Report - For Merge

Sugar Factories

Sangli is in the region known as India's "SUGAR BELT". Vasantdada Shetkari Sahakari Sakhar Kharkhana Ltd. Sangli is number 1 cooperative Sugar factory in Asia.

Vasantdada Shetkari Sahakari Sakhar Kharkhana Ltd. Sangli, phone - 2372611, 2372615. Tasgaon Taluka Sakhar Karkhana Ltd. Turchi fata Tasgaon. Rajarambapu Sahakari Sakhar Kharkhana Ltd. Rakaramnagar, Sakharale. Islampur Hutatma Kisan Ahir Sahakari Sakhar Kharkhana Ltd. Walwa. Phone - 34540. Shri Mahankali Sahakari Sakhar Kharkhana Ltd. Kavathe Mahankal. Manganga Sahakari Sakhar Kharkhana Ltd. Sonarsidhnagar, Atpadi. Vishwas Sahakari Sakhar Kharkhana Ltd. Chikhali, Shirala. Yeshwant Sahakari Sakhar Kharkhana Ltd. Nagewadi, Khanapur -Vita Sonhira Sahakari Sakhar Karkhana Ltd., Wangi, Kadegaon. Dongari Sagreshwar Sahakari Sakhar Karkhana Ltd. Post.Hingangaon, Kadegaon Kranti Sahakari Sakhar karkhana Ltd. Kundal, Palus. Mohanrao Shinde Sahakari Sakhar Karkhana Ltd. Mohannagar, Arag, Miraj. Rajaram Patil Sahakari Sakhar Karkhana Ltd. Wategaon, Walwa-Islampur.

Special Projects for Placement Linked Skill Development of Rural BPL Youth under Swarnjayanti Gram Swarozgar Yojana (SGSY)

SKILL Defined:

An acquired and practiced ability or a qualification needed to perform a job or certain task competently- (World Employment Report, 1998)

Skills acquisition can raise the productive level of workers

Acquisition of skills can improve the chances that the unemployed will find stable wage employment

Skills development does not refer to the curricular or sources of training, but to the productive capacities that are acquired

Why government is laying so much importance on skill development

Productivity: Enable individuals to be more productive and generate higher incomes. Workforce skills make enterprises more productive and profitable

Poverty reduction: Improved skills are essential for the poor to access decent work and add value to the existing subsistence employment

Physical capital complementarities: Human capital helps determine the amount of investment in physical capital in an economy. Skills and physical capital complement each other

Technological and structural change: New technologies are knowledge and skill intensive, and impose a need to train people

Effect of skill shortages: Skills shortages add to the cost of employing skilled workers. Firms may substitute unskilled for skilled labour, thereby reducing productivity

Competition and FDI: Globalization places a premium on skills. Skills establish a pull factor for FDI

Marketable skills

Commonly understood to refer to any skill/expertise/ability that has market value, has the potential of being utilized for generating income/employment

Employability skills

They describe non-technical skills and competencies that have always been an important part of effective and successful participation in the workplace.

PPP approach to skill development

• A PPP is not a joint venture

• A PPP is not outsourcing of roles and responsibilities

• It is about leveraging the social and commercial goals of the stakeholders into achieving a common objective

• Skill Development needs an evolved PPP approach through development of robust institutional mechanisms

• The Apparel industry- an overviewThe Textiles sector in India is the second largest provider of employment after agriculture. Thus, the growth and all round development of this industry have a direct bearing on the improvement of the economy, and more importantly of a large section of the labour force. The industry, which was growing at 3-4 percent during the last six decades has now accelerated to an annual growth rate of 9-10 percent, and is expected to grow at a rate of 16 percent in value terms and will reach the level of US $115 billion (exports US $55 billion; domestic market US $60 billion) by 2012. The clothing and apparel sub-sector are expected to grow at a rate of 16 percent in volume terms and 21 percent in value terms. Garmenting will be the highest employment provider in the textiles sector. The National Manufacturing Competitiveness Council (NMCC) and the Planning Commission have acknowledged this. This growth in employment opportunities will have to be under-pinned by education and training at vocational institutes for almost six million trained workers. The clothing sector is a low investment and highly labour intensive industry (an investment of Rs.1 lakh creates 6-8 jobs). At current rate of investment, it is estimated that this sub-sector will create incremental employment for a 56.40 lakh workforce by 2012, of which 28.25 lakh will be semi-skilled and 11.30 lakh un-skilled. Alongside, competition in the global market has made efficiency and productivity even more important. The skill requirement at the entry level in the apparel industry is quite low–for some operations, functional literacy is all that is required. Possibilities of growth for the workers are high, since performance is easily and directly measurable. Bringing together these three factors–large numbers of poor, unskilled youth with limited education; the large gap between need and availability of skilled manpower in the apparel industry; and finally the need for higher standards of efficiency and productivity - a formal and structured training that can equip a large number of people within a short time to meet the demands of the apparel industry becomes relevant.

SKILLS FOR EMPLOYMENT IN APPAREL MANUFACTURING (SEAM) Skills for Employment in Apparel Manufacturing (SEAM) is the training program conducted by ILFS with financial support from the ministry of rural development. They have tie – ups with several leading garment factories likeShahi exports, Arvind, Orient Craft, poppy etc.Here is the list of all the partners for SEAM across the country.

But in Maharashtra most of the tie-ups are with small garment factories owned by trusts or political party leader. The following are the tie- ups we have in different regions across Maharashtra.

Objectives & Targets: The program has twin objectives: • To meet the skill requirements of the apparel industry; and in the process. • Enable rural poverty alleviation. To reach this objective the program will train and place rural BPL youth as machine operators at the shop floor in the Garments & Apparel Industry. The partnership in the program hinges on the commitment of the industry to partake in the training process and employ persons trained under this program. To achieve these objectives, IL&FS Clusters in partnership with different organizations (Garment Exporters/ Education Trusts/NGOs/University Departments) has set up training centers across the country, to reach out to the target population. 1. The Training Program, conducted in 192 hours-over a period of one month, imparts basic skills necessary to become a shop floor level operator, so that the initial wages of the selected person are at least equal to the prescribed minimum wages. 2. Prospective Trainers, who conduct the training at the centers are identified by industry, and undergo a month-long intensive training with faculty from reputed national and international professional training agencies and additional coaching by team members of IL&FS Clusters. 3. The training content has been developed, based on inputs from the industry to meet global best practices and communicated in multimedia format. 4. The other benefits that accrue from the programme are impact on behavior; attempt to cover the BPL into the social security safety net as many of the companies have benefits like provident fund and ESIS which otherwise are not accessible to casual labourers. SEAM truly signifies its name, as it seams together, the large pool of people in need and the high growth industrial sectors. In the long term it will have an impact in organizing lower skill-level labour force and contribute to higher levels of productivity nationally.

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SKILLS REQUIRED BY A TRAINER Experience: The trainer manual mentions that -the candidate should have a minimum of 2-3 years factory experience and should possess good knowledge of sewing machines, needles etc. Preference could be given to ATDC students, or certificate holders from NIFT, or any other polytechnic who have been working in the industry for some time and have basic knowledge of the above mentioned. Education Candidate should have a minimum qualification level of XII pass (14 years of schooling) from any board and discipline. The candidate should have a good understanding of basic mathematical functions.

But many of the trainers with no experience but with the required aptitude and the right attitude are selected for the TOT. It is very heartening to see women with modest educational background becoming trainers and they are extremely good at their job. Coming from the same background as the trainees, it becomes easier for them to teach them and make them understand at the level they require.Most of the trainers currently teaching in centres of Atpadi and kadegaon have undergone the TOT in Delhi in June 2010. Their educational qualification varies from Almost all the trainer in the three centres- Atpadi, kadegaon and Islampur have around 10 months of experience working as a trainer. Before that they have on an average around seven to eight months of experience working in the production department of garment factory.

Language Candidate should have basic understanding of English language; however this should not be a restrictive criterion as long as the candidate is willing and open to learn. Important -Must be able to read and write in the local language. All the trainers know to read and write Marathi, Hindi and also Basic English. They are able to read the manual which is in English but find it little difficult to understand everything and therefore it is necessary that the manual be in Marathi.

Age No barriers for the right candidate. (Preferably above 25 years)

General It would be an added advantage to have trainers with an understanding attitude and possess some leadership qualities to drive people with positive motivation. Candidate should have a pleasing personality and be able to serve the purpose of a role model for the upcoming students at the training centres.

Following the recommendations of an Inter Ministerial Group (IMG) constituted to address the issue of capacity building and training, the special projects for Skill development of rural youth under SGSY was designed to equip the unemployed rural youths from the BPL Households with marketable skills which would enable them to either secure placement in the industry or pursue sustainable self-employment opportunities through micro – enterprise.

Placement linked skill development programme was taken up on pilot basis through PPP.

Objectives of Special Projects

The objective of each of the special projects for skill development would be to ensure a time bound training and capacity building programme for bringing a specific number of Below Poverty Line (BPL) families above the poverty line through placement ensuring regular wage employment.

Salient features of this Programme are as follows:

1. Strategy & Approach

• Placement Linked: Assured placement for at least 75 % of the trainees. This is a demand driven programme and one of the main pre-requisite of the program is the commitment of the PIA/industry to employ the trained persons.

• Physical infrastructure: No new infrastructure creation is supported by MoRD under the Program. Leverage and utilization of existing infrastructure and facilities for operation of training centers is the fundamental principle. This enables appropriate use of underutilized infrastructure and helps immediate start of the training programme in decentralized locations.

• Machinery and Equipment: The PIA has to arrange for requisite machinery and equipments on its own or from the perspective employers to the extent possible on lease/rent or as contribution /participation of employer/PIA.

