishment with

inputs from materials, finance and personnel sectors.

Nutrition

The nutritional requirements for workers are 2800 calories for men and 2200

calories for women who are required to perform moderate physical work and those who

are required to put in heavy physical work require 3900 calories for men and 3000

calories for women. The protein intake should be 55 gms for men and 45 gms for

women. Diet should contain at least 15 gms of fat derived form vegetable oil.

The 22 items most frequently prepared in the industrial canteens have the

nutritional values in the terms of calories and proteins as shown.

One cup of rice of 200-240 gms made from rice (50-60gms) has 175-210

caloreis and 3-4gms proteins. The same measure of Khichdi made from rice (35-40gm)

and tur dal (15-20gm) has 180-210 calories and proteins 6-8gms. Sweet rice pongal

kheer of the same measure made from rice (40) (15-20) gram dal, fat & nuts (5-10) and

jaggery (40-50gms) has 450-550 calories and 8-9 gms of proteins. The same

preparation without jaggery has 270-330 calories and 8-9 gms of proteins.

Sr.

No.

Item Quantity Weight

gms

Ingredients Calories

gms

Protei

ns gms

RICE

1 Rice 1 cup 200-240 Rice(50-60gms) 175-210 3-4

2 Khichdi 1 cup 200-240 Rice(35-40) Tur

Dal(15-20)

180-210 6-8

3 Pongal Kheer -“- 200-240 Rice+Dal+Fat

Nuts+Jaggery

450-550 8-9

4 Pongal Kheer -“- 200-240 Rice+Dal+Nuts+Fat 270-330 8-9

CHAPATI

5 Chapati - 40 Wheat floor+fat 100 3

6 Paratha - 55-60 -“- 150-170 4

7 Puri - 15-25 -“- 50-80 1-2

8 Bread - 20-30 Wheat+floor 50 2

DAL

9 Whole legume or

dal

1 cup 200-400 Wh +dal+fat 3-5 210-225 12-19

10 Dal -“- 200-400 dal+fat 2-3 90-130 5-7

11 Sambar -“- 200-400 Tur dal+Veg fat

25 25 (2-3)

115-225 6

Vegetables

12 Veg 1 Serving 80-100 Veg(100) Fat (3-5) 70-90 3

13 Veg Gravy 1 –“- 100 Veg(50-75) Fat(3-5) 50-80 1-2

Tea/Coffee

14 Tea 1 cup 225 Milk Sugar

(50) (10)

80 2

15 Coffee 1 cup 225 Milk Sugar

(100) (10)

120 3

SNACKS

16 Idli 2 80-100 Rice Gr.Dal 190-230 7-8

(40-45) 15-20

17 Dosa 2-3 80-100 Rice Gr.Dal Fats

(40-45) 15-20

240-270 7-8

18 Chiwda 1serving 50-60 Poha Nut Chana Dal

(25) (20) (10) (10)

270 7

19 Samosa(2) 80-100 Flour Potato Onion

Fat

20-25 25 25 10-

15

200-260 3-4

20 Upama(1cup) 80-100 Rawa Fat

(50) ((5-10)

200-265 6

21 Vada(2) 60-70 Dal Fat Veg

(25) (10-15) (20-30)

185 6

22 Bhajiya(1dish) 80 Chana (20) Veg (40)

Fat (10)

175 6

Morning tea (80 calories + 2 proteins),

Lunch of 4 chapati, 175 gm Rice, 70 gm Veg and Dal 100 gm

(745 calories +24 gm proteins),

Afternoon Snacks and Tea

Chiwda (270 gm) + Tea (80gm) – (calories 350 and proteins 9gms)

Dinner of Rice (175gms) Veg (100) gms 4 chapati

= (745 calories and 24 gm proteins)

080+745+350+745 calories per day make 1920 calories which is the minimum

that is consumed by an industrial worker. Some supplementary items like soya flour,

green vegetables, and some protein intake should be added to bring the intake to the

moderate level for calory intake with protein requirements.

