INDEX

S. Visit Particulars Date Page

No.

1.

2.

3.

6
 VISIT TO

GOVERNMENT LABOUR OFFICE

Mumbai-Pune Road,
Bunglow No.5,
Shivaji Nagar, Pune - 411005
 DATE – 06/03/2020

GOVERNMENT LABOUR OFFICE

We have visited to “Labour Office” i.e. office of the Assistant

Commissioner of Labour on 06/03/2020. The “Labour Office” is
situated at Mumbai-Pune Road, Bunglow No.5, Shivaji Nagar,
Pune 411005.

Mr. Mujawar (Government Labour Officer) warmly welcomed us.

He has provided excellent information about functions of
Government Labour Office.

Overview

The office of Commissioner of Labour is responsible to comply

Labour Laws laid down by the International Labour Organization
[ILO] by employers, and the duties and functions relating to
industrial relations, labour welfare, enforcing of labour legislation
and implementation of labour welfare and social security schemes.
The officials in the Labour department are also appointed and
decreed as authorities performing quasi judicial executive
functions under various labour legislations of both the Central and
the State Government.

State Government has promised to provide stimulating

atmosphere to industrial adventurers in the field of capital
investment to industries, business and business departments. The
enforcement machinery of the labour department ensures

effective implementation of labour laws and ensuring and

protecting the rights of working force provided under various
labour laws. Maharashtra state aims to be role model state.

Objectives

The main objectives of the office of the Commissioner of Labour

are to maintain peace & harmony in every industry of
Maharashtra, which leads to improvement in the quality,
productivity and growth of the economy of Maharashtra: to ensure
that the workers get better living conditions, wages and social
security and to improve their living standard with the
implementation of various Labour Laws.

Acts implemented by office of the Commissioner of Labour

 Industrial Disputes Act, 1947.

 Bombay Industrial Relations Act, 1946.
 The Trade Unions Act, 1926.
 Industrial Employment (Standing Orders) Act, 1946.
 Minimum Wages Act, 1948.
 The Payment of Wages Act, 1936.
 Equal Remuneration Act, 1976.
 Payment of Bonus Act, 1965.
 Maharashtra Workmen’s Minimum House Rent Allowance Act,
1983.
 The Child Labour (Prohibition and Regulation) Act, 1986.
 The Bombay Shops & Establishment Act, 1948.
 Bonded Labour System (Abolition) Act, 1976.
 The Beedi & Cigar Workers (Conditions of Employment) Act, 1966.
 The Contract Labour (Regulation & Abolition) Act, 1970.
 Building & Other Construction Workers (Regulation of
Employment and Conditions of Service) Act, 1996.
 Working Journalists and Other Newspaper Employees
(Conditions of Service and Miscellaneous Provisions) Act,
1955.
 Sales Promotion Employees (Conditions and Services) Act, 1976.
 The Interstate Migrant Workmen (Regulation of Employment
and Conditions of Service) Act, 1979.
 Motor Transport Workers Act, 1961.
 Labour Law (Exemption from Furnishing Returns and
Maintaining Registers by Certain Establishments)
Amendment Bill, 2011.
 Collection of Statistics Act, 1953.
 Right to Information Act, 2005.
 Weekly Holidays Act, 1942.
 The Maternity Benefit Act, 1961.
 Payment of Gratuity Act, 1972.
  The Maharashtra Mathadi and Other Manual Workers
(Regulation of Employment and Welfare) Act, 1969.
 Maharashtra Private Security Guards (Regulation of
Employment and Welfare) Act, 1981.
 The Maharashtra Domestic Workers Welfare Board Act, 2008.
 The Unorganized Workers Social Security Act, 2008.

Mission

 Maintenance of Industrial Peace by averting apprehended

industrial disputes and settling existing ones through effective
and timely intervention and mediatory efforts.
 Enforcement of various Labour Laws (both Central and State)
other than technical Laour Laws like The Factories Act, 1948
and the Indian Boiler Act, 1923.
 Special efforts to Eradication of Child Labour from hazardous
occupations & processes in Maharashtra.
 To give Social Security and Minimum Wages to the every
Worker in Unorganized sector.
 To commit ourselves for fast, reliable & transparent public
delivery system and make awareness regarding Labour Laws.
 Apart from the foregoing work the office of the Commissioner
of Labour, Mumbai also undertakes the following important
connected activities
 Compilation of Consumers’ Price Index Numbers for the
Working Class for 10 selected centers in Maharashtra viz.,
Mumbai, Solapur, Pune, Nasik, Nagpur, Kolhapur, Akola,
Jalgaon, Nanded, Aurangabad.
 Conduct of Socio-Economic Surveys on Living conditions,
Employment of Wages, Welfare and Security provisions of
 workers engaged in different type of Industries and
employments, Plan Schemes, ad-hoc Surveys, Mathadi /
Security Guard Boards, Family Living Surveys etc., and even

price collection and compilation for new series in Mumbai and

5 centers of Maharashtra.

Vision

 Employers and Workers Friendly Industrial Relations for the

Growth of Industry and Workers.
 Every worker should get payment through bank.
 Computerization of the offices under Commissioner of Labour.
 Submission of Employer’s returns through internet.
 Paperless Office.
 Child Labour free Maharashtra.
 Every worker from unorganized sector shall have social security.
 Formulation and Implementation of welfare schemes for
unorganized labour.
 Simplification of processes and maintaining transparency
while rendering services to citizens.
 To develop a sound public redressal system.

