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Dedicated to
3DUHQWVEURWKHUVVLVWHUVWHDFKHUVIULHQGVDQGWKH*RG$OPLJKW\«««

Dr.R.VETTRISELVAN
Mrs.T.JEYA SUDHA

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CONTENTS

CHAPTER NO PARTICULARS PAGE NO

I INTRODUCTION 4-25

II REVIEW OF RELATED LITERATURE 25-37

III DESIGN OF THE STUDY 38-46

IV 46-51
PROFILE OF THE STUDY AREA

V 52-73
ANALYSIS AND DISCUSSION

VI SUMMARY, FINDINGS, SUGGESTIONS 74-80

AND CONCLUSSION

BIBLIOGRAPHY

ANNEXURE I- Interview schedule for Employees

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LIST OF TABLES
TABLE NO PARTICULARS PAGE NO
3.1 Textile Industry Mills in Dindigul district 43

4.1 Taluk ± wise distribution of Textile Industry in 49

Dindigul District

5.1 Age of the Employee 52

5.2 Gender of the Employee 53
5.3 Residential area of the Employee 54

5.4 Employees Level of Education 55

5.5 Family income of the Employee 56
5.6 Distribution of the Employees by Department 56
5.7 Type of Unit 57
5.8 Nature of Employment 58
5.9 Working Hours 58
5.10 Employees Experience 59
5.11 Monthly Income 60
5.12 Health Problems 61
5.13 Recovery Pattern 62
5.14 General Safety 62
5.15 Electrical Safety 63
5.16 Fire Safety 64
5.17 First Aid Provisions 65
5.18 Mechanical Hazard 65
5.19 Noise and Vibration 66
5.20 Manual Handling 66
5.21 Psychological Issues 67
5.22 Occupational Health and Safety Laws 68
5.23 Future Expectation 69
5.24 Correlation Analysis Between Working Environment 70

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and Stress
5.25 Correlation Analysis between Absenteeism and 71
Psychological Issues
5.26 *DUUHWW¶V5DQNLQJIRU(PSOR\HHV+ealth and Safety 72
Measures in Textile Industries

LIST OF FIGURES
FIGURE NO PARTICULARS PAGE NO

4.1 Dindigul District Map 48

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CHAPTER I

INTRODUCTION

1.1. Introduction

The textile industry occupies a vital place in the Indian economy and contributes

substantially to the export earnings. Textiles exports represent nearly 30 percent of the country's

total exports DQGSHUFHQWRIWKHQDWLRQ¶VSURGXFWLRQ. The sector provides direct employment to

over 15 million persons in the textile mills, power looms and handloom sectors. India is the

ZRUOG¶VVHFRQGODUJHVWSURGXFHURIWH[WLOHVDIWHU&KLQDIndia LVWKHZRUOG¶VWhird largest producer

of cotton after China and USA and the second largest cotton consumer after China. The textile

industry in India is one of the oldest manufacturing sectors and largest of the nation at present.

The Textile industry contributes more in industrial output, employment generation and

foreign exchange earnings. The textile industry encompasses a range of industrial units, which

use a wide variety of natural and synthetic fibres to produce fabrics. The textile industry can be

broadly classified into two categories, the organized mill sector and the unorganized mill sector.

Considering the significance and contribution of textile sector in national economy, initiative and

efforts are being made to take urgent and adequate steps to attract investment and encourage

wide spread development and growth of the sector.

1.2. Origin of Textile Industry

The archaeological surveys and studies have found that the people of Harrapan

Civilization knew weaving and the spinning of cotton four thousand years ago. Reference to

weaving and spinning materials is found in the Vedic Literature also. There was textile trade in

India during the early centuries. A block printed and resist-dyed fabrics, whose origin is from

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Gujarat is found in tombs of Fostat, Egypt. This proves that Indian export of cotton textiles to the

Egypt or the Nile Civilization in medieval times were to a large extent. Large quantity of north

Indian silk was traded through the silk route in China to the western countries. The Indian silk

was often exchanged with the western countries for their spices in the barter system. During the

late 17th and 18th century there were large export of the Indian cotton to the western countries to

meet the need of the European industries during industrial revolution. Consequently there was

development of nationalist movement like the famous Swadeshi movement which was headed by

the Aurobindo Ghosh. There was also export of Indian silk, Muslin cloth of Bengal, Bihar and

Orissa to other countries by the East Indian Company. Bhilwara is known as textile city.

1.3. Growth of the Textile Industry

The textile policy 1985 and the economic policy 1991 accelerated the economic growth

during 1990s. Textile sector growth has been led by the spinning and the manmade fibre

industry. The number of cotton/ manmade fibre textile mills rose from 1035 in 87-88 to 1741 in

December 1997. The number of spinning mills number rose to 1461 in December 1997 from 752

in 87-88. Currently India has the second highest spindleage in the world after China. Aggregate

production of cloth during 1996-97 was 34,265 million sq. metres, an increase of nine percent

over 1995-96. India's contribution in world production of cotton textiles was about 12 percent a

decade back, while currently it contributes to about 15 percent of world cotton textiles.

India has the second-largest yarn-spinning capacity in the world (after China), accounting for

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During 1989-98, India was the leading buyer of spinning machinery, accounting for 28 percent

RI ZRUOG VKLSPHQWV ,QGLD¶V SURGXFWLRQ RI VSXQ \DUQ LV DFFRXQWHG IRU DOPRVW HQWLUHO\ E\ WKH

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³RUJDQL]HGPLOOVHFWRU´ZKLFKLQFOXGHVODUJH0DQ-made fibers, wool and silk segment grew

by modest 4.5 percent per annum during the 5-year period 2000-01 to 2005-06. During the first

year of quota-free global trade, production increased leaps and bounds. Textiles production

increased 10 percent over 2004. The growth was fuelled by a 22 percent rise in production of

other textiles (including apparels). Cotton textile also posted an increase of nine percent.

1.4. Textile Industry in Present Scenario

The textile industry holds significant status in the Indian Textile industries provides one

of the most fundamental necessities of the people. It is an independent industry, from the basic

requirement of raw materials to the final products, with huge value-addition at every stage of

processing. Today textile sector accounts for nearly 14 percent of the total industrial output at

present. Indian fabric is in demand with its ethnic, earthly colored and many textures. The textile

sector accounts about 30 percent in the total export. This conveys that it holds potential if one is

ready to innovate. Textile exports are targeted to reach $50 billion by 2010, $25 billion of which

will go to the US. Other markets include UAE, UK, Germany, France, Italy, Russia, Canada,

Bangladesh and Japan. The name of these countries with their background can give thousands of

insights to a thinking mind. The slant cut that will be producing a readymade garment will sell at

a price of 600 Indian rupees, making the value addition to be profitable by 300 percent.

Currently, the sector lifting up of the import restrictions of the multi-fibre arrangement

(MFA) since 1st January, 2005 under the World Trade Organization (WTO) Agreement on

Textiles and Clothing, the market has become competitive; on closer look however, it sounds an

opportunity because better material will be possible with the traditional inputs so far available

with the Indian market. It is moving vertically with an average growing rate of nearly two times

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of textiles for clothing applications and now account for more than half of the total textile output

at present.

1.5. Process of Textile Manufacturing

Textile manufacturing is a major industry. It is based on the conversion of three types

of fiber into yarn, then fabric, then textiles. These are then fabricated into clothes or other

artefacts. Cotton remains the most important natural fibre, so is treated in depth.

There are six stages

x Cultivating and Harvesting

x Preparatory Processes

x Spinning

x Weaving or Knitting

x Finishing

x Marketing

1.6. Cultivating and Harvesting

Cotton is grown anywhere with long, hot dry summers with plenty of sunshine and low

humidity. Indian cotton, gossypium arboreum, is finer but the staple is only suitable for hand

processing. American cotton, gossypium hirsutum, produces the longer staple needed for

machine production. Planting is from September to mid November and the crop is harvested

between March and June. The cotton bolls are harvested by stripper harvesters and spindle

pickers, that remove the entire boll from the plant. The cotton boll is the seed pod of the cotton

plant, attached to each of the thousands of seeds are fibres about 2.5 cm long.

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1.6.1 Ginning

The seed cotton goes in to a Cotton gin. The cotton gin separates seeds and removes the

"trash" (dirt, stems and leaves) from the fibre. In a saw gin, circular saws grab the fibre and pull

it through a grating that is too narrow for the seeds to pass. A roller gin is used with longer staple

cotton. Here a leather roller captures the cotton. A knife blade, set close to the roller, detaches

the seeds by drawing them through teeth in circular saws and revolving brushes which clean

them away.

The ginned cotton fibre, known as lint, is then compressed into bales which are about 1.5

m tall and weigh almost 220 kg. Only 33 percent of the crop is usable lint. Commercial cotton is

priced by quality, and that broadly relates to the average length of the staple, and the variety of

the plant. Longer staple cotton (2½ inch to 1¼ inch) is called Egyptian, medium staple (1¼ inch

to ¾ inch) is called American upland and short staple (less than ¾ inch) is called Indian.

1.7. Preparatory Processes - Preparation of Yarn

1.7.1 Opening and Cleaning

Cotton mills get the cotton shipped to them in large, 500 pound bales. When the cotton

comes out of a bale, it is all packed together and still contains vegetable matter. The bale is

broken open using a machine with large spikes. It is called an opener. In order to fluff up the

cotton and remove the vegetable matter, the cotton is sent through a picker, or similar machines.

The cotton is fed into a machine known as a picker, and gets beaten with a beater bar in order to

loosen it up. It is fed through various rollers, which serve to remove the vegetable matter. The

cotton, aided by fans, then collects on a screen and gets fed through more rollers till it emerges as

a continuous soft fleecy sheet, known as a lap.

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1.7.2 Blending (Mixing and Scutching)

Scutching refers to the process of cleaning cotton of its seeds and other impurities. The

first scutching machine was invented in 1797, but did not come into further mainstream use until

after 1808 or 1809, when it was introduced and used in Manchester, England. By 1816, it had

become generally adopted. The scutching machine worked by passing the cotton through a pair

of rollers, and then striking it with iron or steel bars called beater bars or beaters. The beaters,

which turn very quickly, strike the cotton hard and knock the seeds out. This process is done

over a series of parallel bars so as to allow the seeds to fall through. At the same time, air is

blown across the bars, which carries the cotton into a cotton chamber.

1.7.3 Carding

Carding: the fibres are separated and then assembled into a loose strand (sliver or tow) at

the conclusion of this stage. The cotton comes off of the picking machine in laps, and is then

taken to carding machines. The carders line up the fibres nicely to make them easier to spin. The

carding machine consists mainly of one big roller with smaller ones surrounding it. All of the

rollers are covered in small teeth, and as the cotton progresses further on the teeth get finer (i.e.

closer together). The cotton leaves carding machine in the form of a sliver; a large rope of fibres.

In a wider sense Carding can refer to these four processes: Willowing- loosening the fibres;

Lapping- removing the dust to create a flat sheet or lap of cotton; Carding- combing the tangled

lap into a thick rope of 1/2 in diameter, a sliver; and Drawing- where drawing frame combines 4

slivers into one- repeated for increased quality.

1.7.4 Combing is optional, but is used to remove the shorter fibres, creating stronger yarn.

1.7.5 Drawing the fibres are straightened

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Several slivers are combined. Each sliver will have thin and thick spots, and by

combining several slivers together more consistent size can be reached. Since combining several

slivers produces very thick rope of cotton fibres, directly after being combined the slivers are

separated into rovings. These rovings (or slubbings) are used in the spinning process. Generally

speaking, for machine processing, a roving is about the width of a pencil.

x Drawing frame: Draws the strand out

x Slubbing Frame: adds twist, and winds onto bobbins

x Intermediate Frames: are used to repeat the slubbing process to produce a finer yarn.

x Roving frames: reduces to a finer thread, gives more twist, makes more regular and

even in thickness, and winds onto a smaller tube.

1.8. Spinning - Yarn Manufacture

1.8.1 Spinning

Today spinning is done by using Break or Open-end spinning, this is a technique where

the staples are blown by air into a rotating drum, where they attach themselves to the tail of

formed yarn that is continually being drawn out of the chamber. Other methods of break spinning

use needles and electrostatic forces. This method has replace the older methods of ring and mule

spinning. It is also is easily adapted for artificial fibres. The spinning machines take the roving,

thins it and twists it, creating yarn which it winds onto a bobbin.

In mule spinning the roving is pulled off a bobbin and fed through some rollers, which

are feeding at several different speeds. This thins the roving at a consistent rate. If the roving was

not a consistent size, then this step could cause a break in the yarn, or could jam the machine.

The yarn is twisted through the spinning of the bobbin as the carriage moves out, and is rolled
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onto a cylinder called a spindle, which then produces a cone-shaped bundle of fibres known as a

"cop", as the carriage returns. Mule spinning produces a finer thread than the less skilled ring

spinning.

x The mule was an intermittent process, as the frame advanced and returned a distance

of 5ft.It was the descendant of 1779 Crompton device. It produces a softer less

twisted thread that was favoured for fines and for weft.

x The ring was a descendant of the Arkwright water Frame 1769. It was a continuous

process; the yarn was coarser, had a greater twist and was stronger so was suited to

be warp. Ring spinning is slow due to the distance the thread must pass around the

ring, other methods have been introduced. Sewing thread was made of several threads

twisted together, or doubled.

1.8.2 Checking

This is the process where each of the bobbins is rewound to give a tighter bobbin.

1.8.3 Folding and Twisting

Plying is done by pulling yarn from two or more bobbins and twisting it together, in the

opposite direction that in which it was spun. Depending on the weight desired, the cotton may or

may not be plied, and the number of strands twisted together varies.