4-4-1 Administration and Management of IC

The present study is an investigatory survey of industrial canteens in and around

the Pune industrial region. Of these one hundred and twenty two industrial canteens,

the number of departmental canteens is fourteen and this category of departmental

canteens is treated separately in the scheme of the present study in the next chapter five.

The industrial canteens are One Hundred and Eight canteens, there are eighty five

canteens which are in the urban industrial belt and the remaining twenty three are

located in the rural areas around the city of Pune within a radius of about fifty kms. The

investigation and analysis of the administration and management of these industrial

canteens is attempted on the basis of the responses to the questions designed by the

researcher for the purposes of the present study.

The break-up of the 50 question Questionnaire reveals the fact that the thirty

three questions out of fifty questions are related to the areas of administration and

management of the industrial canteens in and around the city of Pune. Of these thirty

three questions, there are one third of these, that is, eleven questions which are related

to the administration of the industrial canteens under investigation. Of the thirty three

questions the questions related to management are twenty two, that is, two thirds of the

questions of the large group. The twenty two questions further had a breakup of ten and

twelve questions. There are ten questions related to the management of finance and

there are twelve questions related to the personnel management.

The questions related to the administration and management reveal the fact that

the industrial units have been established in majority of the cases after the

Independence. The decades of sixties and seventies of the twentieth century have been

the decades of the rise of the industrialisation in the viable and suitable pockets

specified for the purposes of the establishment of such industrial units. The other

aspects of administration and management have been considered through the responses

to the other questions which have brought the features of these industrial canteens in

the areas of management such as the financial management and the personnel

management. The present study has adopted an objective approach to the investigation.

The responses have been presented in the data compiled and graphic and tabular

presentations of most of the questions have been offered so that the procedure of the

administrative set-up and the managerial functions of these industrial canteens emerge

clearly through these responses.

4-4-2 Organisational Working of Industrial Canteens

The organisational working of the industrial canteens under investigation is the

focus of the 50-question Questionnaire. The industrial canteens are mainly meals and

snacks establishments. There are multiple unit industrial canteens which make about

eighty percent of the total industrial canteens under study. The single unit industrial

canteens are twenty six that is roughly twenty percent of the total industrial canteens

being investigated in the present study. Many canteens are functioning round the clock

for all the twenty four hours of the day.

The items which are prepared for the meals include rice, dal, chapati and

vegetables. It is noticed that these items roughly make the intake of seven hundred and

fifty calories in each meal and during the daily two meals in the afternoon and the

evening bring the total to fifteen hundred calories. The supplementary items such as

papad, pickles, chutney, and salad make up the deficiency to bring the level of daily

intake from the two meals to the limit of approximately two thousand calories and more.

The morning tea and snacks and the afternoon snacks and tea, can bring the tally of

total calory intake to above two thousand eight hundred calories and more than that.

The nutritional value of the food stuff offered by the industrial canteens is a quite

significant aspect of the organisaitonal functioning of these canteens.

The other important aspect is that the items of foodstuff offered by these

industrial canteens are subsidized by the management of the industrial units concerned.

It is noticed from the responses that the subsidy is quite substantial and in many cases it

ranges from fifty to eighty percent. In other words, it means that an item available for

Rupees Ten in the open market is charged fifty percent to twenty percent price only,

that is, the item of Ten Rupees is available for the amount from two to five rupees in

the industrial canteen establishment. The meals are charged something like five and a

half and eleven and a half rupees, depending on the number of items. The subsidy given

to these meals is a welfare measure in the units concerned.

The high nutritional diet is thus made available at subsidized rates and that is

the chief feature of the industrial canteen run by the industrial units or the proprietors

appointed by them. The organisational functioning of industrial canteens is noteworthy

for this feature.

4-4-3 Factors Responsible for successful running of an IC

Ten percent of the questions in the 50 question Questionnaire are the questions

that seek opinions as responses. One such question desires to know the reaction about

the running of industrial canteens by ladies. Another question has sought the response

about the cleanliness in the canteens as the mirror of the establishment concerned.

