INTRODUCTION

NEED OF THE STUDY

Only theoretical knowledge is not enough in any study, one also has to look after its

practical aspect if he wants to know real situation and to know what the problems in

implementing theory in to practice are. Lecture given in classroom help us to understand

the fundamental concept of management.

As an essential part of our B.B.A. program I got a chance to have the training with

Imperial Auto Industries Ltd. Faridabad.

The project assigned to me during my summer training at Imperial Auto Industries Ltd.

was the “employee welfare policies of the company”

For the purpose of my study, I personally met the employees of various plants; all of

them provided me with the necessary information related to the project.

First of all I have collected the various welfare policies from induction manual, from

welfare notice board, Internet and with direct interaction with the employees of the

company.

From this study I came to know the various facilities that are provided by company to

their employees.

For this study a questionnaire was prepared to collect the information on the employee’s

preference regarding the welfare policies provided by the company.

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From the study I came to know the preference of employees regarding various facilities

provided by the company.

OBJECTIVES OF THE STUDY

To know employees preferences regarding welfare facilities provided by the

company.

To study the information regarding the welfare policies provided by the company

to the employees.

To check the role of management while providing welfare schemes.

The study aims at providing relevant information for marking the necessary

amendment in the welfare policies of the company.

To know how employees are availing the welfare schemes.

To know the formalities fulfilled before availing the welfare schemes.

Research Problem

A researcher experiences some difficulty either in a theoretical and practical situation

and wants to obtain a solution.

Major components of a research problem:

If someone goes for a research then there should be a problem for which he go and

solved it.

The problem should be helpful for achievement of objective.

There are alternative means to achieve objectives, and the researcher must know about

the favorable and unfavorable means of the objective.

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There is a doubt in the mind of the researcher, so that researcher can achieve his

objective.

The environment should be problem pertaining so that he can found the problem and for

solving it he can do research.

Research Methodology

“Research is a systematized effort to gain new knowledge.” It is a

systematic study consisting of a problem formulating a hypothesis collecting the facts and

data, analyzing the facts and reaching for certain conclusions, which can be in the form of

either solution towards a problem.

1. RESEARCH DESIGN:--

A research design is the arrangement of conditions for collection and analysis of data in a

manner that aims to combine relevance to the research purpose with economy in

procedure. The research design used in my study is basically descriptive in nature.

Descriptive research: -- the research design in my study is descriptive. Its studies are

concern with describing the characteristics of a particular group or individual. Studies

concerned with specific prediction with narration of facts and characteristics

concerning individual, group or situations are examples of descriptive research .it is also

known as social research.

2. SAMPLE DESIGN:

A sample design is a definite plan for obtaining a sample from a given population. It

refers to the technique or the procedure the researcher would adopt in selecting items for

the sample i.e. the size of the sample. Stratified sample method is adopted to select the

sample.

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4. SAMPLE UNIT:

Sample is made on the basis of the stratified sampling, in this type of sampling

simple random and sub sample are drawn from different data which are equal o some

characteristics . the first step in stratified sampling choosing a strata on the basis of

existing information.

5. SAMPLE SIZE:

Hundred

6. SOURCES OF DATA COLLECTION: --

The study made in use of both primary and secondary sources.

PRIMARY DATA COLLECTION: -- the survey has been undertaken on the lines of

interaction with employees of different plants and managers of the company with the help

of structured questionnaires.

SECONDARY DATA COLLECTION:-- secondary data have been collected from

various sources involving induction manual, internet etc that were of considerable help to

me,

7. ANALYSIS OF DATA:

The data after collection has to be processed and analyzed with the outline laid for the

purpose at the time of developing the research plan. This is essential for a scientific study

and for insuring that we have all relevant data for making contemplated comparison and

analysis.

Technically speaking processing implies editing, coding, classification and tabulation of

collection data so that they are amenable to analysis.

The term analysis refer to the computation of certain measures along with searching for

patterns of relationship that exist among data groups. To analyze the data percentage, pie

charts, graphs etc are used.

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REVIEW OF LITERATURE

Employee: -

An employee generally includes any individual who performs services if the

relationship between the individual and the person for whom the services are performed

is the legal relationship of employer and employee. This includes an individual who

receives a supplement unemployment pay benefits that is treated as wages.

But does not include a person who, in the board’s opinion,

Performs the functions of a manager or superintendent, or

Is employed in a confidential capacity in matters relating to labor relations or

Personnel.

Employer: -

An employer generally is that person who appoints the employees and workers.

Employer is a major part of a business organization. In the organization, Business owners

who want their business to continue to grow and expand its capacities will eventually

have to consider taking on employees. Employing people is a complex, but not

impossible task, provided that you are well-informed about your rights, your legal

obligations and your responsibilities. This section provides information about various

aspects involved in being an employer. There are various authorities who enforce the

employer to create a healthy environment in the organisation.

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About industrial relations or employees relationships:--

The relationship between employer and employee is called employee relationship. Here

the victorian government say about workplace relations. And it passed an act also.this is

as follows:-

In 1996 the Victorian Government referred most of its industrial relations powers to the

Commonwealth Government. This allowed for the establishment of a single framework

of laws regulating industrial matters in Victoria through the Workplace Relations Act.

While Victoria no longer has a state-based Industrial Relations (IR) system, except for

some specialist legislation, the Victorian Government is committed to fostering fair, co-

operative and innovative workplaces.

To achieve this, the State Government has called for changes to the Workplace Relations

Act to generate more harmonious IR outcomes, passed specific legislation to improve

fairness and security for various employees, and developed a number of programs to

promote cooperative, high-performance workplaces.

Basic meaning of industrial relationship:--

The term “industrial relations” in practice has come to mean primarily the relations

between the management and the union (s) in an industrial enterprise. It ought to include

“employee relations” irrespectively of whether a union exists in a particular unit or not.

We all know that unions come into being because for age the employer has exploited the

individual employee. To be sure, most of us Indians are even today, partners in this

process of exploitation. The reference here is to the working conditions and facilities that

we provide to our domestic servants, whether we look at their wages, at their working

houses, or at their health care. The some is by and large true for labor employed on

construction projects or in firms. It must therefore be accepted

that the trade unions did serve a social purpose through the practice of collective

bargaining.

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The National Commission on Labor (NCL) also emphasize on the same concept.

According to NCL, industrial relations affect not merely the interests of the two

participants- labor and management, but also the economic and social goals to which the

State addresses itself. To regulate these relations in socially desirable channels is a

function, which the State is in the best position to perform.

In fact, industrial relation encompasses all such factors that influence behavior of people

at work. A few such important factors are below:

Institution:

It includes government, employers, trade unions, union federations or associations,

government bodies, labor courts, tribunals and other organizations which have direct or

indirect impact on the industrial relations systems.

Characters:

It aims to study the role of workers unions and employers’ federations officials, shop

stewards, industrial relations officers/ manager, mediator/conciliators / arbitrator, judges

of labor court, tribunal etc.

Methods:

Methods focus on collective bargaining, workers’ participation in the industrial relations

schemes, discipline procedure, grievance redressal machinery, dispute settlements

machinery working of closed shops, union reorganization, organizations of protests

through methods like revisions of existing rules, regulations, policies, procedures, hearing

of labor courts, tribunals etc.

Contents:

It includes matter pertaining to employment conditions like pay, hours of works, leave

with wages, health, and safety disciplinary actions, lay-off, dismissals retirements etc.,

laws relating to such activities, regulations governing labor welfare, social security,

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industrial relations, issues concerning with workers’ participation in management,

collective bargaining, etc.

Labor welfare: --

Labor welfare refers to all the facilities provided to labor in order to improve their

working conditions, provide social security and raise their standard of living. Majority of

labor force in India is working in unorganized sector. In order to provide social security

to such workers, Government has introduced Labor Welfare Fund to ensure assistance to

unorganized labors. Five different welfare funds, which are governed by different

legislations, are administered by Ministry of Labor. The purpose of these welfare funds is

to provide housing, medical care, educational and recreational facilities to workers

employed in beedi industry and non-coal mines and cine workers.

Here is a protection group for the safety of employees and labors, which tell about

what services, are to be provided to employees and shop floor workers.

Employee Welfare Protection Group - Employment Lawyer

Established in 2006, Employee Welfare Protection Group has over 15 years experience in

the employee welfare protection profession, with the focus on providing income, injury

and legal protection to the employee throughout the local area. The company is located in

Lowestoft, East Anglia.

With a 24 / 7 emergency contact center and fully qualified staff, the company is able to

offer a professional advise service to all employee status. The service is intended to be

cost effective, enabling members to become financially secure.

The organization supplies reliable welfare benefits, featuring easy, manageable

premiums. Tailored to the employee's requirements, the products are essential for every

day needs and can prevent financial difficulties. The product is available from the website

at a reduced cost.