1.8.4 Gassing

Gassing is the process of passing yarn, as distinct from fabric very rapidly through a

series of Bunsen gas flames in a gassing frame, in order to burn off the projecting fibres and

make the thread round and smooth and also brighter. Only the better qualities of yarn are gassed,

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such as that used for voiles, poplins, venetians, gabardines, many Egyptian qualities, etc. There is

a loss of weight in gassing, which varies' about 5 to 8 percent., so that if a 2/60's yarn is required

2/56's would be used. The gassed yarn is darker in shade afterwards, but should not be scorched.

1.9. Weaving-Fabric Manufacture

The weaving process uses a loom. The length way threads are known as the warp, and the

cross way threads are known as the weft. The warp which must be strong needs to be presented

to loom on a warp beam. The weft passes across the loom in a shuttle, that carries the yarn on

a pirn. These pirns are automatically changed by the loom. Thus, the yarn needs to be wrapped

onto a beam, and onto pirns before weaving can commence.

1.9.1 Winding

After being spun and plied, the cotton thread is taken to a warping room where the

winding machine takes the required length of yarn and winds it onto warpers bobbins.

1.9.2 Warping or Beaming

Racks of bobbins are set up to hold the thread while it is rolled onto the warp bar of a

loom. Because the thread is fine, often three of these would be combined to get the desired

thread count.

1.9.3 Sizing

Slasher sizing machine needed for strengthening the warp by adding starch to reduce

breakage of the yarns.

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1.9.4 Drawing in, Looming

The process of drawing each end of the warp separately through the dents of the reed and

the eyes of the healds, in the order indicated by the draft.

1.9.5 Pirning (Processing the weft)

Pirn winding frame was used to transfer the weft from cheeses of yarn onto the pirns that

would fit into the shuttle.

1.9.6 Weaving

At this point, the thread is woven. Depending on the era, one person could manage

anywhere from 3 to 100 machines. In the mid nineteenth century, four was the standard number.

A skilled weaver in 1925 would run 6 Lancashire Looms. As time progressed new mechanisms

were added that stopped the loom any time something went wrong. The mechanisms checked for

such things as a broken warp thread, broken weft thread, the shuttle going straight across, and if

the shuttle was empty.

The three primary movements of a loom are shedding, picking, and beating-up.

x Shedding: The operation of dividing the warp into two lines, so that the shuttle can pass

between these lines. There are two general kinds of sheds-"open" and "closed." Open

Shed-The warp threads are moved when the pattern requires it-from one line to the other.

Closed Shed-The warp threads are all placed level in one line after each pick.

x Picking: The operation of projecting the shuttle from side to side of the loom through the

division in the warp threads. This is done by the overpick or underpick motions. The

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overpick is suitable for quick-running looms, whereas the underpick is best for heavy or

slow looms.

x Beating-up: The third primary movement of the loom when making cloth, and is the

action of the reed as it drives each pick of weft to the fell of the cloth. The Lancashire

Loom was the first semi-automatic loom. Jacquard looms and Dobby looms are looms

that have sophisticated methods of shedding. They may be separate looms, or

mechanisms added to a plain loom. A Northrop Loom was fully automatic and was mass

produced between 1909 and the mid-1960s. Modern looms run faster and do not use a

shuttle: there are air jet looms, water jet looms and rapier looms.

1.10. Knitting- Fabric Manufacture

Knitting by machine is done in two different ways; warp and weft. Weft knitting (as seen

in the pictures) is similar in method to hand knitting with stitches all connected to each other

horizontally. Various weft machines can be configured to produce textiles from a single spool

of yarn or multiple spools depending on the size of the machine cylinder (where the needles are

bedded). In a warp knit there are many pieces of yarn and there are vertical chains, zigzagged

together by crossing the yarn. Cotton Warp knits do not stretch as much as a weft knit, and it is

run-resistant. A weft knit is not run-resistant, but stretches more. This is especially true if spools

of spandex are processed from separate spool containers and interwoven through the cylinder

with cotton yarn, giving the finished product more flexibility and making it less prone to having

a 'baggy' appearance. The average t-shirt is a weft knit.

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1.11. Finishing- Processing of Textiles

The woven cotton fabric in its loom-state, not only contains impurities, including warp

size, but requires further treatment in order to develop its full textile potential. Furthermore, it

may receive considerable added value by applying one or more finishing processes.

1.11.1 Desizing

Depending on the size that has been used, the cloth may be steeped in a dilute acid and

then rinsed, or enzymes may be used to break down the size.

1.11.2 Scouring

Scouring, is a chemical washing process carried out on cotton fabric to remove natural

wax and non-fibrous impurities (e.g. the remains of seed fragments) from the fibres and any

added soiling or dirt. Scouring is usually carried in iron vessels called kiers. The fabric is boiled

in an alkali, which forms a soap with free fatty acids (saponification). A kier is usually enclosed,

so the solution of sodium hydroxide can be boiled under pressure, excluding oxygen which

would degrade the cellulose in the fibre. If the appropriate reagents are used, scouring will also

remove size from the fabric although desizing often precedes scouring and is considered to be a

separate process known as fabric preparation. Preparation and scouring are prerequisites to most

of the other finishing processes. At this stage even the most naturally white cotton fibres are

yellowish, and bleaching, the next process, is required.

1.11.3 Bleaching

Bleaching improves whiteness by removing natural coloration and remaining trace

impurities from the cotton; the degree of bleaching necessary is determined by the required

whiteness and absorbency. Cotton being a vegetable fibre will be bleached using an oxidizing

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agent, such as dilute sodium hypochlorite or dilute hydrogen peroxide. If the fabric is to be dyed

a deep shade, then lower levels of bleaching are acceptable.

1.11.4 Mercerising

A further possibility is mercerizing during which the fabric is treated with caustic soda

solution to cause swelling of the fibres. This results in improved lustre, strength and dye affinity.

Cotton is mercerized under tension, and all alkali must be washed out before the tension is

released or shrinkage will take place. Mercerizing can take place directly on grey cloth, or after

bleaching. Many other chemical treatments may be applied to cotton fabrics to produce low

flammability, crease resist and other special effects but four important non-chemical finishing

treatments are:

1.11.5 Singeing

Singeing is designed to burn off the surface fibres from the fabric to produce smoothness.

The fabric passes over brushes to raise the fibres, then passes over a plate heated by gas flame.

1.11.6 Raising

Another finishing process is raising. During raising, the fabric surface is treated with

sharp teeth to lift the surface fibres, thereby imparting hairiness, softness and warmth, as in

flannelette.

1.11.7 Calendering

Calendering is the third important mechanical process, in which the fabric is passed

between heated rollers to generate smooth, polished or embossed effects depending on roller

surface properties and relative speeds.

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1.11.8 Shrinking (Sanforizing)

Finally, mechanical shrinking (sometimes referred to as sanforizing), whereby the fabric

is forced to shrink width and/or lengthwise, creates a fabric in which any residual tendency to

shrink after subsequent laundering is minimal.

1.11.9 Dyeing

Finally, cotton is an absorbent fibre which responds readily to colouration processes.

Dyeing, for instance, is commonly carried out with an anionic direct dye by completely

immersing the fabric (or yarn) in an aqueous dye bath according to a prescribed procedure. For

improved fastness to washing, rubbing and light, other dyes such as vats and reactives are

commonly used. These require more complex chemistry during processing and are thus more

expensive to apply.

1.11.10 Printing

Printing, on the other hand, is the application of colour in the form of a paste or ink to the

surface of a fabric, in a predetermined pattern. It may be considered as localised dyeing. Printing

designs onto already dyed fabric is also possible.

1.12. Occupational Safety and Health in the Textiles Sector

The textile industry consists of a number of units engaged in spinning, weaving, dyeing,

printing, finishing and a number of other processes that are required to convert fibre into a

finished fabric or garment. There are several safety and health issues associated with the textile

industry.

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1.13. Health Hazards and Risks in the Textiles Sector

The textiles sector contains many hazards and risks to workers, ranging from exposure to

noise and dangerous substances, to manual handling and working with dangerous machinery.

Each processing stage from the production of materials to the manufacturing, finishing, coloring

and packaging poses risks for workers, and some of these are particularly dangerous for

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1.13.1 Musculoskeletal Disorders

Musculoskeletal disorders (MSDs) are the most common work-related health problem in

Europe, with almost one in four workers reporting backache and one in five complaining of

muscular pains. Manual handling, the lifting, holding, putting down, pushing, pulling, carrying

or movement of a load, is the largest cause of injury in the textiles sector. Manual handling can

cause either cumulative disorder from the gradual deterioration of the musculoskeletal system,

such as lower back pain, or acute trauma such as cuts or fractures due to accidents. In the textiles

sector, risk factors for MSDs include:

x Working in awkward postures, such as during spinning, cutting, product control, and

packaging,

x Repetitive movements, such as during spinning, cutting, product control, and packaging,

x Fatigue from manual handling, during the storage, inspection, treatment, shipping,

finishing, and cutting of textiles.

1.13.2 Exposure to Chemical Agents

Many different groups of chemical substances are used in the textiles sector, including

dyes, solvents, optical brighteners, crease-resistance agents, flame retardants, heavy metals,

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pesticides, and antimicrobic agents. They are used in dyeing, printing, finishing, bleaching,

washing, dry cleaning, weaving slashing/sizing, and spinning.Respiratory and skin sensitizers

can be found in the textiles industry, for example textiles fibers, reactive dyes, synthetic fibers,

and formaldehyde.

1.13.3 Exposure to Dusts and Fibers

The exposure of workers to dusts from material such as silk, cotton, wool, flax, hemp,

sisal, and jute can occur during weaving, spinning, cutting, ginning, and packaging. Division of

tasks along gender lines may mean that women are exposed to organic dusts more than men,

with respiratory diseases being diagnosed more often in women than men. Exposure to fibers and

yarns may cause nasal or bladder cancer.

1.13.4 Exposure to Biological Agents

In some activities, such as carding and willowing, workers may be exposed to biological

agents such as anthrax, clostridium tetani (the causative agent for tetanus), and coxiella burnetti

(which causes Q fever). Exposure to biological agents can result in allergies and respiratory

disorders.

1.13.5 Exposure to Physical Agents

Workers may be exposed to noise and vibrations, for example during weaving, spinning,

sewing, twisting, and cutting. Exposure to loud noise can result in permanent hearing damage

such as noise-induced hearing loss and tinnitus. Exposure to vibration, particularly together with

risk factors for MSDs, can lead to long-term harm. Electromagnetic fields may also be found in

some workplaces in the textiles sector.

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1.13.6 Accidents in the Textiles Sector

The textiles sector has many hazards that can cause injury to workers, from transport in

the workplace (lift truck), dangerous large work equipment and plant, to the risk of slips from a

wet working environment. Workers being struck by objects, such as moving machinery parts and

vehicles are a significant cause of injury in the sector.

1.13.7 Psychosocial Issues in the Textiles Sector

Work-related stress has been defined as being experienced when the demands of the work

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be an issue in some areas of the textiles sector, being associated for example with repetitive and

fast paced work, and where the worker has no influence on how the job is done.

1.14. Working Environment

1.14.1 Ventilation

Workplaces need to be adequately ventilated. Fresh, clean air should be drawn from a

source outside the workplace, uncontaminated by discharges from flues, chimneys or other

process outlets, and be circulated through the workrooms. Ventilation should also remove and

dilute warm, humid air and provide air movement which gives a sense of freshness without

causing a draught. If the workplace contains process or heating equipment or other sources of

dust, fumes or vapours, more fresh air will be needed to provide adequate ventilation. Windows

or other openings may provide sufficient ventilation but, where necessary, Mechanical

ventilation systems should be provided and regularly maintained.

1.14.2 Temperatures in Indoor Workplaces

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Environmental factors (such as humidity and sources of heat in the workplace) combine

with personal factors (such as the clothing a worker is wearing and how physically demanding

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preference makes it difficult to specify a thermal environment which satisfies everyone. For

workplaces where the activity is mainly sedentary, for example offices, the temperature should

normally be at least 16 °C. If work involves physical effort it should be at least 13 °C (unless

other laws require lower temperatures).

1.14.3 Work in Hot or Cold Environments

The risk to the health of workers increases as conditions move further away from those

generally accepted as comfortable. Risk of heat stress arises, for example, from working in high

air temperatures, exposure to high thermal radiation or high levels of humidity, such as those

found in foundries, glass works and laundries. Cold stress may arise, for example, from working

in cold stores, food preparation areas and in the open air during winter. Assessment of the risk to

ZRUNHUV¶ KHDOWK Irom working in either a hot or cold environment needs to consider both

personal and environmental factors. Personal factors include body activity, the amount and type

of clothing, and duration of exposure. Environmental factors include ambient temperature and

radiant heat; and if the work is outside, sunlight, wind velocity and the presence of rain or snow.

1.14.4 Lighting

Lighting should be sufficient to enable people to work and move about safely. If

necessary, local lighting should be provided at individual workstations and at places of particular

risk such as crossing points on traffic routes. Lighting and light fittings should not create any

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hazard. Automatic emergency lighting, powered by an independent source, should be provided

where sudden loss of light would create a risk.

1.14.5 Cleanliness and Waste Materials

Every workplace and the furniture, furnishings and fittings should be kept clean and it

should be possible to keep the surfaces of floors, walls and ceilings clean. Cleaning and the

removal of waste should be carried out as necessary by an effective method. Waste should be

stored in suitable receptacles.

