Unit:1

CONCEPT OF INDUSTRIAL RELATIONS:

Industrial relations deals with the relationship that exists between the employees of an
organization and the management. The workers, the trade union, and the management
are the basic parties to it and then it finds its most important application in case of
industrial disputes.

NATURE:
1. Nature of IR arise out of employer employee relations.
2. IR is a web of rules: formed by the interaction of Govt, industry & labor.
3. IR is multi-dimensional: influenced by complex set of institutional. economic &
technological factors.

4. IR is dynamic and changing: keep pace with employee expectations, trade unions,
employer associations and other economic and social institutions of society.

5. IR is characterized by forces of conflict and compromise. Individual differences and

disagreements resolved through constructive means.

6. Govt influences and shapes IR: with its laws, rules, agreements through executive and
judicial machinery.

7. Scope of IR is very wide as it covers grievances, disciplinary measures ethics, standing

orders, collective bargaining, participatory schemes and dispute settlement mechanism
etc.

8. Interactive and consultative in nature: in resolving conflict, controversies and disputes

between labor and management.
 EVOLUTION OF INDUSTRIAL RELATION
Evolution of IR Industrial relations has its roots in the industrial revolution which
created the modern employment relationship by spawning free labor markets and large-
scale industrial organizations with thousands of wage workers. As society wrestled with
these massive economic and social changes, labor problems arose. Low wages, long
working hours, monotonous and dangerous work, and abusive supervisory practices led
to high employee turnover, violent strikes and the threat of social instability.
Intellectually, industrial relations were formed at the end of the 19th century. Industrial
relations were formed with a strong problem-solving orientation that rejected both the
classical economists’ laissez faire solutions to labor problems and the Marxist solution of
class revolution and concentrated on legislations like National Labor Relations Act and
the Fair Labor Standards Act. In the late 19th century, the industrial relations system
started shaping up, due to new managerial techniques, work complications etc. due to
industrialization. The popularity of the laissez-faire doctrine waned when it proved
inadequate to deal with the social and economic problems caused by industrialization.
EVOLUTION OF INDUSTRIAL RELATIONS IN INDIA: In ancient India, agriculture was
the prime occupation followed by trading and then manual services. Some of the
cottage industry sector (comprising of weaving of woolen clothes, dyeing of leather,
etc.) was greatly advanced. The caste system in India was based on transfer of skills and
specialization to the descendants. British invasion over 700 years badly ruined the work
of art and craft. The work was revived under the Mughal rule and carried in big
apartments called Karkhanas. The workers were exploited under the Autocratic rule of
Mughals and paid wages as meager as Rs. 3/4 per month (comprising of 40 days).
INDUSTRIAL RELATIONS - Kautilya first emphasized that the minor faults of the
employees should be condoned and both the workers and the management should
never violate the terms of employment by engaging in some another work or by
employing some other worker, respectively. EARLY BRITISH RULE (19th CENTURY) - The
industry developed at a fast pace during this era. Following industries had established
their presence in India: Indigo Plantations - 1831/ Cotton Mills, Bombay – 1853/ Jute
Mills, Calcutta -1853 However, the agriculture sector of India was completely destroyed
by British by exploiting the workers and India was left as a Backward Agriculture
Economy. PRE-INDEPENDENCE PERIOD - During 1st and 2nd world war, profits went up
enormously. But these profits were not shared with the workers.
 DISPUTES OF INDUSTRIAL RELATIONS:
According to Sec. 2 of the Industrial Dispute Act, 1947, “Industrial dispute means any
dispute or difference between employers and employers or between employers and
workmen or between workmen and workmen, which is connected with the
employment or non-employment.
The forms of disputes are discussed as below:
1. Strike:
Non acceptance of employee’s demand leads them to stop the work and proceed on
strike. Strike is the last and important weapon with the employee which is used when all
hopes of fulfillment of their demand are shattered and there is no way left to them but
to resort to strike. Strike is initiated and supported by the employee union. It is stopping
of work by the employees or a group of employees undertaken to pressurize the
management to accept their demands. It can continue for any number of days. Strikes
can be of following types.
(a) Economic Strike:
Economic strike is one which is undertaken by the members of the trade union for
fulfillment of their economic demands such as rise in wages, bonus, and other facilities
such as health, education, food at concessional rates etc. and other conditions of work.
(b) General Strike:
General strike is one which is undertaken by all the employees belonging to all unions
and in regions in the entire industry. General strike is resorted to by the employees for
fulfillment of common demands. It can be an extension of sympathetic strike.
(c) Sympathetic Strike:
It is the strike undertaken by the members of one union to support the demands of
striking employees of the other union. This is undertaken to express sympathy with the
striking employees and their demands. If this sympathy strike is extended further it can
take the form of general strike. This is also known as token strike.
(d) Sit Down Strike:
It is the strike when employees stop working but do not leave the place of work. They sit
at the place of work. This form of strike is also known as pen down or tools down strike.
They do not interfere in the work but they themselves do not work at all.
(e) Go slow Strike:
The strike where employees do not stop work but do not work with enthusiasm. The
speed of their work is very slow which results in low output. They are doing this in an
organized way. This puts employers under pressure which is the object of strike.
2. Gherao:
Gherao means to surround. The members of the union surround the Chief executive and
do not allow him to leave the place where he is surrounded or gheraoed. Usually this
place is his office. They create a human chain around him restricting him to move.
Gheraos are very common means of protest. Any group can do this any time if they are
dissatisfied. It should take the violent turn.
3. Lock Out:
Lock out is resorted by the employers to put pressure on their employees. Lock out is
undertaken by the employers to force the employees to resume work on the terms and
conditions of employers. Lock out is an extreme step taken by the employers to curb the
militant activities of the unions.
4. Picketing:
Picketing is a method resorted by the employees to attract attention of common men to
the fact that there exists a dispute between the management and employees. Picketing
is dissuading the employees from reporting to work by some men at the gate of the
place of work. Picketing is legal activity to exhibit protest. It is not violent activity.
5. Boycott:
The workers may boycott use of company’s product. They may request the general
public also to do so. This adversely affects the sale of company’s product. To get rid of
the ill effects it may think of accepting the demands of the employees.