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With a staff body of 10 fully qualified tradesmen and women, Employee Welfare

Protection Group has a professional team, qualified in employee rights. Employee

Welfare Protection Group has a satisfied network of members, located through out

East Anglia, including many who are part time employed. The organization is managed

by a board of directors who have been involved in the Employee and Employment

Welfare industry for many years. They are well trained to oversee the organisation,

having previously trained in Employment Law.

The five legislations governing welfare funds are as follows:

The Mica Mines Labor Welfare Fund Act, 1946

The Limestone and Dolomite Mines Labor Welfare Fund Act, 1972

The Iron Ore, Manganese Ore and Chrome Ore Mines Labor Welfare Fund Act,

1976

The Cine Workers’ Welfare Fund Act, 1981

Schemes under welfare funds provide assistance with respective to the following:

Public health and sanitation

Housing

Recreational (including standard of living)

Social security

Educational facilities

Water supply

Transportation

Medical facilities (prevention of diseases)

Social security

Group Insurance Schemes for Beedi and Cine workers.

Workers Welfare Cess Act, 1976 provides for levy of cess by way of excise duty on

manufactured beedis from Re.1/- to Rs.5/- per thousand manufactured beedis. This is

presently Rs 2 per 1000 beedis with effect from 28th June 2000.

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The Cine Workers Welfare Cess Act, 1981 provides for duty of cess, at such rate not

being less than one thousand rupees and not exceeding twenty thousand rupees, on every

feature film submitted to the Chairman, Central Board of Film Certification. This is Rs

20000 per feature film of Hindi and English and for regional films it is Rs 10000 per film

with effect from 20th April 2000.

The Iron Ore, Manganese Ore & Chrome Ore Mines Labor Welfare Cess Act, 1976

provides for levy and collection of cess on Iron Ore, Manganese Ore & Chrome Ore

between 50p to Re.1/-, Re.1/- to Rs.6/- and Rs.3/- to Rs.6/- respectively.

The Limestone and Mines Labor Welfare Fund Act, 1972 provides for the levy and

collection of cess on Limestone and Dolomite as a duty of excise at such rate not

exceeding one rupee per metric tone of limestone & dolomite. The rate of cess on

Limestone and Dolomite is Re.1/- with effect from 27th December 2000.

Mica Mines Labor Welfare Fund Act, 1946, provides for levy and collection of cess

on all mica exported as duty of Customs not exceeding 6.25% ad valorem. This is 4.5%

ad valorem on export with effect from 1st November 1990.

What is Employee Welfare?

Employee welfare in general, these are the benefits that an employee must receive from

his/her company, like allowances, housing for those companies who provides,

transportation, medical, insurances, food and some other way where the employee has

rights to demand.

At Imperial Auto Industries Ltd., we care for our employees and consider each and every

one a part of the Imperial Auto Industries Ltd. family. Various Welfare Schemes are in

place in keeping with this spirit

Bonuses, 13-month pay, sick leave, maternity leave and vacation are also part of this and

even holidays for other companies.

Facilities for Women

 

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Number of

PeopleToilets Washbasins

1 – 5 1 1

6 - 25 2 2

26 - 50 3 3

51 - 75 4 4

76 - 100 5 5

Facilities for Men

You must provide a supply of clean and wholesome drinking water, which is easily

accessible to all employees. cups should be provided and the taps clearly labeled.

You must consider whether suitable facilities are available to staff working off-site or on

temporary sites. If not, temporary arrangements must be provided. Some workers may

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Number of

PeopleToilets Urinals Washbasins

1 – 15 1 1 1

16 – 30 2 1 2

31 – 45 2 2 2

46 – 60 3 2 3

61 – 75 3 3 3

76 – 90 4 3 4

91 – 100 4 4 4

11

need to be provided with portable facilities for hand washing.

 

If the work activity requires employees to change into specialist clothing, you must

provide changing rooms and facilities for secure storage of personal belongings. you may

need to consider separate storage for clean and dirty clothing, or the provision of laundry

facilities.

There should be a suitable seating area for use during breaks. this must be clean and

provided with washing facilities nearby and a means of heating water for hot drinks.

Employee benefits and services:-

It includes any benefits that the employee receives in addition to direct remuneration. The

synonyms used are fringe, service programmes, employee benefits and hidden payroll.

FUNCTIONS OF EMPLOYEE WELFARE: --

Working conditions A)Factory Health Service

Factory Sanitation & Cleanliness B) Recreation

C) Workers Education

Welfare Amenities D) Economic Services

E) Housing for Employees And

Community Services.

F) Study of the Working Of The

Welfare Acts.

G) Social Work in Industrial Setting.

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Conditions at work place Employees

health service

Conditions At Workplace: --

WORKING CONDITIONS: -

It include many kinds working conditions for employees which are helpful for employee

in doing work these are like: temperature, ventilation, lighting, noise, dust, smoke, fuels,

gasses, humidity.

FACTORY SANITATION AND CLEANLINESS:--

It is related to cleanliness of the factory, it include provisions for Urinals in

factory provisions for the disposable f waste and rubbish; Provision for water and proper

bathing and washing facilities, and facilities of whitewashing and repair of buildings care

and maintenance of gardens, roads and etc.

WELFARE AMENITIES: -

It include care of drinking water, canteen service, lunch, restroom, and other amenities.

Employee Health Services

FACTORY HEALTH SERVICES: --

This includes medical examination of employees, factory dispensary

and clinic treatment, first aid and ambulance room and treatment of any incidents and

other kind of health service.

RECREATION: --

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It is related to maintain our body fit and fine for this purpose, construct a

playground for playing games. And organize various types of programs like social and

cultural activities and physical games for recreation.

OTHER SERVICES:--

It includes various facilities like: --

Education to improve skills, earning capacity and lecture programs and audiovisual

educations .

Economic services like; housing cooperatives, grain shops and fair price shops, study of

the working of welfare acts.

Social works in industrial settings like: family planning and employee counseling.

But now these services are counted in statutory provisions and non-statutory provisions.

These are explaining further.

Imperial Auto Industries Ltd. believe that satisfied employees contribute to the

development and growth of the organization. Imperial Auto Industries Ltd. apart from

providing statutory benefits offers various voluntary benefits to its employees. These are

offered in the form of various allowances, perks and advances as given below:

Types of welfare activities: --

i. Statutory provisions

ii. Non- statutory provisions.

Statutory provisions:

These are mandated by the:

The factories act, 1948.

The mines act, 1952.

The plantations act, 1951.

The motor transport workers act, 1961.

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The contract labour (regulation and abolition) act, 1970.

The merchant-shipping act, 1958 .

Dock workers (safety, health and welfare) schemes, 1961

Inter- state migrant workmen (regulation of employment and conditions of services) act,

1979.

Non-Statutory Provisions:--

It is also called voluntary benefits; include loans for house building, education of

children, leave travel concession, fair price shops, loans for purchasing personal

conveyance and a host of other facilities.

STATUTORY WELFARE SCHEMES

The statutory welfare schemes include the following provisions:

Drinking Water:

At all the working places safe hygienic drinking water should be provided.

Facilities for sitting:

In every organization, especially factories, suitable seating arrangements are to be

provided.

First aid appliances

First aid appliances are to be provided and should be readily assessable so that in case of

any minor accident initial medication can be provided to the needed employee.

Latrines and Urinals:

A sufficient number of latrines and urinals are to be provided in the office and factory

premises and are also to be maintained in a neat and clean condition.

Canteen facilities:

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Cafeteria or canteens are to be provided by the employer so as to provide hygienic and

nutritious food to the employees.

Spittoons:

In every work place, such as ware houses, store places, in the dock area and office

premises spittoons are to be provided in convenient places and same are to be maintained

in a hygienic condition.

Lighting:

Proper and sufficient lights are to be provided for employees so that they can work safely

during the night shifts.

Washing places:

Adequate washing places such as bathrooms, wash basins with tap and tap on the stand

pipe are provided in the port area in the vicinity of the work places.

Changing rooms:

Adequate changing rooms are to be provided for workers to change their cloth in the

factory area and office premises. Adequate lockers are also provided to the workers to

keep their clothes and belongings.

Rest rooms:

Adequate numbers of restrooms are provided to the workers with provisions of water

supply, wash basins, toilets, bathrooms, etc.

NON-STATUTORY SCHEMES

Many non-statutory welfare schemes may include the following schemes:

Personal Health Care (Regular medical check-ups):

Some of the companies provide the facility for extensive health check-up

Flexi-time:

The main objective of the flextime policy is to provide opportunity to employees to work

with flexible working schedules. Flexible work schedules are initiated by employees and

approved by management to meet business commitments while supporting employee

personal life needs

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Employee Assistance Programs:

Various assistant programs are arranged like external counseling service so that

employees or members of their immediate family can get counseling on various matters.

