2
Dear All I wanted to know that PF Acts and ESI Acts revised rules reg... revised from 01.02.2010
From India, Hyderabad
From India, Hyderabad
Dear all Please provide the revised minimum wages circular w.e.f.01.08.10 to 28.02.11 of DELHI STATE and CENTRAL GOVT. Regards, Ulak
From India, Delhi
From India, Delhi
Practicing HR in a manufacturing plant is drastically different than in an office, so before you make a leap, take a look at some of the biggest differences--and most prominent issues--you'll be facing.
Unions, Contracts and Rules.
Unlike office environments, many manufacturing facilities are unionized, which means HR professionals must become experts on union contract issues, such as negotiation and compliance.
Some say that union contracts can be both a blessing and a hindrance to the practice of HR.
Jeff Schroer, owner and president of HRScience, an HR consultancy in Columbus, Ind., with 25 years of HR experience in automotive supply manufacturing, has worked in both union and nonunion facilities. He says nonunion facilities are much more demanding for HR. "The union contract does a lot of the HR management for you," he says. "There's a grievance procedure. But in a nonunion facility, it's hard to get people to respect the handbook. There isn't a self-policing feature. It's a lot trickier and requires a lot more energy working in a nonunion facility. You can't fall back on a contract."
For instance, in a nonunion facility, workers tend to argue when you enforce absenteeism rules. However, in a union facility, when employees break absenteeism rules, the union steward won't fight on their behalf--which tends to take the fight out of the rule-breakers.
But Schroer also adds that nonunion facilities are "better in many ways. In a union facility, by definition, you have an adversarial relationship. In a nonunion facility, you don't."
Schmidlap agrees. When you have a discipline problem in a nonunion shop, you can speak to the employee directly, she points out; in a union atmosphere, you need to have a union steward present.
Whether or not the company is unionized, HR professionals in manufacturing need to be knowledgeable about employment laws and particularly strict about enforcing company policies, which generally are more important in manufacturing environments.
"HR in manufacturing is much more rules-driven and consistent in applying those rules," echoes Dawn Kubiak, SPHR, HR manager at Midwest Products & Engineering Inc., a custom sheet metal fabricator of medical devices and electronics with 180 workers in Milwaukee. For example, Kubiak notes that "at my former computer services company, the [absenteeism] policy was much more informal, and managers had the flexibility of determining what was considered excessive for their department."
Concerns About Safety
The emphasis on rules stems, in part, from the need for standardization as it relates to safety, says Anthony J. Tasca, founder and chairman of Louis Allen Worldwide Inc., a consulting company headquartered in Foster City, Calif.
"Safety is a huge deal," says Schmidlap. "In an office, someone might trip over a file cabinet. Here, people can get pulled into the machines and lose arms or legs. People can get killed."
HR professionals in manufacturing must therefore take safety very seriously. "We have an extensive safety program," says Kathie Tilton, HR manager for the Foam-Tite division of the Amesbury Group, a window manufacturer in Amesbury, Mass. The Foam-Tite division employs 82 workers on three shifts, and Tilton looks out for all of them. "I want someone to go home the same way he came to work," she says.
The types of safety practices used can vary according to the type of manufacturing. For instance, food manufacturers are subject to regulations that don't apply to other manufacturers. "When we're in the food production facilities, we can't have long fingernails, nail polish or jewelry, and we have to wear hair nets," says Christine Southard, HR coordinator at Olmarc Packaging Co., a contract food packager near Chicago.
As a result, HR professionals in manufacturing spend a great deal of their time training employees on safety procedures, investigating accidents and demonstrating good safety practices themselves. "You have to train employees on safety issues, how to properly run the equipment, personal protective equipment and the reason they have to wear it," says Mollie L. Hines, vice president of legal and HR at Oldcastle Glass Inc., a glass fabricator in Piano, Texas.
Line workers aren't the only ones who must be aware of safety. "You have to exemplify the rules with protective" gear, says Brova. "You have to be seen walking around, making eye contact with people."
Schmidlap jokes, "I'm quite a sight in my business suit and skirt, with safety glasses, steel-toed shoes and earplugs."