Organization Structure

1. Addl. Commissioner of Labour

2. Deputy Commissioner of Labour
3. Asst. Commissioner of Labour
4. Govt. Labour Officer
5. Superintendent
6. Statistical Assistant
7. Clerk-Typist
 8. Peon
9. Driver

Inspection Procedure of Labour Department

The Inspectors notified under various labour laws carryout

inspections as per the following procedure

 I. The Computerised randomise Inspection system will

generate list of factories/establishments randomly from
domain of factories/ establishments for one week and allot to
particular Inspector
 II. Inspector will log in the system and see the allotted
factories/establishments list.
 III. Inspector will visit the factory/establishment from the list
 IV. Inspector will check the relevant records of factory/
establishment physically and collect the information from
present workers as required and related to various labour
laws.
 V. Inspector will pass the inspection remarks online.
 VI. After completion of Inspection remarks the system will
send SMS and mail to factory/establishment
owner/management about inspection remarks.
 VII. Within 48 hours these inspection remarks will uploaded
online on department portal.
 VIII. These inspection remarks are visible to all relevant
escalated authority of labour department.
 IX. Inspector will give seven days time to
factory/establishment owner/management to comply for the
breaches mentioned in inspection remarks.
 X. Compliance submitted by factory/establishment are
scrutinised by immediate higher authority of inspector.
 XI. After scrutiny, if compliance is not satisfactory OR
compliance are not submitted, issue warning letter. And then
after seven days if compliance is not satisfactory the show
cause notice is issue.
 XII. After the above correspondence if no satisfactory
compliance is received then legal action is initiated against
factory/ establishment.
 XIII. If inspector could not visit some of the
factories/establishments allotted to him/her, then the
unvisited factories/establishments again will be add to domain
of factories/establishments.

VISIT TO

EMPLOYEE’S STATE INSURANCE

CORPORATION (E.S.I.C.)

ESI Corporation, Panchdeep Bhawan,

689/690, Bibvewadi,
Pune – 411037 Maharashtra

DATE – 25/02/2020
 VISIT TO

EMPLOYEE’S STATE INSURANCE CORPORATION (E.S.I.C.)

We have visited to Employee’s State Insurance Corporation,

S.No. 689/90, “Panchdeep Bhavan”, Bibwewadi, Pune-411037. Mr.
Chandrashekhar R. Patil (Deputy Director, E.S.I.C. S.R.O. PUNE)
has warmly welcomed us. He has provided us excellent
information about ESIC, its schemes, coverage & benefits.

The summary of information provided by them is as follows;

ESI SCHEME-AN INTRODUCTION

The Employee’s State Insurance Scheme is an integrated measure
of Social Insurance embodied in the Employees’ State Insurance
Act and it is designed to accomplish the task of protecting
‘employees’ as defined in the Employees’ State Insurance Act,
1948 against the impact of incidences of sickness, maternity,
disablement and death due to employment injury and to provide
medical care to insured persons and their families. The ESI
Scheme applies to factories and other establishment’s viz. Road
Transport, Hotels, Restaurants, Cinemas, Newspaper, Shop, and
Educational/Medical Institutions wherein 10 or more persons are
employed. Employees of the aforesaid categories of factories and
establishments, drawing wages upto Rs. 21,000/- a month, are
entitled to social security cover under the ESI Act.

Advantages to Employers:

Employers who come under the purview of the ESI Act, 1948, derive
the following benefits under the Scheme:-

 Employers are absolved of all their liabilities of providing

medical facilities to employees and their dependants in kind or
in the form of fixed cash allowance, reimbursement or actual
expenses, lump sum grant or opting for any other medical
insurance policy of limited scope, unless it is a contractual
obligation of the employer.
 Employers are exempted from the applicability of the :
 Maternity Benefit Act.
 Employees'
  Employers have, at their disposal, a productive, well
secured workforce – an essential ingredient for better
productivity.
 Employers are absolved of any responsibility in times of
physical distress of workers such as sickness, employment
injury or physical disablement resulting in loss of wages, as
the responsibility of paying cash benefits shifts to the
Corporation in respect of insured employees.
 Any sum paid by way of contribution under the ESI Act is
deducted in computing ‘income’ under the Income Tax Act.
 Incentive Scheme for employers for person with disabilities:
The incentive Scheme for employers in private sector for
providing employment to persons with disabilities has come
into force w.e.f. 1.4.2008. Persons with disabilities

employed on or after 01.04.2008 and drawing monthly

wages upto Rs. 25,000/- are covered under the scheme.
Employers are exempted from paying employer’s share of
contribution upto a maximum period of 3 years and the
same is reimbursed to the Corporation by the Central
Government.

Role of Employers:

 Get your factory/establishment registered within 15 days after

the ESI Act become applicable. Apply online to the Regional
Office/Sub-Regional Office (RO/SRO) of the ESIC for this
purpose. Obtain Employer’s code No. for use in all ESIC
 Forms/documents and also for correspondence with various
offices of the ESIC.
 Employers are advised to apply for coverage only through the
ESIC web portal – ‘www.esic.in’.
 After generation of 17 digit Employer’s Code No., the requisite
documents should be submitted to the RO/SRO.
 Pay ESI contribution (Employers’ share @ 3.25% of the wages
and employees’ share @ 0.75% of the wages) within 15 days
of the following month, in which the wages fall due.
 The employee insurance number, once given is valid for the
lifetime of an employee. He need not register himself again if
he changes location or employment. The insurance number is
a unique number, valid throughout the country.

 Submit an ‘Accident Report’ to the Branch Office (BO)/ESI

Dispensary concerned immediately in respect of accidents that
could result in death or disablement of the employee within
24 hours of its occurrence. Minor accidents which do not
cause absence from work need not be reported.
 Facilitate proper inspection of factory/establishment by any
authorized officer of the Corporation and produce before him
all relevant records on demand.