Harassment Policy:

To protect an employee from harassments of any kind, guidelines are provided for proper

action and also for protecting the aggrieved employee.

Maternity & Adoption Leave –

Employees can avail maternity or adoption leaves. Paternity leave policies have also been

introduced by various companies.

Medi-claim Insurance Scheme:

This insurance scheme provides adequate insurance coverage of employees for expenses

related to hospitalization due to illness, disease or injury or pregnancy.

Employee Referral Scheme:

In several companies employee referral scheme is implemented to encourage employees

to refer friends and relatives for employment in the organization.

Welfare items for workmen

S.No.

Item Eligibility Duration /frequency/quantity

Remarks

1. Uniform(terricot)

All regular workmen

2 sets of uniform every year to be given in April -June

as per theexisting practice

2. Safety shoes

All regular workmen

Additional pair of safety shoes to be given once in the period of three years. the first pair of safety shoes Will be given in the year 2008 in November- December.

Additional branded safety shoes will be provided to all regular workmen.

3. Jacket All regular workmen

One jacket matching to uniform to be given in alternate year in the month of October/November.

Matching jacket will be provided.

4. Raincoat All regular workmen

One raincoat to be given once in the period of 3 years commencing from 2007 in the month of may-july.

As per the existing practice.

5. Soap All regular workmen working at workshop.

Two cake every month. As per the existing practice.

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6. Excursion trip

Only permanent workmen & their family members.

One excursion trip in a year in the month of April or August.

As per the existing practice.

7. New year celebration

All regular workmen.

Sweet and tea on new year day. As per the existing practice.

8. Sports(kabbadi/volley ball)

Selected players of the team.

Sports kit will be provided to the players of the team only.

Teams of kabbadi & volley ball will be selected by the professional coach every year.

9. Shoes All regular workmen

One pair every year to be given in month of April -June.

As per the existing practice.

10. Tumbler glasses.

All regular workmen

One tumbler each in the month of April / October As per the existing practice.

11. Khaki pant&shirt ordangari

Welders, workmen working in electroplating/ hard chrome/ phosphating/ paint shop (workmen working in paint booths)

One pair every year to be given in the month of April – June.

Color khaki (cotton cloth)

SAFETY ITEMS FOR WORKMEN

S.

no.

Item Eligibility Duration/

Frquency/

Quantity

Remarks

1. Safety

goggles

All regular workmen (except

welders) actually working on

machine & areas specified by safety

officers.

Once in a year and there

after only replacement will be

provided.

Only colorless-industrial

safety goggles with side

shield, compulsory to

wear safety goggles on

the shop/area

whileWorking.

2. Goggles for Welders Once in a year and there after Proper welding

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welders only replacement

will be provided. goggles will be

Procured.

3. Reinol cream

(hand washing

cream)

All regular workmen actually

working on shop floor.

One pack of 200 gram per onth. As per existing Practice.

4. Karodex

barrier cream

Workmen actually working in the

oily conditions where there is a

chance of any skin problem.

Need based (one pack of

100 gram per month)

Advice of the company’s

medicalofficer will be

taken in the Market.

5. Ear muffs/ ear

plugs

Workmen working

in power house,

engine testing, air

blowing stage in paint shop level

exceeds

9o decibels.

Once in a year. As and when

required to be

replaced.

6. Respirators/

gas mask/

cloth mask

Workmen working in hazardous

operatios as determined by safety

officer.

Need based. As and when

required to be

replaced.

LONG SICKNESS BENEFITS

Long sickness benefits is payable to permanent workmen to cover up the loss of wages

incurred due to absence caused by long sickness.

Long sickness benefit is extended when the workmen is suffering from any of the

diseases mentioned below:

Kidney transplant

Renal failure requiring long- term dialysis

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Cerebral or vascular strokes

Coronary artery diseases or a coronary bypass surgery.

Open heart surgery, valve replacement.

All kinds of cancer

To including pulmonary TB.

Brain hemorrhage incapacitating the workmen for a minimum period of

one month.

Serious accident resulting in the compound fracture or a fractured is incapacitating the

workman to work for a minimum period of 30 days.

Incapacitation of a workman from work should be for 30 days or more so as become

eligible to receive this benefit.

To release the benefits under the scheme it is necessary to get the claim certified from

ESIC or by the company’s medical officer as the case may be.

Full payment of HRA is made during the period of long sickness.

The maximum period for which sickness benefit are payable is 365 days.

FINANCIAL ASSISTANCE ON COMPASSIONATE GROUNDS

A lump-sum assistance of rs. 2 lac is given to the legal heir / dependents of the workman

dying during employment.

WELFARE SERVICE FOR MEDICAL PURPOSE

Medical Insurance Hospitalization Scheme:

Eligibility : All regular employees not covered under ESI.

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Limit: As per hospital bills subject to entitlement under the medical insurance

hospitalization scheme.

Procedure: The company has tie up with RAKSHA TPA for cashless treatment facilities

for employees and their wards in different networking hospital and claims are directly

lodged by hospital to RTPA.

Employees taking treatment in non-networking hospital have to inform

RAKSHA TPA office 3 days advance in case of emergency have to dial 2250000 and

completed set of papers shall be submitted in personnel department for settlement of

claim.

Coverage: self, spouse, legitimate dependent, children up to the age of 25 yrs or up to

their marriage or employed which ever is earlier.

Premium : it is paid by company except for parents whose premium is borne by the

employee.

Sum insured(annual) for each member of the family

Workmen

For minor aliment RS. 40,000

For major aliment RS. 2, 00,000(family floater)

(For major aliment, claim will be entertained up to, max, limit i.e. up to

2, 00,000)

Maternity benefits: Maximum benefits allowable will be rs 40000 applicable only if the

members do not have more than children.

Group personnel accident insurance (gapi) policy

Eligibility: All regular employees covered under corporate medi claim policy.

Minimum 3 days of incapacitation is must for getting claims.

Policy renewal: 1st July of every year.

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Coverage: The accident risk covers both inside and outside the factory

irrespective of being present on duty or off duty provided the employee has met with an

accident. This benefit is for self only.

Claims: The employee will submit a claim from duty attested by medical officer

along with the supporting documents like medical certificate, x-ray film, fitness

certificate, copy of x-ray report and bills related to medical treatment and certificate of

absence from the duty.

Insured amount: Basic *60(minimum of rs.75, 000 &maximum of rs. 2, 25,000)

Cash benefits: temporary disablement -1% of sum assured per week

Permanent partial as per scale of compensation

Disablement:

Permanent disablement: 100% of the sum assured.

Upon death: 100% of the sum assured to the legal heir.

LOAN FACILITIES TO ITS MEMBERS

Imperial Auto Industries Ltd. employee’s welfare society

ELIGIBLITY: All confirmed employees, who are members of society.

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Membership Procedure To submit application form.

Fixed monthly contribution: Min rs. 300 and max RS.500 per month

Loan Every Tuesday through ICICI bank.

Distribution:

Interest payable 10% p.a. on reducing balance.

On loan:

Interest payable 9% p.a.

on contribution:

Calculation of loan amount:

(Total contribution of employees * 3)+ (500*no. of yrs of completed service)

or

RS. 85000, which ever is less.

Presently members can take a loan up to a maximum of Rs. 70000 from the Imperial

Auto Industries Ltd. employee’s welfare society and rs. 50000 from Imperial Auto

Industries Ltd.(farmtrac division) employees welfare society.

Imperial Auto Industries Ltd. employees welfare trust

Eligibility: All regular employees with minimum 5 yrs of

Confirmed service.

Process: The forms are processed as per budgetary provision

on seniority and need basis.

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Purpose: To purchase utility items like T.V., fridge, motor cycle or marriage

(self,

daughter, son).

Interest: 10% p.a. on reducing balance.

Recovery 3 years.

period:

Maximum limit of loan amount is rs. 45000 (20% down payment) in case of marriage Rs.

36,000.

LONG SERVICE AWARD

The workmen who have put in long service of 10 year and above are recognized and

honoured by cash awards/gifts worth the cash value as per the table given below:

The list of eligible employees is displayed half yearly.

In case of retiring employee 6 month or more is counted as one full year of service.

TRANSPORT FACILITIES FOR THE EMPLOYEES

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Completed year of service Value of gift item /cash

10 2,000

15 2,500

20 3,500

25 4,500

30 5,500

35 6,500

40 8,000

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The company provided bus facility to the employees coming from Delhi, palwal, hodal,

and mohana area on subsidized rate. As per company policy the management will bear

70% of the total cost and 30% of the total cost will be borne by the employees. The rate

applicable presently of bus fare (recoverable from employees) are as under:

Category Delhi Hodal Mohana/

alawalpur

Palwal

Workmen 502 689 636 447

LEAVE RULE AND ENTITLEMENT

Type of leave Workmen Apprentices

(apprenticeship act)

Casual leave

maximum leave can be availed

at stretch

07

02

12

02

Sick leave accumulation limit 07 15

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no. of SL can be availed at a

stretch without medical

certificate.

