SCDL MBA PROJECT - A Study of HR COMPLIANCE IN SERVICE INDUSTRIES

SCDL MBA PROJECT -   A Study of  HR COMPLIANCE IN SERVICE INDUSTRIES

CHAPTER 01

INTRODUCTION

1.1 BACKGROUND

Manufacturing sector accounts for about 16.5% of GDP. The textile, apparel and leather product sector is the largest, accounting for 44% of total industrial output. The second largest industrial sector at 24% of total manufacturing output is food, beverages & tobacco. Majority of these companies are situated in the export processing zones (EPZs) also known as Industrial Promotion Zones (IPZs).  However majority of the companies situated in these zones are apparel and apparel accessory manufacturers and exporters. Free trade zones are setup under the Board of Investment (BOI) act. Enterprises governed by this act enjoy special benefits such as tax holiday and other concessions.

Most of the apparel sector customers (our buyers) are world’s number one branded apparel marketers. There was an era in late 70s that there was a huge market for fashion. Though manufacturing of apparel was started from Europe high cost of manufacturing shifted the trade towards the Asia and Africa. Later they, their supplier and buyers found that some countries used unethical means of labor such as low salary, continuous working, child labor, lakh of sanitary & safety ect, ect.

They sought to ensure that their goods (goods that produce in our country) are produced in good working conditions. It’s a true fact that when people are treated with respect, in decent working conditions and faire rates of pay, then both they and their companies benefit from increased commitment and productivity. Customers benefit too from goods offering better quality and value.

Achieving this objective has come through the development of agreed standards between customers and suppliers, regular pattern f visits, compliance audits and a policy of continual improvement backed up by strict sanctions when standards are not met.

1.2 SIGNIFICANS

As I stated that major portion of our GDP is based on textile, apparel and leather we must protect this trade for the betterment of the country and the community. Meeting the expectations of our customers is the key to success full business. To meet the expectations of the customers we must meet the basic expectations of our employees. Since our customers demands are very high standards they want consistently high quality products delivered on time. We know that poor working conditions have a negative effect on quality and productivity. Tired and demoralized workers cannot deliver the standards that we expect. Improving working conditions in our factories will help us meeting orders more effectively and strengthen relationship with employer, employee and employer customer.

Majority of the global customers believe that high work place standards, good health and safety, fair pay and care for the environment make a real difference in creasing productivity, reducing risk, cutting costs and improving quality. (p-04, chapter 05, Global Sourcing Principals (GSP) – Marks & Spencer manual).

1.3 PROBLEMS

Major part of the problem comes when the owners/management of the company neglects the ethical trading practices, compliance of workers in order to gain more profits or lack in management skills. What ever the reason they do this they are losing the employer, employee relationship and the valuable customer. Lack of compliance may lead to slower production, production of defects, accidents and sick leading lose of man hour. At last this may lead to sabotage and strikes causing all efforts and investments in vain.

This is the utmost task of Human Resource Manager to convince the owners and management to preparation of policies and SOPs aligning the requirements of the workers, customer standards and good HR practices.

These valuable buyers or our customers have developed there own global sourcing principles which set out clearly what they expect from all businesses producing their merchandise. And they committed to work with there suppliers to meet international standards as members of the ETHICAL TRADING INITIATIVE (ETI), which they have chosen as their aspirational standards.  

1.4 OBJECTIVES OF THE STUDY

1.                  Out line the standards

2.                  To better understand the audit process

3.                  To share areas of common non compliance

4.                  Share best practices

CHAPTER 02

LITERATURE REVIEW.

2.1 Legal Compliance

HR of the organization should be utilized so as to confirm to various laws imposed by the government in relation to managing people. If legal compliance does not exist survival of the organization will jeopardize owing to incidences of divers industrial conflicts such as strikes. Sri Lankan government has imposed a set of labor laws some of which are given below.

• Shop and office employees act.
• Employment of women, young persons and children act.
• Industrial disputes act.
• Termination of employment of workmen (special provision) act.
• Employees’ holidays act.
• Workmen’s compensation act.
• Wages boards ordinance.
• Trade unions ordinance.

HRM in an organization (especially private) should be performed in compliance with legitimate provisions imposed by the labor laws. For instance if an organization requires a worker to work on a full moon poya day, the worker is to be paid at a rate not less than one and a half times his/ her normal daily rate of payment according to the Shop and Office Employees Act. Another example as per the same act, a person who has not attained the age of fourteen years shall not be employed in or about the business of a shop or office.