1.14.6 Room Dimensions and Space

Workrooms should have enough free space to allow people to move about with ease. The

volume of the room when empty, divided by the number of people normally working in it,

should be at least 11 cubic meters. All or part of a room over 3.0 m high should be counted as 3.0

m high. 11 cubic meters per person is a minimum and may be insufficient depending on the

layout, contents and the nature of the work.

1.14.7 Workstations and Seating

Workstations should be suitable for the people using them and for the work they do.

People should be able to leave workstations swiftly in an emergency. If work can or must be

done sitting, seats which are suitable for the people using them and for the work they do should

be provided. Seating should give adequate support for the lower back, and footrests should be

provided for workers who cannot place their feet flat on the floor.

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1.15. Safety

1.15.1 Maintenance

The workplace, and certain equipment, devices and systems should be maintained in

efficient working order (efficient for health, safety and welfare). Such maintenance is required

for mechanical ventilation systems; equipment and devices which would cause a risk to health,

safety or welfare if a fault occurred; and equipment and devices intended to prevent or reduce

hazard. The condition of the buildings needs to be monitored to ensure that they have appropriate

stability and solidity for their use. This includes risks from the normal running of the work

process (e.g. vibration, floor loadings) and foreseeable risks (e.g. fire in a cylinder store).

1.15.2 Floors and Traffic Routes

µ7UDIILFURXWH¶PHDQVDURXWHIRUSHGHVWULDQWUDIILF vehicles, or both, and includes any

stairs, fixed ladder, doorway, gateway, loading bay or ramp. There should be sufficient traffic

routes, of sufficient width and headroom, to allow people and vehicles to circulate safely with

ease. Open sides of staircases should be fenced with an upper rail at 900 mm or higher, and a

lower rail. A handrail should be provided on at least one side of every staircase and on both sides

if there is a particular risk. Additional handrails may be required down the centre of wide

staircases. Access between floors should not be by ladders or steep stairs.

1.15.3 Windows

Openable windows, skylights and ventilators should be capable of being opened, closed

or adjusted safely and, when open, should not pose any undue risk to anyone. Windows and

skylights should be designed so that they may be cleaned safely. When considering if they can be

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cleaned safely, account may be taken of equipment used in conjunction with the window or

skylight or of devices fitted to the building.

1.15.4 Doors and Gates

Doors and gates should be suitably constructed and fitted with safety devices if

necessary. Doors and gates which swing both ways and conventionally hinged doors on main

traffic routes should have a transparent viewing panel. Power-operated doors and gates should

have safety features to prevent people being struck or trapped and, where necessary, should have

a readily identifiable and accessible control switch or device so that they can be stopped quickly

in an emergency. Upward-opening doors or gates need to be fitted with an effective device to

prevent them falling back. Powered vertical opening doors that are powerful enough to lift an

adult or child should be fitted with measures to prevent this.

1.15.4 Escalators and Moving Walkways

Escalators and moving walkways should function safely, be equipped with any necessary

safety devices, and be fitted with one or more emergency stop controls which are easily

identifiable and readily accessible.

1.16. Conclusion

Textile industries are the principle form of present day Indian Industrial sector. Textile

industries providing large scale employment opportunities to the rural population lives in

Dindigul district. Employees are contributing more on the growth and productivity of the textile

mills. Productivity of the employees or manpower is depends on the health status of the

employees especially in the textile mill sector. Health and safety measures are the more

important and essential practices to ensure the welfare of the employees in the working

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environment and make them to feel comfort to the employees. This book made to understand the

health and safety measures followed by the textile industries for their employees.

CHAPTER II

REVIEW OF LITERATURE

2.1. Introduction

This chapter presents the review of literature under four aspects they are as follows:

1.Health and Safety, 2.Work Environment, 3.Fundamental Principles of Occupational health and

safety and 4.Health and Safety Assessment in Textile industries.

According to the Canada labour code, (2014) Government of Canada protects work place

safety through legislation, programs and services designed to prevent accidents and injuries on

the job. The labour program has been enabled with employers to reduce occupational injuries

and illnesses in workplace to ensure health and safety in their organizations such workplace

safety, prevention to protect workers in the event of an accident and hazardous substances,

workers compensation assistance provided to employers in dealing with employers in dealing

with work related injuries and occupational illnesses.

Hon Simson Bridges (Minister of labor), (2013) revealed that too many people are being

harmed and billed while at work in Newzeland which compared to other countries like U.K. and

Australia. It leads them to face serious injuries coming at high social, financial and personal

cost. This study gives the outlines for the Government plan to improve Newzeland workplace,

health and safety system with the involvement and support of business and workers. The

Government developed several workplace health and safety strategy in order to reduce

workplace injuries and fatalities by 25 percent by the year 2020.

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Bus, et al., summarize, (2013) the psychological and HR practitioner focused research on

religious discrimination and it relates to the civil rights act (CRA) to understand the religious

discrimination claims. It found that religious accommodation and expression in the workplace

can also be connected to the mistreatment of certain other protected groups. The trend highlights

the need for employers to understand and address religious discrimination issues in the

workplace. In order to eradicate religious discrimination HR managers are often charged with

making sure employment policies and practices are free from discrimination to protect employers

from legal action from their current or purposive employers a better understanding of religious

discrimination is an important goal for researcher and practitioners.

Shana, (2013) found that many number of people have accepted that there is a rise in

workplace bullying and many of them said that workplace bullying leads them to anxiety and

depression. It revealed that due to workplace bullying employees were unhappy, a less

productive work environment and decreased level of employee morale overall, statistics shown

that most employees are not satisfied with their work place. This problem can be overcome by

free flow of communication from the top level management to lower level management, and

having done friends at workplace will help little.

Rick, and John, (2013) examined the work environment has a significant effect on a

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support from supervisor and colleges feeling cared for were liked to higher level of life

happiness. It shows that the quality of our working conditions, personal relationship improved

morale is the key to nation happiness. It said that not only the policies designed to improve

workplace should not just minimize negative aspect of work but also creates a greater sense of

control and support among employees.

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A guide to the occupational health and safety act ontario workplaces safe and healthy,

(2012) It gives the brief summation about right and duties of all parties in the workplace. It

establishes procedures for dealing with workplace hazards. This document provided an

overview of the Act. It helps to as to understand how to have a health and safe workplace. It

explained what every worker, supervisor, employer, constructor and workplace owner needs to

know about the occupational health and safety act, like duties of employers with respect to

workplace violence and workplace harassment, employees concerning toxic substances, policies,

programs, control of toxic substances. The Author also explained that each and employees has

to right to know about hazardous materials, Right o refuse risky jobs, right to stop work etc., But

the guide does not cover every situation or answer every questions about legal requirements.

Government of Alberta, (2012) Workers guide state either it is a large or small company

the worker works it not a concern the employers own safety at the workplace. Employers have

to identify and asses safety hazards at the workplace to control or eliminate them and keep

equipment in safe working order, even if the employs is not directly involved in the work or not

anyone has the right to call the employer or manager to complain about the work environment

safety. If the worker in imminent dange (worker who is not trained for that particular as work)

then he/she has the right to stop work also the employee can have the right to get report of what

the investigation found and what actions was taken. In case of death, unplanned or uncontrolled

explosion, collapse of a crane the employee can report and can get proper report and

compensation for injuries if happens, occupational health and safety. Regulation act is not only

for management but also for employee if not followed by anyone then action will be taken and

the regulation will be forced.

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Narayanamoorthi, (2011) reveled that training is more essential for employee career

development, reward and recognition are the most important and appropriate HRD practice

among all other practices for their development, career planning and development is the second

preferred practices for their development.

According to Washaw, et.al., (2011) the machines become larger, speedier and more

complicated with advanced technology and brings some new potential hazard if the organization

introduce new technology to the workers to perform their job then the management should also

ensure proper safety and welfare measures to them. Technological development are growing to

enhance the range of fabrics produced also the productivity. So the developments should be

guided to enhance the health, safety and well being of workers. In order to enhance the safety

measure organization should spend enough money for the workers safety. Also proper education

and training about the workplace and machineries should be given in order to avoid injuries.

According to Jeroen, et.al., (2011) bullying is the most powerful negative factor/action

which affects worker personal health and work experience. It showed that ethical leadership in

negatively associated with being bullied through lacking one of its most important antecedents of

bullying. The major reason for bullying in leadership behaviors that allowed for climate of

bullying. In order to decrease bullying ethical leaders should qualitative work environment and

good relationship should be maintained in the organization.

One of the most important principal objective of International Labor Organization (ILO),

(2011) is to improve the working condition. Many countries had increased the wages even

though it is not enough for many of the workers even to meet their basic needs. It seems some

workers decreased their time spending to their work, they accompanying unpredictability can

weaken job security and face new difficulties for reconciling work and family. Dirty and
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dangerous working conditions, on the declined in industrial countries, are still relevant in the

developing world.

Bryan Russel, (2011) guiding tool for all employers plays in workplace, health, safety

and welfare. It discussed the interaction of health and safety among representatives and

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workers/ employees in the organization general principles (ii) an overview of the steps for

implementing the regulations which must be provided for employees to make any workplace

safety and facilities. The regulation covers amenities, confined spaces, electrical, fire prevention,

lighting manual handling, emergency facilities and procedures, noise occupational health and

first aid, personal protection, ventilation etc. It also explained about specific requirements for

plant including registration of hazardous plant. Hazardous work such as demolition, welding,

construction, mining work and etc..

Mike, (2010) suggest that workplace safety can be improved by assessing and evaluating

the early work will increase the safety by visiting control centers and collecting data will shown

the deviations from safety expectations. Some other factors are also there to increase safety in the

work environment such as proper job planning because a job plan will identify all hazards

associated with completing the desired task, work scheduling process is adopt to discipline to

only schedule planned work, work documentation review of the jobs will helps in identifying

unforeseen safety hazards.

Jukka, and Masta, (2010) review the European Agency for safety and health at work. The

main objective of the study is to prevent the work and health problems. The main role of

European Agency for safety and health at work is identifying and sharing good practice to

achieve genuine security and promote the link prevention cultural across European. There is a
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lack of physical activity because of growing use of visual display units (VDUs) and the

automated system results in long sitting hours at the workplace and it leads to an increased

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affecting employee psychologically leads to stress, depression etc. The problem can be

eradicated by proper risk assessment and management is a priority in the effective prevention of

occupational rise.

Kaija, (2009) pointed out the total number of occupational accidents and fatal work-

related distances has increased in the recent years due to lack of proper recording and

notification systems. The number of occupational accidents and work related diseases are

missing for many countries. There is a downward trend in the number of occupational accidents

in Europe and one was on for the decrease must be stricter legislation relating to occupational

safety and health.

Nevis JeyaSeelan, (2008) find out workers satisfied with work environment and the

attitude of workers towards the management and the attitude of workers towards the

management in the settlement of disputer and found that the majority of the workers satisfied

with wages and the first aid facilities. Also they were entirely happy with the lighting, ventilation

and health care facilities.

European agency for safety and health at works, (2008) discussed about the hazards and

links in the textile sector, like musculoskeletal disorders which includes working in award

postures, repetitive movement, fatigue from manual handling; exposure to chemical agents

which leads to Respiratory and skin sensitizers. This study showed an increased link of sasal

laryngeal and bladder cancer in women and exposure to dust and fibers from materials. It also

reveals accidents and psychosocial issues in textile industry.

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Benjamin, (2008) explained about the various factors which related to occupational health and

safety are significant variations in occupation safety and health performance between a countries,

economic sectors and sizes of enterprises for eg. : The incidence of work place facilities varies

enormously between countries like difference between developed and developing countries. The

employers has to ensure the working environment in safe and healthy training is one of the most

important task to be carried out by employees, workers must need to know not only how to do

their jobs, but also to protect their lives and health and those of their co-workers while working.

Allard, (2008) indicates that there is an increased likelihood for illness and injury among

employees working in long hours schedule which includes unconventional shift (eg. Night

shifts). Long working hours and schedules leads to fatigue related errors by the employees had

serious and adverse repercussion for public safety. It reviews the history of about long working

hours and current scientific evidence regarding their effects on workers health. Relevant factors

which related to long working hours were unpaid overtime, gender inequalities of working hours,

political basin for government regulations of working hours.

Sabine, et.al., (2008) reveals that work time control buffered the impact of work time

demands on work family interference (WFI) and the research has been conducted in Netherland.

There are 3 types of work time demand. i) Time spent on working according to this contract

(contractual hours); ii) No. of hours spent on overtime work (overtime hours); iii) No. of hours

spent on commuting (commuting hours) has been discovered that long weekly work hours are

associated with higher level of (WFI). It also found that working long hours increase double

burden of full time and domestic work also leads to adverse health, fatigue sickness, absence etc.

It suggested that very long working hours and days should be prevented and that work time

control may be a powerful tool to help workers maintaining a good work family balance.

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Kannan, (2006) pointed out that organization health and safety programs of the

organization using industrial relation approach and their impact on productivity. It found that

Reason reward increases productivity, modern technology implementation reduces accident risk,

saves time, good relationship.

Health and safety authority, (2006) aims to give practical advice and recommendations

on developing an occupational safety and welfare management system for the organization. It

sets out the issues that need to be addressed. It also serves as a tool to develop improvement

programs, self audits for self assessments health and safety guidelines can be done by several

process like (identifying the key processes, setting performance standards, measuring

achievement against these standards, taking corrective actions, identifying opportunities for

improvement occupational.

George, et al., (2005) reference the steel industry explained about the influence of social

determines on work place safety. Data has been collected from 395 employers in steel company

about the employee perception of work environment and safety, trust in supervisor predicted

perceptions of a safe work environment. It employ social capital theory (SCT) to propose

relationship between safety related components of the organizations social environment and at

risk behaviour and perceived work environment safety and test the relationships using an

appropriate sample and it is found that characteristics of the organization social environment are

related to workplace safety.