There are questions which ask about the factors which are responsible for the

successful running of an industrial canteen.

The satisfaction of the consumer is the response that ranks the highest. It has

been observed by the respondents that it is very difficult almost universally to satisfy

the customer in running any establishment anywhere in the world. In particular in the

case of the catering establishment it is found that “many men, many minds” becomes

the common experience as the consumer in a canteen truly represents the maxim of

“many men, many tastes”. Individual tastes vary from person to person. In a vast

country like India, there is an equal diversity in the matter of dietary habits. It is

experienced that ethnic food habits and tastes differ. There are regional differences.

Even there are caste-wise varieties in the preparation of the same dish like the sweet

rice in which jaggery is mixed in certain areas, but sugar is added in some other areas.

Mangalorean tastes differ from Bangalorean tastes. There are parts of India in which

rice is the staple diet. There are some other areas in which the preparations from wheat

are preferred most. In North India, paratha and its variants are the most popular. In

South and East India, rice and rice preparations occupy the same position in their meals.

Even in a state like Maharashtra, Malwani dishes differ from Poona meals. There are

differences in the Khandeshi preparations while the preparations in the Nagpur region

have their own peculiarity. Some like it hot, while there are those who like it sweet.

The names of some of the preparations like Hyderabadi Biryani, Amritsari Kulcha,

Chettinad Chicken, Peshawari dishes, Punjabi Samosa and Kashmari Pulao indicate

their special delicious tastes. Against the background of such a large variety of tastes

depending on the caste, religion and region of the consumer, to cater to the different

tastes and demands of the consumers in a canteen is really difficult. Therefore, to keep

the consumer satisfied with the taste of the food served is a matter achieved through a

delicate balance of skills and attitudes. To satisfy the customers gets the highest priority

in running an industrial canteen and the most challenging factor of successfully running

an industrial canteen.

Other factors stated are time management as well as Management of Human

Resources. The attitudes and characteristic traits of the individual who runs the canteen

are also considered to be the factors responsible for running an industrial canteen

successfully. Managing time and men, hard work and sincerity, and maintaining sound

relationships are the other factors that share the responsibility of successful running of

the industrial canteen. The managerial skills and individual traits make running a

canteen successful but the customer’s satisfaction remains the outstanding factor that

decisively determines, the successful running of an industrial canteen meant to feed the

industrial workers at the workplace with quality delicious food at subsidized rates with

high nutritional contents.

4-5-1 Industrial canteens in the Industrial Units in and around Pune region

The city of Pune has held the status of the “Cultural Capital” of the state of

Maharashtra for a number of centuries being the land where Shivaji, Dnyaneshwar,

Tukaram and Ramdas contributed considerably. The city has now become a major

industrial metro-politan centre. It is being counted in the first ten cities of the country.

The industrial development of the region in and around the city is mainly after the

nation became independent. Raja Bahadur Mills, a paper plant at Hadapsar, the

Ammunition Factory at Kirkee, Ordenance Depot at Dehu Road, Sathe Biscuits Factory

and the traditional industries were the only few establishments that marked its industrial

status at the time of national independence some sixty years ago.

During the last sixty years the city developed as an industrial metro. Its

population has increased almost forty times to the range of about four million. Of these

four million people, there are one and half millions in the newly developed industrial

belt of Pimpri-Chinchwad and Bhosari. Hadapsar, Hinjawadi, Katraj, Sanaswadi,

Koregaon Bhima, Shikrapur, Moshi, Chakan, Talegaon, Lonawala, Saswad and Jejuri

have independent industrial areas where a number of industries have sprung up. Daund,

Indapur, Baramati Shirur and Rajgurunagar have started growing industrially. Mumbai-

Pune and Nasik have emerged as the golden triangle of industrial growth in

Maharashtra.

It was in 1956 that a public sector undertaking was started in Pune as a

penicillin factory named Hindustan Anti-biotics Limited. There were collaborators that

established their units like Atlas Copco, Sandvik-Asia, Forbes Marshall, Ruston

Greaves, Schenectady Beck, Philips, Alfa-Laval, SKF Bearings and KEB pumps. The

industrial houses began to be established. Tatas set-up their units such as Telco, Tata

Honeywell and other collaborations. Bajaj Tempo and Bajaj Auto expanded rapidly.