CAUSES OF INDUSTRIAL DISPUTES

1. Management attitude to labor
2. Inter/intra union rivalry
3. Chatter of demands
4. Work load
5. Wages and allowances
6. Patient and Retrenchment
7. Indiscipline and violence
8. Bonus
 SETTLEMENT OF DISPUTES
There are 3 methods for settlement of industrial disputes
1. CONCILIATION
2. ARBITRATION
3. ADJUDICATION

1. Conciliation:
In simple sense, conciliation means reconciliation of differences between persons.
Conciliation refers to the process by which representatives of workers and employers
are brought together before a third party with a view to persuading them to arrive at an
agreement by mutual discussion between them. The alternative name which is used for
conciliation is mediation. The third party may be one individual or a group of people.
2. Arbitration:
Arbitration is a process in which the conflicting parties agree to refer their dispute to a
neutral third party known as ‘Arbitrator’. Arbitration differs from conciliation in the
sense that in arbitration the arbitrator gives his judgment on a dispute while in
conciliation, the conciliator disputing parties to reach at a decision.
The arbitrator does not enjoy any judicial powers. The arbitrator listens to the view
points of the conflicting parties and then gives his decision which is binding on all the
parties. The judgment on the dispute is sent to the government. The government
publishes the judgment within 30 days of its submission and the same becomes
enforceable after 30 days of its publication. In India, there are two types of arbitration:
Voluntary and Compulsory.
(a) Voluntary Arbitration:
In voluntary arbitration both the conflicting parties appoint a neutral third party as
arbitrator. The arbitrator acts only when the dispute is referred to him/her. With a view
to promote voluntary arbitration, the Government of India has constituted a tripartite
National Arbitration Promotion Board in July 1987, consisting of representatives of
employees, employers and the Government.
(b) Compulsory Arbitration:
In compulsory arbitration, the government can force the disputing parties to go for
compulsory arbitration. In other form, both the disputing parties can request the
government to refer their dispute for arbitration. The judgment given by the arbitrator
is binding on the parties of dispute.
3. Adjudication:
The ultimate legal remedy for the settlement of an unresolved dispute is its reference to
adjudication by the government. The government can refer the dispute to adjudication
with or without the consent of the disputing parties. When the dispute is referred to
adjudication with the consent of the disputing parties, it is called ‘voluntary
adjudication.’ When the government herself refers the dispute to adjudication without
consulting the concerned parties, it is known as ‘compulsory adjudication.
 Unit:2
International labor organisation (ILO): - The International Labor
Organization (ILO) is the United Nations agency for the world of work. It
sets international labor standards, promotes rights at work and encourages decent
employment opportunities, the enhancement of social protection and the strengthening
of dialogue on work-related issues.