To ensure smooth flow of ESI Benefits to Insured employees

 Online registration of employees may be done correctly and

promptly on appointment, with all relevant information.
  Print out of e-Pehchan card may be given to employees so
that they can avail of ESI benefit.
 Whenever events, such as marriage, birth of death entails
any additions or deletions in the family particulars of an
Insured person, the requisite information may be uploaded in
the ESIC web portal.
 Employers may assist or guide individual employees, for
claiming any lawful benefit under the ESI Scheme, and also
educate them properly about their rights and responsibilities
under the Schemes.

Rights of Employers:

 To be represented on ESI Corporation, Medical Benefit

council and other important committees of the corporation
that may be formed from time to time.
 To be supplied requisite Forms as may be required for fulfilling
any obligations under the ESI Act.
 To recover employees share of contribution on the spot from
the wages of insured person.
 To appeal to appellate authority of the ESI Corporation in case
of dispute on the claim.
 To appeal to Employees’ Insurance Court if not satisfied with
the findings of Appellate Authority.
 Right to seek exemption from the applicability of the Scheme
in case benefits provided by the management are similar or
superior to those available under the ESI Scheme.
  Right of access to all essential information concerning the
applicability of the Act, benefits, contribution, inspections and
other procedures.

Role of ESIC in Serving Employers:

 To develop a responsive, purposive and productive

relationship with employers.
 Seek their active involvement in the improvement of the ESI
Scheme.

 Provide them necessary guidance in fulfilling their lawful

obligation under the ESI Act.
 Make available to them requisite Forms and Proforma as
may be required by them from time to time.
 To ensure that any lax medical certification by IMOs/Panel
Doctors does not bring down the productivity of a factory
or establishment.
 To ensure that in case of any difficulty, doubt or
misunderstanding, employer is given a chance to be heard
at an appropriate level
 To ensure that all correspondence emanating from the
employer is responded to timely and objectively.
 To ensure that an employer is not being harassed by any
official of the Corporation authorized to inspect the
premises or the records of the employer.
 To ensure that any grievances received from employers
are looked into promptly for speed redressal.
E.S.I.C. Contribution Rate:

Currently, the employee's contribution rate (w.e.f. 01.07. 2019) is

0.75% of the wages and that of employer's is 3.25% of the wages
paid/payable in respect of the employees in every wage period.
Employees in receipt of a daily average wage upto Rs. 137/- are
exempted from payment of contribution.

Benefits Under ESI Scheme:

 Sickness Benefit
 Disablement Benefit
 Dependants’ Benefit
 Maternity Benefit
 Medical Benefit
 Funeral Expenses

Other benefits being provided to the beneficiaries are Confinement

Expenses, Funeral Expenses, Vocational Rehabilitation, Physical
Rehabilitation, Unemployment Allowance and Skill Upgradation
Training.
 VISIT TO

THE EMPLOYEE’S
PROVIDENT FUND OFFICE

Pune Cantonment Board Building, Golibar

Maidan, Pune- 411001

DATE – 25/02/2020
 VISIT TO

EMPLOYEE’S PROVIDENT FUND OFFICE (E.P.F.)

We have visited to Regional Provident Fund Office, Pune,

Pune Cantonment Board Building, Golibar Maidan, Pune-411001.

Mr. Akshay Kumar Mishra (Assistant Commissioner of PF, R.O.

Pune) has warmly welcomed us. He has provided us excellent
information about Employees Provident Fund Act, 1952.

THE EMPLOYEES' PROVIDENT FUNDS

AND MISCELLANEOUS
PROVISIONS ACT, 1952
Introduction:

The Employees’ Provident Funds and Miscellaneous Provisions Act,

1952 is a Central Act and is being administered by the
Government of India Ministry of Labour, New Delhi, through EPF
Organisation which has offices all over India.

Purpose & Object:

The Employees' Provident Funds & Miscellaneous Provisions

Act, 1952 has been enacted with the main objective of protecting
the interest of the employees after their retirement and their
dependents after death of the employee. The Act provides
insurance to workers and their dependents against risks of old
age, retirement, discharge retrenchment or death.

Under this Act the following three Schemes have been framed: -
 The Employees PF Schemes, 1952
 The Employees’ Pension Scheme 1995 (Earlier called The
Family Pension Scheme 1971)
 The Employees Deposit Link Insurance Scheme, 1976

EPF Applicability:

 The Employees’ Provident Funds & Miscellaneous

Provisions Act, 1952 extends to Whole of India except the
state of Jammu & Kashmir.
  It applies on every establishment employing 20 or more
persons & engaged in industry specified in schedule I of
the Act or any other activity notified by the Central
Government.
 It applies to all departments / branches of an establishment
Wherever situated.
 Any establishment employing even less than 20 persons
can be Covered voluntarily under section 1(4) of the Act.

EPF Eligibility:

 Employees drawing salary / wages at the time of joining

up-to Rs 15,000/- per month are governed by the
provisions of the Act;
 Employees drawing salary / wages more than Rs. 15,000/-
per month may also be brought under the purview of the
Act at the discretion of the management and by furnishing
a joint undertaking to the Provident Fund Commissioner;
 Employees engaged through the Contractor in or in
connection with the work of an establishment are also
covered under the purview of the Act.

