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66
CHAPTER – III
HUMAN RESOURCE MANAGEMENT
PRACTICES IN TNSTC LTD
3.1 MEANING AND DEFINITION OF HUMAN RESOURCE
MANAGEMENT
Human Resources Management means employing people,
developing their resources, utilising, maintaining and compensating
their services in tune with the job and organisational requirements
with a view to contribute to the goals of the organisation, individual
and the society.
(i) Features of Human Resources Management include
Human Resources Management is concerned with employees
both as individuals and as a group in attaining goals. It is also
concerned with behaviour, emotional and social aspects of
personnel.
It is concerned with the development of human resources, i.e.
knowledge, capability, skills, potentialities and attaining and
achieving employee goals, including job satisfaction.
Human resources management covers all levels (low, middle,
and top) and categories (unskilled, skilled, technical,
professional, clerical and managerial) of employees. It covers
both organised and unorganised employees.
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It applies to the employees in all types of organisations in the
world (industry, trade, service, commerce, economic, social,
religious, political and government departments). Thus, it is
common in all types of organisations.
Human resources management is a continuous and never
ending process.
It aims at attaining the goals of organisation, individual and
society in an integrated approach.
Organisation goals may include survival, growth and
development in addition to profitability, productivity,
innovation, excellence etc.
Individual employee-goals consist of job satisfaction, job
security, high salary, attractive fringe benefits, challenging
work, pride, status, recognition, opportunity for development
etc.
Goals of the society include equal employment opportunity,
protecting the disadvantaged sections and physically
handicapped, minimization of inequalities in the distribution of
income by minimizing wage differentials, developing the
society in general by organising developmental activities etc.
Human resources management is a responsibility of all line
managers and a function of staff managers in an organisation.
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It is concerned mostly with managing human resources at work.
Human resources management is the central sub-system of an
organisation and it permeates all types of functional
management, viz., production management, marketing
management and financial management.
Human resources management aims at securing unreserved co-
operation from all employees in order to attain predetermined
goals.
(ii) Importance of Human Resource Management
Human resources play a crucial role in the development process
of modern economics. Arthur Lewis observed, “there are great
differences in development between countries which seem to have
roughly equal resources, so it is necessary to enquire into the
difference in human behaviour.” It is often felt that though the
exploitation of natural resources, availability of physical and financial
resources and international aid play prominent roles in the growth of
modern economies, none of these factors is more significant than
efficient and committed manpower. It is in fact said that all
development comes from the human mind.
(iii) Human Resources in the Nation’s Well-being
A nation with abundance of physical resources will not benefit
itself unless human resources make use of them. Infact, human
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resources with right attitude are solely responsible for making use of
national resources and for the transformation of traditional economies
into the modern industrial and knowledge economies.
(iv) Man vis-a-vis Machine
Most of the problems in organisational sections are human and
social rather than physical, technical or economic. No industry can be
rendered efficient so long as the basic fact remains unrecognised that
it is principally human. It is not a mass of machines and technical
processes but a body of men.
(v) Social Significance
Proper management of personnel enhances their dignity by
satisfying their social needs. This is done by
(a) maintaining a balance between the jobs available and the
jobseekers according to the qualifications and needs;
(b) providing suitable and most productive employment,
which might bring them psychological satisfaction;
(c) making maximum utilization of the resources in an
effective manner and paying the employee a reasonable
compensation in proportion to the contribution made by
him;
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(d) eliminating waste or improper use of human resources,
through conservation of their normal energy and health
and
(e) by helping people make their own decisions that are in
their interests.
(vi) Professional Significance
By providing a healthy working environment, it promotes team
work in the employees. This is done by
(a) maintaining the dignity of the employee as a ‘human-
being’
(b) providing maximum opportunities for personal
development
(c) providing healthy relationship between different work
groups so that work is effectively performed
(d) improving the employees’ working skill and capacity
(e) correcting the errors of wrong postings and proper
reallocation work
(vi) Functions of Human Resource Management
The functions of HRM can be broadly classified into two
categories, viz., (I) Managerial functions and (II) Operative functions.
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I. Managerial Functions
Managerial functions of Human Resource Management involve
planning, organising, directing and controlling. All these functions
influence the operative functions.
II. Operative Functions
1. Employment
It is the first operative function of Human Resources
Management (HRM). Employment is concerned with securing and
employing the people possessing the required kind and level of human
resources necessary to achieve the organisational objectives. It covers
functions such as Job Analysis, Human Resource Planning,
Recruitment, Selection, Placement and Induction and Orientation
2. Human Resource Development
It is the process of improving, moulding and changing the
skills, knowledge, creative ability, aptitude, values, commitment etc,
based on present and future job and organizational requirements.