Unique Communication Challenges
Getting out on the floor is important because communicating with manufacturing employees is a challenge for HR professionals. For starters, you can't just send a mass e-mail informing employees of the new retirement plan because most perform physical jobs and don't have desks or computers. They also may lack computer access or savvy, which can place greater demands on HR.
"Ninety percent of our workforce don't know how to use the Internet and don't have a computer at home," says Stan Brewer, SPHR, HR manager of a division of Sara Lee Food and Beverage in Tupelo, Miss. Because the company handles benefits enrollment exclusively online, he spends a great deal of time helping employees enroll in benefits. "In an office, you'd just tell them to go online," he says.
"Questions about insurance benefits or how to fill out simple forms come up quite often," chimes Kubiak. "In my former professional setting, I rarely interacted with employees about questions they could easily find the answers for themselves," she says.
What's more, a plant may run two or three shifts, so employees may be working at different times, 24 hours a day.
"It takes a lot of focus and hours to communicate effectively in a 24/7 operation," says Dave Martone, who has 20 years of HR experience, much of it in manufacturing. "The primary mode of communication is face-to-face at shift relief. Talking points are given to supervisors to make sure all shifts hear the same message. Posting notices on bulletin boards still works or putting notices in with paychecks," says Martone, who is vice president of KnowledgeBank Inc., an HR management service outsourcing firm headquartered in McLean, Va.
Kubiak knows firsthand the challenges of communicating with shift workers: "We operate three shifts, and communicating with all three can be a big issue. Our third shift feels like the forgotten child. Many times we rely on our supervisors to get the message out and let us know of any issues."
But for really important topics, says Kubiak, "we hold meetings throughout the shifts, which means coming in at 5:30 a.m. to see third shift before they leave for the day. I'm in for third shift a couple of times a month."
Communicating in a manufacturing environment can be further complicated by language barriers. "English is a second language for a majority of our workforce," says Goldman, who adds that Spanish is the native language for most of his employees.
Southard faces similar issues. "Almost all of our people are Hispanic. I'm not bilingual, but our benefits person, HR manager and labor representative are," she says. (For more information on communicating with a bilingual workforce, read "Clear Language" in the December 2005 issue of HR Magazine.)
And in a plant environment, verbal communication in any language can be difficult. "Unlike in an office, there are loud noises out on the floor that can be a barrier to communication," says Troy A. Frostad, HR manager at Independent Food Processors Inc., a fruit cannery headquartered in Yakima, Wash., that employs 1,000 workers at the height of its harvest season. "You're around equipment operating at 95 decibels, and you're wearing hearing protection. It's hard to communicate. You become good at reading lips."
In addition, most manufacturing employees have less education than their office counterparts, so HR professionals must tailor their messages accordingly. "In an office, most employees have had some college or have degrees. In a manufacturing environment, they probably have a high school education. This impacts how you deal with employees," says Brewer.
For instance, an HR professional talking to line workers about Family and Medical Leave Act eligibility may use less legal terminology than when speaking with executives.
Blue-Collar Employee Relations Issues
A less educated workforce means the employee relations issues HR professionals face in manufacturing are often more rudimentary. "The types of issues are: 'Somebody stole my lunch,' 'My car got keyed in the parking lot' or 'I'm missing something from the locker room,' "says Goldman. "The challenge for us is efficiently resolving those issues, while devoting time to value-added HR activities."
Front-line employees also may have more personal problems that interfere with their work. "Your manufacturing group may have a lot more issues in their own personal lives to deal with. They may have transportation issues. Lots of employees may opt to work night shift because they are sharing child care [responsibilities] with a spouse. You have to be sensitive to this," says Hines.
But it's important to be sensitive without becoming embroiled in employees' problems. "My biggest surprise when I joined manufacturing was not being aware of the life issues our production employees are dealing with and recognizing we can't be social workers," says Kubiak.
If You Can't Take The Heat ...
Some of the most noticeable differences between working in an office and a manufacturing facility are the working conditions. HR professionals in manufacturing plants are exposed to a variety of noises, smells, temperatures, work hours and--depending on the processes--dirt.
For instance, in the meat packing plant, Brewer has to wear hearing protection, steel-toed boots, a hard hat and a smock. He also wears a coat year-round because the plant is kept at 36 degrees Fahrenheit.
