implementation of intdustrial laws in fesco

7/25/2019 implementation of intdustrial laws in fesco

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National University of Modern

Languages

PROJECT OF LABOUR LAW

MPLEMENTE! N FE"CO

"u#$itted To% "ir "&aa'

By%

Bilal (&ali)

M.COM-IV

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Dedication:-

We dedicate this project to our Parents whose prayers remain always with us and by whom we

are able to do this.

Acknowledgement:-

I would like to express my special thanks of gratitude to my teacher (Sir Shahbaz who ga!e me

the golden opportunity to do this wonderful project on the topic ("abour "awas in #ompanies$

which also helped me in doing a lot of %esearch and I came to know about so many new things I

am really thankful to them.

Secondly I would also like to thank my parents and friends who helped me a lot in finalizing this

project within the limited time frame.

EXECUTIVE SUMMARY

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In our project we ha!e seen that all the laws which is mandatory and compulsory for the

commencement and steady running of an organization is adopted by the &'S#.

We ha!e seen three laws which is being adopted by this factory are

In our first section we ha!e discussed about the factories act )*+, which is successfully

adopted and operated by FESCO all the health and safety related measures are adopted by this

factory.

"abour legislation and collecti!e labour agreements in FESCOpresent measures that facilitatethe e-uilibrium between works such as the days of maternity lea!e$ job security for the

employees. e!ertheless$ the labour legislation applies only to employees with regular work

contracts$ which excludes the majority of workers from their rights. /oreo!er$ the labourlegislation concentrates its benefits during the course of their employment.

In our second section we ha!e discussed its social security act )*01 which is also

successfully running in this organization because security leads to better commitment of the

employees towards their work

In !iew of the changes in the labour market$ the increase in the effecti!eness of protection ofworkers and their families implies transformation of workers2 rights into uni!ersal rights. 3he

increase in the deregulation of labour relations indicates that the capacity to reconcile work

in!ol!es the disassociation of access to family benefits from the type of work contractestablished$ and also from the gender of the worker. 3he focus and limited life experience of

most people within this organization also limits the ability of most people to consider the

potential opportunities and !alue of building networks and relationships with people andorganizations outside of their community.

In our last section we ha!e discussed the industrial relation act I%4 5667 which is for

the whole of the industry to be followed by them acti!ely and strictly by all .So as this factory is

producing good material products and that2s because they ha!e followed all the rules andregulations which is in constitution to be adopted by the factory.

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TA!E OF CO"TE"TS #g "O$

8edication 9 4cknowledgement 5

'xecuti!e summary +

:istory of &'S# 1

"abour act in factory (factory act )*+, *

:ealth of workers *

Safety of workers )6

Working hours and holidays )5

Social security act )*01 and its benefits )5

Industrial %elation 4ct 5667 (I%4 )1

3rade union )1

%egistration of trade union )7

#ollecti!e bargaining )*

#onclusion and %ecommendation 5)

Int%od&ction

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&'S# distributes and supplies electricity to about +.,0 million customers within its

ser!ice territory with a population of o!er 55 million under a 8istribution "icense granted

by ational 'lectric Power %egulatory 4uthority ('P%4 pursuant to the %egulation of;eneration$ 3ransmission and 8istribution of 'lectric Power 4ct$ )**< ('P%4 4ct.

;eographical ser!ice area of &'S# comprises &aisalabad$ Sargodha$ /ianwali$=hushab$ >hang$ ?hakker$ 3.3 Singh and #hiniot districts.

&'S# is one of the best electricity distribution company in Pakistan in terms ofoperational performance$ as it has low degree of distribution losses and a high rate of bill

collection. It@s main ser!ice area is &aisalabad$ known as /anchester of Pakistan for its

extensi!e textile industries.

Mi''ion

3o transform and de!elop the company into a !iable entity and pro!ide -uality ser!ices to the

customers.

Vi'ion:

3o pro!ide reliable$ affordable and safe electricity to make industryAagriculture sectors

competiti!e for world market$ thereby alle!iating po!erty in the area of responsibility.

(ie%a%c)*

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+&%i'diction Ma,

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http://www.fesco.com.pk/map.asphttp://www.fesco.com.pk/map.asp


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A#DA

3he electricity supply ser!ice in Pakistan$ initially$ was undertaken by different agencies$

both in public and pri!ate sectors$ in different areas. In order to pro!ide for the unified and

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coordinated de!elopment of the water and power resources$ Water and Power 8e!elopment

4uthority (W4P84 was created in )*17 through W4P84 4ct$ )*17.