SL can be availed at a stretch

with medical certificate.

84

02

any balance

-

02

any balance

Earned leave accumulation

limit no. of times for which EL can

be availed in a calendar year.

Minimum no. of EL that

can be availed at time.

21

126

03

03

Nil

EDUCATIONAL SCHOLARSHIP TO SELF AND EMPLOYEES WARDS

Need cum merit scholarship

Workmen are eligible to apply for need cum merit scholarship for their wards subject to

get minimum percentage of marks is 60%.

Studying in class vii to university level.

Standard amount in rs. Per annum

Up to 10th 1,000

Up to 11th 1,475

Up to 12th 1,525

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Graduation 2250

Post graduation 2,500

Merit scholarship

1. Irrespective of monthly income, RS.2,250 yearly

The children of all employees

Studying from 11th to university

Level are eligible. Provided, they

Fulfill the %age criteria as policy.

2. 11th and 12th – minimum 70% RS.2,400/-yearly

3. Graduation – B.COM, B.A65%, Rs.3,000/-yr.

Others 70%

4. Post graduation –m.a./m.com, rs. 3,250/-yearly

Others 70%

MERITIOUS PERFORMANCE AWARD

Class 10th board examination, aggregate 90% and above: Rs. 5,000/-

Class 12th board examination, aggregate 90% and above: Rs. 7,500/-

University gold medal in academic course/ professional: Rs.10, 000/-

And degree course.

PROFESSIONAL SCHOLARSHIP

Employees up to the rank of chief general manager who have completed 5 years of

service, their children are eligible for professional scholarship.

For correspondence course

- - 27

Course amount of scholarship

Lump-sum in rs.

Company secretary ship 6,000

Cost & work accountancy 12,000

Charted accountant 12,000

MBA (Open University) 8,000

AIME 5,000

General management 5,000

For regular course

Course amount of scholarship

in Rs per month

Residential Non-residential

Engineering 900 500

Modern medicine 900 500

Law /msw/b.ed/m.ed/ 700 300

Public administration/

Industrial public relation/

Hotel management/MBA

Diploma engineering 500 300

RETIRAL BENEFITS TO EMPLOYEES

GRATUITY

- - 28

Applicability: All employees who have rendered continuous service for not less than 5

yrs .in case of service will not be applicable disablement condition of 5 yrs of service will

not be applicable.

Permanent gratuity: on registration /retirement amount of gratuity (basic+d.a.)* Years of

service * 15/26.

On death, gratuity to nominee will be given as under:

PROVIDENT FUND AND EMPLOYEES

PENSION SCHEME

Applicability:--ALL employees except apprentices under apprenticeship act are enrolled

under the provident fund act and employees pension scheme 1995.

Contribution

Employees Employers

12 %( Basic+d.a. +personal pay) 12% (basic+d.a. +p.p.)

8.33%-employees pension scheme.

3.57% p.f.

- -

Service up to 5 yrs Amount equivalent to 5

Months salary (basic +D.A.).

Service above 5 yrs but less

than 10 yrs.

Amount equivalent to 10

Months salary (basic+D.A.).

Service above 10 yrs but less

than 20 yrs.

Amount equivalent to 15

Months salary (basic+D.A.).

Service above 20 yrs. Normal gratuity plus additional

50% gratuity calculated.

29

Up to rs. 6,500/- salary

Contribution above rs. 6,500 salaries are added in p.f. a/c of employee.

Interest: 8.5% interest p.a. for the year 2007-08 accrued on balance

Amount of p.f. a/c.

Normally retirement pension starts from the age of 58 yrs. The amount of

Pension is calculated as under:

(Pension able salary * pension able service)/70

Pension able salary is average of monthly salary for 2 months proceeding the date of exit.

Pension able service is the service rendered by the members for which contribution has

been made in EPS.

Pension from jeevan dhara policy for workmen

Guaranteed pension

Rs. 450/- per month or 1% of policy amount whichever is higher D.A. :-D.A.

neutralization @ rs. 2 .40 per point AICPI from 1.8.2006.

CANTEEN SERVICE

The canteen services in plant/divisions are run by the management through contractors at

subsidized rates.

The contractor supplies food, tea and snacks as approved by the management in the

contract.

Tea and meal breaks in the different shifts are as under:

Shifts Tea break Meal break

- - 30

First shift 9.30a.m to9.40 a.m.

2.30p.m. to 2.40p.m.

12.00 noon to 12.30

Second shift 6.30 p.m. to 6.40 p.m.

10.30 p.m. to 10.40 p.m.

8.30 p.m. to 9.p.m.

Third shift 2.30 a.m. to 2.40a.m.

6 a.m. to 6.10 a.m.

5.00 a.m. to 5.30 a.m.

In third shift only tea and snacks are provided during meal break.

CANTEEN MANAGEMENT COMMITEE

A ‘canteen management committee’ nominated for a period of one year consisting of

equal numbers of workmen and management representative is constituted. The committee

meets once in a month to review and suggest improvements in the functioning of the

canteen. The grievance of the workmen with regard to quality of food, cleanliness of the

canteen and service are discussed and action plans are worked out for implementation.

IMPERIAL AUTO INDUSTRIES

Founded in 1969, IAI today is a pioneer manufacturer and exporter in automotive tubing

sector. Employing about 900 qualified  people, it has manufacturing operations in 5

- - 31

different plants in India & warehouses in Detroit and London.  In 1990 IAI

became supplier to the most OES like New Holland, Suzuki, DCM Toyota, JCB,

Mahindra  Nissan and other  main players of the industry.

 

 With an ambition to become a globally  recognized and  financially strong company, IAI

sustains an undisputed  leadership in  the Indian market. IAI is well established strong

company and has heavily invested in several auto-parts plants in important automotive

fields, each  plant's facilities meet international  standards to assure  the quality of the

product at  international level.

 

 The company policy is to ensure value for money to the customer, by providing

products, which meet customer's requirement. 

 IAI strives to achieve consistent  improvement in  quality through  process control,

adherence to quality system and safe and clean working environment.

QS-9000 Certified in the year 2000 , ISO-14001 awarded in 2003 and TS-16949

certified in 2004 IAI has become the ultimate  choice of the global market in the

automotive sector.

IMPERIAL AUTO INDUSTRIES

for Chrysler branded models before 1955 and after 1983 see Chrysler Imperial

- - 32

Imperial was the Chrysler Corporation's prestige automobile brand between 1955 and

1975, with a brief reappearance in 1981 through 1983.

The Imperial name had been used since 1926, but was never a separate make, just the

best Chrysler. In 1955, the company decided to spin it off as its own division to better

compete with Lincoln and Cadillac. Imperial would see new body styles introduced every

two to three years, all with V8 engines and automatic transmissions, as well as

technologies that would filter down to the lower rungs of Chrysler corporation's sister

offerings.

1955: A separate make

Rear view of "gunsight" taillights

For the 1955 model year, the Imperial was launched and registered as a separate marque,

apart from the Chrysler brand. It was a product of the new Imperial Division of Chrysler

Corporation, meaning that the Imperial would be a make and division unto itself, and no

longer bear the Chrysler name. Chrysler introduced Forward Look Styling by Virgil

- - 33

Exner, who would define Imperial's look (and the look of cars from the other four

Chrysler divisions) from 1955 to 1963.

1955

The 1955 models are said to be inspired by Exner's own 1952 Chrysler Imperial Parade

Phaeton show cars. The bodyshell was shared with that year's big Chryslers, but the

Imperial had a wide-spaced split eggcrate grille (also used on the Chrysler 300 "executive

hot rod") and "gunsight" taillights mounted above the rear quarters. Models included a

two-door Newport hardtop coupe (3,418 built) and a four-door sedan (7,840 built). The

engine was Chrysler's first-generation Hemi V8 with a displacement of 331 cu in (5.4 L)

and developing 250 brake horsepower (186 kW). The only major option on the 1955 and

1956 Imperials was air conditioning, at a cost of $535. Production totaled 11,430, more

than twice the 1954 figure, but far below Lincoln and Cadillac.

1956

The 1956 models were similar, but had small tailfins, a slightly longer wheelbase, a

larger engine displacement of 354 cu in (5.8 L) with 280 brake horsepower (209 kW),

and a four-door Southampton hardtop sedan was added to the range. 10,268 were

produced.