Camille, et al., (2005) discussed the employees stress and health. Workers stressful

working conditions contribute to personal stress, poor health and substance abuse work which

can be eradicated through the workers can relax and unwind from stress through positive

behaviors like exercise, meditation and reading or substances like alcohol, medication drugs or
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tobacco. Personal and workplace protective factors contributed to greater positive unwinding and

less substance unwinding. It highlights the importance of examining how work conditions can

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the positive stress unwinding behaviors.

Parimalam, (2003) reveals the regards; risk and health problems of the workers in this

industry and it assess the occupational stress. It is found out that the stools used in sewing

machines were uncomfortable for them and it given postural strain. The workers in the cutting

section experienced breathing difficulty because of the dust and fiber particles.

Saravanavel, and Sumathi, (2002) under factories act of 1948 there were several

legislation were made regarding health and safety of the workers which includes cleanliness,

disposal of waste and effluents, ventilation and temperature, dust and fumes, artificial

humidification, overcrowding, lighting drinking water, latrines urinals spittoons etc provisions

regarding safety of the workers includes fencing of machinery working near while machinery in

motion, safety equipment, hoists lifts chains etc, striking gear and devices for cutting off power,

protection of eyes, precaution in case of fire ,first aid safety officers, and maintenance of

building.

Marjorie,( 2002) conducted a study in a manufacturing plant and research made on

HPSOR\HHSHUFHSWLRQVRIWKHEHKDYLRUV¶RIVXSHUYLVRUVDQGFR-workers and through the research

it is found that majority of the employees identify the behaviors that are frequently associated

with guide pro quo harassment perception of harassment varied according to their job

classification particularly women in white collar john were significantly more knowledgeable

about what behaviors constituted sexually harassment than women in blue collar jobs.

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Environmental Health and Safety Manual, (2002) discussed the various methods of

reducing risks include devising a new method of doing a task, removal and modification of

physical condition that create hazards. Establishment of detailed procedures provisions of

specialized and systematic training to the workers. Engineering controls which reduce or

eliminator risk should be implemented whenever possible an administrative controls or personal

protective clothing or equipment can also be used.

According to Talukdar, (2001) noise is major health threat in occupational of health.

Noise is factor that Interfere with the functions in a given space which it course discomfort of

adverse health effect. Noise have direct and indirect effect on western health, long term exposure

to noise cause noise induced heaving loss especially among urban dweller there is an now of

increase in reducing hearing capacity.

Ramalingan, (2000) discussed that the worker should be given a proper shelter, canteen

with hygienic food should be given if the count is 250 along with the crèches for children under

6 and also it focused on employee satisfaction of labor welfare measures, availability of enough

space to the worker while working in the units/machineries, and also some other facilities such as

urines, laterals, washing point, drinking water, spittoon, lest room facility etc., And some non-

statutory measured like uniforms, reimbursement of medical expenses, insurance benefit etc.,

various labor welfare and social measures to be taken to improve employee morale.

Indira, (2000) include the employee motivation, labor turnover absenteeism and the study

found that happier employee generates more productivity and generates good morale. It suggest

remedial measures to improve labor welfare measures to improve loyalty and good employee

relation.

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Shanmuganathan, (2000) highlights the legislation relating to safety to workers like

fencing to machineries, work on machinery in operation, gears, devices for cutting off power,

self acting machines, lift cranes, factory premises, cleanliness, disposal of wants, ventilation and

temperature, out fores, artificial humidification of air, crowding lighting drinking water etc. It

found that various safety measures prevailing in the organization. Better health provisions have

been given to enhance the efficiency of workers. Separate first aid room, separate premises,

advance technologies for dumping water and special person to maintain machinery and separate

pipe lines for electrical units, delay payment of compensation should be avoided and talent

technology to reduce rink and acids.

American Society of Heating Refrigerating and Air Conditioning Engineer (ASHRAE),

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condition of mind which expression satisfaction with thermal environment. The temperature in a

workplace or work area can strongly influence the efficiency of task performance. Hot Humid

condition adds to the demand of moderately heavy physical work cause excessive fatigue by

increasing the circulatory burden and reducing a person capacity.

Parson, (1995) stated about the traditionally air temperature is measured using mercury in

glass thermo meter were used environmental factors plays an important role in work place health

and safety for workplace where the activity is mainly sedentary for example offices the

temperature should be at least 160C. In Industries due to machinery operations the temperature

should be at least 300C. It varies with time day and reasonable validation.

Sudhir, (1992) concluded that women working in doors have problems of a different kind

related to poor environment lack of night, space for ventilation cause poor vision, eye strain and

headaches excessive heat in the work place cause discomfort problems and irritation, constant
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loud noise cause heat complaint stomach upset, ulcer etc and also it in found that women facing

post menstrual problems, miscarriage etc.

Health and safety executive, (1992) workplace health, safety and welfare: The workplace

(Health, safety and welfare) covers a wide range of basic health, safety and welfare issues and

apply to most workplaces. It discussed about the requirements under the regulations which

includes passage ways, stairs showers, washbasins, lavatories and workstations should be made

accessible for employers, their including for disable proper also the measures outlined in health,

contribute to the general working environment of the people in the workplace such as ventilation

and clean air from a source outside a work place. Temperature at indoor workplaces, which

satisfies everyone to use of suitable personal protective clothing, sufficient lighting, cleanliness

and waste material disposal. Safety includes maintenance, floors and traffic routes, doors welfare

includes sanitary conveniences and washing facilities, drinking water accommodation facilities

for rest these were all includes in the study.

Hsaio, and Keysering, (1991) made a study on sewing machine operator found that both

trunk flexion and neck flexion could be affected by vertical location of a visual target and that

trunk flexion could be affected by reach distance. A good working posture reduces the

physiological cost of work and keeps fatigue to the minimum, where as static muscular efforts

and incorrect postures for long period cause damage to musculoskeletal system.

Plettle, (1990) highlights the stress factor coursed by the physical elements of work are

increased noise level, insufficient illumination, inadequate climatic conditions, air pollution and

harmful vibration. The result of stress decreased the performance of both in Quality and quantity,

increased absence from work, increased no of accidents Occupational diseases and increased

labor turnover.
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Eggleton, (1983) stated that for most of the jobs vision is the main sensory channel for

receiving information. It is one of the critical elements in the design of any workplace because,

without adequate lighting important tasks will be difficult to perform. Adequacy of lighting will

helps the workers to perform their job effectively so there should be proper ventilation at

workplace.

According to Fortuin, (1970) good illumination not only enables human to perceive

virtual tasks accurately, quickly and without unnecessary effort but also contribute to pleasant

and comfortable appearance of the environment good illuminations also helps enhance retinal

performance that declines with the age proper lighting at the place of work will avoid eye strain.

2.2. Conclusion

Literature survey found that in textile sector health and safety issues are high and they are

facing the health problems. Working environment is quite better and they have many problems

such as restrooms and toilet facilities. Literate surveys suggest to provide the betterworking

environment to keep spittoons adequate restrooms and toilet facilities are also the drinking water

and uniform.

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CHAPTER III

DESIGN OF THE STUDY

3.1. Introduction he study

The present chapter provides the statement of the problem, design and methodology of

the study, data collection tools, limitations of the study and chapters about the study.

The present study is descriptive cum analytical in nature. Descriptive is a type of research

where the researcher tries to narrate the actual characteristics of particular phenomena with

regard to the present context or condition. In this way the present research describes the existing

health and safety measures in the textile sector. Further, statistical tools were used to study the

existing health and safety measures in the textile industry such as simple percentage used to

describe the existing measures. Correlation analysis and Garrett ranking techniques were used to

test the health and safety measures in textile industry in Dindigul district. Study has been carried

out with a view to enhance the effectiveness of health and safety issues in textile industries in the

study area by understand the existing situation through survey and field observation to provide

suitable working environment.

3.2. Statement of the Problem

At risk workers without appropriate safety equipment Physical hazards are a common

source of injuries in many industries. Confined space as having limited openings for entry and

exit and unfavorable natural ventilation, and which is not intended for continuous employee

occupancy. Noise also presents a fairly common workplace hazard. Noise is not the only source

of occupational hearing loss; exposure to chemicals such as aromatic solvents and metals

including lead, arsenic, and mercury can also cause hearing loss. Electricity poses a danger to

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many workers. Electrical injuries such as fatal electrocution, electric shock, burns, and falls

caused by contact with electric energy. Vibrating machinery, lighting, and air pressure can also

cause work-related illness and injury. Asphyxiation is another potential work hazard in certain

situations. Musculoskeletal disorders are avoided by the employment of good ergonomic design

and the reduction of repeated strenuous movements or lifts psychosocial hazards are related to

psychiatric, psychological and/or physical injury or illness. Work-related see stress, occupational

stress, Excessive working time and overwork, Violence from outside the organization, Sexual

harassment, Exposure to unhealthy elements during meetings with business associates. It aims at

assessing the health hazards, risk and safety measures in the industry using hazard and risk

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3.3. Significance of the Study

The occupational safety and health administration (OSHA) objective of the occupational

health is to assure as far as possible every working man and women in the nation a safe and

healthy working environment so as to preserve human resource though this objectives has been

achieved to a great extent in developed countries. Developing countries still have to go in

satisfying the requirement. Unsafe and unhealthy work environment and conditions prevail in

most industrial unit. These includes poorly designed workstations, unsuitable furniture, lack of

ventilation, inappropriate lighting, excessive noise, insufficient protection from dangerous

chemicals, insufficient safety measures in fire emergencies and lack of personal protective

equipment. The garment industry, which relies on electrical energy for almost operation is not an

exception to this.

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People working in a poor or substandard environment are prone to occupational diseases.

In Philippines roughly 30 percent of the workforce suffered from tuberculosis in 1990. A study

conducted by SAVE (2000) reports that very young workers in the age group of 15-18 years

work in the garment industry. Their continuous exposure to such friendly and unhealthy

situations may lead to occupational health problems even in early years of life. Empirical

evidence suggest that the workers in the garment unit suffer work related musculoskeletal

disorders such as carpal tunnel syndrome (CTS), forearm tendinitis, epicondylitis, bicapital

tendinitis, low back pain, neck pain, shoulder pain and osteoarthritis of the knees. This is because

of the strenuous, fast paced and repetitive nature of their work (encyclopedia of occupational

health and safety, 1998).

Only very few studies have been undertaken in the Indian context on the problems of the

workers and these studies focus on the general problems of these workers like low pay and wage

discrimination, increased work load, unsanitary workplace, lack of amenities, and safety

measures etc. these studies do not present a comprehensive pictures of the health and safety

problems of the garment workers by the task performed. Hence the present study was chooses

with thrust on the health and safety concerns of all categories of the workers in readymade

garment manufacturing units.

3.4. Objectives of the Study

x To understand the demographic characteristics of the employees worked in the textile

industries of Dindigul district;

x To study the working environment of the textile industries in Dindigul district;

x To know the health and safety measures available in textile industries in Dindigul district;

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x To measure the adverse health effects faced by the employees worked in the textile

industries of Dindigul district and

x To suggest measures to enhance the working environment, health and safety measures in

Dindigul district.

3.5. Hypotheses of the Study

x Working environment determines the health and safety of the textile industries employees

and

x Psychological issues influence absenteeism of the textile industries employees.

3.6. Scope of the Study

The available guidelines of the textile industry formulated by the small industries

research industry (SIRI) and the apparel export promotion council (AEPC) lay emphasis only on

plant economics like infrastructural facilities such as building, machineries man power (number

of employees required), the working capital and other economic aspects of the industry. Not

much emphasis has been laid on work environment, lighting, noise, ventilation, temperature and

the type of furniture required through them directly and indirectly influences the productivity of

workers. The guidelines proposed to be prepared on these aspects are the present study will be

help to the entrepreneurs to plan their enterprises. If they proactively implement these guidelines

in the work units, they will supplement the existing guidelines and make the work environment

more workers friendly and help to minimize the health risks and accidents of the workers in the

industry.

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3.7. Method and Study Design

The present study is descriptive cum analytical in nature. This study tries to assess the

working environment, health and safety practices in textile industries in Dindigul district. For

collecting necessary data to formulate a structured interview schedule, Field observation were

followed at a field level. Both primary data have been going to collect and analyze the problem.

3.8. Tools for Data Collection

The study involves collection of data from both primary and secondary sources. The

primary data have been collected from the sample Employees. For this purpose, two separate

interview schedules were prepared for the workers. The interview schedules were pre-tested with

workers in one of the textile mill. The secondary data required for the study, on the vital aspects

of labour management relations and the textile industry in Dindigul District including sample

units were collected from the office of Deputy Commissioner of Labour, Dindigul, Office of

Inspector of Factories, Dindigul, Government official websites, reports, hand book of statistics,

journals and company records from the concerned organizations for the period of five years from

2008 to 2013.

3.9. Sampling Design

To study the whole population is not possible so the present study adopt the sartified

random sampling method to choose the study units from the study area. Dindigul district

comprises of 183 Textile units including, 163 spinning mills, 14 weaving mills and 6 ginning

mills as shown in Table 3.1.

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Table 3.1

Textile Industry Mills in Dindigul district

S. Name of the No. of Spinning No. of weaving No. of Ginning

No. Taluk mills mills mills
1. Athoor Taluk 16 - 1
2. Dindigul 48 5 2
3. Nilakottai 6 - -
4. Oddanchatram 3 5 -
5. Palani 35 3 -
6. Natham 1 1 -
7. Vedasanthur 54 - 3
8. Kodaikanal - - -
Total 163 14 6
Source : Records from inspector of factories office, Dindigul.