Prof. Dr. Henarath H.D.N.P. Opatha - Human Resource Management booklet for MBA – (p-5)

2.2 Customer Compliance

As I mentioned in chapter 1 our customers are very important, in the business as well as the global demand and supply for the particular brands. Comparison to the market demand there is a tendency in increasing of organizations. These global customers imposed these global sourcing principals and other ethical trading rules, manufacturer to comply in the aim of:

The people working for there suppliers are to be treated with respect, and their health, safety and basic human rights are to be protected and promoted. Each supplier must, as a minimum fully comply with all relevant local national laws and regulations, particularly with regard to;

• Working hours and conditions, rates of pay and terms of employment.
• Minimum age of employment.

Source: Ethical Trading Initiative base code – Marks & Spencer.

2.3 Maslow’s Need – Hierarchy Theory

Employee compliance is well conversant with the maslow’s need hierarchy theory for the success of the organization or the business. Abraham Maslow’s “A theory of human motivation” popularly known as “Need – Hierarchy Theory” is significant because it encompasses all human needs that the customers, employees and the government laws basically expects.

2.3.1 Categories of Needs

1.                  Physiological needs: These are basic to life. These include thirst, hunger and companionship. They are relatively independent of each other and in some cases can be associated with a specific location of the body. These needs are involved in maintaining the process of the body.

2.                  Safety Needs: Also called security needs, and find expression of such desires as economic security and protection from physical dangers and a desire for an orderly and predictable world. Like physiological needs these become inactive once they are satisfied. An individual who is safe, feels endangered no longer, and hence makes no attempts to ensure security. In an industrial environment safety needs are of primary importance to employees, because they are dependant on others (supervisors) for safety.

3.                  Social Needs: These refer to belongings. Human is a social animal. All individuals want to associate with others to gain acceptance, and to give and receive friend ship from them. People do not work for money alone but also for companionships. Cohesive informal groups indicate that employees have found an outlet for their social needs. A simple index of the satisfaction of social needs in organized settings is the frequency with which employees spend their free time together, and away from work situations. E.g; games and outings. However associations with others are also based on like mindedness. Thus people becom friendly only with those who feel and believe the way they do.

4.                  Esteem Needs: These refer to a desire for firmly based high evaluation from others for self respect and self esteem. They include those needs which indicate self confidence, achievement, competence, knowledge, and independence. Competitiveness and a desire for the approval of one’s performance by peers are important esteem needs from the point of view of an organization. They can be utilized by efficient managers to achieve organizational goals and also to increase feelings of worth and of being useful and necessary employees.

5.                  Self - Actualization Needs: These refer to self fulfillment. The term self actualization was coned by Kurt Goldstein and means “to become actualized in what one is foot at.” A person may achieve self-actualization in being the ideal fitter, supervisor, mother or eminent artist.

2.3.2 Lower Needs and Higher Needs.

• Physiological and safety needs are categorized as lower needs.    
• Social, Esteem and self actualization needs are categorized as Higher needs.

These needs are arranged in a lowest to the highest hierarchy. Unless the lower order needs are first satisfied, even partially, the satisfaction of higher order needs will not be possible. Thus psychological needs have to be satisfied before we can think of security. Security and physiological needs have to be satisfied before one move up to the social needs, and so on.

Therefore this has to be monitored continuously for the smooth function of the organization.

Some organizations they themselves carry out compliance, health & safety audits which we will be discussing later. On the other hand global customers have their own audits carried out prior to place the order and while the production is going on.

In general employee welfare, Health & safety administration is the group activities involved deeply in the development, implementation and on-going maintenance of a legitimate, fare and adequate compliance system in order to achieve goals of the organization.

World health organization (WHO) defines the aims occupational health as the prevention and maintenance of the highest degree of physical, mental and social well being of workers in all occupations; the prevention among workers of departments from health caused by there working conditions; the protection of workers in their employment from risks relating to factors adverse to health, the placing and maintenance of workers in an occupational environment adapted to his/her physiological and psychological environment; to summary the adaptation of work to man and each man to his job.

Prof. Dr. Henarath H.D.N.P. Opatha - Human Resource Management booklet for diploma in HRM.