Benefits:

 Withdrawals Under the scheme, a member may withdraw the full

amount standing to his credit in the fund in the event of
i) Retirement from service after attaining the age of 55; ii)
Retirement on account of permanent and total incapacity; iii)
Migration from India for permanent settlement abroad; and iv)
 Termination of service in the course of mass retrenchment
(involving 3 or more persons).
 The Scheme provides for non-refundable partial withdrawals/
advances to meet certain contingencies
1) House-building;
2) During temporary closure of establishments;
3) Illness of member, family members;
4) Member's own marriage or for the marriage of his/her sister,
brother or daughter / son and post-matriculation education of
children;
5) Damages to movable and immovable property of members
due to a calamity of exceptional nature;
6) Unemployment relief to individual retrenched members;
7) Cut in supply of electricity to the factory/establishment; and
The Employee’s Provident
8) Grant of advance to members who are physically handicapped
for the purchase of equipment.

Present Rate of Contribution:

Employee’s Employer’s
Contribution Rate Contribution Contribution
(%) Rate (%) Rate (%)
A/c No. 1
PF Contribution
Account 12.00 3.67
A/c No. 2
PF Admin Charges
Account – 0.50
A/c No. 10
EPS Contribution
Account – 8.33
 A/c No. 21
EDLIS Contribution
Account – 0.50
Total Contribution 12.00 13.00

THE EMPLOYEES' PENSION SCHEME, 1995

Introduction:

 Employees' Pension Scheme 1995 has been made applicable

on 16.11.1995 retrospectively with effect from 1.4.1993.
This new Scheme replaces the erstwhile Family Pension
Scheme, 1971.
 Contribution - Employee is not required to contribute
separately under the Employees' Pension Scheme 1995.
Employer share of provident fund contribution at the rate of
8.33 % is diverted to pension fund every month.
 Service for Pension - Actual service rendered after
16.11.1995 together with the service for which the
contribution has been made under the eased Family Pension
Scheme 1971, if any will be treated as service for pension.
 A person is entitled for pension after, completing the age of
58 years with minimum service of 10 years. The Employee’s
 Provident- Six months or more shall be treated as one year
and the service less than six months shall be ignored.

Benefits:

 Pension on Retirement at the Age of 58 years

 Pension on leaving service before becoming eligible for
Monthly Pension
 Pension on Total Disablement during the Service
 Pension for the Family on the Death of the Member

Types of Pensions under Employees’ Pension Scheme

There are different types of pensions under EPS such as pensions

for widows, children and orphans. These pensions provide an
income to the family member of the EPF subscriber.

 Widow Pension
 Child Pension
 Orphan Pension
 Reduced Pension

THE EMPLOYEES' DEPOSIT-LINKED INSURANCE SCHEME, 1976

Introduction:

Employees Deposit Linked Insurance Scheme or EDLI is an

insurance cover provided by the EPFO (Employees Provident Fund
Organization) for private sector salaried employees. The
registered nominee receives a lump-sum payment in the event of
the death of the person insured, during the period of the service.
 EDLI applies to all organizations registered under the Employees
Provident Fund and Miscellaneous Provisions Act, 1952. All such
organizations must subscribe to this scheme and offer life
insurance benefits to its employees. This scheme works in
combination with EPF and EPS. The extent of the benefit is
decided by the last drawn salary of the employee.

Benefit:

The benefits can be claimed by the nominee specified by the insured person.
If no nominee was registered, then the family members or legal heirs can
apply for the same. The Eligible claim amount under the EDLI scheme is
calculated 30 times of the last basic salary which was drawn by the
employee before death + 50% of the average balance in the member's
account or amount during the last 12 months /entire period of his/her
membership whichever is lower with an upper limit of Rs.1.5lakhs as a
bonus.i.e EDLI scheme claim amount = 30 x basic salary + 50% of average
EPF balance in the diseased account/ maximum Rs.1.5lakhs as bonus.
Presently the amount increased to minimum Rs.2.5 lakhs and maximum
Rs.6 lakhs.
 VISIT TO

Divgi TorqTransfer Systems Pvt. Ltd.

Pune Satara Road Shivare Village,
Pune – 412205

DATE – 29/02/2020
We had to Visit Divgi TorqTransfer Systems Pvt. Ltd. Pune Satara Road
Shivare Village, Pune. Where we met to Mr. Arif Shaikh Asst. Manager
Human Resources and Administration. He gave us detailed information about
company, its product, Mission, Vision, and Management, Environment,
Health & Safety, Safety Policy etc.

Divgi TorqTransfer Systems Pvt. Ltd.

Pune Satara Road Shivare Village,
Pune – 412205

Visit Date - 29.02.2020

Company Profile

The history of the Group dates back to the early years of the 1960s when
the institution started life as a small scale manufacturing enterprise in the
economic world of independent India. In 1964, Ramrao, ‘RN’, Divgi’s
relentless serial entrepreneurship along with engineer-brother Bhaskar (BN)
saw the birth of Divgi Metalwares Pvt. Ltd. (DMPL), for the manufacture of
gears and screw machined parts.

Divgi TorqTransfer Systems (Divgi-TTS) is India’s leading provider of

Automotive Drivetrain Solutions and Products. It specializes in Four-Wheel
Drive and Transmission System Solutions and brings its over 50 years of
manufacturing experience in automotive transmission components to
position itself as an end-to-end supplier of specialized and highly engineered
solutions tailored to Indian and international customer requirements.
Divgi TorqTransfer Systems develops and supplies transmission and transfer
case components, subsystems, and complete systems for various
automotive applications for small cars, utility vehicles and commercial
vehicles. The products portfolio includes a whole range of transfer cases,
torque couplers, automatic locking hubs, synchronizer systems and various
transmission components.

