CtrlSoft
A Project Report ON
Employee Benefit Scheme
in Pvt Sector
Kashi Vishwanath Textile Mill
2016-2017
INTRODUCTION
DEFINATION OF EMPLOYEE BENEFITES SCHEME
Employee benefits are all forms of consideration given by an
enterprise in exchange for service rendered by employees.
Employee benefits and benefits in kind (also called fringe benefits,
perquisites, or perks) include various types of non-wage compensation
provided to employees in addition to their normal wages or salaries.
Employee benefits are optional, non-wage compensation provided to
employees in addition to their normal wages or salaries. These types of
benefits may include group insurance (health, dental, vision, life etc.),
disability income protection, retirement benefits, daycare, tuition
reimbursement, sick leave, vacation (paid and non-paid), funding of
education, as well as flexible and alternative work arrangements.
All the benefits which are monetary or non monetary but not the part of
direct salary are called as employee benefits. In short all the fringe benefits
provided to the employees by an organization are called as employee benefit
According to C.B. Mamoria, employee benefits are, “primarily a means in
the direction of ensuring, maintaining and increasing the income of the
employee. It is a benefit which supplements to a worker’s ordinary wages
and which are of value to them and their families in so far as it materially
increases their retirement.”
Principles of Benefits:
The principles underlying benefits are as under:
(1) Benefits must be adored by the employees and should satisfy their need.
(2) The basis of benefits must be broad so that large number of employees
should be covered by them.
(3) Cost effectiveness should be taken into account while floating scheme of
benefit.
(4) Employees must be aware of the use of these benefits.
(5) Effective planning for providing benefits should be effected.
Guidelines for Effective Benefit Programme:
Following are some of the useful tips to make benefit programme more
effective.
(1) Benefit programme should be treated as a worthy tool of Human Resource
Management.
(2) Benefit programme should accommodate future. It should be taken up as
policy of the organisation.
(3) Benefit programme should now be competitive as the labour is globally
mobile.
(4) Beneficiary of the programme should be individual employee rather than
group.
OBJECTIVE OF EMPLOYEE BENEFIT SCHEME
(1) To attract and retain the best employees in the organisation.
(2) To fulfill the needs of the employees which he himself cannot provide
such as protection against accidents and hazards?
(3) To provide employees with such benefits which are prevailing in similar
organisations.
(4) Special privileges are provided to the employees for holding a special
position in the organisation.
(5) Some benefits are provided at the behest of the unions first to maintain
good harmonious industrial relations.
(6) Some special allowance provided to the employees to enhance their
standard of living so as to increase their quality of working life.
(7) Providing benefits to the employees enhances the image of the
organisation in the eyes of the people in general and the consumers in
particular.
(8) By providing benefits to its employees the organisation fulfill their social
commitment as contained in the Article 43 of the Indian constitution which
states, “— All workers should be given a living wage, conditions of work
ensuring decent standard of life and fuller enjoyment to ensure social and
cultural opportunities.”
(9) Benefits protect precious human resources during bad phases of life or
period of contingencies of life. These benefits keep the human resources in
ideal conditions which in turn increase the output. This is must for increase
in growth of economy of the country.
(10) The benefit by way of spending on the training and development of the
employees and for improving the working conditions are provided.
(11) Special allowances are given to supplement their regular income so that
they can participate in social and cultural activities.
TYPES OF EMPLOYEES BENEFIT SCHEME
1. SHORT TERM BENEFITS
2. POST-EMPLOYMET BENEFITS
1. Retirement programmes
a. Employees’ Provident Fund –
A statutory, hybrid, interest
guarantee retirement plan administered and supervised by
a government entity called the Employees’ Provident Fund
Organization (EPFO). The defined contribution portion of
the plan allows for employee and employer contributions.
Employees contribute up to 12% of basic salary with an
option of paying an additional 12% contribution. Employers
also pay 12% of basic salary, out of which 8.33% is used
to fund the pension portion of the provident fund, called
the Employee Pension Scheme. The remaining 3.67% is
deposited into the employee’s Provident Fund account.