Scope
1. Full employment and raising standard of living.
2. Ensure employment in which workers get satisfied.
3. Facilities for training and transfer of labor migration for employment and
settlement.
4. Policies with wages hours and condition of work.
5. Protection of life and health of workers.
6. Provision for child welfare and maternity protection.
7. Provision for adequate nutrition and housing.
8. Assurance of equality of education.

Objectives
1. Provide social justice to workers
2. Avoid injustice, depravation and exploitation of labor.
3. Build up human working condition to the labor.

Membership
As per the amendments of Constitution in 1945, the membership rules of ILO are as
follows:
1. Any original member of UNO may become member of ILO by accepting its obligafi6ns
of its constitutions.
2. If a State is not the member of the UNO, the ILO confers on the ILC (Parliamentary
Wing of the ILO) the right to admit that state to membership which it had assumed de
facto during the period of ILO with League.
The membership of ILO has increased from 45 in 1919 to 151 in 2003.
 Trade Union
Labor unions or trade unions are organizations formed by workers from related fields
that work for the common interest of its members. They help workers in issues like
fairness of pay, good working environment, hours of work and benefits.

Principles of Trade Union

1. Unity: Unity is strength.
2. Equality: Workers must not be discriminated with respect to caste, creed, sex
etc. Each worker should get equal pay for equal work.
3. Security: Security of their employment and their families must be safeguarded.

Classification and Types of trade Union

Classification of trade unions is based upon ideology, trade and agreement.

Classification based on ideology

a. Revolutionary Unions: Believe in destruction of existing social/economic order and
creation of a new one.
b. Reformist or Welfare Unions: Work for changes and reforms within existing socio-
political framework of society.
c. Uplift Unions: Advocate extensive reforms well beyond the area of working condition
i.e., change in taxation system, elimination of poverty etc.

Classification based on trade (Types of trade union)

a. Craft/skill union: Many unions have memberships based on the trades they
represent. The most-narrow in membership is the craft/skill union, which represents
only members certified in a given craft or trade, such as pipe fitting, carpentry, and
clerical work. Although very common in the western world, craft unions are not
common in countries like India and Sri Lanka.
b. General union: At the other extreme in terms of the range of workers represented in
the general union, which has members drawn from all trades. Most unions in India and
Sri Lanka are in this category.
c. white/blue collars union: Another common union based on trades or crafts is that
between so called blue-collar workers and white-collar workers. Unions representing
workers employed on the production floor, or outdoor trades such as in construction
work, are called blue-collar unions. In contrast, those employees in shops and offices
and who are not in management grades and perform clerical and allied functions are
called white-collar workers.
d. Industrial union: In addition, trade unions may be categorized on the basis of the
industry in which they are employed. Examples of these are workers engaged in
agriculture of forestry.

Classification based on agreement

a. Closed Shop: Where management and union agree that the union would have sole
responsibility and authority for the recruitment of workers, it is called a Closed Shop
agreement. The worker joins the union to become an employee of the shop.
Sometimes, the closed shop is also called the ‘Hiring Hall.’
b. Union Shop: Where there is an agreement that all new recruits must join the union
within a fixed period after employment it is called a union shop.
c. Preferential Shop: When a Union member is given preference in filling a vacancy, such
an agreement is called Preferential Shop.
d. Maintenance Shop: In this type of arrangement no compulsory membership in the
union before or after recruitment exists. However, if the employee chooses to become a
member after recruitment, his membership remains compulsory right throughout his
tenure of employment with that particular employer. This is called a maintenance of
membership shop or maintenance shop.
e. Agency Shop: In terms of the agreement between management and the union a non-
union member has to pay the union a sum equivalent to a member’s subscription in
order to continue employment with the employer. This is called an agency shop.
f. Open Shop: Membership in a union is in no way compulsory or obligatory either
before or after recruitment. In such organisations, sometimes there is no union at all.
This is least desirable form for unions. This is referred to as an open shop.
 Problems of Trade Union
1. UNEVEN GROWTH: There is uneven growth in trade unionism. Trade union activities
are only concentrated in few states and bigger industrial centers only.