As part of its expansion plans into the manufacture and supply of

transmissions, Divgi-TTS has strengthened its development programs and
investments on Dual-Clutch Transmissions and Electric Vehicle
Transmissions while also adding high performance manual transmissions to
its current products portfolio.

To augment its competence on the development and supply of Dual Clutch

Transmissions, DCT’s or on BEV transmissions and components, Divgi-TTS is
ramping up investments in global R&D initiatives and significantly expanding
its manufacturing capacities to include design and development of key
constituent technologies and services such as Dual Clutch, Hydraulic Control
Unit, Transmission Control Unit, Rig Test Designing and Execution and
Calibration Services to suit OEM customer requirements world-wide.

Divgi-TTS, an IATF 16949:2016 Certified Company, continues to leverage

the considerable indigenous expertise acquired in the domain of all-wheel
drive and transmission systems technologies to provide world-class Torque
Transfer and Transmission Solutions to top OEMs in India and across the
globe such as Tata Motors Limited and Mahindra in India and Toyota.
All products are manufactured to best-in-class standards at Divgi-TTS’ three
production units in India at Bhosari in Pune, Shivare in Maharashtra and Sirsi
in Karnataka.

Corporate Philosophy

Vision

To be recognized as a world-class Indian brand in automotive drivetrain

components and systems

Mission

To help our customers and our people continually innovate and excel in
building world-class drivetrain components and systems

Values
Respect for Each Other

Work in a climate of openness, trust and cooperation with respect and

decency to all embracing the diversity of all people.

Power of Collaboration

Preserve the freedom of one and all while building a strong business through
a unity of purpose.

Passion for Excellence

Improve our performance through encouragement of new ideas and

attachment of a sense of urgency to every business challenge and
opportunity.

Personal Integrity

Demand uncompromising ethical standards in our conduct with a

commitment to doing what is right—in good times and in bad, taking
accountability for the commitments we make.

Responsibility to Our Communities

Strive to supply goods and services of superior value to our Customers;

create jobs that provide meaning for those who do them and to contribute
our talents and our wealth generously to the communities in which we do
business.

Boards of Directors

Divgi-TTS has a distinguished Board of Directors. Their keen interest to

make the company a center of corporate excellence has been a key driving
factor in the high standards of professional excellence that it has been able
to maintain. As globalization of the automotive and financial markets
proceeds with a quickening pace in the next 3 to 5 years, its experience and
counsel will be invaluable.

Jitendra B. Divgi, Managing Director

Hirendra B. Divgi, Director
Ramesh A. Savoor, Independent Director
Pradip Dubhashi, Independent Director
Pundalik Kudva, Independent Director
Mr. Ajay Limaye, Independent Director

Technology Partners

BorgWarner, Michigan, USA

BorgWarner is a global technology leader in powertrain solutions. It focuses
on developing leading powertrain technologies that improve fuel economy,
emissions and performance. Its facilities are located across the globe to
provide local support for our diverse customer base.
The Drivetrain Group of BorgWarner harnesses a legacy of more than 100
years as an industry innovator in transmission and all-wheel drive
technology. The group leverages this understanding of powertrain clutching
technology to develop interactive control systems and strategies for all types
of torque management solutions.
Divgi-TTS works closely with BorgWarner under a technology license and
design, develop and manufacture the portfolio of BorgWarner products for
supporting its customers.

Education Partnerships
Birla Institute of Technology & Science (BITS, Pilani) Birla Institute of
Technology & Science (BITS, Pilani) is an Indian institute of higher education
and a deemed university that focuses primarily on undergraduate education
in engineering and the sciences. The institute was established in 1964 by
Shri G.D. Birla, one of India’s eminent industrialists, in his hometown of
Pilani, Rajasthan. BITS currently has campuses at Pilani, Dubai, Goa and
Hyderabad. Divgi-TTS has had a long association with BITS, Pilani, renowned
for churning out one of India’s best engineering and science talents.

Practice School Internship Program

The Practice School (PS) industrial training program of BITS, Pilani is an off-
campus internship program wherein students from all campuses, Pilani,
Dubai, Goa and Hyderabad are placed at various industrial houses across
India for short durations for a hands-on exposure of the corporate world. It
spans the complete spectrum of industry – manufacturing, construction,
transportation, banking and finance, information technology, transportation
as also research organizations.
Divgi-TTS associates itself with both of the two-step training modules of the
program; the PS-1 Program conducted in the 2nd year over a period of 45
days during the summer vacations to acquaint the students with corporate
discipline and the PS-2 Program which is a more intense 6-month internship
for 3rd year students involving real-life projects ranging from core industry
projects to management projects.

Quality
Quality driven management and employee dedication are keys to success
and customer satisfaction. Divgi-TTS is committed to building products that
are sound and dependable. We will improve our business continuously in
quality, cost, and reliability. We will consistently provide products and
services, which meet or exceed customer expectations, and satisfy
customers by anticipating their requirements.
Divgi-TTS seeks to achieve and maintain a reputation of excellence
throughout the communities it serves. To achieve this, dedication to quality
in everything the company does will be a top priority of all of our employees
and suppliers. It believes that success will come only through continuous
renewal. Quality is at the very core of its Product Leadership culture. All
Divgi-TTS employees are therefore, committed to Customer Quality Control.

Environment, Health & Safety

At Divgi –TTS, we strive to conserve our fragile environment and improve
our occupational health and safety environments by Energy Saving optimum
consumption of resources, preventing environmental pollution through waste
reduction and control, Encouraging safe work practices for prevention of
accident, injury & ill health, Complying with relevant legal and other
requirements, Continual improvement in EHS management systems. In
summary all Divgi – TTS employees are committed to safe work practices,
Energy Saving, Waste Reduction and Control.