Interest is credited at a rate that is announced by EPFO each
year in consultation with the government. Employers pay an
additional 1.61% to EPFO partly as an administration charge
and partly to buy life insurance for the employees.
The general view of the market is that EPFO has not
provided a satisfactory service to its members. Consequently,
companies, certain classes of employee and even specific
employees are trying to take advantage of a clause in the
governing legislation to opt out of the plan. However, such
applications must be approved by EPFO, and this is a very
cumbersome process. In the event that a company does
overcome the administrative obstacles and opts out through
a private retirement trust, the trust must match the annual
interest provided by EPFO. It must be noted that the interest
credited by the EPFO is gross of charges and the employer
pays those charges through an additional 1.61% levy. In a
trust fund, the investment management fees will reduce the
interest that can be credited to employee balances. This
makes the interest credited by the private trust very difficult
to achieve without taking investment risk that the employer
will have to underwrite. These conspire as major deterrents
for employers setting up private provident fund trusts.
b. Private plans
There are several types of retirement plans
available in India, depending on benefits offered:
i. Private provident funds:
The difficulty of opting out of the
EPFO has been discussed above. Some companies do take
on the administrative burden and guarantee the interest rate at
the same rate offered by the EPFO. They are, however, a small
group compared to the overall membership of the EPFO.
ii. Superannuation plans:
Superannuation plans are
optional retirement plans which are often offered to
selected employees. They can be defined benefit or
defined contribution in nature. However, they are not
very popular with rank and file employees because they
are not portable, have a very long vesting period and the
funds cannot be withdrawn before a certain age. Indian
companies use this product as a long-term incentive
benefit for middle and senior management. Funding for
these products is usually through insurance products, and
the insurance companies take care of the administration,
compliance and investment management. Recently, the
insurance regulator issued instructions as a result of which
new members may not be admitted until the regulator has
announced new regulations governing the plans. Once
those regulations are released, the insurers will need to
restructure their products to be in compliance before the
employers can offer the benefits to new employees.
iii. Pension plans:
Legacy pension plans in India are limited
to certain industries (like banks, mines, plantation, railways
and others) or were created in other cases as a result
of union pressures. Very few private companies sponsor
pension plans in India.
iv. Gratuity :
This is a defined benefit plan, mandated by
law (Payment of Gratuity Act) that provides a minimum
lump-sum payment of 15 days for each year of service. It is
applicable to all employers with more than 10 employees.
The benefit is tax free up to Rs 1,000,000.
The employer can either book reserve for the benefit or
establish a fund. In the event that it is funded, the employer
can claim contributions as allowable deductions against
taxable income, subject to certain overall limits. Funding
can be arranged using a trust or an insurance policy. Most
employers prefer insurance policies; the administration and
documentation are simpler than establishing a trust. Around
60% of employers in India fund the gratuity obligation.
2. Health benefits
These are one of the most common and usually the most
expensive employee benefits that an employer can provide to its
employees. They range from the usual group health insurance
coverage to reimbursement of pharmacy and outpatient bills,
on-site doctor on call or discount arrangements with healthcare
providers. There is a gradual shift from the traditional all-
expenses-paid inpatient indemnity health cover to alternate
methods of risk or cost sharing like co-pay health insurance
plans or high-deductible plans.
Most employers fund hospitalisation cover via an insurance
policy which is primarily an indemnity product. The health
coverage may cover just the employee or spouse and children.
Some firms cover employee’s parents as well. The sum assured
varies amongst employers but usually a minimum sum assured
is above Rs 200,000 to each employee. Some corporates
keep a provision for a corporate buffer amount for discretionary
coverage if an employee exhausts the sum assured. Various
combinations of benefit limits and privileges in room types are
included in the benefit design at various levels of staff.