Forward Look

Imperial Crown from 1957

- - 34

Trunk lids featured an imitation continental tire bulge

1957

The 1957 model year saw a redesigned and larger bodyshell available, based to an even

greater degree on Virgil Exner's "Forward Look" styling (also used on other full-size

Chryslers of the period). It featured a complicated front end (very similar to Cadillacs of

the period) with a bulleted grille and quad headlights, tall tailfins, and Imperial's

trademark gunsight taillights. The Hemi engine was available for the first two years that

was enlarged to 392 cu in (6.4 L). For 1959, the third and final year of this bodystyle, a

less expensive 413 cu in (6.8 L) wedge-head engine replaced it. A convertible was

available for the first time on an Imperial and available in the mid-range Crown series.

Sales were helped by Exner's "ahead of the competition" styling, with 1957 becoming the

best-selling Imperial year ever. 37,593 were produced, but Cadillac by contrast moved

over 120,000 cars in 1957. Quality control also slipped considerably, a consequence of

the second total redesign in two years.

Starting from 1957, Imperials were available in three levels of trim: standard Imperial

(also known as Imperial Custom), Imperial Crown, and the new, super-luxury Imperial

LeBaron (the latter named after a coachbuilder, bought out by Chrysler, that did some of

the best work on prewar Chrysler Imperial chassis, and not to be confused with the later,

cheaper Chrysler Le Baron). Through the late 1950s and into the early 1960s styling

would continue to become "Longer, Lower, Wider", with the addition some of the wildest

fins ever put on a car.

- - 35

1958

The 1958 version is credited with the introduction of cruise control, which was called

"Auto-Pilot", and was available on the Imperial, and on Chrysler New Yorker and

Windsor models.[1] Sales slipped to 16,133 in a recession year. Dealers remained

frustrated at how buyers continued referring to the cars as a "Chrysler Imperial", which

kept sales down as Chrysler was not seen as having Cadillac or Lincoln's prestige.It didn't

help that Imperial continued to be sold at Chrysler dealerships, instead of its own stand-

alone dealers, though it did have a separate "Imperial" dealership sign.

1959

The 1959 model year introduced the swivel out front seats that were part of the six way

electric front bench seat. Originally the seats would automatically swivel when the front

door was opened activated by a cable but was soon removed and only could be activated

manually by a handle. 17,710 Imperials were produced for the model year, ahead of

Lincoln.

Iconic years

1961 Imperial 4-door

1960

The 1960 Imperial adopted wildly exaggerated styling, featuring front fascia with a

swooping bumper, gaping mesh grille, giant chrome eagle, and hooded quad headlights,

and tall rear fins. Some models had the optional simulated spare tire bulge on the

trunklid, though this once-popular feature was largely shunned by Imperial buyers after it

was made available on Plymouths in 1959. Soaring fins had bullet style tail lamps at the

peak of the fin, with a halo of a chrome ring surrounding it. The grill and bumper on the

front of the 1960 used large pieces of heavy chrome, and the 'furrowed brows' of the

- - 36

fenders over the double sets of headlights gave the car a ponderous look. The 1960

models featured a bright, chrome-covered dashboard with numerous push buttons and a

peculiar squared-off steering wheel. Sales increased to 17,719. Imperial again finished

ahead of Lincoln, but would never do so again. While the rest of Chrysler's lineup

adopted unibody construction, Imperial stayed with full-frame bodies.

The 1960 year has been portrayed in several notable movies: in Blade Runner, the 1960

Imperial can be seen on several occasions driving with a mix of exotic, old and post-

apocalyptic contraptions on the road. In the movie Lemony Snicket's A Series of

Unfortunate Events, the 1960 Imperial is prominently displayed, being driven by the

character Count Olaf. He abandons the children in the movie on railroad tracks, locked

inside the 1960 Imperial. A black 1960 Imperial Crown (Limousine) was used to

transport Jacqueline Kennedy during the funeral proceedings of John F. Kennedy.

1963 Imperial Crown

1963 Imperial Crown

1961

The 1961 model year brought a wholly new front end with "freestanding" headlights on

short stalks in cut-away front fenders (a classical throwback favored by Virgil Exner),

- - 37

and even bigger tail fins. However, sales fell to 12,258, the result of bizarre styling and

continued bad quality control.

1962

The 1962 Imperial was largely the '61 design with the tail fins removed, and as in 1955,

free-standing taillights atop them—but these were elongated, streamlined affairs. The

front grille was once again split, and a large round Eagle hood ornament was fitted for the

first time. The engineering team delivered as well, giving the 1962 models a new,

slimmer TorqueFlite automatic transmission, which allowed for a smaller transmission

tunnel "hump" in the floor. This provided greater comfort for the passenger in the center

seat up front. 1962 also marked the closing of Imperial's dedicated assembly plant; all

later Imperials were built in the same facilities as standard Chrysler-brand models, as

sales were insufficient to maintain a separate facility. 1962 production totaled 14,337.

Shortly before leaving Chrysler, Virgil Exner had planned for a smaller Imperial to go

along with the downsized 1962 Dodges and Plymouths, but the idea never went

anywhere.

1963

The 1963 models saw the split grille disappear again, replaced by a cluster of chromed

rectangles, and the taillights were now inside the rear fenders, in ordinary fashion, for the

first time. In addition, the designers redesigned the rooflines of the two-door hardtops,

giving them a similar appearance to the four-door models. 1963 models were the last

Virgil Exner–styled Imperials, however Elwood Engel began applying some of his own

touches to them. While most critics of automobile styling rate the 1955 through 1959

Imperials highly, the styling in this period was more questionable, which was reflected in

Exner's increasing struggles with the Chrysler president and board.[citation needed] 14,121 cars

were produced for 1963.

Imperial frames

The main advantage of Imperials in the 1960s was their strength; their crashworthiness

got them banned from demolition derbies for being too hard to take down. Unlike the rest

- - 38

of the Chrysler Corporation makes (Plymouth, De Soto, Chrysler, and Dodge), that went

to unibody construction in 1960, the Imperial retained separate full perimeter frames for

rigidity through the 1966 model year. These substantial frames were in the form of a full

box with crossmembers forming an "x". The drive shaft passed through a hole in the "x"

frame. Interestingly, the emergency brake, in the traditional Chrysler manner, was in the

form of a clamp that would take hold of the drive shaft, and was not connected to the rear

drum brakes prior to 1963.

Engel design

1966 Imperial Crown Coupe

1966 Imperial Crown convertible

1966 Imperial LeBaron

- - 39

In 1961, Chrysler scored a coup by hiring Elwood Engel away from Ford, where he had

designed the 1961 Lincoln Continental (the same type of car in which President Kennedy

was assassinated). Engel's design themes at Chrysler were a far cry from the fins of Virgil

Exner, and instead featured the more familiar three-box design with more rectangular,

angular cars with straight-line styling.

1964

The 1964 Imperials were the first to be designed entirely by Engel. Predictably, they bore

a strong resemblance to the Lincoln Continental. A split grille returned, and the fake

spare tire bulge moved from the trunk lid to the rear, incorporating the rear bumper in a

very squared-off lump. Dashboards became less gaudy. A large boss in the center of it

was actually the fuel filler door, covered with a large Imperial Eagle, with chromed bars

going outward that terminated in the taillights. The base Imperial Custom model was now

gone; the cars were now available as Imperial Crown or Imperial LeBaron levels of trim

in four-door hardtop sedan, two-door hardtop Crown Coupe, or convertible versions. The

LeBaron during this period had a "formal rear window" that was smaller than on the

other models. With 23,295 produced, 1964 was Imperial's second best ever tally.

1965

Changes for 1965 were largely confined to the front fascia and to trim, and replacement

of the push-button automatic transmission gear selection system with a more

conventional steering column-mounted shift lever. The split grille was gone, replaced by

a large chromed crossbar and surround, and the headlights were inset into the grill behind

glass covers (similar to that year's Chrysler 300 and New Yorker models. Production

totaled 18,409.

1966

The 1966 model year saw a change to an egg-crate grill. Also introduced was the

440 cu in (7.2 L) engine instead of the 413 cu in (6.8 L) that was standard from 1960.

1966 production was 13,752 cars.

- - 40

Unibody

1967 Imperial Crown Coupe

1967

The 1967 model year saw a completely new Imperial under the skin, as the make at last

adopted unibody construction. Chrysler by now felt experienced enough with unibody to

trust using it with the company's flagship line. The styling kept the overall straight-line,

sharp-edged Engel theme, but there were many detail changes intended to make Imperial

look less like Lincoln and into its own territory. The spare tire bulge was completely gone

from the rear, although the boss remained. The practically full-width taillights spread out

from it, straight, but ended before chrome-tipped rear wings. The front end was

somewhat similar to 1966's, although the glass lamp covers were gone. The unibody

switch was also done for cost reasons, as Imperial sales were insufficient to maintain a

unique platform for them. Thus, they would return to simply being more upscale

Chryslers as they had been before 1960. Sales increased to 17,614.

New this year was a new entry-level Imperial Sedan, with full frames around the

windows unlike the hardtop frameless style of the other cars. A TNT version of the 440

engine was available as an option, delivering more power.

