CHAPTER XI

WELFARE OF WEAKER SECTION

STEEL AUTHORITY OF INDIA LIMITED

Presidential Directives on Scheduled Castes and Scheduled Tribes were

continued to be implemented and monitored on regular basis. Out of the total
manpower, 14.6 per cent were Scheduled Castes and 11.5 per cent were
Scheduled Tribes.

RASHTRIYA ISPAT NIGAM LIMITED

As on 30.9.2002, the representation of SC/STs and Minorities in the

overall manpower is furnished below:-
Classification of Total No. of SC ST Minority
posts employees No. % No. % No. %
1 2 3 4 5 6 7 8
Group-A 4321 702 16.25 146 3.38 184 4.26
Group-B 1146 189 16.49 68 5.93 57 4.97
Group-C 9677 1641 16.96 679 7.02 330 3.41
Group-D 1810 268 14.81 135 7.46 13 0.72
Total 16954 2800 16.52 1028 6.06 584 3.44

During the year 2001-02, two commemoration meetings followed bty

cultural programmes wre organzied at CWC, Ukkunagaram in connection with
Dr.BR Ambedkar and Babu Jagjeevan Ram Jayanthi celebrations-2001.
Painting and essay writing competitions were also held for the school children. In
addition, a new children’s park “Eklavya Park’ has been developed at Sector-I
and was inaugurated on 14.4.2001. In addition to the above, RINL has a
scholarship scheme exclusively for the children of SC/ST employees, under
which two scholarships of Rs.250/- per month and one scholarship of Rs.150/-
per month are awarded to the meritorious students among SC/STs each year.
Annual merit cash awards for students belonging to SC/ST communities are
being given since the year 1991, coinciding with the birth centenary celebrations
of Dr.BR Ambedkar. Based on the pass results of the Xth /SSC examination, 6
cash merit awards of Rs.500/- each and 6 awards of Rs.250/- each are given to
the first and second ranked students of SC/ST communities respectively, from
each of the schools of RINL.
During-April-Sept, 2002, two commemoration meetings followed by
cultural programmes were organized at CWC, Ukkunagaram in connection with
Dr.BR Ambedkar and Babu Jagjeevan Ram Jayanthi celebratins-2002. Sports
competitions for the employees and their family members were organized on
such occasions.
During the year 2001-02 and the period from 1.4.2002 to 30.9.2002, a
certain percentage of houses (10% for A&B types and 5% for C&D types) have
been reserved for and allotted to the SC/ST employees in the steel plant
township.

NATIONAL MINERAL DEVELOPMENT CORPORATION

Manpower

The total number of regular employees in NMDC as on 31.12.2002 was 6073 out
of which 1061 persons belong to Scheduled Castes (17.47%), 1122 Scheduled
Tribes (18.47%), and 370 to OBCs (6.09%) .

Being one of the very few public sector enterprises having been incorporated
within a short period after independence and the mining resources being
concentrated in inaccessible forest domains, NMDC has always had a pro-active
attitude in community development simultaneously with its own progress. This
philosophy was not something thrust upon NMDC by any Governmental agency
or other local pressure groups. It was totally voluntary and arose from a
commitment to share the fruits of progress with those concerned or associated
with the local area in line with its corporate philosophy to be a responsible
corporate citizen.
 As a part of its social responsibility, NMDC has taken a number of socio-
economic development measures for Scheduled Castes and Scheduled Tribes in
and around its various projects, which are enumerated briefly as under:

Education and Training

NMDC has provided free educational facilities for children of Tribals in its
schools. The local Adivasi children are provided with uniforms, textbooks etc.
The Corporation also provided entire infra-structural facilities including quarters
for teaching staff and hostel building for students for running an ITI at Bhansi in
Dantewada District, Chattisgarh. In addition, another ITI is being run by DAV at
Bhansi for which entire expenditure is borne by NMDC.

A skill development programme was introduced in 1996 which provides

necessary training to the 8th pass Scheduled Tribe candidates to acquire
necessary skill, knowledge and proficiency in operation of the mines/plants to
help them seek employment. They are paid an out–of-pocket expenses of
Rs.1000/- per month each to meet their sustenance and incidental expenditure,
besides being provided subsidized breakfast, lunch and uniforms.

Medicare
NMDC provides free medical treatment (both out patients and in patients)
to Scheduled Castes and Scheduled Tribes residing in and around its projects.
NMDC organizes regular eye camps, provides counseling in the matter of family
planning/welfare to the local Adivasis besides undertaking free family planning
operations in the project hospitals. Regular health check up programme for the
benefit of school children is also being organized.