Safety Policy
Safe working practices and culture achieved through People Involvement,
Education and Training, Continual Risk Reduction, Hazard Prevention

Management hierarchy of the company

 Managing Director

Sales, Marketing and Advance Business Development

Product Engineering

Product Manufacturing

Finance & Company Affairs

Purchase & Global Supply Management

Head – HR & OD

Management Systems

Growth & Launch Management

Group Operations Head

The Daily Wage Structure Offering By Company to Contractually

Workers:

Semi-
Skill Un-Skill
S.N. PARTICULARS Skill
Worker Worker
Worker
1 Basic Salary 7200.00 6500.00 6000.00
2 VDA 4536.00 4536.00 4536.00
3 H.R.A. 1174.00 1104.00 1054.00
Gross 12910.0 12140.0 11590.0
0 0 0
B Indirect Salary
1 Company Contribution 1409.00 1325.00 1265.00
of PF @ 12 % on Basic
+VDA
2 Company Contribution 420.00 395.00 377.00
of ESIC @ 3.25% on
Gross
3 Bonus @ 8.33% on 978.00 920.00 878.00
Basic + VDA (As per
Bonus Act)
4 Gratuity @ 4.81% on 565.00 531.00 507.00
Basic+ VDA (As per
Gratuity Rules)
5 Leave @ 4.81% on 565.00 531.00 507.00
Basic+ VDA (As per
Leave Rules)
3937.00 3702.00 3534.00
6 Total Indirect Benefit
16847.0 15842.0 15124.0
7 CTC P.M. (A+B)
0 0 0

Variable Dearness Allowance changes on every 1 st January and

every 1st July as applicable to Engineering Industry as per
Government Notification.

Shift Timings;

Morning 8:00 am to 4:00 pm

Afternoon 4.00 pm to 12.00 am

Night 12.00 am to 8.00 am

 VISIT TO

Labour Court
2nd Floor, PMT Building,
Swargate, Pune – 412205

DATE – 09/03/2020
 We had visited to Labour Court, Swargate on 09.03.2020. The
Labour court is situated at PMT Building, Swargate, Pune. There are 6 courts
present inside of the Labour Court Building. We met Mr. Palande, who is
Senior Typist in Labour Court, Pune. He gave us important information about
labour court.

We met to Advocate Mr. Rahul Bharekar in Labour Court. He brief us

important information about Labour Court and Industrial Court.

History

Indian Labour Law is closely connected to the Indian independence

movement, and the campaigns of passive resistance leading up to
independence. While India was under the colonial rule by the British Raj,
labour rights, trade unions, and freedom of association were all suppressed.
Workers who sought better conditions, and trade unions that campaigned
through strike action were frequently, and violently suppressed. After
independence was won in 1947, the Constitution of India of 1950 embedded
a series of fundamental labour rights in the constitution, particularly the
right to join and take action in a trade union, the principle of equality at
work, and the aspiration of creating living wage with decent working
conditions.

Indian Labour Law

Indian labour law refers to laws regulating labour in India. Traditionally

Indian governments at federal and state level have to ensure a high degree
of protection for workers, but in practice, legislative rights only cover a
minority of workers. India is a federal form of government and because
labour is a subject in the concurrent list of the Indian Constitution, labour
matters are in the jurisdiction of both central and state governments; both
central and state government have enacted laws on labour relations and
employment issues.

Duties of Labour Court:

Labour Court shall hold its proceedings within the specified period and shall
submit its award to the Government. Such award must be in writing and
signed by the presiding officer.
The Labour Court has the same power of a Civil Court. The proceeding of the
Labour Court shall not be questioned on the ground that it is not properly
constituted.

Functions of the Labour Court:

The functions of the Labor Court are laid down in Section 7 of the
said Act.

(I) Adjudicating upon industrial dispute specified in the second

schedule of the said Act; are as follows
(1) The propriety or legality of any order passed by an employer under the
standing orders;
(2) The application and interpretation of the Standing Orders
(3) Discharge or dismissal of the workman including reinstatement of, or
grant of relief to, the workman wrongfully dismissed;
(4) Withdrawal of any customary concession or privilege
(5) Illegality or otherwise of a strike or Lockout; and
(6) All matters other than those specified in the Third Schedule which fall
within the jurisdiction of Industrial Tribunal.

(II) Performing such other functions as may be assigned to it under

the Industrial Dispute Act, 1947

The Other matters assignable on the Labor Court are:

(1) Voluntarily reference of dispute by written agreements between the

parties under Section 10A;
(2) Arbitration reference under Section 10A;
(3) Permission to or approval of the action of discharge under Section 33;
(4) Complaint by the aggrieved employees under Section 33A;
(5) Application under Section 33(c)2A for the computation of any money or
any benefit which is capable of being computed in the terms of money.
(6) Reference of awards or settlement for the interpretation in case of
difficulty or doubt under Section 36AA

Procedure and Powers of Labour court

(a) While trying offences

While trying an offence, a labour court shall follow as nearly as possible
summary procedure as provided under Cr.P.C, and shall have the same
powers as are versed in the court of a magistrate of first class specially
empowered u/sec 30 of Cr.P.C.