1968

The 1968 Imperial was little changed from the previous year. The grille changed to a

brightly chromed one with thin horizontal bars, split in the middle by vertical chrome and

a round Imperial Eagle badge. At the rear, the horizontal bars over the taillights were

gone. This was also the last year for the Crown convertible, a casualty of the decision to

abandon the Imperial's separate platform. 15,367 were sold in 1968.

- - 41

Fuselage Look

The Fuselage Look was how Chrysler described its new styling in 1969. Instead of the

square lines of 1964-1968, the new Imperials featured rounded "tumblehome" sides,

bulging at the belt line, and tucking in down to the rocker panels. The front K member

was 3" longer than the other full-size cars, but everything behind the front fenders was

the same length and size.

1969

1969 Imperial LeBaron 2-door coupe

In keeping with the times, the look was sleeker, with a reduced, more subtle level of trim.

For the first time, the lights were hidden behind doors, giving a fashionable at the time

full-width grille look using "loop" bumpers. This was the final year for pillared sedans,

and it was also the first year for the Imperial LeBaron coupe. 22,083 were produced for

Imperial's third best ever year.

Under the skin, little had changed; construction was still the same unibody, the engine

and transmission were the same, and the torsion bar front suspension was still used.

1970

The 1970 models differed only in minor ways. The grill pattern changed to a larger

eggcrate design; the front cornering lamps were now rectangular instead of the "shark

gill" pattern of 1969. A wide chrome strip was added at the rocker panels, vinyl side trim

was made optional, and (for this year only) the fender skirts were gone. The Imperial was

the longest car available in 1970, at just over 19 feet (5.8 m) long, except the Cadillac

Fleetwood Series 75. It was the final year for the Crown series; afterwards Imperial

- - 42

would have only two models, a LeBaron hardtop sedan and coupe. 11,822 of the 1970s

were produced.

1971

For 1971, the Imperial Eagle at the front of the hood was gone, replaced by the word

IMPERIAL; the deck lid badge said, for the first time, "IMPERIAL by Chrysler". The

1971 Imperial is notable for being the first production car in America with a 4-wheel

Anti-lock braking system (ABS) from Bendix, a rarely selected option at that time. The

1966 Jensen FF from England was the first production car in the world to have ABS.

Both had ABS for almost a decade before the Mercedes-Benz S-Class which claims to be

the first production car with ABS1978. 11,569 1971 Imperials were produced.

Although the vinyl top was standard, for a short time a unique paisley-patterned vinyl top

in a burgundy color was available as an option on burgundy-painted cars. It has been

rumored that this top had actually been overprinted on waste "Mod Top" patterned vinyl,

which had been available on some Dodge and Plymouth models in 1969 and 1970, but,

according to Jeffrey Godshall, a Chrysler designer and frequent contributor to the

magazine Collectible Automobile, this was not the case. With exposure to the elements,

the burgundy overprint faded, and the pattern began to show through in a purple "paisley"

pattern. Chrysler replaced many affected tops with either white or black standard vinyl,

but some survive.

Fuselage evolution

1972 Imperial Le Baron

- - 43

1972

The sheetmetal was completely new for the 1972 model year, although the styling was an

evolution of the previous fuselage style, somewhat more rounded in side profile, without

a character line down the side and chrome trim on the top seams of the fenders from the

rear windows forward. The front fascia was all new and imposing-looking, and the back

featured vertical teardrop taillights for the first time, while the rear side marker lights

were in the form of shields with eagles on them. Sales increased to 15,796.

1973

The 1973 model year saw new federal bumper standards to prevent damage. This meant

the Imperials gained large rubber over-riders front and rear, adding six inches (152 mm)

to the car's length, making it the longest production car in North America for that year

and the longest postwar (non-limousine) production car at 235.3 inches (5,977 mm). As

1973 was in general a good year for the auto industry, 16,729 1973 Imperials were sold.

Final full-size

1975 Imperial LeBaron 4-door

1974

The 1974 model year was Chrysler's 50th anniversary, and it saw the final redesign of the

full-size Imperial. The new car had Chrysler's new trademark 'waterfall' grille, which

started on top of the nose and flowed down. It was a shorter, lighter car than the previous

year's, built on the Chrysler New Yorker chassis. The 1974 Imperial was the first regular

American passenger car to offer 4-wheel disc brakes since the 1949-1952 Crosley and the

Chrysler Imperials of the early 1950s; only the Chevrolet Corvette and Studebaker Avanti

had recently offered them previously. The ignition system was electronic, another first in

the market, as was the optional burglar alarm. As well as the two regular 1974 LeBaron

- - 44

models, a 50th Anniversary 2-door LeBaron Crown Coupe was also produced, finished in

Golden Fawn; only 57 were built, making for a grand total of 14,483 1974 Imperials.

1975

For 1975, little changed but for the waterfall grill and the front bumper was enhanced, as

well as a few detail improvements. This was to be the last year of the independent

Imperial marque, with only 8,830 1975 models sold. The last Imperial, a LeBaron sedan,

rolled out of the factory on June 12, 1975. However only the name disappeared, as the

same basic car was offered, rather more cheaply (The Imperial feature of 4-wheel disc

brakes was discontenued). Through 1976 - 1978 the car was known as the Chrysler New

Yorker Brougham. Justifying the price differential over the full-size Chrysler had become

increasingly hard to do as the cars became (to save costs) more and more similar over the

years, and the costs of maintaining and marketing a separate, poorly selling marque were

possibly just too high. Also, the 1973 oil embargo had turned buyers towards more

manageable cars, a movement that had been building through the early '70s as a result of

inflation-driven price increases.

Personal luxury

1981 Imperial coupe

1982 Imperial coupe

- - 45

1981-83 Imperial's bustle-back rear styling

1981–1983

This generation represented a fairly radical attempt to reinvent the Imperial as a personal

luxury car. It is probably not coincidental that this came about after Lee Iacocca took the

helm at Chrysler, since he had been instrumental in creating the successful Lincoln Mark

series for this market while he was at Ford in the late 1960s. Although the company was

facing bankruptcy, Iacocca decided that "a new flagship would assure the public that

Chrysler had a future."[2]

The new Imperial was a smaller, two-door only package, sharing its 112.7 inches (2,863

mm) wheelbase chassis with the second generation Chrysler Cordoba and Dodge Mirada.

The Cordoba and Mirada models were designated the J-bodies, while the Imperial was a

Y-body. The Imperial was so well-equipped that there were virtually no options, other

than a choice of wheels and sound systems. The 318 cu in (5.2 L) V8, with a Chrysler-

built throttle-body electronic fuel injection system, was the only available engine.

The cars did not bear the "Chrysler" name. Unlike all other modern Imperials, it did not

use the Imperial eagle logo, as that had been moved to the Chrysler LeBaron model in

1977. Instead it bore the Chrysler Pentastar. The Imperial and the Mark Cross Edition of

the LeBaron Convertible were the only vehicles, however, which wore it as a jewel-like,

cut crystal, stand-up hood ornament.[citation needed]

Several Imperials participated without factory support on the NASCAR circuit from 1981

thru 1985. They were driven by Buddy Arrington, Rick Baldwin, Cecil Gordon, Phil

Goode, and Maurice Randall). An Imperial finished as high as sixth place in the summer

1982 race at Brooklyn, MI. The reason was that the Imperial was more aerodynamic than

- - 46

the Dodge (Mirada) at the time. Arrington's Imperial currently (as of fall 2008) resides in

the Talledega (AL) NASCAR museum.[citation needed]

Competing models such as the Cadillac Eldorado and the Lincoln Continental Mark VI

had been downsized by 1981, so the Imperial was of comparable size to its competitors

and the market was certainly there, since the Eldorado was at that time rising to the peak

of its success. Considerable marketing was put behind the new model as well, including

commercials and magazine ads featuring singer Frank Sinatra, a personal friend of

Iacocca.[citation needed]

Nevertheless, the car did not take off. Other than the fuel injection system, it offered no

technological innovation, and the company's reputation for quality was still suffering

from the disasters of the 1970s. The fuel injection system proved unworkably

troublesome and most cars were retrofitted under warranty with carburetors at great cost

to Chrysler.[3][4]. The rear styling, which had an odd, bustle-backed look somewhat similar

to Cadillac's controversial 1980 Seville, was a styling hindrance. Competition from the

much cheaper, mechanically similar, and more reliable Chrysler Cordoba, which was sold

in the same showrooms, also ate into Imperial sales.

Perhaps most importantly for the prestige-driven top of the market, by the 1980s the well-

publicized misfortunes of Chrysler had simply rendered the name unable to compete in

the same class as Cadillac and Lincoln. A marque which was most often associated in the

press with the word bankruptcy was unlikely to attract buyers shopping for a car that

symbolized affluence.[5]

Today, due to their lack of sales success, these cars are relatively scarce.