2. LIMITED MEMBERSHIP: Not all people join trade unions. Many trade unions exist in
different countries but there is declining membership per union. This because
individuals feel that the unions do not meet their member’s needs, hence results to
number of employees who are not member of any union

3. FINANCIAL PROBLEMS: Financial position of trade union is weak since the average
yearly income is low and inadequate. Things such as subscription rates are very low and
sometimes, they remain unpaid by their members. Funds of the union are inadequate
and they cannot take welfare programs for their members effectively.

4. MULTIPLICITY OF UNIONS: There is an existence of multiple trade unions in the same

field. There is no restriction on the numbers of unions to be registered in one
establishment. The law permits a small number of people to form trade unions.

5. INDIFFERENT ALTITUDE OF WORKERS: In many countries, large number of workers

have not joined trade unions and normally employers discourage trade unions. Also, not
all members on the union show interest in the affairs of the union. For example, some
people may have poor attendance of union’s general meetings, under such
circumstance trade unionism cannot be expected to make progress due to lack of unity.

6. POOR LEADERSHIP OF UNION LEADERS: Sometimes trade unions are led by people
who are not workers but outsiders. Outsiders may include politicians, intellectuals who
have no experience of work industry. Normally outsiders focus on their personal
interests rather union interests.

7. ILLETERACY OF SOME WORKERS: Some works fail to understand the impact of trade
unionism due to their lack of education

8. INTER UNION RIVALRY:

 Unit:3

Collective bargaining: The Collective Bargaining is the process wherein the unions
(representatives of employees or workers), and the employer (or their representative)
meet to discuss the issues related to wage, the number of working hours, work
environment and the other terms of the employment.

Nature
The essential characteristic of collective bargaining is that employees do not negotiate
individually and on their own behalf, but do so collectively through representatives. It
covers the entire range of organized relationship between union and management,
including negotiation, administration, interpretation, application and enforcement of
written agreements. It sets forth joint understandings as to policies and procedures
governing wages, rates of pay, hours of work and other conditions of employment. It is
recognized as the central institution or ‘heart’ of industrial relations in all democratic
nations.
Collective bargaining is essentially a multi-dimensional institution. It is also an important
means of extending industrial democracy to employees within the workplace. Several
conditions are necessary for its emergence and survival. These include freedom of
association for employees to organize into trade unions, which are independent both of
their employers and of the state, employer recognition, bargaining in good faith, and
mutual acceptance of the agreements entered into by employers and employees.

Scope
Collective bargaining broadly covers subjects and issues entering into the conditions
and terms of employment. It is also concerned with the development of procedures for
settlement of disputes arising between the workers and management.

Objectives
1. To foster and maintain cordial and harmonious relations between the
employer/management and the employees.
2. To protect the interests of both the employer and the employees.
3. To keep the outside, i.e., the government interventions at bay.
4. To promote industrial democracy.
 Types

1. Conjunctive or Distributive Bargaining: In this form of collective bargaining, both the

parties viz. The employee and the employer try to maximize their respective gains. It is
based on the principle, “my gain is your loss, and your gain is my loss” i.e. one-party
wins over the other.
The economic issues such as wages, bonus, other benefits are discussed, where the
employee wishes to have an increased wage or bonus for his work done, whereas the
employer wishes to increase the workload and reduce the wages.
2. Co-operative or Integrative Bargaining: Both the employee and the employer sit
together and try to resolve the problems of their common interest and reach to a
solution. For example, the workers may agree for the low wages or the management
may agree to adopt the modernized methods, so as to have an increased production.
3. Productivity Bargaining: This type of bargaining is done by the management, where
the workers are given the incentives or the bonus for the increased productivity. The
workers get encouraged and work very hard to reach beyond the standard level of
productivity to gain the additional benefits.
Through this form of collective bargaining, both the employer and the employee enjoy
the benefits in the form of increased production and the increased pay respectively.
4. Composite Bargaining: In this type of collective bargaining, along with the demand
for increased wages the workers also express their concern over the working conditions,
recruitment and training policies, environmental issues, mergers and amalgamations
with other firms, pricing policies, etc. with the intention to safeguard their interest and
protect the dilution of their powers.

