Report of the Royal Commission on Labour in India

Bibliographic data

Monograph

Identifikator:: 1850495947

URN:: urn:nbn:de:zbw-retromon-233603

Document type:: Monograph

Title:: Report of the Royal Commission on Labour in India

Place of publication:: London

Publisher:: His Majesty's Stationery Off.

Year of publication:: 1931

Scope:: xviii, 580 S.; graph. Darst., Kt.

Digitisation:: 2022

Collection:: Economics Books

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Chapter

Document type:: Monograph

Structure type:: Chapter

Title:: Chapter IX. - Railways

Collection:: Economics Books

RAILWAYS. 145 certain qualifications and limitations, but these should be more clearly defined. Irregular attendance, for instance, should be defined and, where the exigencies of the service at any time prevent an employee from zoing on leave, it should be made available to him at a later time. Workers complain of the delay in dealing with applications and of the difficulty in obtaining leave. The administrations in reply state that this is due not so much to inadequacy of relieving staff as to the general desire of the workpeople to take leave about the same time, e.g., during the marriage season. Workers must recognise that leave cannot always be granted when desired, but the administrations should endeavour to maintain reserves adequate to meet requirements spread over the year. Whether leave should be taken within a year or allowed to accumulate, or whether both systems should operate according to the preferences of different classes of employees, are matters capable of mutual settlement between the administrations and the workers op their representatives. Where it is possible to arrange for leave to be cumulative, we incline to the opinion that such leave should not accumulate for more than three years, t.e., if a worker is entitled to 10 days leave per annum, the maximum leave obtainable at one time should not exceed thirty days. Special cases may require special consideration, e.g., men serving in outlying areas, such as Assam and Burma, and servants with long and approved service under special circumstances might, in the discretion of the administra- tion, be given special leave without pay. Ordinarily, however, it should be possible to arrange for employees, after one year’s continuous service, to be given the opportunity of annual leave. if desired. Labour Costs. We now proceed to a review of the position ag regards wages. We have received statements concerning the twelve principal lines opera- ting in British India which, according to the figures supplied in the Rail- way Board’s memorandum, employed on 31st March 1929 a staff of 758,756, including 2,073 gazetted officers, but excluding contractors’ labour engaged in various branches. Statements contained in the annual reports of the Railway Board show the number and cost of a] staff employed on the twelve Class I railways on 31st March 1929, to be 77 6,042, costing Rs. 38,46,12,603. This comprises superior and subordinate staff, including permanent and temporary labourers on open line and cons- bruction work, but excludes contractors’ labour. The figure of cost includes the salaries and wages of staff, bonug contributions to the pro- vident funds, gratuities, overtime and all other allowances, excepting travelling or similar allowances not in the nature of extry, Pay. We have been supplied with a further statement Which, in addition, excludes gazetted officers and railway staff employed on construction and in mines and provides an analysis of numbers and monthly cost of all subordinate stafl, including permanent and temporary labourers employed in cop- nection with open line working on 1st October 1929. We have extracted from this the following particulars of the total cost for the month of September 1929, including the pay of this staff, overtime ang

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