Production figures

1981: 7,225 1982: 2,329 1983: 1,427

Imperial "FS" (Frank Sinatra Edition)

This section does not cite any references or sources.Please help improve this article by adding citations to reliable sources. Unsourced material may be challenged and removed. (May 2010)

- - 47

Despite the shortcomings of the car for this period, it did offer one very unusual

distinction: a special edition named after a celebrity. The Imperial "FS" was a rare

example of automotive history as it was one of only a handful of cars bearing a celebrity's

name. The car was available only in Glacier Blue Crystal paint, said[who?] to be made to

match the color of Sinatra's eyes, and had special "fs" (lowercase) external badging, with

a large interal glovebox placard proclaiming "Frank Sinatra Signature Edition". Inside, 16

cassettes of Sinatra titles were presented in a specially-made Mark Cross leather case.

Lee Iacocca had a 1982 Imperial converted into a limousine with a 36 in (910 mm))

stretch and presented it to Sinatra as a gift. Sinatra was very fond of it and it remains (as

of spring 2008) with the Sinatra family in Palm Desert CA.

Crown Imperial long-wheelbase limousines

During 1955 and 1956, a Crown Imperial limousine model was also offered. With an

extra 19 in (480 mm) of wheelbase, and seating eight (three in the front including the

driver, three in the rear, and two on rearward-facing fold-down jump seats), these

replaced the long-wheelbase offerings in all Chrysler marques. Only 172 were built in

1955 and 226 in 1956. They were the last Chrysler-branded limousines built entirely in

Detroit.

From 1957 until 1965, long-wheelbase Crown Imperial cars would be finished by Ghia in

Italy. The earlier models used two-door hardtop bodies mounted on the more rigid

convertible chassis; these would be shipped across the Atlantic, cut apart, lengthened

generally by 20.5 inches (521 mm) and reworked. Later models were built from four-

door models to the same specification. Each took a month to build, and cost a fortune for

the time; they sold poorly against similar Cadillacs, which were cheaper, had a more

established reputation among limousine buyers, and were built by both Cadillac itself and

a variety of competing coachbuilders on Cadillac commercial chassis.

In President John F. Kennedy's funeral procession in November 1963, at the front of the

motorcade, carrying Jackie Kennedy and her children, was an Imperial limousine.

- - 48

While the "Crown Imperial" limousines ended in 1965, Imperial Limos continued to be

made by other coach builders. Between 1967 and 1975 another 30 or so Imperial

limousines were produced. The 1981-83 cars were also produced, two of which were

stretched 24-inch (610 mm) and five were lengthened 36-inch (910 mm).

In culture

In the 1967 film Point Blank, Lee Marvin drives and repeatedly smashes a 1967

Imperial convertible.

In Lemony Snicket's A Series of Unfortunate Events, Count Olaf drives a 1960

Imperial Crown Limousine.

The pilot (movie) for the 1966 Batman series, Millionaire Bruce Wayne screeches

up to Wayne Manor in his '66 Imperial convertible with the Boy Wonder on his

right.

In the TV series The Green Hornet, Kato (Bruce Lee) drives the "The Black

Beauty" rolling arsenal which is based on an Imperial LeBaron sedan.

In the TV series Mission Impossible Season 6 episode "Encore" (1971), William

Shatner guest stars as a crime syndicate boss the IMF must convince has traveled

back to 1937. An entire 1937 period set is constructed. In the final scene, a 1972

Imperial stops nose first just short of Shatner collapsed on the street. The

Imperial, with its modern concealed headlights, dramatically shows he'd been

tricked.

During the 7 seasons MISSION:IMPOSSIBLE aired, many Imperials were

featured, including limousines.

In the 1982 film Cannonball Run II, J.J. Mclure and Victor Prinzi drive a 1982

Imperial Stretch 36" limousine and disguise it as a "Nuke Tac Team" vehicle.

In the 1984 film Stick, George Segal's character owns a 1982 Imperial strech limo

that Stickley (Burt Reynolds) drives throughout the film.

In the Walter Matthau movie Charley Varrick, Joe Don Baker repossesses a

maroon 1968 Imperial sedan and eventually wrecks it in the final scene, chasing

Matthau's character (who is flying a crop-dusting aircraft) through a Colorado

auto salvage yard.

- - 49

In the 2002 animated film Adam Sandler's Eight Crazy Nights, Coach Whitey is

seen driving a vehicle that clearly resembles a 1968 Imperial.

The Imperials made before 1967, before unibody construction, gained significant

notoriety for their crashworthiness and became a favorite in demolition derbies

after their usefulness as road vehicles had expired. These vehicles eventually

proved to be too crashworthy and posed an unfair advantage to the point where

many sanctioning bodies have banned the model from their events to this day.[6] In

some instances drivers of Imperials in Crash Derbies would pour cement in

between the inner and outer body panels to form an even more impregnable body,

a practice that has also been banned.[6]

COMPANIES PHILOSOPHY

Ensure values for money to the customers.

Make products which meet/exceed customer expectations.

Treat work force as member of big family.

Run all business groups operations profitably.

MAIN BUSINESS GROUPS

Automotive steel tubing’s

Brake Tubes

Fuel Tubes

 Fuel Injection Tubes

Over Flow Lines

Fabricated Tube Assemblies

Cross Members

Flexible Hoses

- - 50

Fuel Hose Assemblies

Radiator Hoses

Brake Hose Assemblies

High Pressure Hose Assemblies

Vacuum & Heating Hose Assemblies

Air Starting System Hoses

Automotive Fuel System

Related Components and Sub- Assemblies 

Circuits or Industrial Equipment and Railway 

Traction Locomotives

MILESTONES

1969 Established as a partnership firm and started assembling full hoses in

a small area (30 sq. mtr).

1970 Supplies to Mahindra & Mahindra Ltd.

Commenced as O.E.

1971 Supplies to Kirloskar Oil Engines Ltd

Started as O.E.

1972 Supplies to Telco as O.E.

Supplies to Imperial as O.E.

1978 Rubber processing facilities for manufacture of rubber hoses.

1979 Established facilities for manufacture of fuel injection pipes.

1982 Manufacturing of F.I. pipes started in bulk.

1984 Supplies of brake tubes & fuel lines to Maruti Udyog Ltd. started.

1985 Numerically controlled bending machines installed for bending larger

Diameter pipes

1989 Collaboration with Meiji Rubber for brake hoses

Supply of fuel injection tubes for Railway Traction Locomotives

1990 Caterpillar fuel injection tube development started.

- - 51

1992 Commenced manufacture of high pressure hose

assemblies at  new unit at plot 94, sector-25, Faridabad.

ISI certification obtained for brake hoses

1995 Started activities for ISO 90002 accreditation

Adopted Cummins supplier improvement programme

1996 Supplies to Tata Cummins commenced

Improved facilities for radiator/bend hoses installed.

New plant for fuel injection pipes at sector 27-c, completed.

New plant at plot no. 83, sector-25, started.

1997 ISO 9002 accreditation.

Self certification for auto Malt Telco, Pune

Technical collaboration with Gates, USA.

1998 Imperial auto industries becomes public limited

Production started at pune plant

Joint venture with Eagle Picher Fluid Systems Ltd. U.K

Started activities for QS-9000.

1998 Imperial auto industries becomes public limited

Production started at pune plant

Joint venture with Eagle Picher Fluid Systems Ltd. U.K

Started activities for QS-9000.

1999 Target exports to developed countries

2000 QS-9000 accreditation for all plants (Plant-I,II,III,IV).

Global supplier to JCB, John-Deree & Cummins

2003 Certificate awarded ISO-14001

2004 Certification TS-16949

We supply Pipe Assemblies, Hose Assemblies, Tubing’s, Multi Layer Hoses, Stainer

Assemblies, Molded Components, Pipes, and so on for all kinds of worldwide

automotives. We are enlarging our products line and more products are available upon

inquiry. We are your one-stop auto parts supplier, focusing on high quality and customer

satisfaction.

- - 52

MAIN PRODUCTS

Fuel Injection Pipe Assemblies

Brake Tubes

Teflon Hose Assembly

Rigid & Fabricated Pipes

Low Pressure Flexible Hoses

High Pressure Hoses

Nylon Tubings

Multi Layer Hoses

Stainer Assemblies

Fuel & vaccume Hoses

Radiator Hoses

Moulded Components

CRDI Pipes

Piston Cooling Nozzle

Leak Off Pipe

PRODUCT RANGE

FUEL INJECTION PIPE ASSEMBLIES

- - 53

BRAKE TUBES

TEFLON HOSE ASSEMBLIES

TEFLON HOSE ASSEMBLIES

- - 54

HIGH PRESSURE  & LOW PRESSURE HOSE ASSEMBLIES

POWER STEERING ASSEMBLIES

POWER STEERING ASSEMBLIES

- - 55

CRIMPED BRACH HOSES & SILICON HOSES

- - 56

With a workforce of 900 people Imperial Auto,  achieved sales of Rs. 2500

million for Year 2004. Imperial Auto has  warehouse in Detroit, London

Jamshedpur, Lucknow & Pune with the total area of 55,205 SQ. MTS.

land and 17,870 SQ. MTS. building.