2. Training• Training Content: The PIA has to ensure innovative content development with inputs from the industry to ensure employability as per current industry practices. Course/curriculum should preferably be designed jointly with

prospective employers/industry. Training and course content into local languages has to be ensured to enable better absorption by BPL youth who may not have exposure to English.• Skill sets: The objective of the program is to impart skills necessary for regular employment, so that the initial wages are not less than the prescribed minimum wages. In addition to technical skills, Soft Skills are also to be imparted to beneficiaries to face transition challenges of moving from an agrarian backdrop to the industry environment.• Training Partners: Partnership with training agencies and employers which have aptitude and capability to conduct training and placement of rural BPL youth after certification acceptable to the industry is solicited.• Course Duration: Preferably short duration of upto three months so that the opportunity cost of being away from productive work opportunities during training period are minimized.• Certification and Assessment of trainees: Independent certification and assessment by third party agencies acceptable to the industry or employers is mandatory to ensure high quality standards and employment.1

• Trainee accommodation: Wherever necessary, boarding & lodging facilities are to be provided to the trainees by the PIA so that BPL youth in remote locations can be covered. In other cases, trainees are to be provided with to and fro transport and food.• Mobilization and Selection of Trainees: All the trainees in the age group of 18- 35 years with requisite aptitude depending upon the trade or job requirements are to be selected from rural BPL families, as per the list maintained by the District Rural Development Agencies (DRDAs) / State Government. The Project Implementing Agency (PIA) will take appropriate awareness and publicitycampaign in local electronic/print media and organize meetings especially in SC, ST and minority pockets in rural areas for selection of beneficiaries. Priority should be accorded to SC/ST certificate holders, minorities and women headed rural BPL household duly verified by the Panchayat / Block/ Tehsil functionary as BPL may be treated as sufficient for candidate selection by PIA/DRDA. TheImplementing Agency will ensure that out of the total beneficiaries covered, a minimum of 50% will be from SC/ST. Women and minority categories has to be accorded a priority in selection of candidates depending on demographic profile and trade requirements.• Preliminary Screening of Candidates: The trainees mobilized have to be put through an assessment process or other basic screening tests to assess the need and aptitude that are fundamental to the trades in which training is to be imparted and also to reduce mid-course/post training dropout of candidates before placements.

3. Funding• MoRD provides funding support up to 75% of the training cost, with a maximum total project cost of Rs.15 crore per project. Balance is to be mobilized by the Implementing agencies through contributions from State Government, industry and other sources.• In Special Projects where 25% contribution towards project cost is borne by the implementing agency, employer, industry or sources other than the government, utilization certificate is to be furnished for the project would only be in respect of the government grant.• In such projects, audit reports should reflect the entire Government Grant (central and state share and interest thereon) and cash contribution if any from other sources.• In the case of contribution in kind by the Implementing Agency, the Auditor will provide a separate certificate indicating the valuation of cost components borne by the IA. The Audited Accounts, however, need not reflect this as part of receipts.• The project cost breakup comprising of required parameters shall be submitted with the proposal. Cost break up given by the IA will become part of project performance requirements. It has to be certified by the Auditors of IAs as having been implemented as indicated in the proposal.• Utilization for claiming 2nd and 3rd installments will be seen with reference to the total expenditure in cash or kind. The contribution of the IA shall have to be proportionate to the central/state share as per approved estimates.4. Cost NormsThe cost norms for various components of the programme are as under:

Sr no Components Maximum Cost- (Rs. per beneficiary)

1 Training Cost, mobilization of beneficiaries, Irrespective of sectors or

1 While SEAM project has South African agency as the third party evaluator, SESS does not have third party evaluation but placement in both the projects is 100 percent.

Curriculum, Training of Trainers, Utilities, Infrastructure, Equipment, Teaching aids, rawmaterials, etc.

coverage, up to Rs 12100* per head or cost worked out in the project report whichever is less.2 Boarding & Lodging or food and to and fro transport

of trainees3 Assessment & Certification4 Placement Linkage5 MIS & Tracking/monitoring6 Institutional overheads (Admn. Costs) maximum up

to 10 % of the total project cost.7 Assistance during post placement settlement support

for trainees.@ Rs.1000 per month subject to maximum of Rs. 2000/- payable to candidates during placement after training.

8 Total Up to Rs 12100 + 2000 (Rs.14100)* or cost estimates in the project report whichever is less. The cost will beexclusive of monitoring charges of agencies like NIRD, NABARD etc.

*This will be maximum MoRD funding in each project and treated as 75% of the project cost and remaining 25% has to be contributed by the State Govt./PIA/other agencies as the case may be.

5. Appraisal of ProjectsAll projects of various organizations or PIAs are to be first appraised by the state government/national level coordinating agencies such as NIRD, NABARD etc. (or any other agency approved by the Department) as the case may be and routed through these agencies. In case of state specific projects, PAC can get the projects appraised by independent agency as well. State government /Monitoring Agency will certify the credentials of IA after examining their financial position, experience in implementing such projects, infrastructure facilities and other indicators before consideration of the proposal by PAC. The Project Screening and Project Approval Committee will consider the projects received from state government and other agencies only after receipt ofappraisal report and credential verification of PIA.

6. Release of Funds On approval of the projects, funds are released to coordinating, Monitoring and fund routing Agencies in 3 installments i.e. 25:50:25. The funds are routed through the states Government/Funds routing, Monitoring & coordination agencies to the PIA’s.

7. Criteria for formulation of Special Projects:The Special Project to be submitted to the Ministry of Rural Development should have the following criteria:(i) Identification of project areaThe Special Projects should be formulated/ posed particularly with focus on districts having high incidence of poverty. Ordinarily one district specific project shall be approved for one district at a time and, in exceptional cases, Project Approval Committee (PAC) may approve a second project for the district.However, under no circumstances there shall be more than two on going projects in a district. With a view to implement the programme on large scale multi state projects operating in poverty concentrated areas covering large number of districts will be encouraged.(ii) Size of the Project CostThe maximum investment, inclusive of all components and State share, under each Special Project should not exceed Rs.15.00 crore and the minimum project cost shall not be below Rs. 1.00 crore. Recurring expenditure such as creation of posts or vehicles or maintenance expenditure shall not be admissible in the projects. No cost escalation shall be permitted for the project. Escalations, if any, would be met by the State Government or the PIA as the case may be.(iii) Coverage of BPL families

Attempt should be made to cover 100% of candidates living below poverty line (BPL) from rural areas under the Project. The number of rural BPL candidates to be covered should be specifically indicated in the Project Proposal along with proposed trades, districts, course duration etc. Further year wise targets may also be furnished in the proposal.(iv) Format for Project report:The Ministry of Rural Development has outlined certain important points for formulation of Projects under the Special Project component of the SGSY that may be seen at Annexure I. The Special Projects may be formulated based on these points.(v) Implementing AgencyThe State Government, Panchayati Raj Institutions or Semi Government Organizations at the State and National Level or Overseas Organizations at international level may pose projects under SGSY. Federations of SHGs of Swarozgaris assisted under SGSY may also pose suitable projects to the Ministry provided that the Federation is registered either under the Companies Act, The Society Registration Act, the Trust Act etc. SHGs who have been federated into, should have passed requisite gradation test from the appropriate authority and should have taken up some economic activities. The State or Central Government agencies may pose projects in partnership with Credible Non- Government Organizations (NGOs), who have successfully demonstrated and implemented community based pro-poor initiatives. The multi- state projects submitted directly to the Department by the implementing agencies will be referred by the Department for appraisal to any of the central fund routing /monitoring/ coordinating agencies to sponsor the project and act as fund routing agency.III. Approval of Special Projects:The Special Project duly approved and recommended by State or Central Level Agencies are to be submitted to the SGSY Division of the Ministry of Rural Development for consideration. To consider these proposals, the Ministry has a two-tier Committee system.a) Project Screening CommitteeThe Projects submitted would be examined and considered by the Project Screening Committee (PSC) before they are submitted to the Project Approval Committee with its recommendation. The composition of the Project Screening Committee would be as under:Joint Secretary (SGSY), D/o Rural Development ChairmanDirector/Dy.Adviser (RD), Planning Commission MemberDirector/Deputy Secretary (IFD), D/o Rural Development MemberSpecial Invitee/Expert MemberDirector/Deputy Secretary/Joint Director dealing Member-ConvenorWith the subjectThe Committee would refer the screened project to be placed before the Project Approval Committee (PAC) for final approval after which the project will be sanctioned.

b) Project Approval CommitteeThe composition of the Project Approval Committee (PAC) would be as under:

Secretary, M/o Rural Development ChairmanAdviser (RD), Planning Commission MemberAS&FA, M/o Rural Development MemberDG – CAPART MemberSpecial Invitee (Expert) MemberJoint Secretary (SGSY) Member-Convener

IV. The Project Screening and Project Approval Committee will consider projects as per guidelines which inter-alia prescribe the following conditions:i) No stipend will be paid to the beneficiaries during the training period out of MoRD funds.ii) The implementing agency will furnish a certificate to the effect that the beneficiaries trained and /or placed have not been assisted under any other Government programmes for similar skill development/training.iii) A Web based monitoring system is to be established and a web site for this project with details regarding beneficiaries, training, income etc will have to be maintained by the PIA and beneficiaries tracked at least for one year.iv) No capital assets, equipment or infrastructure would be supported with government funding under the project and only expenses on consumable and apportioned revenue expenses (rental etc.) on training related infrastructure will be permissible.

v) Implementing Agency will furnish an affidavit to the effect that the infrastructure or cost components included in the project proposal has not been funded or are proposed to be funded under any other government programmes/schemes before release of funds by the coordinating agency to IA.vi)The BPL beneficiaries, who have completed 100 days (or maximum permissible days of work) under NREGA, should be given preference in selection of beneficiaries under the project.

V. Role of the State Rural Development Department:State specific Special Project Proposals would have to be routed through the Rural Development/Panchayati Raj Department, which is in charge of implementation of the SGSY in the State. The responsibility of the Rural Development Department of the respective States would be to expedite formulation of appropriate project proposals, pre appraisal and to indicate State’s share, monitoring framework and coordination with line departments in the State/Centre that would ensure convergence of activities and their focus on BPL families. In case multi state projects, state government has to act as facilitator and provide requisite support in terms of infrastructure, resources, selection of beneficiaries etc to the extent possible and monitor the implementation and outcomes.

VI. Project Period:Ordinarily, the projects are to be implemented within three years time. However, in case of process oriented and long gestation projects the period of implementation shall not exceed five years.