With rising medical inflation, improved access to healthcare
and rich coverage in benefits, claim costs have been rising
steadily. Premiums are very competitive and have been driven
more by prior year premiums rather than claims experience. As
a result, employers have had a fairly good ride, as they were
able to pass the risk to insurance companies and enjoyed a
great range of benefits. Insurance companies have been facing
claim ratios of more than 100%.3 As the majority of coverage is
indemnity, insurers have tried to control costs through applying
sub-limits, restricting networks or enhancing fraud checks and
investigation. Increasingly, there is a growing realisation that a
broader focus on managed indemnity care where the insurers
can manage the healthcare delivery is the need of the hour.
With the unavoidable rise in premiums in near the future,
employers must explore alternate strategies. These strategies
may include high deductibles, stop-loss arrangements or
introduction of waiting periods for pre-existing diseases, etc.
(benefits restriction). However, due to employers’ inability to
communicate these health benefits clearly, these strategies are
perceived negatively by employees. Consequently, employers
either simply bear the cost of increased premium year after
year or face the risk of diminished employee satisfaction. There
is an urgent need to develop long-term measures and metrics
which would help in containing costs and ensuring effective
management of health benefits.
Indian tax laws also contain a provision for tax-free cash
reimbursement for personal expenses for certain hospitalisation,
drugs and outpatient treatments up to Rs 15,000. Once bills for
services are provided by the employees to the employers, the
taxable income of the employee is reduced by the total value of
bills or Rs 15,000.
3. Wellness programmes
Wellness programmes present a more holistic approach
towards employee health. As companies understand the
impact of chronic diseases on their employees and then on
their businesses, they acknowledge the need for healthy
employees. They are beginning to understand the need to
move from disease management to health management.
Companies have started to identify their individual needs and
wellness requirements. They may offer the usual benefits like
preventive health check-ups, health risk assessments and
gym memberships. Some wellness programmes also provide
additional benefits that are not normally covered under health
insurance plans like curative services (e.g., vaccination, yoga
and meditation classes) and rehabilitative healthcare services
(e.g., physiotherapy, pre- and post-natal care, etc.)
Funding of these wellness programmes usually take one of
three routes:
• Full funding by the employer.
• Partial funding by the employer and the remainder by
the employee.
• Employer contracts with various providers emphasizing the
benefit of scale to get discounts, which are then passed to
the employee. In this case, the employee bears all the costs
but enjoys the benefit of the lower negotiated charges.
An important aspect that employers need to understand as they
develop strategies around wellness initiatives is the quality of
service provided by the service providers. Unfortunately, most
employers either use their internal staff to perform these vendor
evaluations or use other providers like insurance brokers to
identify vendors and provide services to their employees. They
lack the specialised skill to understand these medical services
or how to measure the quality of service provided by them.
4. Other benefits- There are various other benefits that are offered to
employees.
Some are listed below:
a. Paid time off/leave encashment programmes
The second-most-common employee benefit programme
in India is paid time off/leave encashment programmes. All
employers in India have a leave policy where they either allow
employees to carry forward their untaken leave to the next
financial year or encash the value at the end of the year. nder either option,
many employers forget that there is a
tangible element involved either in the form of cash or the
value of the paid time off. Usually this benefit is non-funded or
paid from usual business operations but there are insurance
products available to fund this benefit.
b. Food coupons :
Traditionally, large Indian companies
provide lunch for their workers through a canteen on site.
More recently they have been providing employee food
coupons as an alternative. Under current income tax rules,
coupons are non-taxable up to Rs 50 per meal. Hence,
assuming 22 working days in a month and one meal per day,
an employee can claim Rs 1,100 as non-taxable income and
the employer can claim the same as business expenses.
c. Flextime :
This benefit is one of the most appreciated
by employees but under-utilised by employers. It is a
more recent development and primarily provided by
large employers specialising in information technology or
information technology enabled industries (IT-ITES). Flextime
is offered only to employees who have spent a certain
amount of time with the organisation and is offered under
strict and mutually acceptable policies.