Kinetics have their several units in and around Pune. Mahindra and Mahindra and

Finolex started their functioning in this area. Thermax, Siporex, Kalyani units and

Sudarshan Chemicals have their factories in and around Pune. Consumer durables,

electrical and electronic goods, chemicals and engineering, auto mobile industry, two

wheelers and three wheelers, information technology and computer units, rubber

products, glass ware, pharmaceuticals, dyestuff, machinery production, diesel engines

and motors, pumps, and paper industry are some of the production units in and around

Pune. Kirloskars have beeen the pioneers in the industrialization of the city of Pune.

Hundreds of small-scale and medium size industries have flourished in the Pune region.

The rapid expansion of the industrial zones around Pune has crossed the inter-district

boundaries. Pune city and hundred kms around Pune on all the sides have become and

are about to become fully industrialized.

4-5-2 Area-wise, Category-wise Types of ICs (a) Urban-Rural (b) Departmental-

Non Departmental:

There are a large number of industrial units in and around the city of Pune. Most

of these units are of small-stall industries. The number of industrial workers in such

units is very small ranging between five and fifteen workers. These units do not offer

the canteen facility to their workers on their own behalf but generally give their

permission to someone to run a small tea-stan with snacks. Those units that have a

sizable number of workers from 20 to 100 workers permit a contractor to run a catering

establishment. Those units that have 250 workers are required in an obligatory manner

to make a provision of the canteen facility. It has been observed that though not

obligatory, many of the industrial units that have more than 100 workers either run their

own canteen or ask a canteen contractor to run it on their behalf or on his own and these

are voluntary canteen establishments in a number of industrial units in and around Pune.

The industrial estate at Sanaswadi which has flourished during the last fifteen-twenty

years is about thirty kms away from Pune but the workers go to Sanaswadi from the

different areas of the city of Pune. It is observed that many catering establishments

have come up in that area to cater to the needs of the industrial workers that get there in

the morning and stay on there till late in the evening or some for the night shift. The

Ammunition Factory at Kirkee is an old establishment but in that industrial unit too the

provision of canteen was made right from the period of its inception. There are well

managed canteens in the units of Tatas, Bajaj, HAL, Kirloskars and Kalyani groups.

The industrial canteens and their administration and management is a

fascinating research topic and after selecting it, the researcher prepared a Questionnaire

that contained 50 questions to elicit responses on the matters of relevance in the present

research study. About two hundred Questionnaires were distributed to those

individuals who were entrusted with the responsibility of running an industrial canteen.

Of these One Hundred and Twenty-two respondents gave responses to all the questions

in the Questionnaire. It is on the basis of these responses that an objective analysis of

the data compiled is attempted. The one hundred and twenty two industrial canteens are

broadly of two types. One type is based on the area-wise break-up of these canteens.

There are twenty three canteens which are situated in the rural area. The remaining

ninety nine canteens are located in the urban areas of the city of Pune including Pimpri-

Chinchwad.

The other type of the one hundred and twenty-two industrial canteens is

categorised on the basis of the category of the canteen. By category of the canteen is

meant the manner in which the canteen is run. There are fourteen canteens that are run

as the Departmental canteens of which six canteens are run by Railway establishments,

three by HAL, three by Greaves factory and two by defence units. The remaining one

hundred and eight canteens are run mainly by the contractors. Of these one hundred and

eight, eighty five are in the urban areas and twenty three in the rural parts. The further

break-up of eighty five urban industrial canteens is that of single unit and multiple unit

urban industrial canteens. There are sixty three multiple unit urban industrial canteens

with one five unit canteen, eighteen three unit and two two-unit canteens are there. The

remaining twenty two canteens are single unit urban industrial canteens. Keeping these

types in view, the present research study has made four broad groups of (a) single unit

urban industrial canteens (b) multiple unit urban industrial canteens (c) departmental

canteens and (d) rural industrial canteens and four areas of study are determined to

study these four groups of canteens from the perspectives of (i) administrative set up (ii)

financial management (iii) personnel management and (iv) organisational working of

the industrial canteens in and around the city of Pune.