Frostad says, "It is not uncommon to be by equipment that is very hot and then go back into the frozen warehouse where it is very cold within a three-minute walk. In an office, it's quiet, clean and roughly the same temperature."
Most manufacturing plants aren't air-conditioned, either, which means the temperature can soar to over 100 degrees Fahrenheit in the summertime. "There's steam, water and heat--130 degrees! It's dirty," says Schmidlap. "In August, there's so much steam it gets into the rafters and makes clouds. It starts dripping like it's raining. My hair looks like I jumped into a pool. My clothes stink."
The noise can get to some people, too. "You can wear hearing protection, but it's noisy. There are trucks and forklifts going in and out," says Hines.
Even in the HR offices, the noise can penetrate. "I'm in the offices, but we still hear quite a bit of the noise and get quite a bit of dust," says Kubiak.
Depending on the product, the manufacturing facility may have a lot of different smells, also. "There's the smell of fresh product [fruit] to decaying product. There's the smell of the cooking process. You smell bad when you get home. That's part of food processing," says Frostad.
Schmidlap adds, "The process of making recycled paper has a sulfur smell to it. And, of course, some of the recycled material is trash, and it smells."
A Key Steppingstone
Avoiding these conditions may be neither possible nor desirable.
"You spend a lot of time on the floor," says Brewer. "In an office environment, if there's a problem, employees come to you. In manufacturing, you go to them."
But being on the floor can pay dividends for HR professionals. "Having plant experience is critical," says Brova. "The closer you are to the folks who are delivering the service or making the product, it gives you a leg up on understanding the business." (For more information on the business of manufacturing, see "On the Line" on page 46.)
Unfortunately, it can be difficult to break into manufacturing, says Martone. "Unless you have some manufacturing line management experience or HR manufacturing experience already, you likely won't be selected for such a job unless you can demonstrate how related your experience was," says Martone. He recommends taking refresher courses in labor law and employee relations to make yourself more desirable.
But such effort will pay off in terms of job satisfaction, according to those who work in the manufacturing sector.
"To be honest, I'd be bored going back to an office environment. Manufacturing is more fast-paced. There's more people to talk to, more to be done, and so little resources to do it," says Brewer.
Source: <link outdated-removed> ( Search On Cite | Search On Google )
From India, Mumbai
Unions, Contracts and Rules.
Unlike office environments, many manufacturing facilities are unionized, which means HR professionals must become experts on union contract issues, such as negotiation and compliance.
Some say that union contracts can be both a blessing and a hindrance to the practice of HR.
Jeff Schroer, owner and president of HRScience, an HR consultancy in Columbus, Ind., with 25 years of HR experience in automotive supply manufacturing, has worked in both union and nonunion facilities. He says nonunion facilities are much more demanding for HR. "The union contract does a lot of the HR management for you," he says. "There's a grievance procedure. But in a nonunion facility, it's hard to get people to respect the handbook. There isn't a self-policing feature. It's a lot trickier and requires a lot more energy working in a nonunion facility. You can't fall back on a contract."
For instance, in a nonunion facility, workers tend to argue when you enforce absenteeism rules. However, in a union facility, when employees break absenteeism rules, the union steward won't fight on their behalf--which tends to take the fight out of the rule-breakers.
But Schroer also adds that nonunion facilities are "better in many ways. In a union facility, by definition, you have an adversarial relationship. In a nonunion facility, you don't."
Schmidlap agrees. When you have a discipline problem in a nonunion shop, you can speak to the employee directly, she points out; in a union atmosphere, you need to have a union steward present.
Whether or not the company is unionized, HR professionals in manufacturing need to be knowledgeable about employment laws and particularly strict about enforcing company policies, which generally are more important in manufacturing environments.
"HR in manufacturing is much more rules-driven and consistent in applying those rules," echoes Dawn Kubiak, SPHR, HR manager at Midwest Products & Engineering Inc., a custom sheet metal fabricator of medical devices and electronics with 180 workers in Milwaukee. For example, Kubiak notes that "at my former computer services company, the [absenteeism] policy was much more informal, and managers had the flexibility of determining what was considered excessive for their department."
Concerns About Safety
The emphasis on rules stems, in part, from the need for standardization as it relates to safety, says Anthony J. Tasca, founder and chairman of Louis Allen Worldwide Inc., a consulting company headquartered in Foster City, Calif.