MACHINERY

SPIRAL MACHINE

HOSE CUTTING MACHINE

- - 57

BRAZING FURNACE

DATA ANALYSIS & PRESENTATION

QUESTION 1: DOES YOUR ORGANIZATION /COMPANY FOLLOW THE

EMPLOYEE WELFARE SCHEMES?

- -

YES NO

100 0

58

INTERPRETION:

Out of 100 employees surveyed, all are agreed that there are welfare schemes in their

organization/company.

QUESTION 2: WHAT IS /ARE THE MAIN OBJECTIVE(S) BEHIND EMPLOYEE

WELFARE?

- -

OBJECTIVES NO.OF PERSONS

Help to motivate and retain employees. 30

Loyalty in workers towards the

organization

20

To minimize social evils such as

alcoholism, gambling etc.

6

Helps to improve the local image of the

company

38

All of above 6

59

0

20

40

60

80

100

120

yes no

answerof follwers

follo

wers Series1

MOTIVATE ANDRETAINEMPLOYEES

LOYALTYTOWARDS ORG.

MINIMISESOCIAL EVILS

IMPROVE LOCALIMAGE

ALL OF ABOVE

INETERPRETATION:

Out of 100 people surveyed, 38% employees said that welfare schemes helps in

improving the image of the company. 30% says motivate to do work in this organization,

20% are loyal because of goods welfare schemes and 6% helps in minimizing the social

evils among the employees

QUESTION 3: WHO MAKES THE EMPLOYEE WELFARE SCHEMES/POLICIES?

MAKERS NO. OF PERSONS

Immediate superior 11

Specialized committee 25

Personnel department 24

Don’t know 40

- - 60

Immediatesuperior

specializedcommittee

personneldepartment

don't know

INTERPRETATION:

Out of 100 people surveyed, 40% of people doesn’t know who made welfare schemes

for them. 11% says immediate superior made, 25% says specialized committee and 24%

says personnel departmen

QUESTION 4: ARE YOU SURE SATISFIED WITH EMPLOYEE WELFARE

SCHEMES IN THE ORGANIZATION ?

- -

Thinkers NO. OF PERSONS

Always 50

Sometimes 40

Never 10

61

01020304050

1/1/1900 1/3/1900

never

always

no. of persons

Series1

INTERPRETATION:

Out of 100 persons 50% are always satisfied from the welfare schemes of the company,

40% are satisfied and 10% never satisfied from the welfare schemes.

QUESTION 5: DO YOU THINK THAT WELFARE WHICH HAS BEEN DONE IS

FAIR TO ALL WORKERS?

- -

YES NO

80 20

62

0

20

40

60

80

100

YES NO

NO. OF PERSONS

Series1

INTERPRETATION:

Out of 100 people surveyed, 80% says welfare schemes are fair to all workers and 20%

says not fair to all workers.

QUESTION 6: HAVE YOU NOTICIED ANY MISTAKE REGARDING EMPLOYEE

WELFARE SCHEMES?

- -

Implication NO. OF PERSONS

Every time 10

Sometimes 30

Never 60

63

010203040506070

1no. of persons

every time

sometimes

never

INTERPRETATION:

Out of 100 people surveyed, 60% people says there is no mistake in welfare schemes,

30% says sometimes there is mistake done by the management and 10% says there is

always mistake in welfare schemes

QUESTION 7: ARE YOU SUFFICIENTLY UTLIZING THE WELFARE SCHEMES

PROVIDING BY THE COMPANY?

YES NO

90 10

- - 64

85 90 95 100

NO. OF PERSONS1

NO 10

YES 90

1

INTERPRETATION:

Out of 100 people surveyed, most of people are availing the welfare schemes i.e. 90%,

only 10% people are not availing welfare schemes sufficiently.

QUESTION 8: WHAT ARE THE TOOLS AND TECHNIQUES ADOPTED FOR THE

WELFARE SCHEMES?

- -

Type of implication No. of persons

Proper format 80

First come first serve basis 18

No method 2

65

0

50

100

1no. of persons

0123

proper formatproper format

fcfs

no method

INTERPRETATION:

Out of 100 people surveyed, most people say proper format is there for availing welfare

schemes of the company i.e. 80% and 25 says there is no method for availing welfare

schemes.

QUESTION 9: DO YOU RECEIVE ANY HELP FROM YOUR MANAGEMENT

BESIDES ANY WELFARE SCHEMES?

Implication NO. OF PERSONS

ALWAYS 35

SOMETIMES 58

NEVER 7

- - 66

no.of persons

always

sometime

never

INTERPRETATION:

Out of 100 people surveyed, 35% says management helps them besides welfare schemes,

58% says on some occasion management helps them besides welfare schemes and 7%

says there is no help from the side of management.

QUESTION 10: IS WELFARE SCHEMES PROVIDING BENEFICIAL TO YOU IN

ENHANCING YOUR PRESENT LIVING OF STANDARD?

- -

YES NO

70 30

67

YES

NO

INTERPRETATION:

OUT of 100 people surveyed, 70% people agreed that welfare schemes have increased

their standard of living but 30% are not agreed to this statement.

QUESTION 11: DO YOU WANT ANY CHANGES IN THE METHOD / POLICIES

OF EMPLOYEE WELFARE?

- -

YES NO

98 2

68

YES

NO

INTERPRETATION:

Out of 100 people surveyed, 98% people doesn’t want any changes in existing welfare

schemes, only 2% people want the change.

DATA ANALYSIS

The analysis was done for frequency distribution. And in this I have used

tabulation technique of data analysis.

Conclusions and Recommendations

This chapter include most important task, which is related to your study, i.e.

recommendations, and conclusions and many other things. This chapter shows what is

observe by you from the study and what problems are facing by you when you are taking

training.

- - 69

It includes:

Conclusion

Suggestions OR recommendations

CONCLUSION

In the end I like to conclude that:

The “Employee Welfare Scheme” provided by the IMPERIAL AUTO INDUSTRIES

LTD. is very good for employees, but many employees take unduly advantage of it and

sum employees do not know how to avail the welfare policies.

Trust provides financial beyond his limit under any of the scheme of the company.

The welfare scheme provide by the company is fulfilling all the statutory and non-

statutory provisions.

Employees are very happy with the welfare schemes of the company and they do want

any changes in it.

In the end, I would like to conclude that besides having a very good welfare schemes

running by the organization, the managers of the company specially personnel managers

should take care that, no employee take unduly advantage of the welfare policies and the

employees who do not sufficient knowledge about welfare policies, they should guide

them. And each and every employee should be treated equally.

SUGGESTIONS

Suggestions received from the respondents of the questionnaire:

- - 70

The following are the suggestions received from the respondents of the questionnaire.

The suggestions are based on their experience regarding welfare schemes for the workers.

1. Extension of bus facilities of local conveyance should be improved.

2. Periodic survey’s to know the opinion of the employees should be

3. Conducted and findings should be implemented.

4. Formalities for availing the welfare schemes should be reduced.

5. The welfare services should be fast and any problem related to the employees

should be tracked within short span of time.

6. A yearly welfare calendar should be printed and distributed among all employees.

7. There should be no biased decision taken by the managers while providing any

help besides welfare schemes of the company.

8. The employees who should take undue advantage of welfare schemes should be

given warning not to do these type of activities again.

In the end, I can say that IMPERIAL AUTO INDUSTRIES LTD. is doing its best

efforts in providing A welfare services which are universal to their employees and have

made them leader in the market, but even then IMPERIAL AUTO INDUSTRIES LTD.

should consider the problems faced by their employees while availing its services.

FINDINGS

During my training I found that-

1) Most of the employees are satisfied with employee welfare schemes of the

organization.

- - 71

2) Written notice should be given to the personnel department in advance before

availing any welfare schemes.

3) The trust provides financial assistance in case where the employees has medical

expenses on treatment of self or the family members beyond his coverage /limits

under any of the scheme of the company.

4) There are so many formalities before availing welfare schemes

5) Written notice with your signature and E.I. no. and department.

6) Filling of application form before availing any scheme.

7) If a benefit is taking for long sickness, then the claims should be certified from

ESIC or by the company’s medical officer.

8) Reason behind taking welfare scheme.

9) A worker can avail some schemes of welfare when he completed some specific

year while working in the organization.

10) Many employee take unduly advantage of the welfare schemes

- - 72