Drinking water facility

NMDC constructed a number of hand pumps/water tanks in nearby villages,
Similarly, a number of open wells and tube wells have also been provided in the
surrounding villages.
Peripheral Development

(i) NMDC has established a number of public health centres in nearby

villages where the project Doctors visits them.
(ii) The Corporation has taken up electrification work in nearby villages.
(iii) NMDC has taken up laying of all-weather roads connecting various
villages. Similarly improvement of approach roads and black topping of
roads connecting the surrounding village has been taken up.

The Bailadila Projects contributed in bringing about a metamorphosis in

the attitudes/thinking of the tribals in favour of non-agricultural employment. The
tribals and non-tribals employed in the projects generated demand for various
forest/agricultural produce of the tribals thereby allowing their incomes to go up
substantially. This has brought prosperity among the tribals in one way. The
improved infra-structural facilities aided the tribals in reaching the markets
without much strain. This also provided an opportunity to the local people to mix
and inter-act with people from other areas and develop a tendency to join the
mainstream of the society. Such interaction had another dimension related to the
socio-cultural aspects of the tribals who were accustomed to cherishing their own
culture without any alien intervention, howsoever positive. A realization has
dawned gradually on them of the need to eke out their own living for the
betterment of their family through hard work only. As a result, the percentage of
tribal employees in the total work force of the projects is substantially higher than
what the Government has prescribed. However, in order to ensure that the fruits
of development are evenly distributed, NMDC has initiated a regular consultative
process on the one hand with the local village-heads as well as Panchayat
leaders and on the other hand with the Unions and Associations functioning in
the Project. Periodical meetings are held with the Sarpanches of various tribal
villages adjoining the Projects and tentative lists of the developmental works to
be undertaken are detailed.

While the process of providing Medicare and drinking water facilities was
initiated long back more structured development works in identified thrust areas
commenced around 1989 in a big way. Further, the more vigorous campaign in
undertaking various community development works were backed-up by the
availability of separate budgetary support around this period only. Gradually,
construction of approach roads and diversion of nallahs, provision of hume pipe
culverts, works relating to footbridges were taken up as per the requirements
voiced by the villagers. Further, regular family planning camps and free eye
camps were started supplementing the Governmental efforts.

Apart from the aforesaid direct benefits, the investment in Bailadila Sector
has also created secondary and tertiary job/business opportunities to the local
population. The development of infrastructure facilities like roads, railway line,
public transport, hospitals, schools, installation of a T.V. tower/receiver etc. has
also opened opportunities for social and economic growth of this otherwise
inaccessible area. This has provided ready market for their “produce”, which
otherwise was not available.

Continuing NMDC’s commitment towards socio-economic development of

the nearby villages of Bailadila Projects, inhabited by adivasis (STs), various
programmes under the following major heads are undertaken in close
coordination with the State Government Authorities. During the year 2001-2002
the following expenditure was incurred :-

(Rs in lakhs)

Item Amount Spent

1. Education 107.81

2. Health and Hygiene 251.48

3. Drinking Water 107.65

4. Approach roads and Peripheral 104.53

development

Total 571.47
Training Programmes

In the training programmes conducted during the year 2002-2003 (Upto

Dec. 2002), SC/ST/OBC/Physically Handicapped and Ex-servicemen were also
covered. The details are given in the following Table:

Year SCs STs General (incl.OBCs, PH & Ex-

S'men)

2002-2003 (upto 300 240 1899

Dec.,02)

*Including OBCs, P.H. & Ex-servicemen

KUDREMUKH IRON ORE COMPANY LIMITED

The total number of employees in KIOCL as on 31.12.2002 is 2184 out of

which 327 persons belong to Scheduled Caste (14.97%), 88 persons to
Scheduled Tribe (4.02%) and 300 persons to Other Backward Classes (13.73%).
Besides, there are 135 women (6.18%), 37 Physically Handicapped (1.69%) and
79 Ex-servicemen (3.61%).

Welfare Measures

(a) The Company has set up full fledged facilities at Kudremukh and
Mangalore by establishing a modern township, hospital, recreation
facilities etc. 10% of type “A” and “B” quarters and 5% of “C” & “D” type
quarters are reserved for SC/ST employees.
(b) During the year 2001-2002, 15 merit scholarships and 40 merit-cum-
means scholarships were sanctioned to children of employees. Out of 55
scholarships, 20% of the scholarships i.e. 11 scholarships were
sanctioned to the children of SC/ST employees. The qualifying standard
of eligibility i.e. First Class or 60% whichever is higher, is relaxable to 50%
in the aggregate marks for sanction of scholarship to children of SC/ST
employees.
Periodical Meetings with SC/ST Representatives
There is a regular interaction between the Management and SC/ST
Welfare Association at Kudremukh, Mangalore and Bangalore. The grievances
of SC/ST employees are discussed and appropriate action is taken to redress
their grievances.
Dr. B. R. Ambedkar Jayanthi was celebrated at all the above locations on
14th April, 2002.