Companies are finding that flextime is a strategic business
tool that improves productivity and quality of life for
employees. Its popularity means that more companies are
creating formal guidelines to ensure success. However,
as flextime grows in popularity, companies are realising
that informal schedule changes can create communication
problems and hostility among employees. To combat this
problem, more organisations are implementing formal
policies that require workers to present solid business
cases for flextime, including how it will benefit their clients
and how they plan to manage workflows with team members
and supervisors.
d. Transportation benefits
i. Company car lease policy :
A company car lease policy
is a tax-efficient method of managing an employee’s salary
structure. This benefit is typically only provided to senior
management at pre-determined salary/band levels. This
benefit can be treated as a taxable perk in the hands of
the employee.
ii. Cab/shuttle service for employees :
With an
international business model evolving where company
workforce work across time zones and to provide 24/7
support and services to customers, companies want to
ensure that employees have the ability to reach the office
at any time, perhaps seven days a week. To facilitate this,
companies are paying for shared cabs or carpooling.
However, as fuel costs rise and the number of employees
increases, the budget allocation of this benefit has
correspondingly increased. Hence, finance and HR are
revisiting the way this benefit is being offered. Companies
have now developed different transportation arrangements
for employees in day and evening shifts. They have also
started using buses instead of cabs and started enforcing
point-to-point service rather than door-to-door service.
Meanwhile, the development of metro services in many
large cities makes commuting easier than a few years ago.
Companies might now only provide pickup/drop services
to the metro station nearest to the office.
e. Financial education :
As people near their retirement age,
they understand the need for a plan which can help them
overcome the financial anxiety of retirement. Unfortunately,
by that time it is usually too late. As financial awareness
increases among the general public, people understand the
need to save early and the power of compound interest.
In order to help its employees overcome this retirement
anxiety and to provide them piece of mind, there are
examples of a few companies in India that have started to
conduct financial education seminars to help employees
manage money more responsibly.
FUTURE TRENDS
As companies look ahead in the context of the benefits that should
be offered to their employees, there is one item that is high on
the agenda for employers to think about and a number of other
initiatives that they might consider to differentiate themselves:
1. Retirement benefits :
One of the significant changes that is
taking place in relation to retirement benefits is the introduction
of the National Pension Scheme. NPS is a universal defined
contribution retirement scheme, funded by employee
contributions only. However, the NPS regulator has announced
an option described as payroll deduction, whereby the
employer can make contributions on behalf of employees and
claim them as a business expense. Meanwhile, the employee
may also claim a personal tax exemption for contribution made
by employer on his behalf. The deduction is available only up to
a certain limit specified by the income tax authorities.
Employers should examine their strategy carefully for a
coordinated or integrated set of retirement-related benefits.
2. Retirement education :
Currently there are not many
employer-sponsored retirement plans. Hence, employees are
left on their own for planning their retirement financial needs.
Offering this benefit would be extremely beneficial to all
employees, from a new graduate who can learn the benefit of
saving early to a 40-plus-year-old mid-career manager who can
plan for his retirement and his family needs to an employee who
is nearing retirement and must start making immediate plans.
Employers that provide retirement benefits should consider
developing a communications strategy to raise awareness of
the benefits and their value.
3. Health benefits :
The future of offered group health benefits
lies squarely on the ability to control costs, in terms of premiums
for insured employers and claims for self-insured companies.
India, like other modern economies, appears to be moving
towards a defined contribution healthcare system with
individual accounts. The current tax laws and the insurance
regulator are not yet positioned for such a move, although the
insurance companies are lobbying for it. There is already a shift
towards copayments and coinsurance. Employers are already including
copayments as a method to reduce the number of
claims, as the majority of claims are for relatively small amounts.
Meanwhile, the service providers and insurance companies are
developing their internal practices to meet global norms. By
enforcing utilisation management and clinical review processes,
services providers are trying to control costs for themselves as
well as patients. Similarly, insurance companies are developing
their underwriting rules so that they can manage the covered
population better.