USI"ESS !AS

?usiness law encompasses the law go!erning contracts$ sales$ commercial paper$ agency and

employment law$ business organizations$ property$ and bailment. ther popular areas include

insurance$ wills and estate planning$ and consumer and creditor protection. ?usiness law may

include issues such as starting$ selling$ or buying a small business$ managing a business$

dealing with employees$ or dealing with contracts$ among others.

3he Bniform #ommercial #ode (B##$ which go!erns sales and commercial paper$ has been

adopted in some form by almost all states. 3here are agencies at the state and federal le!el

which administer the law in such issues such as employment affairs and consumer and credit

protection. 3he laws aim to protect fair business practices and due process rights for aggrie!ed

workers and others.

!AOUR !AS I" FACTORIES

!a.o&% law (or employment law is the body of laws$ administrati!e rulings$ and precedents

which address the legal rights of$ and restrictions on$ working peopleand their organizations. 4s

such$ it mediates many aspects of the relationship between trade unions$ employers and

employees. In different countries employment laws related to unionized workplaces are

differentiated from those relating to particular indi!iduals. In most countries howe!er$ no such

distinction is made.

:owe!er$ there are two broad categories of labour law. &irst$ collecti!e labour law relates to

the tripartite relationship between employee$ employer and union. Second$ indi!idual labour

law concerns employees@ rights at work and through the contract for work. 3he labour

mo!ement has been instrumental in the enacting of laws protecting labour rights in the )*th

and 56th centuries. "abour rights ha!e been integral to the social and economic de!elopment

since the industrial re!olution.

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http://en.wikipedia.org/wiki/Lawhttp://en.wikipedia.org/wiki/Working_peoplehttp://en.wikipedia.org/wiki/Trade_unionshttp://en.wikipedia.org/wiki/Lawhttp://en.wikipedia.org/wiki/Working_peoplehttp://en.wikipedia.org/wiki/Trade_unions


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C(I!D !AOUR

3he term Cchild labourC is often defined as work that depri!es children of their childhood$ their

potential and their dignity$ and that is harmful to physical and mental de!elopment.

It refers to work thatD

is mentally$ physically$ socially or morally dangerous and harmful to childrenE and

interferes with their schooling byD

depri!ing them of the opportunity to attend schoolE

obliging them to lea!e school prematurelyE or

re-uiring them to attempt to combine school attendance with excessi!ely long and hea!y work.

In its most extreme forms$ child labour in!ol!es children being ensla!ed$ separated from their

families$ exposed to serious hazards and illnesses andAor left to fend for themsel!es on the streets

of large cities F often at a !ery early age. Whether or not particular forms of CworkC can be called

Cchild labourC depends on the child@s age$ the type and hours of work performed$ the conditions

under which it is performed and the objecti!es pursued by indi!idual countries. 3he answer

!aries from country to country$ as well as among sectors within countries. ot all work done by

children should be classified as child labour that is to be targeted for elimination. #hildren2s or

adolescents2 participation in work that does not affect their health and personal de!elopment or

interfere with their schooling$ is generally regarded as being something positi!e. 3his includes

acti!ities such as helping their parents around the home$ assisting in a family business or earning

pocket money outside school hours and during school holidays. 3hese kinds of acti!ities

contribute to children2s de!elopment and to the welfare of their familiesE they pro!ide them with

skills and experience$ and help to prepare them to be producti!e members of society during their

adult life.

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!AOUR !AS IM#!EME"TED I" FESCO

(ealt) o/ wo%ke%'

0 (o',ital:-

&'S# has its own hospital for their employees. In this hospital free medical facility pro!ided

by the &'S# to all employees. :ealth is the first priority of this organization on the basis of

hospital.

1 Cleanline'':-

&'S# hire employees for cleaning purposeE their duty is to clean each department daily$ as

clean atmosphere keep away workers from diseases. 8irt and refuse are remo!ed daily by

effecti!e methods.

2 Ventilation and tem,e%at&%e:-

&'S# ha!e many departments and e!ery departmental building has proper !entilation and to

maintain the temperature especially in summers &'S# pro!ides air conditioner and air cooling

facilities to its employees.

3 D&'t and /&me'

3o keep away their workers from dust and fumes. We pro!ide them dust mask which keep them

safe from dust and fumes.

4 !ig)ting:-

3he proper arrangement of lighting is a!ailable at e!ery machine$ so that workers do not feel

stress on their eyes while working.