VII. Release of Funds:Ist Instalment:The first installment (i.e. 25% of the total Project cost) will be released after the approval of the project by PAC. The funds are routed through the state governments / fund routing /monitoring/ coordinating agencies to the PIA’s. The PIA has to enter into bipartite MoU with the fund routing agency in case of multi state projects. A sample format of MoU is attached at Annexure – III.2nd InstalmentThe 2nd instalment of 50 % of central share will be released upon the following:(a) Utilization of 60% of the 1st instalment and achievement of corresponding physical target.(b) Submission of year-wise utilization certificates for at least 60% of the total available funds.(c) Submission of year-wise audit reports of the funds utilized;(d) Regular reporting of progress in the prescribed format and against the approved expenditure phasing;(e) A certificate from the Implementing/Coordinating Agency that the project is being implemented as per the approved project proposal.3rd InstalmentThe 3rd and final instalment of 25% of central share will be released upon the following:(a) Utilization of 90% of the total available funds and achievement of corresponding physical targets.(b) Submission of year-wise utilization certificates for at least 90% of the total available funds;(c) Submission of year-wise audit reports of the funds utilized;(d) Regular reporting of progress in the prescribed format;(e) A certificate from the Implementing/Coordinating Agency that the project is being implemented as per the approved project proposal.(f) Before release of 3rd and final instalment, it will be open to MoRD to have verification/evaluation of project progress by third party / independent agency.

VIII. Utilization of Interest earned on central release (s):The interest amount accrued on Government releases, if any, shall be adjusted against the Government share of the Project cost at the time of release of the third and final instalment.

IX. Releasing of Matching Share:The State Government is required to release its corresponding matching share with in a fortnight after, obtaining the respective instalment of the Central share. Where contribution from other sources are arranged in the project cost before claims 2nd/3rd instalment from the Government PIA has to ensure that such contribution proportionate Government releases has been utilized.

X. Monitoring and review of the Project:Monitoring and Review of the Projects sanctioned and implemented will be done in two levels i.e. at State Level and Central Level.

(a) State Level:For monitoring and periodic review of the sanctioned project, a Committee at the State level headed by the Secretary (RD) of the State is to be constituted who shall have the responsibility of reviewing and monitoring the Project/s. In multi state projects, such committees will be constituted at the level of the coordinating, monitoring and fund routing agencies. The Committee shall take up monthly/quarterly review with the concerned line departments and DRDAs. The progress of the Project/s shall also be discussed in the District Level SGSY Committee / State Level SGSY Committee meetings.(b) Central Level:In the Central Level, the PSC has been entrusted for periodical review and monitoring of the special projects sanctioned under the scheme. However, PSC briefs PAC about the progress of the ongoing projects as and when necessary.

XI. Monitoring FormatTo keep track of the progress of the projects, the Ministry has devised a monitoring format, and a copy of the same is given in the next few pages. The implementing authority is required to send quarterly progress reports of the ongoing project/s to the Ministry.

XII. Audit:(i) The Ministry of Rural Development retains the right to carry out internal audit of funds and financial of the project, if deemed necessary.(ii) Financial audit is to be carried out by the Chartered Accountant of PIA or any other authority appointed by the State Government/Coordinating Agency. The audit report together with action taken on the auditor’s observations and physical progress under the project shall be furnished at the time of release of 2nd / 3rd installment of Central funds.

XIII. Submission of progress reports:(i) The implementing agency/coordinating agency shall submit the progress report of the project by 15th of the month succeeding every quarter in the format for monitoring enclosed at Annexure-II. Failure to furnish the progress report would make the implementing/coordinating agency liable to refund of the Central funds released for the Project along with interest.(ii) It shall be open to the Ministry of Rural Development to prescribe such conditions, as it deems fit, from time to time to ensure proper execution of the project.

XIV. Project CompletionDocumentation is an inherent part of the project along with video recording giving the status of beneficiaries before and after the project. It should cover the details of deliverables as indicated in the project and achievements made against these deliverables. The completion report of the project should be made available by the IA/ Coordinating agency to MoRD within three months from the date of project completion along with up-to-date utilization certificate and audit reports of 3rd and final instalment and funds that remained unspent at the time of release of 3rd and final instalment. After completion of project, IA has to keep track record of beneficiaries at least for one year and also maintain on the website accessible to all.

General information about IL&FS

Currently there are four main projects being carried out by the CDI wing of IL&FS. These are as follows-

- SEAM- Skills for employability in apparel manufacturing- SESS - Skills for employability in service sector- STEP - Skills - SELF - Skills for employability in leather fabrication.

MAHARASHTRA

SEAM Centres

- Islampur- Vita- Kadegoan- Atpadi- ETCO(Spinning)- Nagreeka(spinning)- Maruti Foundation- Lokmangal

SELF Centre

- Mumbai

SESS Centre

- Nasik- Nagpur- Mumbai- Pune

STEP Centre- there are no centres yet established but is in process of getting set up soon.

CLUSTER DEVELOPMENT INITIATIVE

There are three main aspects under the CDI initiative

- identification of companies- mobilization- placement

SEAM has two aspects- garment manufacturing and spinning. In Maharashtra training for both is going on.

There are two important components of running a training program. One is the training partner and the other is the placement partner. In some states for projects like SEAM the training partner and the

placement partner are different but in most of the states for SEAM it is the same. So in Maharashtra except for one centre- Sherale, rest all centres both are the same. The advantages when both are the same is smooth transformation from the training to placement and in most of the cases the training is conducted in the production centre only. So the trainees are also well acquainted with the surrounding and find it much easier to work there. Also another important advantage is that the post placement tracking becomes relatively simpler. At one particular training centre they can easily keep a track of how many are still working in the factory, how many discontinued etc.

MOBILIZATION

There are two ways in which mobilization takes place-

1. official approach-through government structure2. unofficial approach

in the first case that is the official way for mobilization- we contact the BDO(Block Development Officer). From the BDO we get the entire list of the BPL population of all the villages in that particular block. From the data available we can also come to know which village has more BPL population so we accordingly prioritize the villages we will choose for mobilization. We can also get the address of the respective sarpanch or gram sevaks. Then we contact the Gram sevak or the sarpanch of the village and give details of our project. He then will arrange for a meeting with the potential candidates belonging to the BPL category and in that meeting we can present he project and explain to the beneficiaries the benefits of the training. There we will get a rough idea about the number of candidates that will come to attend the training.While explaining the benefits to the BPL people we need to think from their perspective. What will I get by undergoing this training program? Transportation from the village to the training centre and after that to the production factory is one of the key components. As most of the villages have poor access to the transport system it becomes a deciding factor. Also the time taken to reach the centre is crucial. The income the person will get after the training gets over is the main criteria that will help the candidate to decide whether or not he should undergo the training or not. Here it is very important to explain the long term benefits of the program.

The second way of mobilization is done by our appointed mobilizer. This is usually done when the first approach does not yield much of a result. Distributing pamphlets to villagers is one way. Dholak or making announcement by the use of a Rickshaw is another. Also approaching the informal leader who has a strong say in the important affairs of the village is an effective. The loudspeaker in the temple or the major gathering centre of the people is very cost effective way of letting people know about the program. Also schools children can be used for mobilization. The children can be given the pamphlets and the kids will immediately spread the news about it. It is also an innovative way of letting people know about the program.

Training The money spend per trainee for SEAM and STEP is 4500. For SESS and SELF it is 3500.

Training of trainer(TOT) usually is taken by the master trainer that the company- IL& FS has. The trainers I met had undergone their training in Faridabad. The details are as follows-

TRAINING OF TRAINERS (TOT)

The training of three of trainers from each of the three batches was held from 9th June to 29th June 2010. It was held for 20 days in Faridabad. The training batch was of 32 trainers.

Out of the twenty days of the training fifteen days is spend on the machine for efficiency in their work. They are also taught how to speak in front of the group of fifty trainees. They are also made to deliver lecture on how they will communicate to the students. They are also the details about the documentation that is during the screening of the candidates- filling up of application form, Xerox of all the required documents, photographs.

Steps to set up a training centre

Industry IdentificationThe first step which is done by personnel in the business development is industry identification. Here there are a few critical issues. Depending on the projects we have we contact that particular industry. Then we try and contact as many as possible who can provide placement to the trained people. Most of the industry partners are also ready to provide us the infrastructure as it is their requirement of getting the employees. We pay them the per trainee fees. The trainer is recommended by them and after an initial screening we make them undergo the training of trainer.

Willingness report There is a willing ness form that we get filled from the industry partner. The details of the form include the number of machines they have, the number of workers, number of trainees that can be placed.

Due diligence This is done by the IL&FS where they check if the claims of the company regarding the number of machines and others mentioned in the willingness report is true or not. Also they check if the trainees once trained can get placed or not that means does the company have the capacity to take in that many trainees or not.

Software and MOUSoftware AAMThe entire process has to be signed by all the heads within the IL&FS and after that is completed memorandum of understanding is generated. There are two copies of the MOU that is generated and then it signed by us and the industry partner and one copy is kept with the industry partner.Two lakh rupees are given by the industry for the K-Yan module of IL&FS. Fifteen days before the training centre has to be started there has to be information passed to the Delhi centre and they will send all the training requirements. In between the TOT is also to be conducted. All the expenses regarding the TOT is borne by IL&FS.

CERTIFICATION NCVT (National Council of Vocational Training)

RDAT (Regional Directorate of Apprenticeship Training) These are the two organisations that certify the program.

MIS There are two main reasons for the maintenance of MIS –Transparency and accountability.

TRAINING FEE CLAIM

These are the details of the form in which the training fee claim is made.