In India, many employers offer an indemnity-based hospitalisation
cover without analysing the needs of the employees being
covered. Disease management is likely the last thing on the
mind of a young employee in his 20s, whereas an employee in
his mid-40s would be very much interested in indemnity-based
insurance. A young employee would gain more from health
management and wellness initiatives. Employers must develop
this kind of understanding of the employee demographics and of
the need for the communication of this difference.
Employers can take a lead in this area through internal surveys
of employees’ concerns, needs and values. The results of
those surveys will help employers focus their intention and
budgets in the right places both for their employees and
their shareholders. Meanwhile, whatever healthcare benefit
intentions are in place, employers would be wise to review the
actual costs being incurred and whether claims processing
both in terms or entitlement and delivery are optimal.
4. Flex benefits :
I. Flexible benefits have few advantages:
The employer derives good value from the financial
commitment to a mix of benefits that the employee has
controlled and therefore appreciates.
II. Recruitment and retention rates should improve as a result
of higher levels of employee satisfaction, tax efficiency and
commercial advantages.
III. The tax efficiency arises in general both to the employee
and the employer. Neither would expect to be worse off as a
result of the new structure, and in many cases they may see
tax advantages. There are potential commercial implications
for the company in the eyes of its customers; being seen as
a modern and forward-thinking employer may raise interest in
its products therefore lead to a rise in its revenues.
Companies should consider a flexible benefits strategy
and the kind of structure that would be most appropriate in
the context of employee satisfaction, expense control and
revenue growth. In this article, we have a look at the most common
benefits that
are currently being offered, explored and developed in India.
As the search and retention of talent becomes more prominent,
it is expected that companies follow the lead of their global
counterparts and implement tools and strategies developed by
the head office, as they are tried and tested. However, India is
a unique puzzle which has its own peculiarities; there is a huge
variation in population demographics, their understanding of the
world around them and their expectation levels. In the major metro
areas where there are global influences and increased awareness,
more individuals are starting to understand the responsibility
associated with defined contribution plans, which may be
DC-based retirement plan systems such as the National Pension
Scheme or the health saving account mechanism currently under
consideration. However, there still are employees who adhere
to the concept of lifelong employment and employers who have
developed benefit strategies that cater to them. Wellness initiatives
would be more effective when directed towards a younger
population, as they are more technology-savvy and would be
expected to understand the impact of a healthy lifestyle.
Companies and their decision makers need to understand that
there is no single solution—the concept of one-size-fits-all cannot
work. Employers need to be flexible enough to adapt their policies
as per the needs of their employees depending on various
factors like age, location and understanding of issues. Otherwise,
employees might not prefer or assign the same value to certain
benefits. Strategic reviews and analysis of benefits can be used
to help confirm the appropriateness of a particular initiative or
indicate the need for an adjustment before any decision is taken
and an expensive mistake is made.
Characteristic Features of Employee Benefits:
(1) Employee benefits are those payments which are paid to him in
addition to the wages and salary he receives.
(2) These benefits are not given to the worker for any specific
performance of the jobs but they offered boosting his interests in
work and make the job more productive for him.
(3) Employee benefits represent labour cost. Whatever benefits are
offered to the employees in kind or in money terms account for
cost.
(4) These benefits are offered to employees irrespective of their merit.
Merit or non merit is not the criterion for these benefits.
(5) Benefit given by the employer is meant for all the employees and not a
specific group of employees.
(6) This is a positive cost incurred by an employer to finance employee
benefit.
Problems in Adoption and Administration:
Several problem crops up in adoption and administration of benefit plans.
Some of them can be listed as under.
1. Feeling of Rightful Claim:
The organisations adopt several benefit progammes for the welfare of their
employees on humanisation grounds. But employees considered them as
their right. If some programme is withdrawn the employees start agitating
for its continuity. The organisations face severe problems in dealing with
such attitude of the employees.
2.Pressure from Trade Unions:
Most of the organisation succumbs to the pressure from unions for
implementation of certain programmes. In such cases programmes are
designed with fixing objectives of the programmes or setting goals. Such
programmes become burdensome and are not cost effective.
