Reference no: EM132822163

JSW Steel Limited (JSW) has a strong focus on the wellbeing of its employees, and has always viewed its workforce as its most valuable asset. Employees are encouraged to participate in healthcare programmes for self and dependents. One approach adopted by JSW to ensure that its employees remain fit, agile and alert at all times, is to make it mandatory for them to take up a KRA on self-health development and maintenance, as a part of its annual performance appraisal process.

It is compulsory for all JSW employees above 40 years of age to go through comprehensive company-sponsored annual health check-ups in premier hospitals. To encourage employees in this regard, all plants and most office locations of JSW promote gymnasiums and sports facilities, encouraging employees and their families to participate in various recreational activities. For women employees specifically, maternity leave is granted to take care of themselves during both pre- and post-natal periods. Also, for the benefit of employees' children, school facility is provided in all major plant locations.

JSW firmly believes in investing for the well-being of its employees through various schemes. It provides complimentary benefits such as marriage gifts, presented to an employee at the time of his/her marriage and annually issues three sets of uniforms free of cost, to employees at plant locations. JSW also extends insurance benefits to all employees. Its group personal accident policy assists dependent family members of an employee in case of unfortunate death due to accident. The employee benevolence scheme takes care of the financial needs of a deceased employee's family, in case of death due to sudden/prolonged illness such as heart attack or internal organ failures, or permanent total disability.

JSW provides timely financial assistance through salary advances to employees for special personal and family needs such as marriage, medical/prolonged illnesses, death in the family, natural calamities, educational assistance for professional courses, etc. It also provides unscheduled long-term sabbatical leave as an opportunity to employees to pursue professional/technical studies or to serve any approved NGO or the social sector.

i. What is labor welfare? What are the categories of welfare? Give an example of each.

ii. Which of the schemes mentioned in the case can be categorized as welfare measures? Which are schemes of social security among these?

iii. Can the facility of creche be extended to any plant of JSW? Specify the relevant provisions for creche in the applicable legislation(s) to defend your argument.