4-5-3 Profile of the Industrial Canteens Surveyed

The survey is undertaken of these canteens in the industrial units form which

the respondents gave replies to the 50-question Questionnaire. The respondents are not

selected but they have responded and the response is the criterion determined to include

such industrial canteen units in the survey of the present research study.

A glance at the industrial canteens that have responded shows that there are

twenty three rural industrial canteens. The areas covered are Shirur, Koregaon Bhima,

Chakan, Sudumbare, Jejuri, Bebedhol and Sarola, which are on the Pune-Nagar Road,

Pune-Nasik road, Pune-Bangalore Road, Pune-Mumbai Road, Pune-Baramati road.

There are three Kalyani group units, two Bajaj group units, two paper industrial units,

one electronic and one seamless industry unit. Most of the industrial canteens in the

rural area are run by a private proprietor who runs it on the contract basis. It is observed

that the pattern of outsourcing of hospitality services has begun even in this area as can

be seen from the fact that RamKrishna Hospitality Management services are providing

meals in one of the canteens of this area. Such Hospitality services prepare food

packets at their common kitchen and the cooked food lunch packets are transported to

the location of service in mobile vans. There are Fourteen Departmental canteens which

are from the Railway units, the Defence units, the public sector undertaking and one

private sector enterprise. Pune camp, Kirkee, Ghorpadi, Pimpri, Chinchwad and Dighi

are the locations where these Departmental canteens are established. The Railway

Departmental catering offers services to the passengers and other members of the

general public. The rest of the Departmental canteens cater to the needs of the

employees in the unit concerned. The administrative set-up and the financial support of

these canteens is controlled by the central organisation of the individual unit.

The largest group is that of the multiple unit urban industrial canteens having in

all sixty three industrial canteens. There are eighteen industrial units which have fifty

four industrial canteen units and the units included in this group are Kirloskar Oil

Engines and Kirloskar Oil, Telco, Cummins, SKF Bearing, KEB Pumps, Mather Platt,

Siporex, Ruston Greaves, Schenectady Beck, Forbes Marshall, Sandvik Asia, Kinetic

Engineering, Shri Krupa Industries, Sintronics, Deepak Fergilizers, BSP and Indian

Card Clothing. The average number of employees served by each of these canteens is

from 300 to 600 employees. There are Mahindra British Telecom and Ganesh Coating

which have two units each on their premises. Bajaj Tempo serves four thousand and

five hundred workers in five different units which cater to the needs of nine hundred

workers approximately. Pimpri, Chinchwad. Kirkee, Kothrud, Bhosari and Mundhwa

are the locations of these units with majority of the units having their campus in the

industrial belt of Pimpri, Chinchwad and Bhosari.

The single unit urban industrial canteens are twenty two. These units are in

Finolex, Ammunition Factory, Powertron, Kirloskar Pneumatics, Kalyani Steels,

Datapro, Sudarshan Chemical, Mahindra Engineering and Chemicals, EME Work

station, BPL Mobile Cellular, Baker Guages, Venky’s India, Ador Powertron, Bax

Global, L&T Infotech, IAT, Tata Honeywell and Sable Waghire. These canteens are

situated in the locations like Pimpri Chinchwad, Katraj, Hadapsar, Kothrud, Mundhwa,

Bhawani Peth and Wanwadi in the city of Pune. These industrial canteens on an

average serve the needs of 300 employees approximately working in these units. Most

of these canteens in the urban area, whether single unit or multiple unit, are run by the

proprietors who are working as the canteen contractors and in some of the units the

controlling authority is the canteen committee and in some the management of the

industrial unit is the governing authority.

This is a brief profile of the industrial canteens surveyed in the present study

through their responses to the questions in the 50 question Questionnaire.