Contents Declaration Certificate Acknowledgement Contents List Of Tables List Of Figures List Of Diagrams 1. Introduction 1.1. The Problem 1.2: Disability Discrimination As A Social Problem 1.3: Interaction Of Society With Disabled 1.4: Factors Affecting In Attitude Change Against Disabled 1.5: Causes Of Social Discrimination Against Disabled 1.6: References 2. Research Methodology 2.1: Statement Of The Problem 2.2: Need Of The Problem Study 2.3: Objectives Of The Study 2.4: Working Hypotheses Of The Study 2.5: Target Group 2.6: Boundaries Of The Study 2.7: Delimitations Of The Study 2.8: Development Of Research Dimensions 2.9: Gaps In Research Of Social Discrimination Against Pwd 2.10: The Research Design 2.11: Variables Of The Research 2.12: Study Universe 2.13: Sample Of The Study 2.14: Tools Of Data Collection 2.15: Method Of Data Collection 2.16: Research Area Of The Study 2.17: Statistical Procedure 2.18: Hypothesis Testing 2.19: References 3. Disabled And Their Condition 3.1 Concept Of Disability 3.2 Disabled And Their Condition: Global Context 3.3: Disabled And Their Condition: Indian Context 3.4: Present Condition Of Disabled In Karnataka 3.5. References 4. Social Discrimination Against Disabled 4.1: Handicapped, Prejudice And Discrimination 4.2 Soceital Discrimination Against Disabled 4.3 Institutional Discrimination Against Disabled 4.4 Self-discrimination Of The Disabled 4.5: Remedies Of Social Discrimination 4.6.: References 5. Rehabilitation Legislation And Policy Measures Toward Disabled 5.1: Concept Of Rehabilitation 5.2: Disability Related Legislations In The World 5.3: Disability Related Legislation In India 5.4: Physical Policy Measures 5.5: Economic Policy Measures 5.6: Political Policy Measures 5.7: Social Policy Measures 5.8: Educational Policy Measures 5.9: Testing Of Hypothesis 5.10: References: 6. Rehabilitation Of Disabled In Karnataka 6.1 Profiles Of Rehabilitation Centers 6.2 Rehabilitation Services Rendered By Government Of India 6.3: Rehabilitation Services Rendered By Government Of Karnataka: (Directorate Of Welfare Of Disabled & Senior Citizens) 6.4: Rehabilitation Services Rendered By NGO’s 6.5:Testing Of Hypotheses 6.6: Reference 7. Summary & Conclusion 7.1. Summary Of The Study 7.2. Findings Of The Study 7.3. Suggestions And Recommendations Of The Study 7.4. Conclusion Of The Study Bibliography Annexure - 1: Interview Schedule Annexure – 2: List Of Rehabilitation Centers Visited

Contents Foreword Preface Acknowledgement PART - I THE FACTORIES ACT, 1948 1. History CHAPTER 1, PRELIMINARY 1. Short title, extent and commencement 2. Interpretation 3. References to time of day 4. Power to declare different departments to be separate factories or two or more factories to be a single factory. 5. Power to exempt during public emergency 6. Approval, licensing and registration of factories 7. Notice by occupier 7A. General duties of the occupier 7B. General duties of manufacturers, etc. as regards articles and substances for use in factories CHAPTER II, THE INSPECTING STAFF 8. Inspectors 9. Powers of Inspectors 10. Certifying surgeons CHAPTER III, HEALTH 11. Cleanliness 12. Disposal of wastes and effluents 13. Ventilation and temperature 14. Dust and fume 15. Artificial humidification 16. Over-crowding 17. Lighting 18. Drinking water 19. Latrines and urinals 20. Spittoons CHAPTER IV, SAFETY 21. Fencing of machinery 22. Work on or near machinery in motion 23. Employment of young persons on dangerous machines 24. Striking gear and devices for cutting off power 25. Self-acting machines 26. Casing of new machinery 27. Prohibition of employment of women and children near cotton- openers 28. Hoists and lifts 29. Lifting machines, chains, ropes and lifting tackles 30. Revolving machinery 31. Pressure Plant 32. Floors, stairs and means of access 33. Pits, sumps, openings in floors, etc 34. Excessive weights 35. Protection of eyes 36. Precautions against dangerous fumes, gases, etc 36A. Precautions regarding the use of portable electric light 37. Explosive or inflammable dust, gas, etc 38. Precautions in case of fire 39. Power to require specifications of defective parts or test of stability 40. Safety of buildings and machinery 40A. Maintenance of buildings 40B. Safety Officers 41. Power to make rule to supplement this chapter