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5 D%inking wate%:-

&'S# installed its own water plant to pro!ide clean drinking water to its employees and their

families.

6 Vaccination 7 ot)e% )ealt) ca%e ,%og%amme%:-

3hey get the help of expert doctor for !arious type of !acation more o!er they test the blood

group of all the employees so that they faces no problem if in emergency.

8 #%o9i'ion o/ canteen:-

4s &'S# has many di!isions and subdi!isions in e!ery city so it pro!ide the facility of canteenin e!ery di!ision and subdi!isions.

el/a%e o//ice%:-

&'S# is a big organization so they ha!e their welfare officers in e!ery di!ision whose

responsibility is to look after the !arious problems of labour and other employees.

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Co operating condition or urgency of ser!ice can e!er justify endangering the life of anyone.C

RE=UIREME"TS OF EM#!OYEES

4s a W4P84 employee you will be expected to know the W4P84 Safety Policy statement and

to practice it faithfully.

SAFETY O+ECTIVES

3he Safety Policy of W4P84 is designed to achie!e the following objecti!esD

a. 3o completely integrate safety with production$ construction$ maintenance and operation.

b. 3o pro!ide safe working conditions$ proper and ade-uate tools$ e-uipment and protecti!e

de!ices.

c. 3o train employees in practices for the safe conduct of their work.

d. 3o enforce safety measures.

Ot)e% Sa/etie' o/ o%ke%'

0 #%eca&tion' again't /i%e:-

In e!ery office of the &'S# the fire points are installed for the precautions against fire and also

gi!e training to their employees of fire fighters.

1 #%eca&tion' %ega%ding S)ock:-

3hey ad!ice their workers to wear pent shirt and all safety tools before doing work on a

electricity line.

2 U'e o/ Tool':-

When work on a line of electricity use the specific tools for the safety of their workers.

3 U'e o/ long ')oe' and glo9e':-

4s we all know that work of electricity is !ery dangerous so therefore e!ery labour person like

line man has the order to use long shoes and glo!es before working on a line.

4 S,eci/ic o,e%ational t%aining':-

perational acti!ities of &'S# are !ery dangerous as many accidents occur during the work so

therefore after recruitment of employees specific training gi!e to their labours.

5 O,e%ational acti9itie':-

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perational acti!ities of &'S# are !ery dangerous like pro!ide the electric line to an

unelectrify area. ?efore working on that line specific knowledge is pro!ided by our -ualified

engineers.

6 Sa/e mean o/ acce'':-

3his is !ery important that all floors$ steps and stairs are of sound -uality and clean so people

walking on it remain safe from dangers.

8 #%o9ide )ea9* t%&ck' and 9e)icle':-

4ll the workers are ad!ised not to lift weight more than their ability so &'S# has pro!ided the

hea!y trucks and !ehicles to their employees for smooth and easy workflow.

Im,lementation o/ %&le':-

We make assure that all the safety measures are working properly or not. if line mans are notfollowing precautionary measures before starting work then the officer can take an action

according to &'S# '98 %ules.

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&'S# pro!ide 51 casual lea!es to their employees in one year. 'mployees can take lea!e e!ery

time for the sickness or for the domestic work without any deduction in salary. 4nd also pro!ide

,6 earned lea!es in a year which are summarizing e!ery year. 4nd any employee can take oneyear lea!e without deduction in salary$ if the employee has the balance of lea!e more than one

year.

&esti!al holidays like ) may and -uad day etc are gi!en with full pay to the labours.

SOCIA! SECURITY Act 054:-

3he purpose of this law is to de!elop social security institution and to collect funds for the

employee to help them in their bad days.

3his fund is accumulated by both employer and employee and also pro!ide the facility ofinsurance to their employees. If any employee died during the ser!ice &'S# gi!es insured

money to its family for the compensation of loss. &'S# gi!e interest on Welfare &und

deductions that is made by the W4P84 :ouse "ahore.

SOCIA! SECURITY E"EFITS I" FESCO:

0$ Sickne'' .ene/it >eekl* Ca') ene/it?:

:e must ha!e certain conditions to be fulfilled.

?e an insured contributor

&ree medical facility if he is a member of W4P84 hospital

therwise cash medical facility paid to all employees on monthly basis

1$ Mate%nit* .ene/it :/aternity facility is not a!ailable in &'S# (W4P84 :ospital but 4 registered employee can

get %s. )166 in case of ordinary deli!ery$ +$666 in case of non sezeryan and


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'mployee has suffered an employment injury A workGrelated prescribed disease

/eet all other re-uirements as per the Procedures for /edical #are

3ime for claim has certain rules

#laim when injury occurs or when prescribed disease de!elops

'xpenses to be submitted no later than5 mont)'from the date they were incurred

If claim is not submitted within the 0 months period$ a good reason must be gi!en by

claimant.