"Safety is a huge deal," says Schmidlap. "In an office, someone might trip over a file cabinet. Here, people can get pulled into the machines and lose arms or legs. People can get killed."
HR professionals in manufacturing must therefore take safety very seriously. "We have an extensive safety program," says Kathie Tilton, HR manager for the Foam-Tite division of the Amesbury Group, a window manufacturer in Amesbury, Mass. The Foam-Tite division employs 82 workers on three shifts, and Tilton looks out for all of them. "I want someone to go home the same way he came to work," she says.
The types of safety practices used can vary according to the type of manufacturing. For instance, food manufacturers are subject to regulations that don't apply to other manufacturers. "When we're in the food production facilities, we can't have long fingernails, nail polish or jewelry, and we have to wear hair nets," says Christine Southard, HR coordinator at Olmarc Packaging Co., a contract food packager near Chicago.
As a result, HR professionals in manufacturing spend a great deal of their time training employees on safety procedures, investigating accidents and demonstrating good safety practices themselves. "You have to train employees on safety issues, how to properly run the equipment, personal protective equipment and the reason they have to wear it," says Mollie L. Hines, vice president of legal and HR at Oldcastle Glass Inc., a glass fabricator in Piano, Texas.
Line workers aren't the only ones who must be aware of safety. "You have to exemplify the rules with protective" gear, says Brova. "You have to be seen walking around, making eye contact with people."
Schmidlap jokes, "I'm quite a sight in my business suit and skirt, with safety glasses, steel-toed shoes and earplugs."
Unique Communication Challenges
Getting out on the floor is important because communicating with manufacturing employees is a challenge for HR professionals. For starters, you can't just send a mass e-mail informing employees of the new retirement plan because most perform physical jobs and don't have desks or computers. They also may lack computer access or savvy, which can place greater demands on HR.
"Ninety percent of our workforce don't know how to use the Internet and don't have a computer at home," says Stan Brewer, SPHR, HR manager of a division of Sara Lee Food and Beverage in Tupelo, Miss. Because the company handles benefits enrollment exclusively online, he spends a great deal of time helping employees enroll in benefits. "In an office, you'd just tell them to go online," he says.
"Questions about insurance benefits or how to fill out simple forms come up quite often," chimes Kubiak. "In my former professional setting, I rarely interacted with employees about questions they could easily find the answers for themselves," she says.
What's more, a plant may run two or three shifts, so employees may be working at different times, 24 hours a day.
"It takes a lot of focus and hours to communicate effectively in a 24/7 operation," says Dave Martone, who has 20 years of HR experience, much of it in manufacturing. "The primary mode of communication is face-to-face at shift relief. Talking points are given to supervisors to make sure all shifts hear the same message. Posting notices on bulletin boards still works or putting notices in with paychecks," says Martone, who is vice president of KnowledgeBank Inc., an HR management service outsourcing firm headquartered in McLean, Va.
Kubiak knows firsthand the challenges of communicating with shift workers: "We operate three shifts, and communicating with all three can be a big issue. Our third shift feels like the forgotten child. Many times we rely on our supervisors to get the message out and let us know of any issues."
But for really important topics, says Kubiak, "we hold meetings throughout the shifts, which means coming in at 5:30 a.m. to see third shift before they leave for the day. I'm in for third shift a couple of times a month."
Communicating in a manufacturing environment can be further complicated by language barriers. "English is a second language for a majority of our workforce," says Goldman, who adds that Spanish is the native language for most of his employees.
Southard faces similar issues. "Almost all of our people are Hispanic. I'm not bilingual, but our benefits person, HR manager and labor representative are," she says. (For more information on communicating with a bilingual workforce, read "Clear Language" in the December 2005 issue of HR Magazine.)
And in a plant environment, verbal communication in any language can be difficult. "Unlike in an office, there are loud noises out on the floor that can be a barrier to communication," says Troy A. Frostad, HR manager at Independent Food Processors Inc., a fruit cannery headquartered in Yakima, Wash., that employs 1,000 workers at the height of its harvest season. "You're around equipment operating at 95 decibels, and you're wearing hearing protection. It's hard to communicate. You become good at reading lips."