The study covers the spinning units of Dindigul taluk, based on the stratified random

sampling method,

(i) Dindigul taluk comprises of nearly 30 percent of the spinning units of the district,

(ii) Dindigul taluk, has nearly 10 units that has recognized trade unions activities, which is the

highest in the district.

From Dindigul taluk three units, that has recognized the trade union activities have been

taken as sample units, for the purpose of the study.

Simple stratified random sampling method has been used in the study. Under which the

entire population comprising of temporary and permanent workers are taken for the study, and

the representative samples were choosen by simple-random sampling method.

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i. Pandian Textile mills Pvt. Ltd., employees nearly 450 employees out of which 118

persons are apprentices, and 332 persons fall under category of permanent and

temporary workers.

ii. Balavigna weaving mills Pvt. Ltd., employs nearly 560 employees, out of which 170 are

apprentices and 390 persons fall under the category of permanent and temporary

workers.

Stratified random sampling method has been used in the study. Under which the entire

population comprising of temporary and permanent workers are taken for the study and it is

divided in to two strata, management personnel and workers, and the representative samples

from each strata are choosen by simple-random sampling method.

3.10. Tools for Analysis

Through the data obtained from the interview schedule inferences were made Percentage

analysis, Garrett ranking and Coefficient of rank correlation method were used to find out the

importance and solution of the problem in the study area were used to test the data pertained

from the field.

3.10.1 Garrett Ranking Technique

This technique is used to understand the different responses of the Employees in their

order of importance. The following formula has been used to obtain the rank under the Garret

Ranking technique.

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100 (Rij ± 0.5)
Percentage Position = -----------------------
Nj

Rij = Rank given for the ith item or scheme by the jth individual

j = Number of schemes ranked by the jth individual

the percentage position of each rank thus obtained was converted into scores by referring to the

ranking table given by Garret. The ranking was done according to the average score obtained.

3.10.2. The coefficient of rank correlation

The coefficient of rank correlation was calculated on the basis of the ranks obtained by

the variables. It was applied to ascertain the degree of agreement between the Employees in

managerial position and Employees worker position in ranking the different variables. The

formula used for the co-efficient of rank correlation by the rank difference method was.

6 ¦d2
U = 1 - -------------
N (N2-1)

U = the coefficient of rank correlation

d =difference between the ranks of paired items

¦d2 =total of squares of rank difference

N = No. of pairs of items.

3.11. Limitations of the Study

The study made an appraisal of the existing situations using a select combination of

scientific techniques followed by previous researchers. The limitations of each of these

normative techniques will be reflected in the study. The investigator being a person outside the

system could not try out any of the improvement in the real situation. So the recommendations

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are mostly suggestive. Owing to the lack of sophisticated instruments, parameters like dust

through found to be serious hazard, could not be quantified. Further the reliability of the

measures based on direct personal rating could not be verified.

3.12. Contour of the study

Chapter one introduces the introductory part theoretical background of the study. Review

of existing related works in the field done by researcher has been summarized in second chapter.

Chapter three provides design of the study. Fourth chapter provides the profile of the study area

and the study units. Chapter five presents the analysis and description of the data pertained from

the field and the final chapter summarize the finding, suggestions and conclusion of the study.

CHAPTER IV

PROFILE OF THE STUDY AREA AND STUDY UNITS

The profile of the study area Dindigul district and the sample block Dindigul are

explained in this chapter. The profile includes the location, demography, literacy, administrative

divisions, industry, and trade.

4.1. Profile of Dindigul district

4.1.1. Introduction

Dindigul district was carved out of the composite Madurai district on 15.9.1985. The

historical rock fort of this district was constructed by the famous Naick king Muthukrishnappa

Naicker. It is located between 10 .0¶¶ DQG  ¶¶ 1RUWK ORQWLWXGH DQG  ¶¶ DQG 

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Coimbatore, Karur and Trichy districts on the North, by Sivaganga and Trichy on the East, by

Madurai district on the South, and by Theni and Coimbatore districts and kerala state on the

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West. It is spread over 6266.64 sq.km. It comprises of 3 Revenue divisions, 7 Taluks and 14

panchayant unions. According to 2001 census its population is 19, 23,014.

For a long time Dindigul district was associated with Iron lock, Iron safe of good quality

and durability and is having flourishing handloom industry at Chinnalapatti which is located

11kms away from Dindigul on the Madurai- Dindigul road. Art silk sarees and sungudi sarees

produced here are famous throughout India. More than 1000 families are engaged in this

industry. It is an important whole sale market for onion and Groundnut. Educationally Dindigul

district is a well developed and popular city. The District has the credit of having two

universities, Viz Mother Teresa University at Kodaikanal and Gandhigram Rural Deemed

University at Gandhigram.

4.1.2. Area and Population

Dindigul district is spread over 6266.64 sq.km. The total population of Dindigul District

(according 2001 census) is 19,23014, in which 50.34 percent are male, and 49.66 percent are

female.In Dindigul district the rural population is 12,49762, which is 64.99 percent of total

population, and the urban population is 6,73,252, which is 35.01 percent of the total population.

The density of population is 306 persons per sq.km. In Dindigul district 61.45 percent (1181746)

of the population are literate, in women population 500048 (52.37 percent) are literate and in

male population 681968 (70.41 percent) are literate. The total workers of district are 973332

(50.61 percent) in which 585146 (60.12 percent) are male, and 388186 (39.88 percent) are

female. 6,99,276 (71.84 percent) workers are from rural area, and 274056 (28.16 percent)

workers are from urban area. Out of the total workers 18.82 percent are cultivators, 32.18 percent

are agricultural labourers, 2.59 percent owns household industries, and 32.91 percent belong to

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the category of other workers and 13.50 percent are marginal workers. Nearly 9,49,682 (49.39

percent) are non-workers.

Figure 4.1
Dindigul District Map

Source: www.indiagrowing.com

4.1.3. Industries in Dindigul district

According to 2011 census, there are nearly 606 working factories in Dindigul district.

The number of man-days worked is 94.63 lakhs. There are nearly one hundred and sixty four

recognized trade unions in Dindigul district. The district comprises of 40 large scale industries,

36 medium scale industries and 645 small scale industries. Two hundred and fifty four cottage

industries are functioning in the district. The district has two industrial parks namely SIDCO and

SIPCOT, and the important and prominent industries are textiles and leather.

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Table. 4.1.

Taluk ± wise distribution of Textile Industry in Dindigul District

S. Name of the No. of Spinning No. of weaving No. of Ginning

No. Taluk mills mills mills
1. Athoor Taluk 16 - 1
2. Dindigul 48 5 2
3. Nilakottai 6 - -
4. Oddanchatram 3 5 -
5. Palani 35 3 -
6. Natham 1 1 -
7. Vedasandur 54 - 3
8. Kodaikanal - - -
Total 163 14 6

Source : Records from inspector of factories office, Dindigul.

4.1.4. Administrative Set up

This part of the chapter presents the profile of Dindigul Taluk. Dindigul district

comprises of eight taluks which is divided in to three Revenue divisions namely Dindigul, Palani

and Kodaikanal. Dindigul division covers four taluks namely Dindigul, Nilakottai, Athoor and

Natham. Palani division covers three taluks namely Palani, Oddanchatram, and Vedasandur.

Kodaikanal division includes Kodaikanal taluk. Dindigul taluk includes 93 villages and two

special village panchayats namely Agaram and Thadikombu. Dindigul revenue division includes

seven blocks and Palani revenue division also consists of seven blocks. Based on the brief profile

of the study area the present study analysed the Industrial Relations Scenario in Textile industries

of Dindigul District.

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4.2. Profile of Study Units

The present study focuses on the Industrial relations Scenario in the Textile industry of

Dindigul district. For this purpose two Textile Mills located in Dindigul were chosen. Pandian

Textile mills and Balavigna weaving mills are the sample units in which the study had been

conducted. This part of the deals with the profile of the sample units.

(i) Balavigna weaving mills

Balavigna weaving mills is located in Nagal Nagar, of Dindigul District. This mill was

started in the year 1995.The Mill is located in Dindigul- college house Road, 8kms away from

Dindigul. Balavigna weaving mills pvt Ltd are one of the leading textile manufacturer in india

which is incorporated in the year 1995 is engaged in the manufacturer and the sale of 100%

superior Quality Cotton & Blended Lycra Cored Stretch fabrics. It provides employment to

nearly 560 people. Most of the employees are from the nearby villages. The mill functions in

three shifts, most of the work stoppages in this mill were due to the lack of electricity and regular

power-cuts. The mill serves the local market demands. Being a small mill the organizational

structure is very easy to understand.

(ii)Pandian Textile Mills

Pandian Textile mills is located in Kaasipalayam, of Dindigul District. This mill was

started in the year 1995 by A.P.Appukutty. The Mill is located in kaasipalayam- national

Highway Road, 28kms away from Dindigul. Area of the textile mill is about 21 acres producing

hosiery yarn with 36000 spindles with 450 members.

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Managing director

Executive director General manager

Personnel officer Factory manager

Cashier

Spinning master Spinning master

(Production) (Maintenance)
Time keeper

Supervisor Fitter

Labour

4.3 Conclusion

Dindigul district have 183 Textile industrial units and huge number of workforce. The

textile mill sector is the largest industrial sector in the district which generates more employment

opportunities to the rural masses. Study the health and safety measures followed in the textile

industries of Dindigul district.

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CHAPTER V
ANALYSIS AND DISCUSSION
5.1 Introduction

The data pertained from to field have been arranged in order table to provide the details

about the health and safety measures followed in the textile industries.

5.2 Age of the employees

Age helps to know the person physical ability and eligibility to work in human intensive

WH[WLOHLQGXVWU\,W¶VLPSRUWDQWWRFODVVLI\WKHSHUVRQVDFFRrding to their age groups.

Table 5.1
Age of the Employees

S.No. Age Frequency Percent

1 15-25years 64 41.8
2 26-35years 62 40.5
3 36-45years 19 12.4
4 46-55years 8 5.2
Total 153 100.0
Source: Computed from primary data

Table 5.1 provides the age wise distribution of the Employee survived from the study

area. It reveals that more than two fifth (41.8 percent) of the Employees are between 15 to 25

years age group category followed by 40.5 percent are aged between 26 to 35 years and 12.4

percent are from 36 to 45 years age group and remaining 5.2 percent are aged 46 to 55 years

category. Majority 82.4 of the selected employees are from study area are belongs to 18 years to

35 years. It shows majority of the employees are working in textile industries are youngsters.

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5.3 Gender of the employees

Gender is the factor which helped to determine physical ability to do the task according

to the nature of the job. Textile industries are highly human intensive which engaged more

feminine/female employees due to their punctuality, less cost and poor bargain powers.

Table 5.2

Gender of the Employees

S.No. Gender Frequency Percent

1 Male 48 31.4

2 Female 105 68.6

Total 153 100.0

Source: Computed from primary data

Table 5.2 shows that two third (68.6 percent) of the employees in the textile industries

were female workers and remaining 31.4 percent of the employees were male workers. It founds

that majority (68.6 percent) of the employees are female in the textile mills and paid less to get

more output from them.

5.4 Residential area of the employees

Residential area helps to understand the opportunity to grow, exposure to the other jobs at

their living place, their locality and their status of living. Further it helps to understand the

accessibility of the employees to their basic needs. Table 5.3 provides the details about the

residential area of the selected Employees.

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Table 5.3

Residential area of the Employees

S.No. Residential area Frequency Percent

1 Urban 2 1.3

2 Rural 101 66.0

3 Semi Urban 50 32.7

Total 153 100.0

Source: Computed from primary data

Table 5.3 reveals the type of residential area of the selected textile industrial workers.

About two third (66 percent) of the textile industries employees are located in rural area,

followed by 32.7 percent of the employees living in semi urban area and the remaining (1.3

percent) of the employees are from urban place. It clears that majority (66 percent) of the textile

mill employees in the study area are from rural areas shows that rural area people are mostly

depends on the textile mills for their employment.

5.5 Education level of employees

The level of education among the members of textile industry generally considered to be

an influential indicator of the level of awareness as well as to understand the management

practices in the enterprises.

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Table 5.4
Employees Level of Education
S.No. Level of education Frequency Percent

1 Illiterate 35 22.9

2 Primary 36 23.5

3 Secondary 55 36

4 Hr. Secondary 24 15.6

5 Degree 3 2.0

Total 153 100.0

Source: Computed from primary data

Table 5.4 shows that 36 percent of the employees were educated up to secondary level

followed by 23.5 percent of the employees were educated up to primary level, 22.9 percent were

uneducated,15.6 percent were studied up to higher secondary level and only a few (2.0 percent)

of the employees were finished their degrees. The high volume of illiteracy and primary level

education shows the inability of the textile mill workers to get the education and most of them

are from rural area alarming the Educational institution for their role to provide the education.

5.6 Monthly Family Income of the Employees

Monthly family income is the major factor which forces the people to join the work as
well as family income of the person help to understand the economic status of the family.

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Table 5.5
Family Income of the Employee
S.No. Income level Frequency Percent
(in Rs)
1 Rs.7001-10600 56 36.6
2 Rs.10601-14200 65 42.5
3 Rs.14201-17800 23 15.0
4 Rs.17801-21400 5 3.3
5 Rs.21401-25000 4 2.6
Total 153 100.0
Source: Computed from primary data

Table 5.5 shows the family income of the Employee. The table results reveals that more

than two fifth (42.5 percent) of the Employees earn Rs.10,601-Rs.14,200/- followed by 36.6

percent of the Employees family income ranges between Rs.7001-Rs.17,800/-, 3.3 percent of the

Employees earn family income of Rs.17,801-Rs.21,400/- and the remaining 2.6 percent of the

Employees earn family income of Rs.21,401-Rs.25000/-.