1. Claim form no.2. Claim date3. Name of the training centre4. Location 5. Address and contact details6. Month and year7. Training batch no8. Training period9. Number of trainees

- Admitted- Dropped- Completed training- Certified- Employed

10. Eligible for reimbursement11. Employment offer letter no. and date-as per annexure attached12. Company(s) name and address of employed trainees

- Contact person- Name of the company- Address

13. Following are the enclosures of claim to support release of payment. - Attested attendance sheet of the trainees for the training period- List of trainees- Date of soft skills conducted- Date of assessment done by IL&FS CDI- Placement proof of the trainees- Have certificates been distributed- Date of distribution of certificates- Date of checking of the eligibility of claim by IL&FS CDI

14. Certified by Industry/ training partner---name and date15. Claim verified by CDI Co-ordinator----name and date

Annexure

The excel sheet of all the students with the following details are to be given-

- Trainee name- Address- State - District- Category- Pin code- Date- Date of birth- Gender- DRDA BPL No- Place of residence- Education qualification- No of members- Present source of income- Family average monthly income- Placed (no- at the time of placement)- Father or husband/wife- Mobile no- Email id- Course of duration- TCA/DCA- From when- To when- Assessing body- Sector or code- MES course code- MES Sector- MES course name- Assessment date- Result- Competency required- Employed/ self employed- Job preference- Stay- Commitment to join job- Selection approved by (name of mobilizer)- Mothers name

Mobilization

In areas like Atpadi, where local public transport is scarce and the villages are located in the interior it is not easy for the mobilizer to mobilize people with the traditional tools. In such cases a car or a van or a rickshaw with a loud speaker advertising about our training programme will be effective. A similar method was used in Rajasthan called Rozgar Rath which will not only grab people’s attention but will also save time and efforts of the mobilizer to go individually to each of the houses.

Mobilizer is perhaps one of the most important components of the programme. As a mobilizer, he/she not only mobilizes people but also is the link between the people and the programme. Also once the training programme has started, the mobilizer plays the handholding and supporting role. The people who join the programme trust the mobilizer, so he has a big part to play in influencing and motivating people even during the programme.

As a mobilizer is an important element of the project, giving a short Mobilizer Training Programme is a must. The reasons will be explained in the coming paragraphs with examples as to why a mobilizer training programme will go a long way to help in bringing credibility to the entire project.

One of the major causes of worry for the project formulators are the huge dropout percentage seen in these projects. Although reasons fort them are many, one of the primary reasons are that the target audience (i.e people who actually need employment) are not the only ones taking training.

For example, twelvth standard students form a major chunk of the training programme conducted in the months of April and May. The mobilizer also focussed on these students because the response he got from the students was very good. The response from the students was mainly because of the following three reasons

A government stamped certificate Training was free Travelling allowance was provided

It is obvious that these students will not take up the job once their college starts and this training for them is like a certification course during the vacation. It is here that the role of the mobilizer becomes crucial. Except in case where the student is under severe economic crunch or really needs the job the rest are just for filling in the numbers. Yes it might be argued that they may utilize this training later in their lives. But the question one needs to ask is whether this is the objective of the programme.

It is instances like these that points out the need for training the mobilizer and ensuring that the objective of the training is met. Having seen such examples in the field myself, I strongly feel that a training will make him/ her understand the importance attached to such projects. The mobilizer should not only know what important features of the programme he/ she needs to tell people but also what he should not say just to fill in the batch. For example, spreading a rumour or giving any misconception about the programme. In the latter case it is not always the mobilizer’s fault. With the pressure of filling up the batch to its strength, he/she might use various means to get people.

Another important positive of the training programme will be that he will have thorough knowledge about the project. This will give him the confidence from day one itself while explaining the project to government officials or the informal leaders. Without any training when the mobilizer goes on the field with bits and pieces of information about the programme, there is a hesitation while talking to officials, which is not his fault and so the company should see to it that before someone is send to the field he is well equipped in terms of skills and knowledge as he is the face of our company’s project. Also the training programme will cover basic etiquettes of talking to government officials’ vis-à-vis talking to villagers and what points to highlight while speaking to both the groups. The training programme can also cover the various tools available and also a small video can be shown of successful innovative tools which have been used by others.

In many of our training centres the trainer does both training and mobilization also. Although it helps in the rapport building between the candidate and the trainer, it puts added pressure on the trainer. Add to that the work of documentation of the forms and results and conducting tests and all these in the meagre salary of Rs 2000/ month is like adding insult to injury. Teaching is not an easy job especially considering the level of each student is different (as it wont be a homogenous class) and putting added work will only make things worse.

Main channels of mobilization---refer other mobilization document

1. District and local government ( government officials and government programs)Role:

Facilitates entry into the village Provides access to candidates Securing access through this channel is vital

It is important that as a mobilizer this channel is communicated with properly. If one can get positive response from them then half of the work is done. Also many a times their response will be lukewarm and they will not be forthcoming in helping us. But one should not take that as a setback.

2. Local leaders and influential peopleRole:-play an important role in disseminating information about the programme

3. NGOs/Societies and local Educational Institutions

Write about aangenwadi teachers. All the information regarding the number and the contact details of the key SHG members can be obtained from the aanganwadi workers.

Role:

Have wide networks and have credibility and trust among the local community.

3. Employee referralsRole:

Very effective and powerful mobilisation channel. In projects like SEAM where more than the 80 percentage of the workforce constitutes women it is especially important. When someone you know is already working and she says that her experience has been good and it is a very good source of income generation the other women will listen. Also because of the network of women through SHG s this form is the best form of convincing someone to join the programme. In fact a lot of women I spoke to said they came to know about the programme through their SHGs or through someone they already knew who got the training and was working.in the rural context it especially holds significance.

Primary strategies to reach out1. MEETINGS

-The meetings her refer to both meetings with government officials and also meetings with SHG members. In both the cases, the mobiliser has to first arrange according to the availability of the members and has to put across all the key points of the programme. The meeting with the government officials can pave way for having a meeting being arranged with potential interested candidates. Once the officials are convinced and say the sarpanch shows interest he himself will take initiative to arrange a meeting with the local youth and thus make the mobilizer job easy. Meeting with the SHG is especially crucial for programmes like SEAM where we can not only meet our target group and directly talk to them but also we will get access to all those women who are not a part of SHG because of the word of mouth and the message will spread fast. One of the biggest advantages of meeting with SHG is that many of them are specifically SC/ST or BPL SHG group so targeting becomes easier. Also lot of SHGs are linked by a federation. So contact with these federations will help us to get a meeting arranged with six to seven SHGs at one place.

2. Door to door campaignsThis will ensure that no BPL youth of the village is left out. Here mobilizer will visit all the BPL families and give them information and motivate them to join the programme and get trained.

3. Job fairs

- An effective way of recruiting lot of people for the programme. Although their result in the rural context is still unexplored partly due to limitations and partly due to non-co-operation from officials, it has been experimented in recent times. To arrange for job fairs advertising is the key. With costs also there is huge risk of whether the expected turn out will be met. Few of the methods for advertising are pamphlets, announcement at temple, davandi (drum beater) and advertising by contacting the SHG members and also local government bodies. Here at important or key places in the village like the bus stop or local mandi, huge posters in the local language with effective use of colours can be good way of informing people about the job fairs.

But here the aim should not be to publicise only for one particular program but it should be for all the projects like SEAM, SESS, STEPS etc. If the candidate can be given an option of choosing what he/she wants to do, then our purpose of providing skill to people according to demand is served.

Mobilisation should always be planned and if done so can not only save time and energy but also yield better results. Thus the three steps involved in the mobilisation process can be divided into pre-mobilisation, mobilisation and post- mobilisation.

PRE-MOBILISATION

This step involves

Getting the list of BPL families from DRDA or BDO officer of the entire block. From the list, identification of the target village in order of preference depending on potential

of getting the maximum number of candidates. Contact the Sarpanch or the Gam Sevak of the village by meeting them in person or arranging

a meeting with them over phone. The phone numbers of all the locally elected members can be obtained from the BDO officers. In the meeting with the local heads the mobiliser along with explaining about the programme can also ask for arranging a meeting with potential candidates. Most of the times the response might not be very receptive but this is one of the most effective ways to start the mobilization process. As this is a government of india project the likelihood of getting the required support from the sarpanch or sevak is high than otherwise.

Contact ‘Bachat-Gat’ heads and ask for a meeting of all the members of the Bachat-Gat.

If it’s a big village, then take a transit walk and ask for local informal leader and also inquire if there is any festivals (local religious festivals) or a mela in the near future. One must also know the days of the local mandi and the place of get together in the village.

Practical application – in one of the villages we visited (Tadsar), the response from the sarpanch and the other local officers was very poor. The sarpanch was in fact of the opininon that the salary is too low and only youth with no other opportunity will come and when asked to arrange for a meeting , he said for contacting the BPL families individually( door to door). However meeting with one of the SHG leaders not only gave us the assurance of arranging for a meeting in two days’ time but also gave the contact details of the office of the federation of the SHGs. We could not get the announcement through loudspeaker or davandi because of lack of response from the local authorities( they said the davandi person was not available as of now). In this case posters bigger than the pamphlets and more colourful and bright would have been helpful. The current poster is a little dull and small if we were to paste it on walls. Letting everyone from the village know about the meeting becomes difficult if there is no announcement made. So it becomes necessary that we have enough resources to fall upon when the others are not available.

MOBILISATION In this step, one must ensure that one is ready for the meeting – pamphlets, photographs of

our training centre and the machine used in training, brochure, tool –kit (to show them that they need not bring anything from home to the centre).

One must be absolutely thorough with the short speech covering the important points of the programme.

Importance be laid on the free training provided, job after training, travelling allowance in the speech.

The mobilizer’s contact details should be clearly written on the pamphlet. Also in the speech it can be mentioned that if there are about 10 people from the village then

a van can be arranged for them(this should be confirmed with the training partner). Also if they want to see the centre before joining that could be arranged for, this will give confidence to the people to join.

Tell them clearly on the documents required along with the application form which they need to get on the first day of joining.

POST-MOBILIZATION Co-ordinate with the training centre for the dates for starting the new batch. Also maintain

contact with the new trainee informing them about the commencement of the training. The mobilizer needs to keep motivating the new trainees and also provide handholding

support.

Documents to be collected from new trainees are Duly filled application form. BPL proof- BPL card / BPL ration card- here the trainer needs to check their name against the

list form DRDA. Age proof- birth certificates, school/college leaving certificate or any other valid age proof. Four photograph Additional (not mandatory)- caste certificate and NREGA card.

Social mobilization is the process of bringing together all feasible and practical intersectoral social allies to raise people’s awareness to assist in the delivery of resources and services and to strengthen community participation.