Training Programme

• 8 programmes on ‘Positive Work Culture for Productivity’ have been

conducted covering 250 employees; out of whom 48 were SC/ST and 12
were women employees.
• Special programme on Reservation Policy was organized for members of
SC/ST Association. 7 SC and 3 ST employees along with other
executives participated.
• 79 executives have been nominated for various programmes, seminars
and conferences; out of whom 10 belong to SC/ST category. They
attended the following programmes.
• Effective Purchase Management
• Demystifying Assessment and Development Centre
• Work Ethics for Effective Management
• HRD programme for Mining officials
• Programme on ABB make AC Drives.

All employees of the Company were included in awareness programme on

Quality Management System as per the new ISO 9001 : 2000 Standard as a part
of the certification process. The Company is certified to ISO 9001 : 2000 w.e.f.
July 2002.
MANGANESE ORE (INDIA) LTD.

Manganese Ore (India) Ltd. is a labour intensive organisation having an

employment of 7358 employees as on 31.12.2002. MOIL has undertaken
several measures for welfare of weaker sections and some of them are as under
:

MOIL has adopted a Tribal Village namely Gondi which is close to Ukwa
mine in Madhya Pradesh. The company has introduced a wide range of
development activities such as repair of road, construction of houses for
homeless tribals, construction of school building to impart education to tribal
children, etc. as a part of their on going Social Welfare Promotion Scheme. MOIL
has been giving financial assistance to social institutions who are working for
rehabilitation of the aged and handicapped persons. The company has donated
tricycles to handicapped persons and provided sewing machines for
development and upliftment of tribal women.

MSTC LIMITED

The presidential Directives issued from time to time pertaining to policies

and procedures of the Government in regard to reservation, relaxation,
concession, etc. for the SC/ST/OBC candidates are kept in view while taking
action /decision on any matter laid down therein. Best efforts were made to
comply with the directives in matters concerning recruitment and promotion.
Adequate representation of SC/ST/OBC members was made available in both
Departmental Promotion Committees as well as Selection Committees (in case
of recruitment)

In order to improve the efficiency of the employees belonging to the

reserved categories and to prepare them to take up higher positions in future,
special attention was paid to their training and development in their respective
fields of function. During the year 2002-2003 (till 31.12.02) 6 SC and 2 ST
employees of the company were sponsored for training programmes, both in-
house and institutional. Apart from this, all possible cooperation and assistance
was provided to the MSTC SC/ST Employees’ Council, which functions primarily
to safeguard the interest of the reserved sections of employees of the company.

MECON LIMITED
Provision has been made in the Annual Plan 2002-03 for Community
Development Activities for improvement of facilities for “Welfare of
SCs/STc/OBCs/Minorities and Weaker Sections” to the tune of Rs. 9,74,360/-
(Rs. 3,54,360/- as direct expenditure and Rs. 6,20,000/- for 1,500 manhours) for
community education, vocational training, afforestation, community medicine,
model village, resource generation scheme and miscellaneous expenditure and
maintenance of Sri Krishna Park etc.
The Budget allocation on community development activities for the
Financial Year 2001-02 are given below:-
(in Rupees)
Sl. Activity Budget for the year
No. 2001-02
1. Community Education 80,000.00
2. Vocational Training 80,000.00
3. Afforestation 7,500.00
4. Community Medicine 40,000.00
5. Model Village 17,500.00
6. Resource Generation Schemes 40,000.00
7. Misc. + Sri Krishna Park maintenance 50,000.00
Sub-Total 315,000.00
8. Mecon manhours (1,300 hrs.) 240,000.00
Grand Total 555,000.00
HINDUSTAN STEEL CONSTRUCTION LIMITED

• HSCL had been assisting in providing schools in areas where SC/ST/OBC &
Physically Handicapped employees mostly reside.

• Assistance is given for supply of drinking water.

• Plots had been allotted to workers for making hutment in the land allotted at
sites of clients with free electricity, water supply and sanitation arrangement
etc.

• Children of SC/ST, OBC and Physically Handicapped employees get due

preference in the matter of schooling at projects.

• Directives of the Central Government with regard to recruitment and

promotion in respect of SC/ST/OBC and Physically Handicapped employees
are implemented. However, no recruitment/promotion has taken place during
the year 2002-2003.