5.7 Name of the Department

Table 5.6
Distribution of the Employees by Department
S.No. Department name Frequency Percent
1 Preparatory 25 16.3
2 Spinning 25 16.3
3 Auto Coner 22 14.4
4 Quality Control 8 5.2
5 Ware House 28 18.3
6 Weaving 39 25.5
7 Electrician 6 3.9
Total 153 100.0
Source: Computed from primary data

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Table 5.6 shows the name of the departments. The table results reveals that more than

one fourth (25.5 percent) of the Employees works in the weaving department, followed by 18.3

percent of the Employees working in the ware house and each of 16.3 percent of the Employees

works under preparatory and spinning department, 14.4 percent of the Employees work comes

under auto coner, 5.2 percent of the Employees works under quality control and the remaining

3.9 percent of the Employees work as an electrician.

5.8 Type of the Unit

Table 5.7
Type of the Unit
S.No. Unit name Frequency Percent
1 Processing Unit 72 47.1
2 Control Unit 20 13.1
3 Store Section 6 3.9
4 Manufacturing 39 25.5
5 Packing Unit 10 6.5
6 Maintenance 6 3.9
Total 153 100.0
Source: Computed from primary data

Table 5.7 shows the unit name. The table result reveals that more than two fifth (47.1

percent) of the Employees works in the processing unit, followed by 25.5 percent of the

Employees works in manufacturing unit, 13.1 percent of the Employees work comes under

control unit, 6.5 percent of the Employees works in the packing unit and the remaining each of

3.9 percent of the Employees works under store section and maintenance.

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5.9 Nature of Employment
Table 5.8
Nature of Employment
S.No. Employment Nature Frequency Percent
1 Permanent 100 65.4

2 Temporary 53 34.6

Total 153 100.0

Source: Computed from primary data

Table 5.8 presents the nature of employment. Table results reveals that more than three

fifth (65.4 percent) of the Employees are permanent workers and the remaining 34.6 percent of

the Employees are temporary workers.

5.10 Working Hours

Table 5.9
Working Hours
S.No. Working Hours Frequency Percent
1 8hrs 130 85
2 More than 8 hrs 23 15
Total 153 100.0
Source: Computed from primary data

Table 5.9 shows the working hours of the employees in the industry which helps to
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unit adopted the six day work a week. According to factories act 1948 no adult worker shall be
allowed to work in a factory for more than 48 hours in a week (factories act 1948, rule 51) and in
case of voluntary leave or any such village festival occasion employees are allowed to work
more than 8 hrs per day. So, in all the study units, the right of the workers to work 8 hours was
not violated. Table reveals that 85 percent of the employees work 8 hrs and the remaining 15
percent of the employees work more than 8 hrs.

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5.11 Employees Experience
Table 5.10
Employees Experience
S.No. Experience Frequency Percent
1 Below 2years 41 26.8
2 2-4years 60 39.2
3 4-6years 31 20.3
4 6-8years 14 9.2
5 8-10years 2 1.3
6 Above 10years 5 3.3
Total 153 100.0
Source: Computed from primary data

Table 5.10 shows the Employees experience. The table results reveals that more than one

third (39.2 percent) of the Employees had 2 to 4 years of experience, followed by 26.8 percent

of the Employees had below3 2 years of experience,20.3 percent of the Employees had 4 to 6

years of experience,9.2 percent of the Employees had 6 to 8 years of experience,3.3 percent of

the Employees had above 10 years of experience and the remaining 1.3 percent of the

Employees had 8 to 10 years of experience. It founds that majority (86.3 percent) of the

employees of the textile mills are having the experience upto 6 years. It reveals that experience

in the field is not much essential to get the employment opportunity in the textile industries.

5.12 Monthly Income of the Employees

Workers are engaged the job for remuneration. Monthly income helps to understand the

pay structure of the textile industries.

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Table 5.11
Monthly Income of the Employees
Income Level
S.No. Frequency Percent
(in Rs)

1 Rs.3000-5800 38 24.8

2 Rs.5801-8600 83 54.2

3 Rs.8601-11400 22 14.4

4 Rs.11401-14200 4 2.6

5 Rs.14201-17000 6 3.9

Total 153 100.0

Source: Computed from primary data

Income of the employee is essential for to run the day to day life without much difficulty.

The income level of the employee helps to understand the economic status and ability of the

employees. Table 5.11 shows the monthly income of the Employees. The table results reveals

that more than half (54.2 percent) of the Employees earn monthly income of Rs.5801-Rs.8600,

followed 24.8 percent of the Employees earn monthly income of Rs.3000-Rs.5800, 14.4 percent

of the Employees earn monthly income of Rs.8601- Rs.11, 400, 2.6 percent of the Employees

earn monthly income of Rs. 11,401-Rs.14,200/- and the remaining 3.9 percent of the Employees

earn monthly income of Rs.14,201-Rs.17000/-. It reveals that majority (79.1 percent) of the

employees have earned upto Rs.8600/- which shows that the economic backwardness of the

employees family their inability.

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5.13 Health Problems faced by the Employees
Table 5.12
Health Problems
S.No. Health Problems Responses Percent of Cases
N Percent
1 Head Ache 92 17.0 60.5
2 Blured Vision 62 11.5 40.8
3 Hearing Disability 18 3.3 11.8
4 Dermatological Problem 41 7.6 27.0
5 Breathing Difficulties 97 18.0 63.8
6 Neck Pain 66 12.2 43.4
7 Shoulder Pain 81 15.0 53.3
8 Back Pain 83 15.4 54.6
Source: Computed from primary data **Multiple Choice

Table 5.12 presents details on discomforts of the workers in textiles industries. Long

operations in yarn making process cause several physical discomforts. The prolonged standing is

reported to be causing pain in legs and back pain. The table shows that majority of the workers in

textile industry experience breathing difficulty (18 percent) due to the exposure of organic dust

act over the place followed by head ache 17 percent of the employees.

Neck pain (12.2 percent) the keen observation of the employees in auto corner section

and cotton cleaning section cause blurred vision (11.5 percent) machine vibration and noise leads

to the hearing disability (17.6 percent) and some were allergic to organic dust which causes

dermatological problems (3.3 percent).

5.14 Recovery Pattern

Recovery pattern allows physical or mental tension to be released. . It helps the body to

get relaxed and bring our tensions and anxiety under control. This helps to refresh the body and

mind and make the people to get ready for the next of their work.

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Table 5.13
Recovery pattern
S.No. Recovery Pattern Frequency Percent
1 Break 78 51.0
2 Overnight Rest 53 34.6
3 Day Off 22 14.4
Total 153 100.0
Source: Computed from primary data

Table 5.1 shows that 51.0 percent of the employees preferring break, 34.6 percent of the

employees prefers overnight rest and 14.4 percent of the employees prefer a day off as their

recovery pattern.

5.15 General safety

The work place climate noise, cleanliness, temperature, safety equipments etc.., are some

of the factors which constitute the working conditions and influence the environment in which

the work is performed. Table 5.14 shows the details of the rating of perceived exertion and level

of satisfaction of work environment and general safety felt by the workers.

Table 5.14
General safety
General Safety Responses
S.No. Percent of Cases
N Percent
1 Well Laid Premises 124 14.0 81.0
2 Adequate Toilet Facilities 94 10.6 61.4
3 Clear Of Waste 126 14.2 82.4
4 Accident Book 153 17.3 100.0
5 Clean Working Environment 153 17.3 100.0
6 Proper Temperature& Free Airflow 101 11.4 66.0
7 Safety Equipment 134 15.1 87.6
Source: Computed from primary data **Multiple Choice

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It reveals that (17.3 percent) of the organization having accident book to observe

accidents and clean working environment to the employees followed by that (15.1 percent)of the

organization were concentrating on safety equipments to keep the employees secure,(14.2

percent) were clearing their wastage in a safety manner,(14.0 percent ) of the employees were

satisfied with the overall industry working environment , about(11.1 percent) of the work

environment is maintained with proper temperature free air flow and only (10.6 percent) were

satisfied with the adequate toilet facilities.

5.16 Electrical Safety

Electricity can kill or severely injure people and cause damage to property. In order to

avoid damages it is necessary to carry out regular basic safety checks to ensure the electrical

installation and appliances remain in good working order.

Table 5.15
Electrical Safety
S.No. Electrical Safety Responses Percent of
Cases
N Percent

1 Inspection Person 135 54.2 90.0

2 Proper Inspection 114 45.8 76.0

Source: Computed from primary data **Multiple Choice

Table 5.15 shows that electrical safety maintained in industry. It reveals that 54.2 percent of the

organization appointed inspection persons to confirm electrical equipment were installed

properly and (45.8 percent) of the electrical appliances were checked regularly.

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5.17 Fire Safety

Fire safety is important for textiles. Most textiles burn easily if they are not fire safety

treated. Natural fibers, such as cotton and linen, are amongst the most dangerous textiles in case

of fire, and burn vigorously if not fire safety treated. They can also continue to smoulder

(afterglow), causing fires to restart or propagate. Synthetic fibers may catch light less easily if

they melt away from a heat source. Synthetic textiles will burn fiercely if they cannot melt away

from the flame and the molten fibers can cause severe burns.

Table 5.16
Fire Safety
S.No. Fire Safety Responses Percent of
N Percent Cases
1 Employee Awareness on Discovering Fire 153 55.4 100.0
2 Easy Access of Portable Fire Extinguisher 123 44.6 80.4
Source: Computed from primary data **Multiple Choice

Table 5.16 presents the fire safety in textile industry about 55.4 percent of the

employees were aware about fire while on discovering it and they know to handle it and(44.6

percent)of the employees were sure about that organization make employees to easy access of

portable fire extinguishers in their work place also they were trained for it.

5.18 First aid Provisions

3HRSOHDWZRUNFDQVXIIHULQMXULHVRUEHWDNHQLOO,WGRHVQ¶WPDWter whether the injury or

illness is caused by the work they do or not, it is important to give them immediate attention and

call an ambulance in serious cases. It can save lives and prevent minor injuries becoming major

ones in the industrial atmosphere.

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Table 5.17
First aid Provisions
S.No. First aid Provision Responses Percent of Cases

N Percent

1 First Aider Person 126 43.4 90.0

2 Restocking Facilities 43 14.8 30.7

3 Properly Provisioned 121 41.7 86.4

Source: Computed from primary data **Multiple Choice

Table 5.17 reveals the first aid provisions in textile industry about 43.4 percent of

organization having first aider person for the injured employees while if any accident happens,

41.7 percent of the organizations were properly providing the medical assistance and (14.8

percent) having restocking facilities of the medical kit to provide first aid to their employees.

5.19 Mechanical Hazard

Table 5.18
Mechanical Hazard
S.No. Mechanical Hazard Responses Percent of
N Percent Cases
1 Mechanical Hazard 153 35.5 100.0
2 Unguarded Moving parts 39 9.0 25.5
3 Good Condition Protective Measures 86 20.0 56.2
4 Devices For Cutting Off Power 153 35.5 100.0
Source: Computed from primary data **Multiple Choice

Table 5.18 shows that 37.5 percent of the industries were having emergency devices for

cutting off the power while there is an emergency/ accidents (32.2 percent)of the organization

were properly maintaining their machineries(21.0 percent)of the protective measures were good

condition, only (9.5 percent)of the organization are having unprotected/unguarded moving parts

and there is no unintentional startup of the machineries.

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5.20 Noise and Vibration
Table 5.19
Noise and Vibration
S.No Noise And Vibration Responses Percent of
N Percent Cases
1 Exposure To Noise 69 13.3 45.1
2 Separate Room For Noisy Machinery 153 29.6 100.0
3 Noise Screens 153 29.6 100.0
4 Ear Protectors 73 14.1 47.7
5 Tasks In Vibrating Machinery 69 13.3 45.1
Source: Computed from primary data **Multiple Choice

Table 4.19 illustrates that 29.2 percent of the organization having noise screens and

separate room for noisy machinery in order to control noise pollution in the work environment,

about(14.5 percent) of the employees were expose to vibration and noise,(13.9 percent) of the

organization provided ear protectors to their employees, only 13.2 percent of the employees were

assigned to tasks in vibrating machineries according to their job nature, but no pregnant women

were assigned job in vibrating machinery.

5.21 Manual Handling

Table 5.20
Manual Handling
S.No. Manual Handling Responses Percent of
Cases
N Percent

1 Trolleys in Good Condition 103 38.3 74.1

2 Long Period of Walk Or Stand 103 38.3 74.1

3 Awkward Position or Posture 63 23.4 45.3

Source: Computed from primary data **Multiple Choice

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Table 5.20 shows the manual handling factors in textile industries about (38.6 percent) of

the employees were walking or standing in a work environment for a longer period of time (36.3

percent) of the trolleys were in good condition, about (23.4 percent) of the employees working in

awkward position or posture like employees picking dust in cotton needs to bend most of the

time and only 1.5 percent of the employees who are in packing section partially to lift the heavy

objects manually.

5.22 Psychological Issues

Psychological issues is one of the most important factor in employees health it leads to

lose confidence which makes less effective in their jobs and make the work seem less

rewarding.

Table 5.21
Psychological Issues
S.No. Psychological Issues Responses Percent of
Cases
N Percent

1 Absenteeism 51 55.4 68.0

2 Work Related Stress in Workplace 41 44.6 54.7

Source: Computed from primary data **Multiple Choice

Table 5.21 shows psychological issues in industries about (55.4 percent) there was

absenteeism and (44.6 percent) of the employees facing work related stress in their work place.