  

Source: Prof. Dr. HHND Opatha, Sevaka Mandala Kalamanakaranaya, 1995

2.4 How environment hazards effects employees Health & Safety

1.                  Industrial accidents                                                     Physical

2.                  Occupational Diseases                                                            Environment

3.                  Low Quality of Work Life (QWL)                                         Mental/socio   

4.                  Organizational Stress/ Occupational Stress                Psychological     

Environment

2.5 Consequences of Occupational Health & Safety Negligence.

Environmental Hazards	Conditions	Outcomes (unfavorable)
1. Occupational accident	Loss of hearing, eyesight, loss of body parts, cuts, sprains, Bruises, Broken bones, Burns, electric shocks, Death.	High medical cost,     High compensation,     High legal cost,     Decline of reputation,     High absenteeism,
2. Occupational diseases	Cancer, asthma, poisoning, respiratory disorders, reproductive disaster.	High turn over.     Job dissatisfaction,     Low job involvement,
3. Law quality of work life.	Dissatisfaction, apathy.	Low efficiency,     Ineffective,
4. Organizational stress	Confusion, negligence, tension.	Low productivity.

2.6 What are Industrial Accidents?

Industrials are mainly due to human failure some where in the chain of circumstances which lead to the injury and it is an unexpected occurrence that interrupts regular process of work.

2.6.1 Cost of an Accident:

1.      Insured Cost:

Under workmen’s’ compensation laws there is an immediate cost of an accident, namely the insurance premium paid to cover the employers financial liability for medical and compensation benefits for the injured employee.

2.      Uninsured cost:

a.       Cost of wages paid to the injured worker.

b.      Cost of wages paid for the time lost of workers not injured.

c.       Cost of replacing the injured employee.

d.      Cost of damages to plants, equipments and materials.

e.       Cost of legal expenses arising due to the accident.

2.6.2 Causes of accidents

This could be categorized in to four as;

1.                  Relating to machines.

2.                  Human Causes.

3.                  Environmental causes

4.                  Miscellaneous.

Apart from above factors Low Quality Work Life is highly affecting the compliance issues. They could lead or cause any of those factors and conditions discussed above.

They are:

a.                   Poor job design.

b.                  Low employee involvement

c.                   Ineffective pay system.

d.                  Unfulfilled expectations.

e.                   Discrimination practices.

f.                   Lack of job security.

Stress is another major factor affecting the employees when considered the compliance. If employee compliance are well looked after employers/managers can overcome the consequences of the stress of the employees.

2.7 Factors affecting Stress

1. Supervision, salary, safety and job security (4 S’s).
2. Organizational changes.
3. Crowding.
4. Lack of privacy.
5. Over work.
6. Unattainable targets.

CHAPTER 03

METHODOLOGY

3.1 GLOBAL SOURCING PRINCIPLES (GSP).

1. Must meet law of the land.
2. Must steadily improve to international standards (ETI base code)
3. Suppliers’ responsibility to demonstrate compliance (audits).
4. Continual improvement required.

3.1.1 Other major conditions concerned in General:

1. Continuation of the business will be depending on the maintenance of established set of standards together with each supplier which includes specifications appropriate to the industries and countries producing the goods. It is the suppliers’ responsibility to achieve and maintain these standards.
2. The people working for their suppliers are to be treaded with respect and their health, safety and basic human rights are to be protected and promoted. Each supplier must as a minimum, fully comply with all relevant local and national laws and regulations particularly with regard to:
1. Working hours and conditions, rates of pay and terms of employment.
2. Minimum age of employment.

3.2 Major Factors and Conditions Stated in ETHICAL TRADING INITIAIVE (ETI) Base Code.

1. Employment is freely chosen.
2. Freedom of association and the right to collective bargaining are respected.
3. Working conditions are safe and hygienic.
4. Child labor shall not be used.
5. Living wages are paid.
6. Working hours are not excessive.
7. No discrimination is practiced.
8. Regular employment is provided.
9. No harsh or inhumane treatment is allowed.

3.3 ETI – What is it?

An alliance of:

1.  Companies of global brands. (eg. Body shop, Sainsbury, CWS, Levis, Debenhams, Next, Marks & Spencer).
2. Non-governmental organization or NGO’s (Save the children, Oxfam).
3. Trade unions.

3.4 Comparison of Codes.

GSP	ETI BASE CODE
Must treat with respect and protect human rights. Local & national laws. a.       Health & safety. b.      Lawful trade unions. c.       Min age (15 years). d.      Working hour. e.       Rates of pay. f.       Environment. g.      Country of origin correct of the product. h.      No subcontract from agreed sites.	1.      No boded labor. 2.      Safe, clean conditions. 3.      Freedom of association. 4.      No child labor 5.      Free to leave 6.      No harsh treatment 7.      Work hors 8.      Living wage 9.      Legal employment with benefits.