Important tools of a mobiliser Pamphlets and brochures

There are no brochures currently available with the mobilizer. I think brochure is an important tool that one must have. Because for people who know nothing about the programme the pamphlet will give sufficient information but for people who know something about tailoring or working in the garment factory will ask for details like what is taught and this is especially useful when meeting the officials.Also there are chances that without the brochure, the mobilizer who might not know about the details involving the job of SMO and what is exactly being taught in the training and might give inadequate information.A small brochure of 10 pages explaining what will be taught and how the training centre will look like, the machine pictures will be more reassuring to the people. Although there is no brochure as of now it should be remembered that we need to give all the support required to the mobilizer to make his job easy.Also the brochure should be in local language and the less alien the language the better it is.

Sample offer letters and photographs of training centre/work sites can also be used by mobiliser to explain the features of our programmes to rural youth. Although used in a limited way, I feel one should use it more often because it can convince people and they will believe in what you are saying. People need assurance that this is not some bogus programme.

Sample films on the programme which will have our trainees speaking about changes in their life because of the programme is a very effective tool. But this should again be in the local language and this can be shown in the meetings. Seeing is believing and this will be the best form of communicating our message.

Case studies

Trainer

Name : Miss Asha

Training centre: kadegaon

Education : Graduation

Salary:

She had completed her graduation in arts and was looking for decent job but due to lack of opportunities in nearby area could not find any. She has a family of five members with her father earning about Rs 200/ day. She says if not for the training program she would have become a ST conductor which pays the same but a more stressful job. She had applied and even cleared the exam for ST conductor. And that’s when ILFS training happened. She completed her training and after that she was recognised as a potential candidate for trainer training. She was then send to TOT to Delhi. The training held from June 9th to June 29th, 2010. Asha says that this TOT not only taught lot of important nuances of SMO but also gave her the confidence that she can teach and be a good trainer. Now with this job she says it makes her happy that her family income has increased and she can also save some money for future.

Case study

Name : Anita

Training centre: Kadegaon

Training completed: Feb 2010

Married and having two kids and five members in the family, for Anita life was getting difficult with only one earning member in the family. Her husband earns around Rs 5000 per month. Before this job she used to work as a wage labourer for which she used to get Rs 30 to Rs 80. But she prefers working in the garment factory. She started with the pay of 1200 and now after about one year she earns about Rs 2500 to Rs 3000. She says though she now earns money and helps in adding income to the family, she says the pay is too low to do any savings. For travelling the factory pays half the allowance and the rest half is paid by them. Tea is provided by the company and she says that the supervisor( a woman herself) treats them well. When asked whats the best to have from this job of hers she says that she doesnot need to ask for money from relatives during emergency and this makes her proud of what she is doing.

Case study

She completed her training one year ago. She has two children. Her husband is a tailor and earns about Rs 7000 per month. They have no land of their own. She earns around Rs 3500 per month. She knew the basics of tailoring before she joined the training and used to earn around Rs 700 per month. Despite her prior experience she says that it was the training that taught her the etiquettes of the job. How to sit properly, the

finishing of the stitch is something she learnt from the training. She says despite the hectic timing (from 9 to 5.30 and also do all the household work), she feels that she is contributing to the family.

She now sends her kids to school. But she says given the earnings she still cant save much money.

Case study

Name : Mrs Haseena

Training completed : Feb 2010

She is currently working as a supervisor in the production department. In the first few months she was paid Rs 1200 and then it increased to Rs 1500. From January 2011, her income increased to Rs 4000. Although they have to pay half the travelling allowance ( the other half contributed by the garment factory) from the income.

Her husband does not do much of work. They have about one and a half acres of agricultural land on which he does farming. But due to lack of irrigation facilities they do not earn much. They usually grow soya bean

and other hybrid plants but she says the income they het from it is not much. Hence she has now become the main bread winner for the family.

Though she is not able to save much from her income, she wants to continue work. She says she likes the work because it gives her a chance to get out of her house and she feels independent. She does not have to ask for money from her parents or relatives and also says that she can bring her child well now that she earns money.

Details of training centre

Out of 30 days of training, last 3 days is dedicated to soft skills training. Here a separate trainer comes and gives training on soft skills. After completion of training (a month), the trainees are then absorbed in the production department. For the first few eight days, one of the trainer has to be with the trainees for helping them with the transition. This proves to be of great help for trainees who are of great help for the trainees who are very anxious and this soothes them.

Include this in the suggestion column

In all the centres of SEAM they follow the piece rate system. Whereas in centres like Faridabad( Shahi Exports) and other centres in Rajasthan, the piece rate system is not followed. The reason for not following the piece rate system by the big players is that the quality gets compromised in the piece rate system. For the trainees who after completing the training though this is a major hindrance from earning money. In the first two to three months they are paid only a meagre amount of Rs 1200 per month. In this duration they do

not have fixed target, but depending on their performance they then start earning Rs 2000 from the fourth month. Even after two years of work they do not earn more than Rs 3000 to Rs 3500 per month on an average. Although the company does give the travelling allowance it does not exceed Rs 4000 in any case. Compare this with the starting salary of R 4339 in other centres of the country. So including the cost of travelling expenses in the starting three months their income does not exceed Rs 1500 to Rs 1800. This is exactly one third of the wages paid in other parts of the country.

Now lets take a look at the wages of the trainers who took training from ILFS and then after taking the TOT have now become trainers. Here is the break down of the income of these trainers of the various centres

TRAINING CENTRE SALARY PAID TO TRAINERAtpadi Rs 2000/ monthKadegaon Rs 3000/monthIslampur Rs 2500/ monthSherale Rs 2000/ month

Compare this with the salary paid to trainers in centres like Faridabad. There the trainer gets a fixed income of Rs 10,000/ month. It is very unfortunate that salaries of these trainers are one- fifth of what is being paid in other parts of the country. Even after considering the factors like the location of the garment factory, proximity to cities, travelling allowance provided to them, still there can be no explanation given to such low salaries being given to the trainers.

My personal interaction with one of the trainers in Atpadi confirmed the above argument. She has been working with the garment factory for over one and half years and is still paid only Rs 2000 per month. She is given the travelling allowance. But she said that she will leave the job in the next two months if they do not increase the income. She had requested the owner to increase the income and they promised to but how much and when is still not known. When we spoke to the owners they said that they will do it but were positive that the trainer will not leave because even they were aware of the fact that she has limited opportunities outside. I have been resisting the usage of the word ‘exploitation’ of human work force. But examples like these force me to use it and how else can one sum up these situations. If this is not exploitation then what is it? No excuse by the garment factory can justify the low income of these trainers.

As a student of development studies it is very disturbing to see such a scenario. Even a daily wage unskilled worker will earn more than this. If we take the wage as Rs 100 per day, it comes to about 3000. In case of women, it will be Rs 2100. And here we are talking about unskilled labour.

Below is a detailed comparison of the minimum wage prescribed by the state of Maharahtra.

Issues at some of our centres that needs immediate attention-

ATPADI centre: There is not tea being served by the Garment factory. They were given tea before. But now it is stopped. The

reasons the owners give is that there is no person to make tea. Working from 9 to 5.30 with only lunch and no tea is extremely taxing on the body. Even though we can have very little say in the functioning of the factory, as we have a large role to play in our trainees working in the factory, we should make sure that the basic facilities are being fulfilled by them.

Role of NIRD in implementation of Placement linked skill development projects

( SGSY Special Projects)

Evaluation of project proposal submitted by PIA( project implementation agency)

1. Receipt of project proposal from MORD by NIRD.2. Evaluation of the project by evaluation parameters by monitoring team of SGSY.3. Assessing the credibility of the organisation by the committee headed by FA, NIRD.4. Presentation of the project by the PIA before a Project Screening committee of NIRD ( if the PSC

recommends, field verification by POs).5. Submission of report to the NIRD.6. Recommendation to the MORD.7. Presentation of the project before Project Approval Committee headed by Secretary, MORD.

Process Monitoring and Control

Monitor and control the process- Monitoring and controlling the process against the plan for performing the process and take appropriate

corrective action. Purpose: the purpose of monitoring and controlling is to provide an understanding of the project’s progress

so that appropriate corrective actions can be taken when the project’s performance deviates significantly from the plan.

Involves measuring appropriate attributes of the process or work products produced by the process.

Roles, Activities and Work Products

Role – NIRD is a nodal agencyNIRD is the Monitoring, Co-ordinating and fund routing organization.

Activities :- Evaluation of the project proposal.- Preparation of the project summary.- Communicating observations on the project proposal to PIA for revision if required.- Recommending the proposal to the MORD.- Presentation the proposal to the PSC and PAC.- On receipt of approval of the project, finalise the tripartite MOU.- Release of funds to the PIA.- Monitor the project through field verification and online monitoring using the checklist and MIS.

Parameters used are:- Monitor the commitments of PIA - Monitor project risks- Monitor data management- Monitor stakeholder involvement- Conduct progress reviews- Conduct milestone reviews- Manage corrective actions to closure

Work Products- Project summary report

- Placement report- Quarterly performance report- Financial status report- Cost trend analysis- PIA milestones trend analysis- Project Status Review Report

Sr. No

.

Name of the Scheduled

Employment

Total Minimum Wages Per Month (in Rs)

Zone I Zone II Zone III Zone IV

Basic Pay + Special Allowance=Total Minimum Wage




1

Advocate and Attorney

Special Allowance = 1615.40

Skilled3900.

00+

1615.40

=5515.

403700.

00+

1615.40

=5315.

403500.

00+

1615.40

=5115.

40--- --- ---

Semi-skilled3800.

00+

1615.40

=5415.

403600.

00+

1615.40

=5215.

403400.

00+

1615.40

=5015.

40--- --- ---

Un-skilled3700.

00+

1615.40

=5315.

403500.

00+

1615.40

=5115.

403300.

00+

1615.40

=4915.

40--- --- ---

2

Automobile Repairing


Skilled5500.

00+

1013.60

=6513.

605200.

00+

1013.60

=6213.

604900.

00+

1013.60

=5913.

60--- --- ---

Semi-skilled5100.

00+

1013.60

=6113.

604800.

00+

1013.60

=5813.

604500.

00+

1013.60

=5513.

60

Un-skilled4800.

00+

1013.60

=5813.

604500.

00+

1013.60

=5513.

604200.

00+

1013.60

=5213.