It is very natural and expected that any professional in any area of specialisation gets some sudden doubt or needs clarification on any issue. More particularly in the area of legal compliance or even while seeking or providing clarification to anyone, including colleagues and superiors. We continue to live in an era of the plethora of labour legislations, that too varied interpretations under judicial pronouncements. And many times, we need fast and quick inputs. And it is our experience that when we get or know the clarifying answer assertively, most problems get solved in a matter of seconds. Whenever I conduct sessions on Labour Laws, I conclude with a set of objective tests to evaluate and or to further clarify the doubts which have shown positive indications. In teaching in Management Schools, MBA, MSW, and Law, the faculty must be equipped with precise answers and even administering tests and evaluations. Now, all of us are aware of the upcoming new Four Labour Codes. Many of us, start asking ourselves, what are the answers in the Four Labour Codes and a comparative clarification? Keeping these in view, I conceived an idea and, after a thought-provoking process, to compile all possible questions and precise answers in respect of all labour legislations as also under the four Labour Codes. I am sure this would help everyone to get a comparative answer and/or clarifications simultaneously. I have been to compile around 600 questions covering 22 labour legislations, including “Management of Discipline “. The answers cover under present labour legislations as well as under Four Labour Codes. I have tried to substantiate the answers based on judicial views/judgements wherever possible. I am sure this book – FAQs & ANSWERS covering the Labour Legislations, will be a handy reckoner, a handbook to the HR Fraternity, Faculty and Students of management schools, MBA, MSW & Law. K.Vittala Rao President, KVR Management Services, Legal & Management Consultancy, Bangalore.

The “Leaders Talk” is diversified with HR, Legal, and Mental Health Professionals. Each interview is well articulated with professional expertise and intuitions. Answers by the leaders to common questions are fascinating and offer a unique insight into the personality of leaders. Some of the questions are thought-provoking, inspiring, and motivating. These answers will be eye-openers for young readers and will help them aspire the leadership positions with passion. The interesting fact is that the questions are in the areas of personality, leadership styles, human resources, industrial relations, motivational factors, legal aspects, health aspects, and many more. This makes this book a striking masterpiece. I appreciate all the leaders for taking their time and helping the interviewers for this work. This book is distinctive as it will serve as a mentor, coach, guide, friend, and self-reflector. Readers can connect themselves with the thoughts expressed by the marvelous leaders in this book. Leadership is not just an act; It is a responsibility with accountability. Thus, shaping the leadership persona is not a day’s act or skill gained from attending a few training programs. It is a result of true penance. This book will introduce all those achievers with whom you can structure the leadership path.

“Labour Reforms and Labour Codes in India” is an excellent compilation with comments written by my good friend Mr.K.Vittal Rao. Mr.Vittal Rao did his law after B.Sc. and then went on to study DSSA and has over 35 years of work experience in various reputed organisations. Throughout his career, he has devoted most of his time in the study of labour and industrial laws, practicing in industrial relations area, apart from being engaged in training the youth in the field of industrial law and industrial relations. Mr.Vittal Rao worked as General Manager-Corporate at Kirloskar Group, as General Manager at Escorts Mahale & Goetze Limited. He also worked at Triveni Engineering Works Limited, GKW, Gokak Mills etc., as Head-HR & IR. After serving various industries and institutions, he started his consultancy work and has now over 15 years experience in the area of labour law compliance, legal evaluations, training and development etc.

Volume numbers determined from Scope of the guidelines, p. 12-13.