Process
The collective bargaining process involves five core steps:
1. Preparation – Choosing a negotiation team and representatives of both the union
and employer. Both parties should be skilled in negotiation and labor laws, and
both examine available information to determine whether they have a strong
standing for negotiation.
2. Discussion – Both parties meet to set ground rules for the collective bargaining
negotiation process.
3. Proposal – Both representatives make opening statements, outlining options and
possible solutions to the issue at hand.
4. Bargaining – Following proposals, the parties discuss potential compromises,
bargaining to create an agreement that is acceptable to both parties. This becomes
a “draft” agreement, which is not legally binding, but a stepping stone to coming to
a final collective bargaining agreement.
5. Final Agreement – Once an agreement is made between the parties, it must be put
in writing, signed by the parties, and put into effect.

Strike and its types

(refer to unit 1)
 Unit:4
Welfare measures: Welfare is a term including various benefits and facilities
offered to employees by the employers. The welfare measures need not be monetary
but in any kind/forms. Welfare includes the activities that is done for the improvement
and comfort of employees and is provided over and more than the wages.

Statutory welfare measures: The statutory welfare measures are those

measures that are compulsory to provide by an organization as compliance to the laws
governing employee health and safety.
The statutory welfare schemes include the following provisions:

1. Drinking Water: At all the working places safe hygienic drinking water should be
provided.
2. Facilities for sitting: In every organization, especially factories, suitable seating
arrangements are to be provided.
3. First aid appliances: First aid appliances are to be provided and should be readily
assessable so that in case of any minor accident initial medication can be provided to the
needed employee.
4. Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in the
office and factory premises and are also to be maintained in a neat and clean condition.
5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to
provide hygienic and nutritious food to the employees.
6. Spittoons: In every work place, such as ware houses, store places, in the dock area and
office premises spittoons are to be provided in convenient places and same are to be
maintained in a hygienic condition.
7. Lighting:
Proper and sufficient lights are to be provided for employees so that they can work safely
during the night shifts.
8. Washing places: Adequate washing places such as bathrooms, wash basins with tap and
tap on the stand pipe are provided in the port area in the vicinity of the work places.
9. Changing rooms: Adequate changing rooms are to be provided for workers to change
their cloth in the factory area and office premises. Adequate lockers are also provided to
the workers to keep their clothes and belongings.
10. Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions
of water supply, wash basins, toilets, bathrooms, etc.
Voluntary welfare measures: It is a generous approach on the part of the
employer to provide various welfare facilities to the workers over and above the
statutory measures.
Voluntary Welfare Measures can be classified in two groups:
1. Welfare Measures provided by employers.
2. Welfare Measures provided by Workers Organisation.

Welfare Measures provided by Employers:

The employers especially in the organized sector of industry have provided various types
of facilities to the workers. Some of the important facilities provided by employers is as
follows:
1. Education: Education plays very important role in motivating the workers for
changes necessary for accelerated progress and for their mental and physical
development for the economic development and improvement in quality of
industrial work, education of workers, their families are very essential.
2. Medical facilities: Some of the employers in private sectors have been providing
medical facilities for their workers. In the case of Public Limited Companies, it has
been a matter of rule that the provision of adequate indoor and outdoor medical
facilities should form an integral part of the project plan itself.
3. Transport: Transport facilities is necessary to the workers residing at a long
distance. Such facilities also provide greater opportunity in reducing labor
absenteeism.
4. Recreation: Recreation facilities gives an opportunity to the worker to develop
his sense of physical and mental discipline. It creates healthy climate for
industrial peace and progress. Dance, Drama, Music, Games and Sports, Painting
are the different forms of recreation.
5. Housing: Housing facilities is one of the important factors of workers life. It has
been observed that the workers working in the various companies coming from
the different parts of nation. They are basically homeless. They live outside the
native place. The workers energy is lost during the travelling period, if such
distance is wide. In certain cases, a worker has to spent 2- 3 hours per day in
travelling. It affects the working efficiency of worker. In short, if employers
provide housing facilities to their employees, it helps to improve the efficiency of
the workers.
Welfare Measures provided by Workers Organisation:
Some of the important facilities provided by employers is as follows:
1. Textile Labor Association: The Textile Labor Association has stressed on the
Gandhiji concept of all-round development of the workers and their families. The
TLA established a number of social institutions like Girls hostel, Boy's hostel and
has also provided scholarships to the students whose parents are members of
TLA.
2. Mill Mazdoor Union: This union has established welfare centers to provide
cultural, recreational and other facilities to its members. It has provided training
to women employees, educational classes, a library, a reading room and facilities
for indoor and outdoor games are also provided for the benefits of workers.
3. Mill Mazdoor Sabha: This union is affiliated to Hind Mazdoor Sabha. It grants
scholarships to the children of its member. It has holiday home at Khandala for its
members. It also conducts workers education programmes for its members in
collaboration with the Central Board for Workers Education.
4. Rastriya Mill Mazdoor Sangh: Rastriya Mill Mazdoor Sangh has established
education Centre at Khandala with an investment of Rs. 5 lakhs. It has also
provided need-based scholarships and textbook for needy students. It has
established training centers for the families of worker. This training includes,
tailoring and craft classes to the family members of the workers. The Rastriya Mill
Mazdoor Sangh has also provided for housing facilities to its members.