60--- --- ---

3

Bakeries Special Allowance = 1239

Skilled5200.

00+

1239.00

=6439.

005000.

00+

1239.00

=6239.

004800.

00+

1239.00

=6039.

00--- --- ---

Semi-skilled4700.

00+

1239.00

=5939.

004500.

00+

1239.00

=5739.

004300.

00+

1239.00

=5539.

00--- --- ---

Un-skilled4200.

00+

1239.00

=5439.

004000.

00+

1239.00

=5239.

003800.

00+

1239.00

=5039.

00--- --- ---

4 Canteen & Clubs


Skilled3200.

00+

1615.40

=4815.

402950.

00+

1615.40

=4565.

402800.

00+

1615.40

=4415.

40--- --- ---

Semi-skilled 3100.00

+ 1615.40

= 4715.40

2900.00

+ 1615.40

= 4515.40

2750.00

+ 1615.40

= 4365.40

--- --- ---

Un-skilled3050.

00+

1615.40

=4665.

402850.

00+

1615.40

=4465.

402700.

00+

1615.40

=4315.

40--- --- ---

5Card Board Boxes


Skilled2350.

00+

1627.50

=3977.

502300.

00+

1627.50

=3927.

501750.

00+

1627.50

=3377.

50--- --- ---

Semi-skilled2275.

00+

1627.50

=3902.

502250.

00+

1627.50

=3877.

501700.

00+

1627.50

=3327.

50--- --- ---

Un-skilled2250.

00+

1627.50

=3877.

502200.

00+

1627.50

=3827.

501650.

00+

1627.50

=3277.

50--- --- ---

Supervisory Steno, Clerk, Typist, Asst. SupeA, Driver Light

2350.50

+1627.

50=

3978.00

2300.00

+1627.

50=

3927.50

1750.00

+1627.

50=

3377.50

--- --- ---

Peon, Watchman

2250.50

+1627.

50=

3878.00

2200.00

+1627.

50=

3827.50

1650.00

+1627.

50=

3277.50

--- --- ---

6Cashew Processing


7

Cement & Cement Based Industry

Special Allowance = 2250

Skilled3710.

00+

2250.00

=5960.

003410.

00+

2250.00

=5660.

003110.

00+

2250.00

=5360.

00--- --- ---

Semi-skilled3610.

00+

2250.00

=5860.

003310.

00+

2250.00

=5560.

003010.

00+

2250.00

=5260.

00--- --- ---

Un-skilled3510.

00+

2250.00

=5760.

003210.

00+

2250.00

=5460.

002910.

00+

2250.00

=5160.

00--- --- ---

8

Chemical Fertilizers


Skilled3510.

00+

1615.40

=5125.

403410.

00+

1615.40

=5025.

403010.

00+

1615.40

=4625.

40--- --- ---

Semi-skilled3410.

00+

1615.40

=5025.

403310.

00+

1615.40

=4925.

402910.

00+

1615.40

=4525.

40--- --- ---

Un-skilled3310.

00+

1615.40

=4925.

403210.

00+

1615.40

=4825.

402810.

00+

1615.40

=4425.

40--- --- ---

9

Cloth Dyeing & Printing

Skilled4900.

00+

1239.00

=6139.

004600.

00+

1239.00

=5839.

00--- --- ---

Semi-skilled4400.

00+

1239.00

=5639.

004100.

00+

1239.00

=5339.

00--- --- ---

Un-skilled4100.

00+

1239.00

=5339.

003800.

00+

1239.00

=5039.

00--- --- ---

10

Construction of Roads/Buildings


Skilled4950.

00+

1615.40

=6565.

404750.

00+

1615.40

=6365.

404550.

00+

1615.40

=6165.

40

Semi-skilled4850.

00+

1615.40

=6465.

404650.

00+

1615.40

=6265.

404450.

00+

1615.40

=6065.

40

Un-skilled4750.

00+

1615.40

=6365.

404550.

00+

1615.40

=6165.

404350.

00+

1615.40

=5965.

40

11Cotton Ginning & Pressing


12

Cycle Mechanic Works Shop


Skilled5500.

00+

845.25

=6345.

255000.

00+

845.25

=5845.

25--- --- ---

Semi-skilled5000.

00+

845.25

=5845.

254500.

00+

845.25

=5345.

25--- --- ---

Un-skilled4500.

00+

845.25

=5345.

254000.

00+

845.25

=4845.

25--- --- ---

13 Dairy Special Allowance = 1732.50

Skilled2050.

00+

1732.50

=3782.

501950.

00+

1732.50

=3682.

50--- --- ---

Semi-skilled1950.

00+

1732.50

=3682.

501850.

00+

1732.50

=3582.

50--- --- ---

Un-skilled 1850. + 1732. = 3582. 1750. + 1732. = 3482. --- --- ---

00 50 50 00 50 50

14

Dispensary Special Allowance = 1615.40

Skilled4660.

00+

1615.40

=6275.

404260.

00+

1615.40

=5875.

403760.

00+

1615.40

=5375.

40--- --- ---

Semi-skilled4560.

00+

1615.40

=6175.

404160.

00+

1615.40

=5775.

403660.

00+

1615.40

=5275.

40--- --- ---

Un-skilled4460.

00+

1615.40

=6075.

404060.

00+

1615.40

=5675.

403560.

00+

1615.40

=5175.

40--- --- ---

15

Drugs & Pharmaceuticals


Skilled3310.

00+

1615.40

=4925.

403210.

00+

1615.40

=4825.

402910.

00+

1615.40

=4525.

40--- --- ---

Semi-skilled3210.

00+

1615.40

=4825.

403110.

00+

1615.40

=4725.

402810.

00+

1615.40

=4425.

40--- --- ---

Un-skilled3110.

00+

1615.40

=4725.

403010.

00+

1615.40

=4625.

402710.

00+

1615.40

=4325.

40--- --- ---

16

Dyes & Chemicals


Skilled4800.

00+

1355.16

=6155.

164400.

00+

1355.16

=5755.

163800.

00+

1355.16

=5155.

16

Semi-skilled4500.

00+

1355.16

=5855.

164100.

00+

1355.16

=5455.

163500.

00+

1355.16

=4855.

16

Un-skilled4200.

00+

1355.16

=5555.

163800.

00+

1355.16

=5155.

163200.

00+

1355.16

=4555.

16

17

Eatable Tobacco


Skilled3700.

00+

1062.00

=4762.

00--- --- ---

Semi-skilled3200.

00+

1062.00

=4262.

00--- --- ---

Un-skilled3000.

00+

1062.00

=4062.

00--- --- ---

18 Engineering Special Allowance = 1615.40

Skilled 3730. + 1615. = 5345. 3630. + 1615. = 5245. 3330. + 1615. = 4945. --- --- ---

00 40 40 00 40 40 00 40 40

Semi-skilled3630.

00+

1615.40

=5245.

403530.

00+

1615.40

=5145.

403230.

00+

1615.40

=4845.

40--- --- ---

Un-skilled3530.

00+

1615.40

=5145.

403430.

00+

1615.40

=5045.

403130.

00+

1615.40

=4745.

40--- --- ---

19

Exercise Books


Skilled3080.

00+

1615.40

=4695.

402880.

00+

1615.40

=4495.

402680.

00+

1615.40

=4295.

40--- --- ---

Semi-skilled2980.

00+

1615.40

=4595.

402780.

00+

1615.40

=4395.

402580.

00+

1615.40

=4195.

40--- --- ---

Un-skilled2880.

00+

1615.40

=4495.

402680.

00+

1615.40

=4295.

402480.

00+

1615.40

=4095.

40--- --- ---

20

Factories under Fy. Act (Residuary)


Skilled5500.

00+

845.25

=6345.

255200.

00+

845.25

=6045.

254900.

00+

845.25

=5745.

25--- --- ---

Semi-skilled5000.

00+

845.25

=5845.

254700.

00+

845.25

=5545.

254400.

00+

845.25

=5245.

25--- --- ---

Un-skilled4500.

00+

845.25

=5345.

254200.

00+

845.25

=5045.

253900.

00+

845.25

=4745.

25--- --- ---

21

Film Production Studio


Skilled5700.

00+

966.00

=6666.

005500.

00+

966.00

=6466.

00--- --- ---

Semi-skilled A

5200.00

+966.0

0=

6166.00

5000.00

+966.0

0=

5966.00

--- --- ---

Un-skilled4700.

00+

966.00

=5666.

004500.

00+

966.00

=5466.

00--- --- ---

22 Forest and Forestry


Skilled 6000.00

+ 500.50

= 6500.50

5500.00

+ 500.50

= 6000.50

--- --- ---

Semi-skilled5600.

00+

500.50

=6100.

505100.

00+

500.50

=5600.

50--- --- ---

Un-skilled5200.

00+

500.50

=5700.

504700.

00+

500.50

=5200.

50--- --- ---

23

Fountain Pen


Skilled5300.

00+

1282.25

=6582.

255100.

00+

1282.25

=6382.

25--- --- ---

Semi-skilled5050.

00+

1282.25

=6332.

254850.

00+

1282.25

=6132.

25--- --- ---

Un-skilled4800.

00+

1282.25

=6082.

254600.

00+

1282.25

=5882.

25--- --- ---

24

Glass Bulb Special Allowance = 1615.40

Skilled3700.

00+

1615.40

=5315.

403550.

00+

1615.40

=5165.

402950.

00+

1615.40

=4565.

40--- --- ---

Semi-skilled3600.

00+

1615.40

=5215.

403550.

00+

1615.40

=5165.

402900.

00+

1615.40

=4515.

40--- --- ---

Un-skilled3550.

00+

1615.40

=5165.

403450.

00+

1615.40

=5065.

402850.

00+

1615.40

=4465.

40--- --- ---

25

Glass Industry


Skilled3580.

00+

1615.40

=5195.

403380.

00+

1615.40

=4995.

403180.

00+

1615.40

=4795.

40--- --- ---

Semi-skilled3480.

00+

1615.40

=5095.

403280.

00+

1615.40

=4895.

403080.

00+

1615.40

=4695.

40--- --- ---

Un-skilled3380.

00+

1615.40

=4995.

403180.

00+

1615.40

=4795.

402980.

