Occupational Diseases (Part 4) - Sickness Absenteeism

Contains info on the sickness absenteesim on working employees and also inculded info on The Factories Act 1948

1. Sickness absenteeism Group B Occupational Diseases IV

2. Contents Sickness absenteeism Causes Control measures Factories Act 1948

3. Sickness absenteeism Absenteeism refers to worker's absence from his regular work when he is normally scheduled to work. Sickness absence is an important health problem in industry. It may seriously impede production with serious cost repercussions, both direct as well as indirect. As the production techniques become more sophisticated, absenteeism tends to increase the adverse repercussions. Absenteeism is a useful index in industry to assess the state of health of workers, and their physical, mental and social well-being.

4. Predisposing conditions Nature of work Poor working conditions Absence of regular leave arrangement Accidents Poor control Absence of transport facilities Lack of interest Misc

5. Causes of Sickness Absenteeism Medical causes : This is the main cause of sickness absenteeism. About 10 percent of the days lost were found to be due to the accidents in the industry. Economic causes : Since the worker is entitled to ‘Sickness benefit’ (Sick leave with pay), he/she tends to avail this benefit of cash (7/12 of daily wage) by declaring himself/ herself unfit for work, of course, it is being certified by the Insurance Medical Officer. Worker gets this benefit for 56 days in a year. Host factors : Age : Sickness absenteeism increases as the age advances . Sex : Women workers have frequent absences and men have longer absences. Since the majority of women workers are married and have children, it is undoubtedly due to their home responsibilities.

6. Marital status : Sickness absenteeism is more among married workers than among unmarried workers . Season : Sickness absenteeism is more in winter season than in other seasons because of frequent respiratory diseases. Social factors : Such as wedding ceremonies, festivals, construction work, agricultural work and such other occasions compel workers to seek leave on medical grounds. Other causes : Habits like alcoholism, drug-abuse, etc. predispose to sickness absenteeism. Malingering or escapism is another factor. Whenever the worker wants to escape from the stressful situation or whenever the relation with the co-workers or management is not good, applies leave.

7. Control measures The control measures/reduction of sickness absenteeism would result in better utilization of resources and maximizing the production. The method for reducing sickness absenteeism include : Preplacement examination of the workers for contraindications in order to fit the job to the worker (Ergonomics ). Elimination of stressful conditions. Proper supervision by the foreman. Provision of treatment facilities. Good factory management including recreational activities and incentives. Healthy relation between the management and the employees.

8. Preventive measures to reduce voluntary absenteeism Disciplinary approach: Oral warnings, written suspensions, dismissal etc. Positive reinforcement: allowances, recognition, time-off or other rewards for meeting attendance standards Combination approaches: ideally reward desired behaviours & punish undesired behaviours. This approach uses policies & discipline to punish offenders and develops various programmes & rewards for employees with outstanding attendance.

9. Paid time-off (PTO) programs: Vacation time, holidays, & sick leave for each employee are combined into PTO account. Employee use days from their accounts at their discretion for illness, personal time or vacation. If employees run out of days in their accounts then they are not paid to for any additional days missed .

10. Indian Factories Act 1948 The Original Act was passed on July 1, 1881. The IFA was revised and amended seven times, the latest being IFA 1987 . An Act to consolidate and amend the law regulating labour in factories. Whereas, it is expedient to consolidate and amend the law regulating labour in factories.

11. The Act has 9 chapters : Chapter I : Preliminary - Scope and definition. Section1 : Scope - The Act extends to whole of India, except Jammu and Kashmir. Section2 : Definitions. Child-an individual who has not completed 15 yrs Adolescent—an individual who has completed 15thyear but not 18th year. Young person—an individual who is either a child or an adolescent. Adult—an individual who has completed 18th year. Power—means an energy transmitted mechanically and is not generated by human agency. Factory—is an establishment employing10 or more workers where power is used and 20 or more persons where power is not used. Worker—means a person employed , whether for wages or not, in any manufacturing process.

12. Chapter II: The inspecting staff: Section8: Inspectors - The State Government may appoint Chief Inspectors and Additional Inspectors of factories. Every District Magistrate shall be an Inspector for his district. Section9: Powers - An Inspector can enter any factory, within his local limits and make an examination of premises, machineries or records which he may consider necessary. Section10: Certifying Surgeons - The state government may appoint qualified medical practitioners to be certifying surgeons.

13. Chapter III : Health - This chapter deals with the provision of sanitary environment for the protection and promotion of health of the workers. Section11 : Cleanliness Section12 : Disposal of refuse Section13:Ventilation and Temperature Section14 : Dust and fumes Section15 : Artificial humidification Section16 : Over-crowding Section17 : Lighting Section18 : Drinking water Section19 : Latrines and urinals *Section20: Spittoons.

14. Chapter IV: Safety – This chapter prescribes precautions to be taken for safety of the workers against accidents and injuries. These include casing (fencing) of the machinery, devices for cutting off the power, hoists and lifts, cranes and other lifting devices, protection of the eyes and precautions against dangerous fumes, explosive and inflammable material. The Act says non-employment of persons on dangerous machines and no worker shall be required to lift or carry loads, which are likely to cause injury. The Act also advices appointment of one ‘Safety officer’ for a factory involving 1000 or more workers.

15. Chapter V : Welfare measures - Facilities for washing , drying and storing the clothes. Facilities for rest and recreation. Canteen if there are more than 250 workers. Crèches, for the children of women workers , if there are more women workers. First aid appliances, at the rate of 1 box for every 150 workers. •A Welfare Officer , if there are more than500 workers. Chapter VI: Working hours Weekly hours : Not more than 48 hours in a week. Not more than 60 hours including over-time. Weekly holiday : One day in a week, preferably on Sunday. Daily hours : Not more than 9 hours, with half an hour rest, after five hours of continuous work. Women : No women shall be allowed to work between 7 pm and 6 am.

16. Chapter VII : Employment of young persons No child , who has not completed his 14th year,shall be allowed to work in any factory. Adolescents(between15and18years)should be duly certified by the ‘Certifying Surgeons’ regarding their physical fitness for work. Certificate is valid only for 12 months , after which it is to be renewed. Adolescent employee should work only between 6am to7 pm. Chapter VIII : Annual leave with wages – Act lays down that besides weekly holidays and general holidays, every worker is entitled to leave with wages, after 12 months of continuous service at the rate of 1 day for every 20 days of work and the leave can be accumulated up to 30 days.

17. Chapter IX : Special provisions – Section88 : Certain accidents, including death or serious injuries, should be notified by the manager to District Magistrate and Police. Enquiry is done in every fatal accident. Section89 : Act gives a schedule of notifiable diseases and occurrence of such a disease, to be notified to Chief Factory Inspector and Certifying Surgeon by the manager. IFA 1976 amendment includes byssinosis, asbestosis, occupational dermatitis and noise induced hearing loss, to the list of other notifiable diseases.

18. References K Park’s Preventive and social medicine A H Suryakantha’s PSM labour.gov.in – The Factories Act 1948 www.bing.com/images