(b) While adjudicating industrial dispute

For the purpose of adjudicating and determining any industrial dispute, a
labour court shall be deemed to be a civil court and follow the procedure as
provided under C.P.C and shall have the same powers as are vested in such
court under C.P.C. Following are the powers of labour court.

i. To Grant Relief
Labour court can grant full and final relief to the aggrieved party.

ii. To Grant interim Relief

Labour court is also competent to grant ad-interim relief under its
inherent powers.

iii. To grant Adjournment

Labour court has the power to grant adjournments if just cause to
shown.

iv. To enforce attendance of any Person

Labour court can enforce the attendance of any person which is
necessary for deciding the matter before it and this it can done so by
issuing summons, proclamation etc.

v. Power to Examiner
Labour court can examine any person on oath.

vi. To compel Production of Documents etc

Labour court can compel the production of documents and material
objects, necessary for deciding the matter in questions.

vii. To issue commissions

Labour court has the power to issue commissions for the examination
of witnesses or documents.

viii. Ex-part Proceedings

Labour court has the power to proceeding ex-parte, where the party
failed to appear before it.

ix. to determine Grievance of workmen

Labour court may determine the grievance of workmen and in doing so,
it shall go into all the fact of the case and pass such order as may be just
and proper in the circumstances of the case.

c. While trying cases of Rights Given under special Acts

Where the special acts confer on litigants certain rights but the power to
decide, try or adjudicate the case in conferred on the labour court
established under PIRA 2010 and no procedure is prescribed, labour courts
can apply their own procedure.

Territorial Jurisdiction of Labour Court

Assumption of jurisdiction by labour court without deciding objection to

territorial jurisdiction was unwarranted unless it had necessary territorial
jurisdiction, its order was bound to be without lawful authority.

Exemption from court fee

No court fees are payable for filing, exhibiting or recording any document in
or obtaining any document from labour court.

X. Withdrawal of case
Where the matter has resolved the parties amicable before a final order is
passed by the labour court, the labour court may allow withdrawal of such
case if there are sufficient grounds for such withdrawal.
The following matter come within of Industrial Tribunal as per the
third schedule of section 7-A of Industrial Dispute Act 1947.

1. Wages including the period and mode of payment

2. Compensatory and other allowances

3. Hours of work and rest intervals

4. Leave with wages and holidays

5. Bonus, profit sharing, provident fund and gratuity

6. Shift working otherwise than in accordance with standing orders

7. Classification by grades

8. Rules and discipline

9. Rationlization

10. Retrenchment of workmen and closure of establishment

11. Any other matter that may be prescribed

How to file a case in Labour Court

Step 1: Send a demand notice to your employer, either personally or

through the union you re member of.

Step 2: Give 15 days’ time

Step 3: If matter does not settle, the file a complaint before labour cum
conciliation officer of the area where you worked. The officer will act as a
arbitrator for amicable settlement of dispute.
Step 4: Still not satisfied, Labour conciliation officer will end you to the state
labour commissioner. The commissioner may refer your case to labour
tribunal depending upon your case.

These are the basic steps. Choose your proceeding wisely and it is always
advisable to hire a lawyer.

At the time of our visit following case was for hearing before the Labour
Court:

Case No. Ref 914

Court No.

Court Name. Mr. Tribhuvan

Parties Name.

Mr. Phanase Applicant / Plaintiff

Vs

Computer Company Respondent /

Dependent

Case Study:

An employee named Mr. Phanase, who was working in one computer

company, which a commercial establishment within the meaning of
Maharashtra Shops and Commercial Establishment Act 1948. Mr. Phanase
has applied for gratuity, as he has completed 5 yrs of continuous service,
and his basic pay was shown to be Rs.50000/- as per appoint letter given to
him, at the time of joining the company. All other employees of the firm, of
the same post, have their basic pay shown as Rs.10000/- on their salary
slip. This correction should have been done by the management in the past,
in Mr. Phanase’s salary, but they failed to correct it. After retirement and
completing 5 yrs of service, he applied for gratuity, and gratuity payable on
Basic + DA. Here the basic is Rs. 50000/- so the DA will also be calculated
as per basic. The gratuity is payable on the 15 days average years
completed in service. Now here the management is saying that they had
consulted Chartered Accountant for deciding basic pay. But it’s not the
chartered accountants who tells the company, what should be the basic pay
of an employee, it’s a company’s responsibility to decide what should be the
basic pay and tell the chartered accountant so and the employee. Mr.
Phanase, not knowing what exactly is his basic pay, has been claiming
gratuity as per the basic of Rs. 50000/- and the case still going on in the
court. Result has not yet been announce.

We get an opportunity to hear this case on the Labour Court visit.

We thanks a lot to Advocate Mr. Rahul Bharekar for explaining this case.

FACTORY VISIT

VENKATESHWARA HATCHRIES PVT. LTD.

Date of Visit: 29/02/2020

We have visited to Venkateshwara Hatchries Pvt. Ltd., Address: Plot

No. 20, International Biotech Park, Phase II, Hinjawadi, Pune-
411057 on Feb 29, 2020. The Factory Manager Mr. Vilas Ghule and
Mr. Santosh Deshpande (GM) has warmly welcomed me and our
team in his big office and provided brief information about company
and then send us to HR Office for getting further information. In HR
Department we got very good information relating to the company.
Company Profile
The VH group was established in 1971, when motivated by his wife
Late Smt. Uttaradevi Rao, our founder Chairman Late
Padmashree Dr. B.V.Rao, fondly referred to as “The Father of
the Indian Poultry Industry”, established Venkateshwara
Hatcheries Pvt. Ltd. in Pune (India). Today the group is popularly
known the world over as “Venky’s”. With a unique combination of
expertise and experience and supported by strategic collaborations,
the company diversified its activities to include SPF eggs, chicken
and eggs processing, broiler and layer breeding, genetic research
and Poultry diseases diagnostic, Poultry vaccines and feed
supplements, vaccine production, bio-security products, Poultry feed
& equipments, nutritional health products, soya bean extract and
many more. Today the group is the largest fully integrated poultry