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5.23 Occupational Health and Safety Laws Awareness
Table 5.22
Occupational Health and Safety Laws
S.No. Health And Safety Laws Responses Percent of Cases

N Percent

1 Cleanliness 18 7.9 15.7

2 Ventilation and Temperature 21 9.2 18.3

3 Dust and Fumes 19 8.3 16.5

4 Lighting 25 11.0 21.7

5 Drinking Water 16 7.0 13.9

6 Latrines and Urinals 36 15.8 31.3

7 Device for Cutting off Power 13 5.7 11.3

8 Protection of Eye, Lungs Etc 37 16.2 32.2

9 Precaution in Case of Fire 43 18.9 37.4

Source: Computed from primary data **Multiple Choice

Table 5.22 shows the awareness of employees about occupational health and safety laws.

Major (18.9 percent) of the employees were aware about precaution in case of fire law, (16.2

percent) of the employees aware about protection of eye, lung etc; (15.8 percent)aware about

lighting, (9.2 percent) aware about ventilation and temperature, 7.9 percent ) aware about the law

for cleanliness,(8.3 percent) aware about dust and fumes (7 percent) of the employees ware about

drinking water and only (5.7 percent) were aware about devices fir cutting off power and the

remaining laws were not familiar among employees because of their illiteracy.

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5.24 Future Expectations
Table 5.23
Future Expectation
S.No. Future Expectation Responses Percent of Cases
N Percent
1 Employment to children 34 7.1 24.8
2 Death Benefits 74 15.4 54.0
3 Retirement Benefits 90 18.8 65.7
4 Education To Children 89 18.5 65.0
5 Wage Revision 91 19.0 66.4
6 Promotion 102 21.2 74.5
Source: Computed from primary data **Multiple Choice

Table 5.23 about the future expectation (21.2 percent) of the employees were expecting

promotions, (19 percent) were expecting continuous wage revision, (18.8 percent) of the

permanent employees expecting retirement benefits, (18.5 percent) of the married and low

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expecting death benefits from the organization and (7.1 percent) were expecting employment to

their children.

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Correlation Analysis

The correlation exercise was carried out with the variables denoted by values of working

environment and value of the employee work stress. The results are presented in Table 5.24

5.25 Correlation Analysis Working Environment and Stress

Table 5.24

Correlation Analysis Working Environment and Stress

Working
environment stress
Working Pearson
1 .029
environment Correlation
Sig. (2-tailed) .722
N 153 153
stress Pearson
.029 1
Correlation
Sig. (2-tailed) .722
N 153 153

**.Correlation is significant at the 0.01 level (2-tailed).

It is clear from the table that there is strong association between working environment

and work stress in Textile industry during the study period. The correlation co-efficient is .722

and it is significant at 1 percent level. So it could be inferred that there is high degree of

association between working environment and stress. So far attempt was made to assess the

relationship between working environment and stress.

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5.26 Correlation Analysis Absenteeism and Psychological issues

Table 5.25

Correlation Analysis Absenteeism and Psychological issues

Nature of
employment Experience
absenteeism Pearson
1 .104
Correlation
Sig. (2-tailed) .199
N 153 153
Psychological issues Pearson
.104 1
Correlation
Sig. (2-tailed) .199
N 153 153

**.Correlation is significant at the 0.01 level (2-tailed)

It is clear from the table that there is strong association between experience and nature of

employment in Textile industry during the study period. The correlation co-efficient is 0.199 and

it is significant at 1 percent level. So it could be inferred that there is high degree of association

between absenteeism and Psychological issues. So far attempt was made to assess the

relationship between absenteeism and Psychological issues

*DUUHWW¶V5DQNLQJ7HFKQLTXH

This technique is used to understand the different responses of the Employees in their

order of importance. The following formula has been used to obtain the rank under the Garrett

Ranking technique to rank the reason for joining the trade union.

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100 (Rij ± 0.5)
Percentage Position = -----------------------
Nj
Rij = Rank given for the i item or scheme by the jth individual
th

j = Number of schemes ranked by the jth individual

The percentage position of each rank thus obtained was converted into scores by referring

to the ranking table given by Garrett. The ranking was done according to the average score

obtained. In table.7.28, the ranks obtained from the employees expectation from industry were

converted in to scores by applying Garrett scoring technique and finally the average values of the

obtained scores were ranked. The reasons ranked in order by the employees expectation from

management were presented in Table 5.27.

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Table 5.26
*DUUHWW¶V5DQNLQJIRU(PSOR\HH+HDOWKDQG6DIHW\0HDVXUHVLQ7H[WLOH,QGXVWULHV
S. No. Health and Safety Measures Textile Industry

Total Score Average Score Rank

1. Well laid premises 2980 19.48 VI

2. Accident book 3193 20.87 V

3. Ventilation 4759 31.11 II

4. Electrical appliance inspection 4320 28.24 III

5. First aid facilities 3815 24.94 IV

6. Noise screens 2371 15.50 VII

7. Protective measures 5100 33.33 I

Source: Computed from field data

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The result of the Garrett Ranking reveals that, level of health and safety measures

followed in textile industries. From the view of the employees Well laid premises, Accident

book, ventilation, Electrical appliance inspection First aid facilities, Protective measures and

Noise screens were the important factors which plays a vital role in their health and safety.

5.28. Conclusion

The analysis shows that health and safety measures in textile industry. It concludes that

majority of the enterprises have provide health and safety measures and protective measures

ranked high in the safety measures provided in textile sectors of Dindigul district.

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CHAPTER VI

SUMMARY OF FINDINGS, SUGGESTIONS AND CONCLUSION

6.1. Introduction

This Chapter deals with the summary of the findings from the study, suggestions based

on the findings and conclusion. Occupational health should aim at: the promotion and

maintenance of the highest degree of physical, mental and social well-being of workers in all

occupations.

The present study is on the occupational health and safety of the workers in textile

industries of Dindigul district. Dindigul district dominants the textile industry of the state along

with other two districts Coimbatore and Madurai, interms of number of units (183 units),

workers on roll, (men ± 9855, female ± 9983) employees nearly 19,838 people of the district.

The objectives of the study are i)To understand the demographic characteristics of the employees

worked in the textile industries of Dindigul district; ii)To study the working environment of the

textile industries of Dindigul district; iii)To know the health and safety measures available in

textile industries in Dindigul district; iv)To measure the adverse health effects faced by the

employees worked in the textile industries of Dindigul district; and v)To suggest measures for

enhance the working environment, health and safety measures in Dindigul district. From

Dindigul taluk two units namely, Pandian textile mills Pvt. Ltd., Balavigna spinning mills Pvt

Ltd., have been taken as sample units. From the two selected units, 153 people from workers

side have been interviewed.

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6.2. Objectives of the Study

x To understand the demographic characteristics of the employees worked in the textile

industries of Dindigul district;

x To study the working environment of the textile industries in Dindigul district;

x To know the health and safety measures available in textile industries in Dindigul district;

x To measure the adverse health effects faced by the employees worked in the textile

industries of Dindigul district and

x To suggest measures to enhance the working environment, health and safety measures in

Dindigul district.

6.3. Hypotheses of the Study

x Working environment determines the health and safety of the textile industries employees

and

x Psychological issues influence absenteeism of the textile industries employees and

6.4. Method and Study Design

The present study is descriptive cum analytical in nature. This study tries to assess the

working environment, health and safety practices in textile industries in Dindigul district. For

collecting necessary data to formulate a structured interview schedule, Field observation were

followed at a field level. Both primary data have been going to collect and analyze the problem.

6.5. Tools for Data Collection

The study involves collection of data from both primary and secondary sources. The

primary data have been collected from the sample Employees. For this purpose, two separate

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interview schedules were prepared for the workers. The interview schedules were pre-tested with

workers in one of the textile mill. The secondary data required for the study, on the vital aspects

of labour management relations and the textile industry in Dindigul District including sample

units were collected from the office of Deputy Commissioner of Labour, Dindigul, Office of

Inspector of Factories, Dindigul, Government official websites, reports, hand book of statistics,

journals and company records from the concerned organizations for the period of five years from

2008to2013.

6.5. Sampling Design

To study the whole population is not possible so the present study adopt the stratified

random sampling method to choose the study units from the study area. Dindigul district

comprises of 183 Textile units including, 163 spinning mills, 14 weaving mills and 6 ginning

mills.

6.6. Contour of the study

Chapter one introduces the introductory part theoretical background of the study. Review

of existing related works in the field done by researcher has been summarized in second chapter.

Chapter three provides design of the study. Fourth chapter provides the profile of the study area

and the study units. Chapter five presents the analysis and description of the data pertained from

the field and the final chapter summarize the finding, suggestions and conclusion of the study.

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6.7. MAJOR FINDINGS OF THE STUDY

x Most of the employees were under the age group of 18-25years due to illiteracy and also

the industries were highly interested in recruiting these age group people by providing

low wage.

x Nearly 68.6percent of the employees in the textile industries were female because they

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x The result shows that majority of the employees in the rural and semi urban places which

clears that the non-DYDLODELOLW\RIHPSOR\HH¶VRSSRUWXQLWLHVWRWKHUXUDOPDQQHU

x Due to compulsory free education there are 35.9 percent of the employees were finished

up to secondary education only 2 percent were completed up to degree that too those

employees were working in higher grade in the industry.

x 42.5 percent of the employees family were earning about 10500-14000 only 2.6 percent

were earning up to 21000-25000/-.

x Industries provide plenty of job openings for the young age group people because of their

physical strength.

x Most of the employees working in the industries were located around the industries.

x There is a constant wage increment for employees in the industry which leads to 65.4

percent of the employees were permanent.

x Majority of the employees individual income were earning upto 5000-9000.

x Due to organic dust around the working environment 18.0 percent of the employees

experiencing breathing difficulties.

x Due to work pressure 17.0percent of the employees were facing head ache problems.

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‡ƒŽ–Šƒ†ƒˆ‡–›ˆ‘”‡š–‹Ž‡†—•–”‹‡• ʹͲͳͷ

x Even though employees facing physical discomfort they were expecting extra break time

as a recovery pattern.

x Less experienced and new comers were expecting overnight rest and even day off.

x Most of the premises were well laid working environment, accident books to evaluate the

standards of the precautionary measures for employees and clean working environment to

motivate employees psychologically.

x There also artificial temperature maintenance and artificial humidification.

x Industries were also maintaining proper temperature and free airflow among the work

HQYLURQPHQWE\LQVWDOOLQJDUWLILFLDOKXPLGLW\EHFDXVHWKH\GRQ¶WZDQWWKHLUHPSOR\HHVJHW

affected.

x Only 10.3 percent were compromised with toilet facilities.

x Majority of the industries had appointed inspection person in order to maintain the

machineries properly.

x Only three fourth of the employees were agreed with that there is a proper inspection of

machineries at proper intervals.

x In every industries there are portable fire extinguisher apart from that are also fire alarms

and automatic water sprinklers were installed.

x Employees were also given training to handle fire extinguisher.

x Industries appointed separate first aider person for employees physical discomfort with

regular restocking facilities of the first aid materials also it has been properly to the

employees.

x Employees were satisfied about protective measures were in good condition.

x There are devices for cutting off power in case of emergency /accident.

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‡ƒŽ–Šƒ†ƒˆ‡–›ˆ‘”‡š–‹Ž‡†—•–”‹‡• ʹͲͳͷ

x There are separate rooms for noisy machinery also there are noise screen in order to

control noise pollution.

x Industries were providing air protectors and masks to the employees were not using it

properly.

x Employees were often tend to walk or stand for a long period of time.

x Only few of the employees were aware about occupational health and safety laws.

x Especially the laws about cleanliness lighting precaution in case of fire.

6.8. SUGGESTIONS

Based on the findings of the study the following suggestions are given for the improvement

of the occupational health and safety of the employees in Textile industries of Dindigul district

x Welfare officer should be appointed to enhance the health and safety measures for the

employees engaged in the textile industries.

x Medical doctors should be appointed in the textile industries and make them available to

manage the health issues of the employees.

x There should always be one member of staff on each shift that is traiQHGLQ³)LUVW$LG´

and this made responsible for all first aid requirements during their shift.

x At least one first aid box should be made available in an area that is accessible to all the

workers.

6.9. CONCLUSION

The textiles sector contains many hazards and risks to workers, ranging from exposure to

noise and dangerous substances, to manual handling and working with dangerous machinery.

Present study aimed to understand the working environment and health and safety measures

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‡ƒŽ–Šƒ†ƒˆ‡–›ˆ‘”‡š–‹Ž‡†—•–”‹‡• ʹͲͳͷ

available in textile industries in the study area to suggest measures for to enhance the working

environment, health and safety measures. Each processing stage from the production of materials

to the manufacturing, finishing, colouring and packaging poses risks for workers, and some of

WKHVH DUH SDUWLFXODUO\ GDQJHURXV IRU ZRPHQ¶V KHDOWK 7KLV VKRUW GRFXPHQW FDQQRW FRYHU DOO WKH

hazards and risks in all the parts of the textiles sector, but highlights some of the key issues,

particularly to women workers, and how worker safety and health can be managed. It found that

health and safety measures are poor and they are not properly maintaining the working

environment in the textile sector. Many of the textile mill have the health problems and their

looking sick. It concludes that proper mechanism is essential for to preserve the health of the

textile mill workers for their longer life. Both Government and educational institutions come

forward to teach the importance of health and safety measures to the both the employees and

employers for their better health which helps to increase the productivity of the firm as well as

the nation economy as a whole.