According to this comparison it’s very clear that the both pacts are similar and expect the same standard. Our next comparison should be law of the land with above two pacts and compare how our law helps to achieve those standards.

3.5 Comparison between Country Law against the GSP & ETI Code.

Comparison chart is attached herewith as the annex “A”.

1. Child labor: It was well met under the local laws and explained further controls and procedures under the BOI regulations.
2. Employment Freely Chosen: This is also well defined under the country law and strengthen them.
3.  Health and Safety: The labor standards and relations pamphlet of the BOI contains regulations relating to health & welfare.
4. Freedom of association right to organize:  Unions are allowed by law. Worker in the EPZs have the same rights to join as other workers.
5. No Discrimination: By constitution itself discrimination is prohibited on the basis of race, religion, nationality, language, social status, political ideas, disability and union membership. Also conditions are clearly endorsed in the BOI regulation too.
6. Discipline: Disciplinary rights are also secured very well.
7. Hours of work: Generally this is also same except for OT hours. Local labor law allows up to 60 OT hours a month where GSP and ETI allows only 48 hours. Apart from OT pregnant women and people under the age of 18 have exceptional facilities.
8. Wages, Benefits and Employment: This is specified lengthy and in detail meeting the minimum standards.
9. Environment: GSP expects to meet the national laws and improvements. Environment rules and environment authority laws governs this factor.

Comparatively country laws are meeting the GSP & ETI standards very well. But the factor is implementing and maintaining these laws. Also monitoring of these is very important in maintaining compliance.

CHAPTER 04

INTERPRITATION

Meeting and maintaining of these standards are not an easy task. According to the GSP and ETI they used to carry out compliance audits prior to give an order and as well as they do audits and visits to the sites during the time their order is going on. To achieve and maintain these standards there are methods of regular auditing and site check ups conducted by HR or safety officer.

In most of the MAS holding factories have a safety officer or dedicated HR personnel to carry out regular site visits and local audits. This is a proven method to maintain sustainable compliance within the organization to retain our precious customers.

4.1 Workplace assessment:

This is the task identification and first step to be done.

•Purpose of workplace inspection.

•Identify and evaluate hazards- main reason.

•Identify non-compliance of workers.

•Recommend feasible improvements.

•Investigate workers complains-collective or individual complains.

•Audit of OSH.

4.1.1 Work place assessment the second review

•Review purpose of assessment - why you should asses?

•Any other relevant/important information

•Review any relevant records about the industry/factory

•Review the relevant literature- what is in textbooks may not find in real

practice. Difference picture in diff, factories / organizations.

4.2 Work place assessment steps

•Pre-inspection

•Inspection

•Post-inspection

4.3 Work place inspection

Pre-inspection-prerequisites

•List of materials/chemicals used in the workplace-hazardous chemicals?

•List of products. (product in intermediate level)

•List of products (finish good) their chemical physical and biological nature

•List of work processes- hazardous to workers? dangerous processes

•List of machines-dangerous? hazardous?

Pre-inspection prerequisites

Information about work place

•Working hours- shift work-nature of shifts-8 hrs or 12 hrs, permanent or rotating

 shifts, night shifts, frequencies of shift rotation(circadian /internal body clock)

•Forward rotation of shifts

Pre-inspection

•Process or work flow chart- schematic diagram of factory/work place lay out

•Raw materials- list- hazardous?

•Intermediate products-list-hazardous?

•Final products-list-hazardous?    

                          

Pre inspection

Workplace inspection

Inspection walks through

•Start from the very beginning of the process

•Health hazards

•Safety hazards

•General working environment

•Control measures taken including PPE (personnel protective equipments)

•Warning signs/signals

•Waste disposal

Health hazards

•Physical- noise, heat, vibration, radiation, illumination,

•Chemical-dust, mist, fumes gas, vapor, liquid, solids

•Ergonomics-working postures, lifting, repetitive motions, cumulative trauma, MSD, RSI