3$ Deat) .ene/it:

3here is a pro!ision for that in a &'S# that the dependents should get benefit when they would

be a sur!i!or (widowAwidower$ child or parent of a deceased insured contributor$ who died as aresult of employment injury caused by an accident.

HIDOER/ust be an in!alid without any source of income$ who was fully dependent on deceased spouse

HC(I!DRE"Includes biological and step children or adopted children of the deceased insured contributor.

/ust be unmarried and under )0 years or 5) years if recei!ing fullGtime education

H#ARE"TS

/ust be 11 years or o!er. If the deceased has no widowA widower or children$ parents can claim.#laim should be made after date of death of insured contributor.

4$ Em,lo*ment in@&%*:

If the employee working in &'S# registered with W4P84 :ospital should Submit claim on

prescribed form which is a medical certificate showing cause of illness (from employment injuryA workGrelated prescribed disease and number of days the insured contributor will be unable to

work.

Submit claim wit)in 5 mont)'from first day of illness shown on medical certificate.

5$ Di'a.lement #en'ion :

This beneft is provie to the e!p"o#ee $ho h%ve suffered an employment

injuryAworkGrelated prescribed disease$ which results in permanent disability. 4nd for checking is

done by /edical ?oard set up by W4P84 :ospital 8octors panel.

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&or 8isability of 51 or more$ a Pension is paid and welfare fund also paid which was deducted

e!ery month.

6$ Con'tant Attendance allowance:

3o a!ail the benefit of constant care the employee working at &'S# must been register withwapda welfare fund with )66 disability$ due to employment injury A workGrelated prescribed

disease and re-uires assistance for your daily care. 4nd it is recommended by a registered doctor

4nd that2s why there is an increase in its pension of 51 of the 8isablement Pension.

7. S&%9i9o%' #en'ion :

&or this benefit the dependents of deceased must be a sur!i!or (widowAwidower$ child or parent

of a deceased register with W4P84 welfare fund$ who was recei!ing or was entitled to recei!e

%etirement or In!alidity ?enefit. 4fter death of widow the pension will gi!en to boy till getting

the age of )7 years and daughter till remarriage.

HIDOER &'S# pro!ide pension facility medical facility marriage grant facility to the widower of

employee till his remarriage. Widow can also take the benefit of W4P84 welfare fund in which

widow recei!e an amount exclusi!e pension amount.

H C(I!DRE" #hildren of an employee or widow can also recei!e pension and other benefits till their

marriage and till the attain the age of majority eighteen years()7years.

$ !ea9e Enca')ment

3he employee who do not go on lea!e and has the balance of +01 days in lea!e then &'S#pro!ide one year basic salary to his employee for the honorarium of his hard work.

10.Reti%ement #en'ion:

&'S# pro!ide the Pension facilities to their worker who retired on the age of 06 years on

superannuation. If an employee has completed his 51years ser!ice then he or she can also apply

for retirement and can take the pension e!ery month from his office

I"DUSTRIA! REATIO" ACT 1;;8 >IRA?

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Industrial relations is the field of study that concentrates on workers$ their unions and

associations$ and employers and their organizations$ and the en!ironment in which these parties

interact.

#UR#OSE

3he purpose is to better understand the nature of the relationship between management$ labour

and go!ernment.

O+ECTIVES

3o safeguard the interest of labour and management by securing the highest le!el of

mutual understanding and goodGwill among all those sections in the industry which

participate in the process of production.

3o a!oid industrial conflict or strife and de!elop harmonious relations$ which are an

essential factor in the producti!ity of workers and the industrial progress of a country.

3o raise producti!ity to a higher le!el in an era of full employment by lessening the

tendency to high turno!er and fre-uency absenteeism.

3o establish and promote the growth of an industrial democracy based on labour

partnership in the sharing of profits and of managerial decisions$ so that ban indi!iduals

personality may grow its full stature for the benefit of the industry and of the country aswell.

3o eliminate or minimize the number of strikes$ lockouts by pro!iding reasonable wages$

impro!ed li!ing and working conditions$ said fringe benefits.

3o impro!e the economic conditions of workers in the existing state of industrial

managements.