Area for further Research

This book covers only the problems of the textile mill employees due to the absence of

the health and safety measures. Further, more number of empirical and case studies are essential

in the field of health and safety issues of employees in the textile sector to preserve the

occupational safety and healthy environment for sustained growth of the sector. All the other

kind of industrial units have to study in order to understand the reality.

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‡ƒŽ–Šƒ†ƒˆ‡–›ˆ‘”‡š–‹Ž‡†—•–”‹‡• ʹͲͳͷ

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XQKHDOWK\ VWUHVV XQZLQGLQJ SURPRWLQJ KHDOWK LQ VPDOO EXVLQHVVHV´ Journal of

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6. Environmental Health and Safety Manual (2002) EH + S Manual ± Review 5.2,

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International labor organisation, Geneva

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³'LPHQVLRQVRILQWHUSHUVRQDOUHODWLRQVKLSVDQGVDIHW\LQWKHVWHHOLQGXVWU\´ Journal

of Business and psychology, vol.19, No. 3, DOI : 10.1007/s10869-004-22-30-2

9. +RQ 6LPVRQ %ULGJHV  ³A blue print for Health and Safety at work´ -

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(1992). Approved Code of Practice L24 HSE Books 1992

11. +DVOHJUDYH&0³ZKDWGRZHPHDQE\DZRUNLQJSRVWXUHHUJRQRPLFV´, 37

(4):781 ± 799.

12. +VDLR+ DQGNH\VHULQJ:0³(YDOXDWLQJSRVWXUHEHKDYLRXUGXULQJVHDWHG

WDVNV´International journal of Industrial ergonomics (313 ± 314).

13. Jeroen stouten, Elfi Baillien, Jeroen Campn, Anja Van den Broeck, Hans De witte,

and Martin Euwema (2010). Discouraging Bullying : ³7KH5ROHRI(WKLFDOOHDGHUVKLS

DQGLWVHIIHFWRQZRUNHQYLURQPHQW´ Journal of Business Ethics 95: DOI 10.1007/s

10551 ± 011 ± 0797-x (17-27).

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14. .DLMDOHHQDVDDUHOD-XNND7DNDOD³*OREDOWUHQGDFFRUGLQJWRHVWLPDWHGQXPEHU

of occupational accidents and fatal work-UHODWHGGLVHDVHVDWUHJLRQDQGFRXQWU\OHYHO´

National safety council and Elnevier ltd.

15. Marjorie L. Icenogle, Lisa A. Hankn, Bruce W Eagle; and Sohel Ahamad, (2002).

Assessing perceptions of sexual harassment behaviors in as manufacturing

environment, Journal of Business and Psychology, vol.16.

16. 3OHWWOH 5  ³)DFWRU DIIHFWLQJ +HDOWK LQ WKH ZRUN SODFH´ Taylor and Francis

limited, London.

17. 3DUVRQ.&³(UJRQRPLFV$VVHVVPHQWRI7KHUPDO(QYLURQPHQWTaylor and

Francis limited, London.

18. Sabine A.E., Geurts; Debby G.J. Beckers; Toon W. Taris, Michiel A.J Kompier;

Peter G.W. SmulderV  ³:RUN WLPH 'HPDQGV DQG ZRUN IDPLO\ LQIHUHQFH 

'RHV ZRUN WLPH FRQWURO EXIIHU WKH DGYHUVH HIIHFW RI KLJK GHPDQGV"´ Journal of

business Ethics, 84: DOI 10.1007/s 10551-008-9699-Y (229-241).

19. Sonia Ghumman; Ann Maria Ryan, Lizabeth A.Barclay; and Kasen S.Markel.

 ³5HOLJLRXV 'LVFULPLQDWLRQ LQ WKH ZRUNSODFH $ UHYLHZ DQG H[DPLQDWLRQ RI

FXUUHQWDQGIXWXUHWUHQGV´J Bus Psychology 28:, DOI 10.1007/s10869-013-9290-0

(439-454)

20. 6KDQD /HERZLWJ DQG *UHDWLQVW  ³:KDW¶V EHKLQG D VLQH LQ Zorkplace

EXOO\LQJ"´Special for the USA today college EDT October 8,.

21. 6DUDYDQDYHO 3 DQG 6XPDWKL 6  ³/HJDO V\VWHPV LQ EXVLQHVV´ Himalaya

Publishing House, 7th edition.

22. 6XGKLU5³:RPHQ¶V7ULSOHEXUGHQDQG+HDOWK$FWLRQ´

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‡ƒŽ–Šƒ†ƒˆ‡–›ˆ‘”‡š–‹Ž‡†—•–”‹‡• ʹͲͳͷ

23. TalukGDU +. ³1RLVH SROOXWLRQ DQG LWV FRQWURO LQ 7H[WLOH ,QGXVWU\´ Indian

journal of fiber and Textile Research, pg.no: 44-49.

24. :DUVKDZ /HRQ - ,YHVWHU $ -RKQ ' ´7KH 7H[WLOH ,QGXVWU\ +LVWRU\ $QG

+HDOWK$QG6DIHW\´International Labor Organization, Geneva.

25. Workplace Safety and health management, (2006) ³3UDFWLFDO JXLGHOLQHV RQ WKH

implementation and maintenance of an occupational safety health and welfare

PDQDJHPHQWV\VWHP´3XEOLVKHGLQ-DQ¶E\WKHKHDOWKDQGVDIHW\DXWKRULW\WR+RJDQ

place, Dublin ± 2.

Reports

1. ,QGLUD .  ³$ VWXG\ RQ ODERU ZHOIDUH PHDVXUHV DW 7DPLOQDGX HOHFWULFLW\ ERDUG´

Chennai region, Madurai Kamaraj University, Madurai.

2. .DQQDQ  0  ³$ VWXG\ RQ WKH LPSDFW RI (PSOR\HU DQG (PSOR\HH UHODWLRQ DV

productivity ZLWKVSHFLDOUHIHUHQFHWR$$9,17&03)´7DPLO1DGX0DGXUDL.DPDUDM

University, Madurai.

3. 1HYLV-H\D6HHODQ³$VWXG\RQODERUDQGPDQDJHPHQWUHODWLRQDW7KLUXPDJDO2LO

0LOOV´7KHQL0DGXUDL.DPDUDM8QLYHUVLW\0DGXUDL

4. 1DUD\DQDPRRUWKL  ³$ Vtudy on HRD practices in Textile garment industry on

VHOHFWHG XQLW LQ &RLPEDWRUH 'LVWULFW´ 7DPLO 1DGX 0DGXUDL .DPDUDM 8QLYHUVLW\

Madurai.

5. 3DULPDODP3³$VWXG\RQRFFXSDWLRQDOKHDOWKDQGVDIHW\DPDVVPHQWRIZRUNHUV

in Readymade Garment manufactXULQJXQLW´*5,-DU, Gandhigram.

6. 5DPDOLQJDQ6&³$6WXG\RQODERUZHOIDUHDQGVRFLDOVHFXULQJLQWKH6DOHP&R-

RSHUDWLYH6SLQQLQJ0LOOVOLPLWHG´6DOHP0DGXUDL.DPDUDM8QLYHUVLW\0DGXUDL

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‡ƒŽ–Šƒ†ƒˆ‡–›ˆ‘”‡š–‹Ž‡†—•–”‹‡• ʹͲͳͷ

7. 6KDQPXJDQDWKDQ.³$VWXG\RQVDIHW\PHDVXUHVIRllowed in the pasteurization

plant with special reference to the Kanyakumari district, co-RSHUDWLYH PLON SURGXFHUV´

Kanyakumari, Madurai Kamaraj University, Madurai.

Online Resources

1. https://osha.europa.eu/en/publications/e-facts/efact30

2. http://www.labour.gc.ca/eng/health_safety/workplace/index.shtml

3. http://www.labour.gov.on.ca/english/hs/pdf/ohsa_g.pdf

4. http://work.alberta.ca/documents/WHS-PUB_li009.pdf

5. http://reliabilityweb.com/index.php/articles/creating_a_safe_work_environment/

6. http://psychcentral.com/news/2013/11/21/work-environment-plays-key-role-in-well-

being-happiness/62340.html

7. https://osha.europa.eu/en/press/articles/safety-and-health-at-work-a-european-

perspective-1/view

8. http://ilo.ch/global/topics/working-conditions/lang--en/index-html

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Interview Schedule for Textile Mill Workers
Title : Health and Safety Measures in Textile Industries

GENERAL PROFILE

1. Name :
2. Age :
3. Sex :

Male Female Transgender

4. Residential Area :

Urban Rural Semi-Urban

5. Marital Status :

Married Unmarried Divorced Separated

6. Level of Education :

Illiterate Primary Secondary Hr. Secondary Technical Degree Any

others
7. Family income :

Upto-2000 2001-4000 4001-6000 6001-8000 8000-10,000

EMPLOYMENT DETAILS

8. Organization name :
9. Name of the unit :

10. Department :

Control unit Maintenance Store Section Manufacturing Processing Packing Unit

Unit unit Unit
11. Category of work :

12. Nature of Employment :

Permanent Temporary Contract

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13. Age while entering into textile industry:

14. Working hours :

15. Experience :

Below 2 Years 3-5 Years 6-8Years 9-11 Years More than 12

Years

16. Remuneration pattern :

Daily Weekly Fortnightly Monthly salary

17. Monthly Income :

Upto 3000 3001-5000 5001-7000 7001-9,000 9,001 and above

OCCUPATIONAL HEALTH

18. What discomfort have you experienced while you working at a stretch

(a)Head ache [ ]

(b)Blurred vision [ ]

(c)Hearing disability [ ]

(d)Dermatological problem [ ]

(g)Breathing difficulties [ ]

(h)Stiff neck [ ]

(i)Shoulder pain [ ]

(j)Back pain [ ]

19. Recovery pattern for physical discomfort

(a)Break [ ]

(b)Overnight rest [ ]

(c)Day off [ ]

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 ‡ƒŽ–Šƒ†ƒˆ‡–›ˆ‘”‡š–‹Ž‡†—•–”‹‡• ʹͲͳͷ
OCCUPATIONAL SAFETY

21. Electrical safety Yes No

a. Is the electrical installation inspected and tested by a competent person on a planned

basis?
b. Are your portable electrical appliances inspected/tested at regular intervals?

22. Fire safety Yes No

a. Does staff know the action to be taken on discovering a fire and hearing fire warning
signals?
b. Are portable fire extinguishers provided in clearly visible and readily?

23. First aid provision Yes No

a. What first aid facilities do you have? (An appointed person is not necessarily a trained
first aider). First Aider Appointed Person
b. Is there a system for re-stocking the first aid box?
c. Is it properly provisioned?

24. Mechanical hazards Yes No

a. Is the work equipment properly maintained?

b. Are there machines with unprotected or unguarded moving parts?

c. Are there machines where an unprotected or unintentional start-up is possible?

d. Are the guards and other protective measures are in good condition and operating
correctly?
e. Are there any striking gear and devices for cutting off power?

25. Noise and vibration Yes No

a. Are there workers exposed to noise which is so loud that they have to shout to
communicate with a person standing 0.5-1 meter away?
b. Are there noise sources which are not dampened, enclosed effectively or placed in a
separate room?
c. Is there a lack of noise screens between sources of noise and work areas?

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 ‡ƒŽ–Šƒ†ƒˆ‡–›ˆ‘”‡š–‹Ž‡†—•–”‹‡• ʹͲͳͷ
d. Are there workers who do not use ear-protectors, even when the noise level is high?

e. Are workers carrying out tasks that expose them to vibration - either of their hands and
arms, or their whole body?
f. Do pregnant women use vibrating tools or machines; for example, during cutting or
sewing?

26. Chemical hazards Yes No

a. Do workers use hazardous chemicals; for example, those classified as toxic, harmful,
corrosive, irritant, sensitizing, carcinogenic, mutagenic, or toxic to reproduction?
b. Are workers exposed to organic dusts; for example wool, cotton or yarns?

27. Manual handling of loads Yes No

a. 4Are heavy objects or loads lifted manually; for example, boxes containing reels of yam,
9rollers or rolls of cloth?
b. 5Does your work involve any manual handling activities eg. Carrying, lifting, pushing
0or pulling of goods, equipment, people?
c. 5Are trolleys or other equipment for moving loads kept in good condition?
1
d. 5Do workers stand or walk for a long period of time?
2
e. 5Is the floor uneven, sloping, or in other ways likely to make the movement of goods
3more difficult?
f. 5Are there areas where the pushing or pulling of loads has to be carried out in cramped
4conditions?
g. 5Do people work in uncomfortable or awkward postures and positions?
5

28. Psychosocial and other issues Yes No

a. 5Are there high levels of absenteeism and staff turnover that may suggest that work-
6related stress is present in the workplace?
b. 5Is it often necessary for employees to work overtime?
7

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LABOUR LAWS

29. Do you aware of these laws

Cleanliness Sec.11
Ventilation and temperature Sec.13
Dust and fumes Sec.14
Artificial humidity Sec.15
Overcrowding Sec.16
Lighting Sec.17
Drinking water Sec.18
Latrines and urinals Sec.19
Spittoons Sec.20
Fencing of machinery Sec.2
Striking gear and device for Sec.24
cutting off power
Hoists and lifts Sec.28
Revolving machinery Sec.30
Pressure plant Sec.31
Floors, stairs and means of access Sec.32
Opening in floors Sec.33
Excessive weights Sec.34
Protection of eye, lungs etc Sec.35,36
Precaution in case of fire Sec.38
Special provisions for safety of Sec.22(2)
women and children

FUTURE EXPECTATIONS

30. What are the benefits do you expect in future from your Organization?

a. Employment to children
b. Death Benefits
c. Retirement Benefits
d. Education to children
e. Wage Revision
f. Promotion

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