3. Apathy of Employees:
Benefit programmes meant for all employees but those cannot afford the
benefits feel apathetic about them. e.g.: the old women and who can’t
conceive feel that maternity benefit is useless and irrelevant.
4. Over Emphasis on Benefit Programme:
Some organisation overemphasize the implementation and administration of
benefit programmes. In this exercise managers neglect other HR functions.
This sometimes leads to development of feeling of insecurity among
employees and their productivity decrease.
5. No Cost Benefit Analysis:
Organisations have to incur huge amount on benefits but they ignore the
advantages accrue to them. This is because before implementation of these
schemes cost benefit analysis is not made. Each benefit programme should
motivate employees for more work and increased productivity.
For avoiding lapses on the part of management of benefit programmes there
should be mechanism of evaluation and control which is possible if benefit
objectives are set, environmental factors and competitiveness of the
programmes are properly assessed. These benefits provide monetary gains to
the employees who help in retaining the employees and prevent labour
unrest. Problems in Adoption and Administration:
Several problem crops up in adoption and administration of benefit plans.
Some of them can be listed as under.
1. Feeling of Rightful Claim:
The organisations adopt several benefit progammes for the welfare of their
employees on humanisation grounds. But employees considered them as
their right. If some programme is withdrawn the employees start agitating
for its continuity. The organisations face severe problems in dealing with
such attitude of the employees.
2. Pressure from Trade Unions:
Most of the organisation succumbs to the pressure from unions for
implementation of certain programmes. In such cases programmes are
designed with fixing objectives of the programmes or setting goals. Such
programmes become burdensome and are not cost effective.
3. Apathy of Employees:
Benefit programmes meant for all employees but those cannot afford the
benefits feel apathetic about them. e.g.: the old women and who can’t
conceive feel that maternity benefit is useless and irrelevant.
4. Over Emphasis on Benefit Programme:
Some organisation overemphasize the implementation and administration of
benefit programmes. In this exercise managers neglect other HR functions.
This sometimes leads to development of feeling of insecurity among
employees and their productivity decrease.
5. No Cost Benefit Analysis:
Organisations have to incur huge amount on benefits but they ignore the
advantages accrue to them. This is because before implementation of these
schemes cost benefit analysis is not made. Each benefit programme should
motivate employees for more work and increased productivity.
For avoiding lapses on the part of management of benefit programmes there
should be mechanism of evaluation and control which is possible if benefit
objectives are set, environmental factors and competitiveness of the
programmes are properly assessed. These benefits provide monetary gains to
the employees who help in retaining the employees and prevent labour
unrest.
ABOUT THE COMPANY
COMAPNY PROFILE
Kashi Vishwanath Textile Mills Ltd.
(SPNG GROUP)
Uttrakhand, is Textile Division (Synthetic Yarn) of group. It was formed
during 1996 with a vision to fulfill never ending basic need of human being
i.e. Cloth (Kapda). Being manpower intensive industry, the other object was
to generate large scale employment so as to avoid migration to other States.
Presently 100s of skilled employees work at a time through out the day in all
three shifts.
The Strength:
• Posses ISO 9001 - 2008 Certification and follows all norms of
Certifications.
• State of the art Shop floor with latest machines from rl id suppliers
like
LMW, Schilafhrost, Leewha, Trumac etc.