Lifting & carrying weight

Work place inspection

Noise

Posture  & Metal fumes

Health hazards

•Biological- soil, animals, infectious agents, air conditioning

•Mental-work organization (organization culture & structure), workers morale,

interpersonal relationship, worker-worker, worker- management, inter-managerial

relationships, job tasks, job targets, dead lines, overtime, shift work

Health hazards

Work place inspection

Chemical safety

•Take adequate safety precautions as per M.S.D.S

Chemical safety

•Fire-Fire safety, fire drills, simulations, preparedness, advise from experts

•Explosion- anticipate, plan in advance, expect the worst outcome & plan to prevent

Safety hazards

•Accidental falls- falling from heights, fall of objects on workers

Safety hazards

Unsafe working at height

•Mechanical/machine injuries- machine guarding(moving parts), machine layout,

congestion of machines

•Electrocution- Electrical injuries, electrical safety

•Overloading of electrical circuits

•Work in confined space- manholes, underground storage tanks, ships(tankers), septic

            Tanks

•Clear safety policy on work in confined space (Working in Confined spaces).  

•Air supplying type respirator

•Supervision

•Suitable PPE

4.4 Welfare facilities

•Safe drinking water-outbreak of diarrheas -large number of workers will be affected.

Serious blow to the production, worker unrest, trade union activities hamper

employee-employer relationship, industrial disharmony. Could be prevented. Cost

effective investment on safe water.

•Washing facilities-Taps, showers, bathrooms- adequate number for the work force,

hygiene & sanitation, cleaning on daily basis, workers commitment to keep clean.

Regular maintenance.(broken taps, leaking bathrooms, slippery floor, bad odour)

•Toilets- adequate number, sanitation & hygiene, water supply,  maintenance, separate

for males  & females.

•Medical facilities-quality of care, in-house doctor, visiting doctor, refer to out side

institution, qualified nurse to man the medical centre, quality of drugs & medical

equipments 

•First aid facilities- items , adequate quantity for the workforce, quality, locality of first

aid boxes, keys to be placed in strategic locations under supervision of a

responsible officer, check the expire dates of items.

•Place for meals- meal rooms, canteens, kitchen- sitting capacity- 1/3 of the work force at

a time, cleanliness, sanitation, hygiene, disposal of canteen waste, food hygiene,

quality & nutritional value of  food served or sold

•Free meals or subsidized rate- enhance employee morale

•Medical examinations- on regular basis- identification of chronic degenerative ailments

at early stage improves prognosis and more cost effective.

•Resources spend on medical care is a very good investment for the long run- Healthy

work force is a priceless asset

•Working uniforms- suitable material, type, depends on the nature of the job task, kind of

the uniform- overalls -production oriented industry- ship yards, metal industry

•Changing rooms & individual lockers

•Important safety messages could prominently displayed in common places

4.4.1 Other Welfare facilities

•Washing of working uniform- hazardous industries- asbestos cement, lead based,

chemical based industries- contamination of the uniform-

•Washing of uniforms separately from home linen- “by stander effect

•Separate washing facilities at the work place

4.5 General working conditions

•General ventilation- air flow, air velocity, air inlets & out lets, their adequacy, any

obvious odor, dust, fumes, mist, smoke, vapor

•Local exhaust ventilation- to capture at source

•Push & pull ventilation- exhaust & blow fans- their effectiveness, adequacy

•Illumination (lighting)- depends on the nature of the job. more precision work- more

illumination including local illumination with general illumination. too bright &

too dark best avoided

•Health consequences of poor illumination-accidents & injuries, bending towards the

object- MSD

General working environment

General working conditions

•Over-crowding- congestion of workers & machines- inconvenience, prone to accidents,

pollution of working environment, less productivity, poor inter-personal

relationship, conflicts, industrial disharmony

•Proper lay out of the factory/ workplace

 4.5.1 Over crowding

General working conditions

•House keeping- pathways well demarcated, unobstructed pathways, keeping materials at

appropriate places, removal of unnecessary stuffs from the work place -provides

more space

•Good housekeeping contributes towards reduction of accidents and improves safety

•Cleanliness & environment sanitation- Disposal of industrial/factory/workplace waste/

garbage- regular basis(daily) and systematically, collection of garbage -result in

breeding of flies, mosquitoes, rodents etc.