These functions include Performance Appraisal, Training,
Management Development, Career Planning and Development,
Internal Mobility, Transfer, Promotion, Demotion and Change and
Organisation Development.
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3. Compensation
It is the process of providing adequate, equitable and fair
remuneration to the employees. It includes Job Evaluation, Wage and
Salary Administration, Incentives, Bonus, Fringe Benefits and Social
Security Measures.
4. Human Relations
Practicing various human resource policies and programmes
like employment, development and compensation and interaction
among employees, create a sense of relationship between the
individual worker and management, among workers and trade unions
and the management.
5. Industrial Relations
Industrial relations refer to the study of relations among
employees, employer, government and trade unions. Industrial
relations include Indian labour market, Trade unionism, Collective
bargaining, Industrial Conflicts, Workers’ participation in
management and Quality circles
3.2 HUMAN RESOURCE MANAGEMENT POLICIES AND
PRACTICES IN TNSTC LTD
The Ministry of Transport, Government of Tamil Nadu,
formulates the Human Resource policies and practices. These policies
are to be implemented by all divisions of TNSTC uniformly. In this
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section, the policies and practices relating to important areas of
Human Resource Management (Personnel factors identified by the
researcher) are explained.
3.3 RECRUITMENT
It is the process of searching for prospective employees and
stimulating them to apply for jobs in an organisation. It deals with
Identification of existing sources of applicants and developing them,
Creation/identification of new sources of applicants, Stimulating the
candidates to apply for jobs in the organisation and Striking a balance
between internal and external sources.
3.4 SELECTION
It is the process of ascertaining the qualifications, experiences,
skills, knowledge etc., of an applicant with a view to appraising
his/her suitability to a job. This function includes Framing and
developing application blanks, Creating and developing valid and
reliable testing techniques, Formulating interviewing techniques,
Checking of references, Setting up a medical examination policy and
procedure, Line manager’s decision, Sending letters of appointment
and rejection and Employing the selected candidates who report for
duty.
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(i) Compulsory Notification of Vacancies to Employment
Exchange
The corporations do not come under the purview of the Tamil
Nadu Public Service Commission for filling up the vacancies of posts.
Therefore, it has to notify the vacancies of posts to the respective
District Employment Exchange Offices.
The details such as name of posts, number of vacancies, pay
and allowances, physical requirements, educational qualifications,
experience, age limit if any, sex, term of vacancies must also be sent
to the Employment Exchange. Similarly notifications are sent to the
Professional and Executive Employment Office, Madras, for filling up
posts, which require the qualifications of bachelor degree or higher
degree in engineering, medicine, agriculture, veterinary, law or post
graduate degree or diploma in other subjects.
The Employment Offices shall furnish a panel of names of
candidates for interview and selection. If suitable candidates are not
available in their live registers they have to furnish non-availability
certificates. The corporation has to send periodical returns on
employment matters to the Employment Exchanges.
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(ii) Mode of Recruitment
All appointments in Managerial, supervisory, Working group
and Miscellaneous groups to be made by direct recruitment in the
corporation shall be through employment exchanges unless by specific
orders of government. Government lays down order of priority of
categories of persons for recruitment from time to time. However, if a
permanent employee of the corporation possessing the required
qualification applies for direct recruitment to a post in the corporation,
he may be considered for direct recruitment.
(iii) Compassionate Recruitment
If an employee who puts in more than 240 days or work, dies in
harness leaving the family in a helpless condition, a member of his
family (wife/husband/son/unmarried daughter) is eligible for direct
recruitment subject to the availability of vacancy and without
reference to Employment Exchange provided, that the dependant
possesses the necessary qualifications and is within the prescribed age
limit for this purpose.
(iv) Employees Norms
Government has fixed the following employees’ norm for
different categories per bus
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Category Norm per bus
Conductor 2.5 (Scheduled) 1.5(Spare) per bus
Driver 2.5 (Scheduled) 1.25 (Spare) per bus
Traffic Supervisory 0.15 (Excluding buses condemned or to
condemned)
Technical and Technical Supervisory Technical
per bus
Technical
Supervisory
per bus
Average age of buses (excluding
condemned and to be condemned)
Within 3 years 1.00 0.06
Over 3 years but less than 4 years 1.12 0.08
Above 4 years 1.15 0.10
Administrative Staff Fleet strength ratio
(Scheduled & Spared)
Norm
Below 400 buses 0.77
Above 400 buses but below 750 buses 0.70
Above 750 buses 0.65
Contingent 0.15
Compiled from service rules of Transport Undertakings - IRT, Chennai
(v) Age limit for appointments
A person, to become eligible for appointments by
direct recruitment, should have completed 18 (eighteen) years of age
or any higher minimum age that may be prescribed. In the absence of
fixation of specific upper age limit, for any post, 30 (thirty years) for
open competition 35 (thirty five years) for Most Backward and
Backward Classes (M.B.C.) and (B.C.) and 40 (forty) years for
Scheduled Caste/Scheduled Tribe (S.C./S.T.) have been fixed as upper
age limit. The persons shall not complete the above age limits on the
first day of July of the year in which the appointment is made.