Socialization of industries by making the state itself a major employer.

TRADE U"IO"

3rade union is an organization of employees formed on a continuous basis for the purpose of

securing di!erse range of benefits. It is a continuous association of wage earners for the purpose

of maintaining and impro!ing the conditions of their working li!es.

3he 3rade union act)*50 defines a trade union as a combination$ whether temporary orpermanent$ formed primarily for the purpose of regulating the relations between workmen and

employers or between workmen and workmen$ or between employers and employers$ or for

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imposing restricti!e condition on the conduct of any trade or business$ and includes any

federation of two or more trade unions.

3his definition$ primarily$ talks about three relationships. 3hey are the relationships between theD

workmen and workmen$

workmen and employers$

employers and employers

'!ery trade union and employers association shall frame its own constitution and rules to elect

its representati!es in full freedom to organize its administration and acti!ities and to formulate its

programs and workers2 and employers2 organizations shall ha!e the right to establish and join

federations and confederations and any such organization$ federation or confederation shall ha!ethe right to affiliate with international organizations and confederations of workers2 and

employers2 organizations.

A,,lication /o% %egi't%ation$-

4ny trade union may$ under the signature of its President and the Secretary$ apply to the %egistrar for

registration of the trade union under this 4ct.

Rea? 4 statement showing

>i? 3he name of the trade union and the address of its :ead ffice.

>ii? 8ate of formation of the union.

>iii? 3he titles$ names$ ages$ addresses and occupations of the officers of the trade union.

>i9? Statement of total paid membership.

>9? 3he name of the establishment or group of establishments$ or the industry$ as the casemay be$ to which the trade union relates along with a statement of the total number of

workers employed therein.

>9i? 3he names and addresses of the registered trade unions in the establishment group ofestablishments or industry$ case may be$ to which the union relates.

>9ii? In case of a federation of trade unions$ the names$ addresses and registration numberof memberGunions.

>.?3hree copies of the constitution of the trade union together with a copy of the resolution by

the members of the trade union adopting such constitution bearing the signature of the #hairman

of the meeting.

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>c? 4 copy of the resolution by the members of the trade union authorizing its President and the

Secretary to apply for its registration.

>d?In case of a federation of trade unions$ a copy of their solution from each of the constituent

unions agreeing to become a member of the federation.

Rea? 3he name and address of the trade union.

>.? 3he objects for which the trade union has been formed.

>c? 3he purposes for which the general funds of the union shall be utilized.

>d? 3he number of persons forming the executi!e which shall not exceed the prescribed limitand shall include not less than e? 3he conditions under which a member shall be entitle to any benefit assured by the

constitution of the trade union and under which any fine or forfeiture may be imposed onhim.

>/? 3he maintenance of a list of the members of the trade union and of ade-uate facilitiesfor the inspection thereof by the officers and members of the trade union.

>g? 3he manner in which the constitution shall be amended$ !aried or canceled.

>)? 3he safe custody of the funds of the trade union$ its annual audit$ the manner of audit and

ade-uate facilities for inspection of the account books by the officers and members of the

trade union.

>i? 3he manner in which the trade union may be dissol!ed.

>@? 3he manner of election of officers by the general body of the trade union and the term$not exceeding two years$ for which an officer may hold office upon his election or reG

election.

>k? 3he procedure for expressing no confidence in any officer of the trade union.

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>l? 3he meeting of the executi!e and of the general body of the trade union so that the

executi!e shall meet at least once in e!ery three months and the general body at least

once a year.

Regi't%ation O/ T%ade Union :-

>0?3he %egistrar$ on being satisfied that the trade union has complied with all the re-uirements

of this 4ct$ shall register the trade union in a prescribed register and issue a registration

certificate in the prescribed form within a period of )1 days from the date of receipt of theapplication

>1?When the objections raised by the %egistrar ha!e been satisfactorily met$ the %egistrar shall

register the trade union as pro!ided and issue a certificate of registration in the prescribed form

within+ days of the date of the objections ha!ing been so met.

>2? In case the application has been rejected or the %egistrar has delayed disposal of the

application beyond the period of fifteen days pro!ided or has not issued a certificate ofregistration within a period of + days as pro!ided and as the case may be$ the trade union may

appeal to the "abour #ourt who for reasons to be stated in its judgment may passan order directing the %egistrar to register the trade union and to issue a certificate of registration

or may dismiss the appeal.

>3?'!ery alteration made in the constitution of a registered trade union and e!ery change of its

officers shall be notified by registered post by the trade union to the %egistrar within )1 days ofsuch change.