00+

1615.40

=4595.

40--- --- ---

26

Hair Cutting Saloon


Skilled3630.

00+

1615.40

=5245.

403330.

00+

1615.40

=4945.

403130.

00+

1615.40

=4745.

40--- --- ---

Semi-skilled3530.

00+

1615.40

=5145.

403230.

00+

1615.40

=4845.

403030.

00+

1615.40

=4645.

40--- --- ---

Un-skilled3430.

00+

1615.40

=5045.

403130.

00+

1615.40

=4745.

402930.

00+

1615.40

=4545.

40--- --- ---

27

Handloom Special Allowance = 769.25

Skilled4000.

00+

769.25

=4769.

254500.

00+

769.25

=5269.

255000.

00+

769.25

=5769.

25--- --- ---

Semi-skilled3500.

00+

769.25

=4269.

254000.

00+

769.25

=4769.

254500.

00+

769.25

=5269.

25--- --- ---

Un-skilled3000.

00+

769.25

=3769.

253500.

00+

769.25

=4269.

254000.

00+

769.25

=4769.

25--- --- ---

28

Hospital Special Allowance = 1615.40

Skilled3460.

00+

1615.40

=5075.

403360.

00+

1615.40

=4975.

403260.

00+

1615.40

=4875.

40--- --- ---

Semi-skilled3360.

00+

1615.40

=4975.

403260.

00+

1615.40

=4875.

403160.

00+

1615.40

=4775.

40--- --- ---

Un-skilled3260.

00+

1615.40

=4875.

403160.

00+

1615.40

=4775.

403060.

00+

1615.40

=4675.

40--- --- ---

29

Hotel & Restaurants


Skilled3200.

00+

1615.40

=4815.

402950.

00+

1615.40

=4565.

402800.

00+

1615.40

=4415.

40--- --- ---

Semi-skilled3100.

00+

1615.40

=4715.

402900.

00+

1615.40

=4515.

402750.

00+

1615.40

=4365.

40--- --- ---

Un-skilled3050.

00+

1615.40

=4665.

402850.

00+

1615.40

=4465.

402700.

00+

1615.40

=4315.

40--- --- ---

30

Ice & Cold Drinks


Skilled3030.

00+

1615.40

=4645.

402930.

00+

1615.40

=4545.

402830.

00+

1615.40

=4445.

40--- --- ---

Semi-skilled2930.

00+

1615.40

=4545.

402830.

00+

1615.40

=4445.

402730.

00+

1615.40

=4345.

40--- --- ---

Un-skilled2830.

00+

1615.40

=4445.

402730.

00+

1615.40

=4345.

402630.

00+

1615.40

=4245.

40--- --- ---

31 Laundry Special Allowance = 1615.40

Skilled3930.

00+

1615.40

=5545.

403530.

00+

1615.40

=5145.

403230.

00+

1615.40

=4845.

40--- --- ---


+ 1615.40

= 5445.40

3430.00

+ 1615.40

= 5045.40

3130.00

+ 1615.40

= 4745.40

--- --- ---

Un-skilled3730.

00+

1615.40

=5345.

403330.

00+

1615.40

=4945.

403030.

00+

1615.40

=4645.

40--- --- ---

32

Liquor Industries


Skilled4110.

00+

1615.40

=5725.

403810.

00+

1615.40

=5425.

403510.

00+

1615.40

=5125.

40--- --- ---

Semi-skilled4010.

00+

1615.40

=5625.

403710.

00+

1615.40

=5325.

403410.

00+

1615.40

=5025.

40--- --- ---

Un-skilled3910.

00+

1615.40

=5525.

403610.

00+

1615.40

=5225.

403310.

00+

1615.40

=4925.

40--- --- ---

33

Oil Mill Special Allowance = 1239

Skilled5300.

00+

1239.00

=6539.

005000.

00+

1239.00

=6239.

00--- --- ---

Semi-skilled4800.

00+

1239.00

=6039.

004500.

00+

1239.00

=5739.

00--- --- ---

Un-skilled4300.

00+

1239.00

=5539.

004000.

00+

1239.00

=5239.

00--- --- ---

34

Optical Frames


Skilled3210.

00+

869.40

=4079.

403110.

00+

869.40

=3979.

403010.

00+

869.40

=3879.

40--- --- ---

Semi-skilled3110.

00+

869.40

=3979.

403010.

00+

869.40

=3879.

402910.

00+

869.40

=3779.

40--- --- ---

Un-skilled3010.

00+

869.40

=3879.

402910.

00+

869.40

=3779.

402810.

00+

869.40

=3679.

40--- --- ---

35

Paints and Varnishes


Skilled3940.

00+

1615.40

=5555.

403740.

00+

1615.40

=5355.

403540.

00+

1615.40

=5155.

40--- --- ---

Semi-skilled3840.

00+

1615.40

=5455.

403640.

00+

1615.40

=5255.

403440.

00+

1615.40

=5055.

40--- --- ---

Un-skilled3740.

00+

1615.40

=5355.

403540.

00+

1615.40

=5155.

403340.

00+

1615.40

=4955.

40--- --- ---

36 Paper & Paper Board


Skilled6100.

00+

523.25

=6623.

255900.

00+

523.25

=6423.

255700.

00+

523.25

=6223.

25--- --- ---

Semi-skilled5600.

00+

523.25

=6123.

255400.

00+

523.25

=5923.

255200.

00+

523.25

=5723.

25--- --- ---

Un-skilled5100.

00+

523.25

=5623.

254900.

00+

523.25

=5423.

254700.

00+

523.25

=5223.

25--- --- ---

37

Plastic Special Allowance = 845.25

Skilled5300.

00+

845.25

=6145.

255150.

00+

845.25

=5995.

255000.

00+

845.25

=5845.

25--- --- ---

Semi-skilled4800.

00+

845.25

=5645.

254650.

00+

845.25

=5495.

254500.

00+

845.25

=5345.

25--- --- ---

Un-skilled4300.

00+

845.25

=5145.

254150.

00+

845.25

=4995.

254000.

00+

845.25

=4845.

25--- --- ---

38

Poha/ Kurmura


Skilled4400.

00+

1239.00

=5639.

004200.

00+

1239.00

=5439.

00--- --- ---

Semi-skilled4250.

00+

1239.00

=5489.

004050.

00+

1239.00

=5289.

00--- --- ---

Un-skilled3800.

00+

1239.00

=5039.

003600.

00+

1239.00

=4839.

00--- --- ---

39 (a) Powerlooms

Special Allowance = 4569 (Employees who are paid Rs.184/- above basic wages)

Skilled A300.0

0+

4569.00

=4869.

00250.0

0+

4569.00

=4819.

00200.0

0+

4569.00

=4769.

00--- --- ---

Skilled B270.0

0+

4569.00

=4839.

00220.0

0+

4569.00

=4789.

00170.0

0+

4569.00

=4739.

00--- --- ---

Semi-skilled240.0

0+

4569.00

=4809.

00190.0

0+

4569.00

=4759.

00140.0

0+

4569.00

=4709.

00--- --- ---

Un-skilled230.0

0+

4569.00

=4799.

00180.0

0+

4569.00

=4749.

00130.0

0+

4569.00

=4699.

00--- --- ---

Manager350.0

0+

4569.00

=4919.

00300.0

0+

4569.00

=4869.

00250.0

0+

4569.00

=4819.

00--- --- ---

Accountant 300.00

+ 4569.00

= 4869.00

250.00

+ 4569.00

= 4819.00

200.00

+ 4569.00

= 4769.00

--- --- ---

Clerk250.0

0+

4569.00

=4819.

00200.0

0+

4569.00

=4769.

00150.0

0+

4569.00

=4719.

00--- --- ---

(b) Powerlooms

Special Allowance = 3198.30 (Employees who are paid less than Rs.184/- as basic wages)

Skilled A300.0

0+

3198.30

=3498.

30250.0

0+

3198.30

=3448.

30200.0

0+

3198.30

=3398.

30--- --- ---

Skilled B270.0

0+

3198.30

=3468.

30220.0

0+

3198.30

=3418.

30170.0

0+

3198.30

=3368.

30--- --- ---

Semi-skilled240.0

0+

3198.30

=3438.

30190.0

0+

3198.30

=3388.

30140.0

0+

3198.30

=3338.

30--- --- ---

Un-skilled230.0

0+

3198.30

=3428.

30180.0

0+

3198.30

=3378.

30130.0

0+

3198.30

=3328.

30--- --- ---

Manager350.0

0+

3198.30

=3548.

30300.0

0+

3198.30

=3498.

30250.0

0+

3198.30

=3448.

30--- --- ---

Accountant300.0

0+

3198.30

=3498.

30250.0

0+

3198.30

=3448.

30200.0

0+

3198.30

=3398.

30--- --- ---

Clerk250.0

0+

3198.30

=3448.

30200.0

0+

3198.30

=3398.

30150.0

0+

3198.30

=3348.

30--- --- ---

40

Potteries Special Allowance = 796.40

Skilled3900.

00+

796.40

=4696.

403750.

00+

796.40

=4546.

403600.

00+

796.40

=4396.

40--- --- ---

Semi-skilled3700.

00+

796.40

=4496.

403550.

00+

796.40

=4346.

403400.

00+

796.40

=4196.

40--- --- ---

Un-skilled3500.

00+

796.40

=4296.

403350.

00+

796.40

=4146.

403200.

00+

796.40

=3996.

40--- --- ---

41

Premises wherein Buffaloes or Cows are kept


Skilled3900.

00+

1733.60

=5633.

603550.

00+

1733.60

=5283.

603200.

00+

1733.60

=4933.

60--- --- ---

Semi-skilled3600.

00+

1733.60

=5333.

603275.

00+

1733.60

=5008.

602950.

00+

1733.60

=4683.

60--- --- ---

Un-skilled3300.

00+

1733.60

=5033.

603000.

00+

1733.60

=4733.

602700.

00+

1733.60

=4433.

60--- --- ---

42

Printing Press


Skilled4600.

00+

1615.40

=6215.

404300.

00+

1615.40

=5915.

403700.

00+

1615.40

=5315.

40--- --- ---

Semi-skilled4500.

00+

1615.40

=6115.

404200.