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(vi) Reservation of appointments
The following norms of reservation are applied for direct
recruitment: for scheduled case and scheduled tribe (SC/ST) 18%;
scheduled tribe (S.T.) 1%; most backward classes (M.B.C.) 20%;
backward classes (B.C.) 30% and for open competition (O.C) 31%
apply to direct recruitment in the corporation. Selection of candidates
for appointment is finalised as per an approved order of rotation by
mingling candidates selected under open competition, S.C./S.T.,
M.B.C, B.C quotas.
(vii) General provision for appointment
Appointment to various posts shall be made by the managing
director or by the authority, where the board may declare as
appointing authority, subject to availability of vacancies against the
posts sanctioned by competent authority or Board or Government.
Every employee shall conform to, physical and other
standards/prescribed by the Management, from time to time.
Candidates recruited to certain categories of posts directly in the
managerial cadre or others may be required to execute an agreement to
serve for 3 (three) years or if he undergoes prescribed training, to
serve for 5 years in the manner prescribed by the management.
(viii) Probation
A probationer is on trail for such a period of probation as fixed
by the management before he is appointed as a permanent employee.
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The probation period is generally two years continuous period. It is
provided that no probation shall be necessary with regard to cases of
transfer if the levels of scales are identical.
(ix) Extension, Suspension or Termination of Probation
The appointing authority may, at any time before the expiry of
the prescribed period of probation extend period of probation or
suspend a probationer in a category or discharge him from service in
that category for want of a vacancy. It may, sometimes, terminate the
probationer and/or discharge from service after giving him a
reasonable opportunity of showing cause against the proposed
termination of probation, if it thinks the probationer is incompetent.
(x) Completion of Probation
If the appointing authority decides that the performance of the
probationer, during the period of probation or extended period of
probation has been satisfactory, it shall issue an order declaring the
probationer to have satisfactorily completed the period of probation in
that category. He becomes regular employee since then. His annual
increments will also be regularised.
3.5 TRAINING AND DEVELOPMENT
(i) Training
It is the process of imparting to the employees technical and
operating skills and knowledge. It includes identification of training
needs of the individuals and the company, developing suitable training
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programmes, helping and advising line management in the conduct of
training programmes, imparting of requisite job skills and knowledge
to employees, evaluating the effectiveness of training programmes.
(ii) Training and Education
The need and importance of training the skilled manpower,
before putting actually on the job, was recognised by the TNSTC.
Such training can be divided into two parts, one being under the
Apprentices Act 1961 and the other part being company traineeship.
(iii) Apprentices Act 1961
The Apprentices Act was observed by the corporation to
regulate and control apprenticeship. Apprenticeship is a system by
which an employer undertakes by contract to train a person
systematically during a specified period. There are Trade Apprentices,
Diploma Technician Apprentices and Engineering Graduate
Apprentices. Trade Apprentices should have undergone institutional
training in a school or other institutions affiliated or recognised by the
State Board or State Council of Technical Education.
They should have passed the Trade Test and should possess the
other requirements prescribed. If the institutional training for the
technical trade is for two years the apprenticeship period is one year.
If the former is one year the apprenticeship period is two years. The
apprenticeship period to diploma in engineering or degree in
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engineering is one year. In respect of commercial trade apprentices,
the period of apprenticeship has been fixed as one year. The
corporation is bound to abide by the above requirements to train the
apprentices.
(iv) Apprenticeship and Regularization
A company apprenticeship/trainee is a person who is
undergoing pre-employment training. It is different from the
apprenticeship training engaged under the Apprenticeship Act 1961.
Candidates who have successfully completed the apprenticeship under
the Apprenticeship Act 1961 only shall be taken as TNSTC
Apprenticeship/Trainees. The I.T.I. Trade Certificates holders with a
pass in the National Apprentice Examination taken on daily wages and
after 240 days of duty on daily wages are regularized. The drivers and
conductors are taken on daily wages and on completion of 240 days of
duties; they are regularized on the time scale of pay. No previous
apprenticeship training for them under the Act or Company
Apprenticeship is stipulated.