4.6 Tools and Techniques

Control of work place hazards

•Engineering control- most effective

•Capture at source & removal of hazardous substances

•Local exhaust ventilation- effectiveness

•Enclosure & barriers- machine guarding, enclosure of worker or process

•Isolation/segregation

4.7 Best Practices

4.7.1 Control of work place hazards

•Substitution- highly hazardous substances are substituted by non or less hazardous-

feasibility, cost, quality of the final product

•Good work practices- Training (safety & vocational), re-training, on the job training

•Safety consciousness, safety culture, behavior based safety

•Proper disposal of industrial waste

•Properly displayed safety & warning signs & signals- appropriate messages at

           

appropriate places

•Personal Protective equipments- least effective- appropriateness, maintenance,

            suitability, compliance(ensure 100%)

PPE

4.7.2 Other work areas

•Storage areas- improper storage of hazardous materials

•Laboratories- use of hazardous substances

•Loading & unloading areas- accidents & injuries are common due to negligence

•Maintenance areas- areas under construction

•During break downs & shut downs of normal work routine safety mechanisms may not

function- workers are vulnerable

4.7.3 Seek more information on following matters since they are out of the control in some occasions.

•Maintenance & cleaning operations mainly done by contract workers

•Type and quality of chemicals

•Material Safety Data Sheets

•Non routine processes- could be unidentified hazards, unusual occurrences?

           

            Go through records & documents

•Results of environment & biological monitoring- keep records for reference- compare

           

            with past results

•Training records of workers in OSH

•Production figures-related to hazards-less production-less profits-less allocation for

            OSH- less OSH services - Go through records & documents

•Overtime figures- safety standards are determined for 8 Hr exposure-Eg-Noise levels 85

            dB for 8 Hr exposure

•Quality of chemicals purchased-name of suppliers, their standards, reputation

            Cooperate safety policy

•Safety policy -workers are educated and made aware of the safety policy, safety policy

           

            should be displayed in strategic locations

•Safety committee- chaired by a senior manager, who is capable of making policy

            decisions

•Safety committee is met at least once a month to review the current safety status

•Proper implementation of the safety policy -contribution from all quarters from top to

Bottom

•Trained safety officers

4.7.4 Interview of workers

•Work related health problems- be a good listener & observe non verbal emotional

            expressions of workers- work related stress, work overload, overtime, impossible

            job tasks, targets, dead lines

•Problems with use of PPE- difficulty in use, unsuitability, improper sizes

•Hours of exposure- long hours, overtime, extra workload

•Workers morale

•Nature of work- dangerous work with minimum safety measures, hazardous work

            without adequate protection

4.8 Post inspection

•Discussion with the management

•Inspection report-identify the problems and list them out in priority order

•Specific recommendations- what actions to be taken- immediate, intermediate & long

            term. are the recommendation feasible & cost effective.

•Do you need specialized work place inspection to be carried out by a specialist

•Do you need biological & environmental monitoring to be carried out- what

            organization to be contacted.

CHAPTER 05

CONCLUTION

Goal of every business organization is similar and solid that is to gain profits. But when they are trying to reach this tend to use various methods. What ever the method used it should be ethical and faire in general, according to the GSP, ETI or country law. The most important stake holder we consider is the customer. But it’s a proven factor that to satisfy the customer we must sell the product in a competitive price with maximum profits with the best quality. To do all these we must have a set of dedicated, trusted, efficient and knowledgeable employees. Employees to achieve the above said standards they should be happy, healthy and free of problems or free of stress.

That is what we discussed above how to keep thee happy healthy and free of stress. Them they will be dedicated, trusted, efficient and thirst for knowledge to success the organization. In the cause of achieving those organizations must carry out regular audits prior to the customer and remedy any non compliance.

These processes of caring of workers are another way of winning their hearts and minds since it involves high human interaction. Therefore rectifying any lapses helps to improve or boost the moral of employees which is the utmost important and happiest achievement of Human Resources Manager/personnel.

06 References :

1.                  Prof. Dr. Henarath H.D.N.P. Opatha - Human Resource Management booklet for MBA – (EIPEL)

2.                  Prof. Dr. HHND Opatha, Sevaka Mandala Kalamanakaranaya, 1995

3.                  Occupational & environment median 1997 – Joseph Ladon.

4.                  Draft guidance for hazard determination – US department of labor, Occupational safety & health administration (OSHA).

5.                  Occupational health 1998 – Rohini De alwis Senarathne, Dulitha N Fernando, & Kantha Lankathilaka.

6.                  Physical & biological hazards of the work place – Peter H. Walt & Gregy M Stave. 2002.

7.                  Environment safety & health hand book 2002 – Nike Ink.

8.                  H & S manual – Noyon Lanka (pvt) Ltd.

9.                  GSP and ETI base code manual.

07 ANNEXURES