Industrial Accidents:
Industrial accidents are severe mishaps that result in injuries to people and damage to
property or the environment. For example, an explosion or fire at manufacturing unit is
an industrial accident.

Causes and Prevention

1. Lifting: Many employees are prone to strain or tear a muscle by virtue of lifting
an object that is too heavy for them to lift on their own.
2. Fatigue: Failing to take a break is another common cause of accidents. In order to
recover from grueling manual labor, it is essential that employees take adequate
breaks.
3. Dehydration: Not staying hydrated can also bring about disastrous
consequences. On exceptionally hot summer days, failing to drink adequate
amounts of water can cause heat stroke or cardiac conditions.
4. Poor Lighting: Inadequate lighting is responsible for a number of accidents each
year
 5. Hazardous Materials: Improper handling of hazardous materials or not wearing
personal protective equipment is another common cause of accidents in the
workplace
6. Acts of Workplace Violence: Sadly, violence among co-workers has become all
too common.
7. Stress: Stress is one of the leading causes of death. It affects the human body in
every facet imaginable. Stress can foster negative effects physiologically,
emotionally and mentally.

Safety provision
1. Fencing of machinery:
2. Proper selection:
Any wrong selection of workers will create problems later on. Sometime employees are
accident prone; they may not be properly suitable for the particular jobs. So the
selection of employees should be on the basis of properly devised tests so that their
suitability for jobs is determined.
3. Safety conscious:
The employees should be made conscious of various safety measures to be followed.
There should be proper working slogans and advises to the worker for making them
conscious.
4. Enforcement of discipline:
Disciplinary action should be taken against those who flout safety measures. There may
be negative punishments like warnings, lay off, terminations of workers.
5. Incentives:
Workers should be given various incentives for maintaining safety. There may also be
safety contrasts among workers. Those who follow safety instructions properly should
be given monetary and nonmonetary incentives.
6. Proper maintenance of machines, equipment and infrastructural facilities:
Accidents may occur on account of the fault in machines or equipment. There should be
proper maintenance of machines. These should be regularly checked and frequently
inspected by engineering
7. Safety training:
The workers should be given training regarding safety measures. They should know the
hazards of the machines, the areas of accident proneness and the good working possible
precautions in case of some accident.

Occupational Hazards
An occupational hazard is a hazard experienced in the workplace. Occupational hazards
can encompass many types of hazards, including chemical hazards, biological hazards,
psychosocial hazards and physical hazards.
Chemical hazards: - Chemical hazards are a subtype of occupational hazards that involve
dangerous chemicals. Exposure to chemicals in the workplace can cause acute or long-
term detrimental health effects. There are many classifications of hazardous chemicals,
including neuro toxins, immune agents, reproductive toxins and systemic toxins.
Biological hazards: - Biological agents, including microorganisms and toxins produced by
living organisms, can cause health problems in workers. Influenza is an example of a
biohazard which affects a broad population of workers.
Psychosocial hazards: - Psychosocial hazards are occupational hazards that affect
someone's social life or psychological health.
Physical hazards: - Physical hazards are a subtype of occupational hazards that
involve environmental hazards that can cause harm with or without contact.

Diseases
Lung diseases
Skin diseases
Historical
Other diseases of concern