group in Asia. The VH group today plays proud parent to a number

of reputed organizations under its wide umbrella and successfully
caters to poultry and its allied sectors.The pioneering efforts of the
VH Group have been well rewarded with several national and
international awards. By keeping Quality and Technology as their
guiding stars, VENKY’S has consistently fulfilled its commitment to
QUALITY THROUGH TECHNOLOGY by ensuring that it not only
manufactures products using high-end technology but Also delivers
actual value to its customers through its products and services. As
the first company to embark on a process of developing the industry
on scientific lines, Venkateshwara Hatchries Private Limited occupies
a special place in the Indian poultry scene. It pioneered the concept
of parent franchisee the concept of inactivated vaccines and
combination vaccines, and more importantly use of SPF eggs in
vaccine production. Venkateshwara Hatchries Private Limited has
given the nation and industry with a potential to generate millions of
income generating opportunities, enhance rural development and
enrich the diet of its people. Such have been its pioneering efforts,
that today Venkateshwara Hatchries Private Limited is synonymous
to Indian Poultry. Venkateshwara Hatchries Private Limited has
based its poultry operations in Maharashtra, Madhya Pradesh and
the southern states of India. Included in its portfolio are new
technology driven businesses like the egg powder plant in
Hyderabad (100% export oriented unit) and wind energy farms on
the outskirts of Coimbatore.

Manufacturing Facility:

Venkateshwara Hatchries is one of the industry who have expanded

their business in developing the vaccines against the various
diseases persisted in the poultry and other pharma products
healthcare products. It includes-

 Antibiotics
 Anticoccidials
 Growth Promoters
 Acidifier
 Nutritional Supplements
 Liver Tonics
 Toxin Binder
 Other Healthcare Products

Among the above products we visited the live vaccine unit at

Hinjewadi and the opportunity to go through the manufacturing
process.
The vaccine is said as the live vaccine because the virus named ND
Virus is activated in the egg base which enhances the immunity of
the hen to fight against the disease.

Manufacturing Process of Live Vaccine:

1) Selection of the Base-

Firstly the required base for the viral growth is selected and the
eggs are the used as the base. The Egg trays are stabilized on
the chain which is applied with the force and one by one it
brought to the instrument having the six bulbs which detect the
defective egg easily then the production is charge keep it aside
and only healthy eggs are forwarded.

2) Inoculation of ND Virus–
ND Virus is inculcated in each egg with the help of the small
syringe which is supported with the needles; the use of needle is
to prepare the way for syringe to inoculate the viral liquid in the
egg.

3) Incubation-
The inoculated eggs are then incubated in a controlled room (the
temperature, humidity is controlled) for 68 hours.

4) Chilling Process-
In this the embryo of the gets deactivated by the viral effect.

5) Collection Of the Egg Fluid-

 One of the instruments having the suction pipe which is applied
with the negative force is incorporated in the egg and the fluid is
taken out and collected in the flask.

6) Blending of the Fluid-

The blending process is carried out in the flask which is made up
of glass material and provided with the magnetic blender, after
blending the fluid it is collected for preparation of the final
product.

7) Packing & Labeling-

The final product is then dispatched in the transparent white
bottles and sent further for labeling and packaging. Where all
the information like batch
number, product information, expiry date, direction, use dose
information is labeled and finally it is dispatched for use.

Human Resource Scenario:

There are Total 350 employees working in the Venkateshwara

Hatchries Pvt. Ltd. As per company official’s opinion, they are
strictly following each and every Legal Rules and Regulation
relating to Employees, the highlighted points are as follows-

1. The Company is giving Provident Fund and ESIC benefit to its

each and every employee though he is Contractual, Company
Trainee, and Casual Labour, who is worked for just one day.

2. The Company is giving 20% Bonus (Rs. 8400.00 the

Maximum Bonus) as per payment of Bonus Act to every
 employee including Contractual, Temporary company trainee
who is eligible under payment of Bonus Act.

3. The Company is paying Leave Payment as per Factories Act,

1948 to every employee including contractual, temporary,
company trainee.

4. The Contractual workers are also eligible under payment of

Gratuity Act, 1972. The company makes provision of Gratuity
Payment every month at its Accounts department by paying
4.81% amount on contractual Employees Basic Salary and
Dearness Allowance.

The Daily Wage Structure Offering By Company to

Contractually Workers:

Per
A Direct Salary Month
Salary
1 Basic Salary 10000.00
2 VDA 5000.00
3 H.R.A. 2250.00
Gross 17550.00
B Indirect Salary
Company Contribution of PF @ 12 % 1800.00
1
on Basic +VDA
2 Company Contribution of ESIC @ 561.00
3.25% on Gross
3 Bonus @ 20% on Basic + VDA (As 3000.00
per Bonus Act)
4 Gratuity @ 4.81% on Basic+ VDA 722.00
(As per Gratuity Rules)
 5 Leave @ 4.81% on Basic+ VDA (As 722.00
per Leave Rules)

Total Indirect Benefit 6805.00

CTC Stipend P.M. (A+B) 24055.00

The Skilled Production Workers are eligible for additional skill
allowance of Rs. 70/- day other than above amount.

The Skilled Maintenance Workers are eligible for additional skill

allowance of Rs. 70/- day other than above amount.

Variable Dearness Allowance changes on every 1 st January and

every 1st July as applicable to Engineering Industry as per
Government Notification.

Shift Timings;

Morning 8:30 am to 5:00 am

Afternoon 2:00 pm to 10:00 pm