00+

1615.40

=5815.

403600.

00+

1615.40

=5215.

40--- --- ---

Un-skilled4400.

00+

1615.40

=6015.

404100.

00+

1615.40

=5715.

403500.

00+

1615.40

=5115.

40--- --- ---

43

Public Motor Transport


Skilled -A5700.

00+

1239.00

=6939.

005500.

00+

1239.00

=6739.

00--- --- ---

Skilled - B5500.

00+

1239.00

=6739.

005300.

00+

1239.00

=6539.

00--- --- ---

Skilled - C5300.

00+

1239.00

=6539.

005100.

00+

1239.00

=6339.

00--- --- ---

Semi-skilled4600.

00+

1239.00

=5839.

004400.

00+

1239.00

=5639.

00--- --- ---

Un-skilled4200.

00+

1239.00

=5439.

004000.

00+

1239.00

=5239.

00--- --- ---

44

Readymade Garments


Skilled4160.

00+

1615.40

=5775.

404060.

00+

1615.40

=5675.

403760.

00+

1615.40

=5375.

40--- --- ---

Semi-skilled4060.

00+

1615.40

=5675.

403960.

00+

1615.40

=5575.

403660.

00+

1615.40

=5275.

40--- --- ---

Un-skilled3960.

00+

1615.40

=5575.

403860.

00+

1615.40

=5475.

403560.

00+

1615.40

=5175.

40--- --- ---

45 Rice, Flour or Dal Mill


Skilled4600.

00+

1239.00

=5839.

004400.

00+

1239.00

=5355.

50


+ 1239.00

= 5339.00

3900.00

+ 1239.00

= 4855.50

Un-skilled3800.

00+

1239.00

=5039.

003600.

00+

1239.00

=4555.

50

46

Rubber Balloon


Skilled4300.

00+

1239.00

=5539.

004200.

00+

1239.00

=5439.

004100.

00+

1239.00

=5339.

00--- --- ---

Semi-skilled4100.

00+

1239.00

=5339.

003900.

00+

1239.00

=5139.

003800.

00+

1239.00

=5039.

00--- --- ---

Un-skilled3800.

00+

1239.00

=5039.

003700.

00+

1239.00

=4939.

003600.

00+

1239.00

=4839.

00--- --- ---

47

Rubber Industry


Skilled3500.

00+

1173.00

=4673.

003400.

00+

1173.00

=4573.

003300.

00+

1173.00

=4473.

00--- --- ---

Semi-skilled3350.

00+

1173.00

=4523.

003250.

00+

1173.00

=4423.

003150.

00+

1173.00

=4323.

00--- --- ---

Un-skilled3200.

00+

1173.00

=4373.

003100.

00+

1173.00

=4273.

003000.

00+

1173.00

=4173.

00--- --- ---

48

Saw Mills Special Allowance = 845.25

Skilled5400.

00+

845.25

=6245.

255200.

00+

845.25

=6045.

255000.

00+

845.25

=5845.

25--- --- ---

Semi-skilled4900.

00+

845.25

=5745.

254700.

00+

845.25

=5545.

254500.

00+

845.25

=5345.

25--- --- ---

Un-skilled4400.

00+

845.25

=5245.

254200.

00+

845.25

=5045.

254000.

00+

845.25

=4845.

25--- --- ---

49

Seepz Special Allowance = 1532.50

Skilled5500.

00+

1532.50

=7032.

50--- --- ---

---

--- ------

--- --- --- --- --- ---

Semi-skilled5000.

00+

1532.50

=6532.

50--- --- ---

---

--- ------

--- --- --- --- --- ---

Un-skilled4500.

00+

1532.50

=6032.

50--- --- ---

---

--- ------

--- --- --- --- --- ---

50 Shops & Commercial Establishme


nts

Skilled5800.

00+

491.40

=6291.

405500.

00+

491.40

=5991.

405200.

00+

491.40

=5691.

40--- --- ---

Semi-skilled5400.

00+

491.40

=5891.

405100.

00+

491.40

=5591.

404800.

00+

491.40

=5291.

40--- --- ---

Un-skilled5000.

00+

491.40

=5491.

404700.

00+

491.40

=5191.

404400.

00+

491.40

=4891.

40--- --- ---

51

Soaps & Cosmetics


Skilled3740.

00+

1615.40

=5355.

403540.

00+

1615.40

=5155.

403340.

00+

1615.40

=4955.

40--- --- ---

Semi-skilled3640.

00+

1615.40

=5255.

403440.

00+

1615.40

=5055.

403240.

00+

1615.40

=4855.

40--- --- ---

Un-skilled3540.

00+

1615.40

=5155.

403340.

00+

1615.40

=4955.

403140.

00+

1615.40

=4755.

40--- --- ---

52

Silver Industry


Skilled5500.

00+

885.50

=6385.

505200.

00+

885.50

=6085.

50--- --- ---

Semi-skilled5000.

00+

885.50

=5885.

504800.

00+

885.50

=5685.

50--- --- ---

Un-skilled4500.

00+

885.50

=5385.

504300.

00+

885.50

=5185.

50--- --- ---

53

Steel Furnitures


Skilled3840.

00+

1615.40

=5455.

403640.

00+

1615.40

=5255.

403440.

00+

1615.40

=5055.

40--- --- ---

Semi-skilled3740.

00+

1615.40

=5355.

403540.

00+

1615.40

=5155.

403340.

00+

1615.40

=4955.

40--- --- ---

Un-skilled3640.

00+

1615.40

=5255.

403440.

00+

1615.40

=5055.

403240.

00+

1615.40

=4855.

40--- --- ---

54 Stone Breaking


Skilled 4750.00

+ 1170.75

= 5920.75

4550.00

+ 1170.75

= 5720.75

--- --- ---

Semi-skilled4250.

00+

1170.75

=5420.

754050.

00+

1170.75

=5220.

75--- --- ---

Un-skilled3950.

00+

1170.75

=5120.

753750.

00+

1170.75

=4920.

75--- --- ---

55

Sweeper & Scavengers


Full time4600.

00+

950.25

=5550.

254450.

00+

950.25

=5400.

254300.

00+

950.25

=5250.

25--- --- ---

56

Tanneries & Leather


Skilled3400.

00+

1615.40

=5015.

403200.

00+

1615.40

=4815.

403000.

00+

1615.40

=4615.

40--- --- ---

Semi-skilled3300.

00+

1615.40

=4915.

403100.

00+

1615.40

=4715.

402900.

00+

1615.40

=4515.

40--- --- ---

Un-skilled3200.

00+

1615.40

=4815.

403000.

00+

1615.40

=4615.

402800.

00+

1615.40

=4415.

40--- --- ---

57

Utensils Special Allowance = 1615.40

Skilled4500.

00+

1615.40

=6115.

404400.

00+

1615.40

=6015.

404100.

00+

1615.40

=5715.

40--- --- ---

Semi-skilled4400.

00+

1615.40

=6015.

404300.

00+

1615.40

=5915.

404000.

00+

1615.40

=5615.

40--- --- ---

Un-skilled4300.

00+

1615.40

=5915.

404200.

00+

1615.40

=5815.

403900.

00+

1615.40

=5515.

40--- --- ---

58

Village Panchayat


Clerical Staff2270.

00+

1182.00

=3452.

002070.

00+

1182.00

=3252.

001870.

00+

1182.00

=3052.

00

Skilled2270.

00+

1182.00

=3452.

002070.

00+

1182.00

=3252.

001870.

00+

1182.00

=3052.

00

Semi-skilled2170.

00+

1182.00

=3352.

001970.

00+

1182.00

=3152.

001770.

00+

1182.00

=2952.

00

Un-skilled2070.

00+

1182.00

=3252.

001870.

00+

1182.00

=3052.

001670.

00+

1182.00

=2852.

00

59 Watch Straps


Skilled5500.

00+

1239.00

=6739.

005200.

00+

1239.00

=6439.

004900.

00+

1239.00

=6139.

00--- --- ---

Semi-skilled5100.

00+

1239.00

=6339.

004800.

00+

1239.00

=6039.

004500.

00+

1239.00

=5739.

00--- --- ---

Un-skilled4800.

00+

1239.00

=6039.

004500.

00+

1239.00

=5739.

004200.

00+

1239.00

=5439.

00--- --- ---

60

Wooden Furniture


Skilled3610.

00+

1615.40

=5225.

403510.

00+

1615.40

=5125.

403410.

00+

1615.40

=5025.

40--- --- ---

Semi-skilled3510.

00+

1615.40

=5125.

403410.

00+

1615.40

=5025.

403310.

00+

1615.40

=4925.

40--- --- ---

Un-skilled3410.

00+

1615.40

=5025.

403310.

00+

1615.40

=4925.

403210.

00+

1615.40

=4825.

40--- --- ---

61

Wooden Photo Frames


Skilled3140.

00+

1615.40

=4755.

402940.

00+

1615.40

=4555.

402740.

00+

1615.40

=4355.

40--- --- ---

Semi-skilled3040.

00+

1615.40

=4655.

402840.

00+

1615.40

=4455.

402640.

00+

1615.40

=4255.

40--- --- ---

Un-skilled2940.

00+

1615.40

=4555.

402740.

00+

1615.40

=4355.

402540.

00+

1615.40

=4155.

40--- --- ---

62Tobbaco (Bidi)


63

Vita & Kaule Industry (Brick & Roof Tiles Manufacturing)


Sr. No

.

Name of the Scheduled

Employment

Total Minimum Wages Per Month (in Rs)

Multiplex Zone I Zone II Touring Talkies

Basic Pay + Special Allowance=Total




64 Cinema Special Allowance = 1272.36

Exhibition

Skilled5500.00

+1272.36

=6772.

365000.00

+1272.36

=6272.

364500.00

+1272.36

=5772.

364000.00

+1272.36

=5272.

36

Semi-skilled5000.00

+1272.36

=6272.

364500.00

+1272.36

=5772.

364000.00

+1272.36

=5272.

363500.00

+1272.36

=4772.

36

Un-skilled4500.00

+1272.36

=5772.

364000.00

+1272.36

=5272.

363500.00

+1272.36

=4772.

363000.00

+1272.36

=4272.

36

Date post:	28-Nov-2014
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