Our Philosophy Our competitive market place requires a working
environment which visibly demonstrates our commitment towards our
people. We foster trust through open
communication and consistent actions. We share a collective understanding
of our companys success and, with a sense of urgency, combine our best
efforts to achieve it. We nurture ownership behavior through clear
accountabilities, recognition, and rewards. We promote new ideas and new
ways of thinking. We value diversity and insist on an inclusive culture. We
enable KVS people to contribute to their full potential to carve a niche in
social life & career for themselves and also making a value added
contribution for their employer, society & Nation. Our Vision It is essential
that people work as one cohesive unit in order to attain common objective &
must avoid working at cross interests at all levels if the desired level in
efficiency and achievement is to be acquired. KVS Be the quality, price &
volume leader in every industry of its presence. Among the most
technologically advanced, both from a technical and a quality standpoint. A
provider of exceptional customer care and service in market place Adopting
high standards of occupational health and safety, environmental
management and ethics. Corporate Social Responsibilities Generous
Contribution for better Tomorrow The group has set up Pyare lal Nand
kishore Galwalia Rajkiya Mahavidyala Ramnagr and Computer Education
Lab at Mahadev Nagar Village. Established two charitable trust by name of
Galwalia Seva Shiksha Sansthan and Pyare lal Nand Kishore Galwalia
Dharmath Sewa Sansthan taking progressive initiative in education and
other social issues. The Group has also extended assistance by creating and
maintaining the infra-structure of GGIC kashipur. The Group has
Constructed The Jindal Auditorium at KGCCI kashipur to facilitate various
social and corporate activities. Apart from all group is also engaged to
promote local talent in sports. Other than those group are providing
scholarship for meritorious students and trying to make the environment
where talent should blossom naturally.
COMMITMENT TO QUALITY
Our Strengths Posses ISO 9001 2008 Certification and follows all norms of
Certifications. State of the art Shop floor with latest machines from
renowned suppliers like LMW, Schilafhrost, Leewha, Trumac etc. Highly
educated, skilled and experienced Technical Team. Extra Ordinary Finance
& Commercial Team. Centralized Information system with regular
updations. State of the art Quality analysis department to keep a close eye on
quality product on different stages during production as process and for
incoming material Unmatched Personnel team to support technical team
Highly professional process house R & D team to develop requirement based
dyeing recipes Centralized Information system with regular updations. Very
enthused Training division to train production personnel.
• Highly educated, skilled and experienced Technical Team.
• Extra Ordinary Finance & Commercial Team.
• Highly analytical Operational and Analysis Wing.
• Centralized Information system with regular updations.
• Intelligent market research wing
• Self motivated sales professionals
• Unmatched Personnel team to support technical team
• State of the art Quality analysis department to keep a close eye on
quality product on different stages during production process and for
incoming material.
• Highly professional process house R & D team to develop requirement
based dyeing recipes
• Very enthused Training division to train production personnel
Environment Friendly:
This is a common presumption that Industrial discharge pollutes the
surrounding environment. This is not true for KVTML. We at KVTML are
proud to have a State of Art ETP with zero discharge. After providing
primary, secondary & tertiary treatment to discharge we recycle water after
routing through RO treatment & its discharge is squeezed thru filter presses.
On one side it maintains environment's purity and other side preserves
water by reusing recycled treated water.
Employee welfare:
Well equipped state of art bachelor and family residential facility for staff
members
• State of the art labor colonies (bachelor and families) where employees
live with free mind. They need not to bother about their cost of living as
it is free of cost. Neat and clean with 24 X 7 power backup facility.
• Hygienic Co-operative canteen for workers with 24 X 7 serving
facilities with strict quality check by staff members on daily bases.
• Co-operative ration facility for workers
• In-house medical facility for workers and their families
• Pick and drop facility from different places
• During summer, distribution of lemon and sweet lemon water
through out day and night.
• Neat and clean separate sanitation and rest room facilities for ladies
and gents
• Time to time group activities when each and every employee and
Management Executives comes under a common roof and enjoy the
activities like Cricket, Football, debates, cultural programs, spiritual
activities, common lunch etc.
BIBLIOGRAPHY
Contact Us:
• Works:
Kashi Vishwanath Textile Mill
Ltd 5 KM Stone, Ramnagar
Road Kashipur - 244713 Disst:
Udham Singh Nagar Uttrakhand
Ph : 05947 - 278606 Fax :
278605
E-mail:
Official : [email protected] Marketing :
[email protected] Purchase :
[email protected]
Web: www.kvsgroup.co.in
• Head Office:
Kashi Vishwanath Textile Mill Ltd A-80, Vivek
Vihar New Delhi-92
E-mail: [email protected]