In addition, most manufacturing employees have less education than their office counterparts, so HR professionals must tailor their messages accordingly. "In an office, most employees have had some college or have degrees. In a manufacturing environment, they probably have a high school education. This impacts how you deal with employees," says Brewer.
For instance, an HR professional talking to line workers about Family and Medical Leave Act eligibility may use less legal terminology than when speaking with executives.
Blue-Collar Employee Relations Issues
A less educated workforce means the employee relations issues HR professionals face in manufacturing are often more rudimentary. "The types of issues are: 'Somebody stole my lunch,' 'My car got keyed in the parking lot' or 'I'm missing something from the locker room,' "says Goldman. "The challenge for us is efficiently resolving those issues, while devoting time to value-added HR activities."
Front-line employees also may have more personal problems that interfere with their work. "Your manufacturing group may have a lot more issues in their own personal lives to deal with. They may have transportation issues. Lots of employees may opt to work night shift because they are sharing child care [responsibilities] with a spouse. You have to be sensitive to this," says Hines.
But it's important to be sensitive without becoming embroiled in employees' problems. "My biggest surprise when I joined manufacturing was not being aware of the life issues our production employees are dealing with and recognizing we can't be social workers," says Kubiak.
If You Can't Take The Heat ...
Some of the most noticeable differences between working in an office and a manufacturing facility are the working conditions. HR professionals in manufacturing plants are exposed to a variety of noises, smells, temperatures, work hours and--depending on the processes--dirt.
For instance, in the meat packing plant, Brewer has to wear hearing protection, steel-toed boots, a hard hat and a smock. He also wears a coat year-round because the plant is kept at 36 degrees Fahrenheit.
Frostad says, "It is not uncommon to be by equipment that is very hot and then go back into the frozen warehouse where it is very cold within a three-minute walk. In an office, it's quiet, clean and roughly the same temperature."
Most manufacturing plants aren't air-conditioned, either, which means the temperature can soar to over 100 degrees Fahrenheit in the summertime. "There's steam, water and heat--130 degrees! It's dirty," says Schmidlap. "In August, there's so much steam it gets into the rafters and makes clouds. It starts dripping like it's raining. My hair looks like I jumped into a pool. My clothes stink."
The noise can get to some people, too. "You can wear hearing protection, but it's noisy. There are trucks and forklifts going in and out," says Hines.
Even in the HR offices, the noise can penetrate. "I'm in the offices, but we still hear quite a bit of the noise and get quite a bit of dust," says Kubiak.
Depending on the product, the manufacturing facility may have a lot of different smells, also. "There's the smell of fresh product [fruit] to decaying product. There's the smell of the cooking process. You smell bad when you get home. That's part of food processing," says Frostad.
Schmidlap adds, "The process of making recycled paper has a sulfur smell to it. And, of course, some of the recycled material is trash, and it smells."
A Key Steppingstone
Avoiding these conditions may be neither possible nor desirable.
"You spend a lot of time on the floor," says Brewer. "In an office environment, if there's a problem, employees come to you. In manufacturing, you go to them."
But being on the floor can pay dividends for HR professionals. "Having plant experience is critical," says Brova. "The closer you are to the folks who are delivering the service or making the product, it gives you a leg up on understanding the business." (For more information on the business of manufacturing, see "On the Line" on page 46.)
Unfortunately, it can be difficult to break into manufacturing, says Martone. "Unless you have some manufacturing line management experience or HR manufacturing experience already, you likely won't be selected for such a job unless you can demonstrate how related your experience was," says Martone. He recommends taking refresher courses in labor law and employee relations to make yourself more desirable.
But such effort will pay off in terms of job satisfaction, according to those who work in the manufacturing sector.
"To be honest, I'd be bored going back to an office environment. Manufacturing is more fast-paced. There's more people to talk to, more to be done, and so little resources to do it," says Brewer.
Source: <link outdated-removed> ( Search On Cite | Search On Google )
From India, Mumbai
pf calculation & esi calculation is needed for my knowledge so any one can help me for same case.
From India
From India
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.
Delhi - Minimum Wages w.e.f. 01.10.2012 (1).pdf
Minimum Wages in Maharashtra for the period January 2018 to June 2018.xls