>4?3he %egistrar may refuse to register such change or alteration if itis in contra!ention of any

of the pro!isions of this 4ct$ or if it is in !iolation of the constitution of the trade union.

>5?Subject to the pro!ision e!ery addition or elimination of any constituent unit of a federationof trade unions shall be notified by registered post by the federation to the %egistrar within

fifteen days.

>6?In case there is a dispute in relation to the change of officers of a trade union$ or any trade

union is upset by the refusal of the %egistrar any officer or member of the trade union may applyor appeal to the "abour #ourt$ who shall within < days of receipt of the application or appeal$ as

the case may be$ pass an order either directing the %egistrar to register the change or alteration in

the constitution or in the officers of the trade union or

may$ for reasons to be recorded in writing$ direct the registrar to hold fresh elections of the unionunder his super!ision.

Ce%ti/icate o/ %egi't%ationDG

3he %egistrar$ on registering a trade union$ shall issue a certificate of registration in theprescribed form which shall be conclusi!e e!idence that trade union has been duly registered

under this 4ct.

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CO!!ECTIVE ARBAI"I"B ABE"T

It is a group process$ wherein one group$ representing the employers$ and the other$ representingthe employees$ sit together to negotiate terms of employment

egotiations form an important aspect of the process of collecti!e bargaining. #ollecti!e

bargaining is a formalized process by which employers and independent trade unions negotiate

terms and conditions of employment and the ways in which certain employmentGrelated issuesare to be regulated at national$ organizational and workplace le!els.

>0? ning agent for such establishment or group.

>1?Where there are more registered trade unions than one in an establishment or a group ofestablishments$ the %egistrar shall upon an application made in this behalf by oneGfifth of the

total number of workmen employed in such establishment or group of establishments or by the

employer or the ;o!ernment$ hold within )1 days from the making of the application$ a secretballot to determine as to which one of such trade unions shall be the collecti!e bargaining

agent for the establishment or group

>2?Bpon receipt of an application under section the %egistrar shall$ by notice in writing callupon e!ery registered trade union in the establishment or group of establishments to which the

application relates.

(3?'!ery employer shall on being so re-uired by the %egistrar$ submit a list of all workmenemployed in the establishment excluding those whose period of employment in the establishment

is less than + months and showing$ in respect of each workman$ his parentage$ age$ the section or

department and the place in which he is employed$ his ticket number and the date of hisemployment in the establishment.

>4?3he %egistrar shall$ after !erification of the lists submitted by the trade unions$ prepare a list

of !oters in which shall be included the name of e!ery workman whose period of employment ascomputed in accordance with section is not less than + months and who is a member of any of

the contesting trade unions and shall$ at least four days prior to the date fixed for the poll$ send to

each of the contesting trade unions a certified copy of the list of !oters so prepared.

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>5?'!ery workman who is a member of any of the contesting trade unions and whose name

appears in the list of !oters prepared under section shall be entitled to !ote at the poll todetermine the collecti!e bargaining agent.

>02?3he collecti!e bargaining agent in relation to an establishment or group of establishments

shall be entitled to undertake collecti!e bargaining with the employer or employers on mattersconnected with employment$ nonGemployment the term of employment or the conditions of work

other than matters which relate to the enforcement of any right guaranteed or secured to it or any

workman by or under any law$ other than this 4ct$ or any award or settlement.

T%ade &nion i' FESCO

&'S# has two registered trade union. ne is Pakistan :ydro Worker Bnion and second isPakistan W4P84 Pegham Bnion. 'lection between two parties conduct after e!ery fi!e years.

3his election is conducted by the appro!al of /inistry of Water and Power. 3hese are two major

parties which one is winning the elections they will protect the employees rights. Protection frompri!atization is also the main agenda of these two parties.

CO"C!USIO"

We ha!e concluded that &'S# has a minor low focus on factories act and so that there is a little

problem here and as well as the safety are not upto the mark.

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It is also known to all of us that full adopti!e measures are !ery difficult to adopt but we are not

saying it to be )66 .

We also concluded that by pro!iding all the health and safety related acti!ities will increases theconfidence le!el and also the producti!ity of the organization. 4nd the security act which is

operating in whole Pakistan is strictly monitored by the national industrial relation commissionso that there will be less chances of error. 4lthough all 3hese three acts are not fully adopted but

to be applied into e!ery factory will be enough satisfactory for the employees and workers of thefactories.

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implementation of intdustrial laws in fesco

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