(v) Training and Orientation
The corporation is running a Driver Training Institute. Before
casual jobs are assigned, drivers are given short-term intensive
training. Besides this, officers and employees are also sponsored for
retraining and refresher programmes organised by various institutions
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like Institute of Road Transport (IRT), Chennai and Central Institute
of Road Transport (CIRT), Pune. The personnel from executive level
to workers level are sorted out to undergo training programmes at
various training institutions like National Institute of Personnel
Management Chennai Chapter, Central Institute of Road transport,
Pune, Tata Engineering Locomotive Corporation Limited, Chennai
and so on. Training is given in the area of tyre management, material
management, workshop standardisation, and computerisation.
Supervisors and executives are encouraged to attend seminars on the
subjects like law, culture, industrial relations, behavioural science etc.
(vi) Types of Training and Development programmes
The different types of Training and Development Programmes
conducted by TNSTC are as follows:
(a) Training programmes for workers
Safety clinic programmes for accident prone / involved
workers, re-transfer course to avoid alcoholism, training programme
on first aid and education of social life counseling.
(b) Development Progremmes (for supervisors)
Road safety and accident investigation, programme on
individual auditing, new scheduling, minimizing absenteeism and
prevention of leakage of revenue etc.
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(c) Development Programmes for Managers
Advance use of Personal computers, pollution control in public
transport, programme on public relation, bus body construction and
maintenance, human resource management and stress management
and self development etc programmes.
3.6 PROMOTION OF WORKERS
The term promotion refers to the movement of an employee
from the lower position to a higher position. Promotion involves
higher status, more remuneration, increased responsibilities, increased
benefits and privileges in the same organisation. Promotion is the
advancement of an employee to a better job-better in terms of greater
responsibilities, more prestige or status, greater skill and especially
increased rate of pay or salary. Promotion is a change from one job to
another that is better in terms of status and responsibilities.
(i) Promotion method adopted in TNSTC
When vacancies arise in TNSTC in higher cadres, the
management used to find out whether qualified workers are available
in the corporation by going through internal employment plans. If
eligible workers are available they will be promoted on the basis of
seniority and at times seniority - cum - merit basis. That is to say, if
there are two or more employees of different length of service with the
required qualification, promotion would be made on seniority basis.
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But at the same time when two or more workers with equal
service are competing for a post, skill and additional qualification
(merit) would be considered for promotion.
(ii) Procedure of Promotion
The employee at the time of promotions should have
satisfactorily completed the probation. He should possess the requisite
qualification and should have passed the prescribed test, if any. The
promotion shall take effect from the date on which the employee takes
over charge in the higher post unless and otherwise directed
specifically by competent authority. Panel of candidates for promotion
shall be drawn and arranged in order by competent authority
ordinarily once in six months (April and October).
Promotion will be ordered in that order so drawn without
changing the panel for six months. The Board has power to revise the
list in any manner it may consider necessary. An Appellate authority
either on its own accord or on a petition from an aggrieved employee
submitted within six month of passing of order or during an extended
period has power to revise the order by setting aside the promotion
and reverting the persons promoted.
3.7 TRANSFER
It is the process of placing employees in the same level jobs
where they can be utilized more effectively in consistence with their
potentialities and needs of the employees and the organization. It also
deals with:
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Developing transfer policies and procedures.
Guiding employees and line management on transfers.
Evaluating and execution of transfer policies and
procedures.
(i) Procedure of Transfer adopted in TNSTC
Transfers are affected by the management of TNSTC only on
need basis. The usual causes for transfer are:
1. Mutual willingness of staff involved; 2. Individual requests
(depending upon vacancies); 3. Administrative Convenience and
4.Punishment.
Transfer on account of “punishment” is very rare. Whenever
transfer question is contemplated, it will be done to enhance
convenience of staff and without causing much dislocation and
disturbance to them. However, the organisational interest is given top
priority in this respect.
3.8 WAGES AND INCENTIVES
(i) Wages
Wage means the remuneration paid by the employer for the
services of hourly, daily, weekly and fortnightly employees.” It also
means that remuneration paid to production and maintenance or blue
collar employees.
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(ii) Salary
The term salary is defined as the remuneration paid to the
clerical and managerial personnel employed on monthly or annual
basis. In these days of human resources approach, the term wage
and/or salary can be defined as the direct remuneration paid to an
employee compensating his services to an organization.
Incentives are extra financial motivation. They are designed to
stimulate human effort by rewarding the person over and above the
time rated remuneration, for improvements in the present or targeted
results.
The term salary is usually defined to mean compensation to
office employees, foremen, and managers, professional and technical
staff. Salary is always based on time spent on job. The term
allowances include dearness allowance, house rent allowance and
other allowances paid in cash or in kind.
(iii) Pay
‘Pay’ means the basic pay drawn monthly by an employee in a
time scale of pay fixed to a post held by him. It may include Personal
pay, Grade pay, City Compensation Allowance and House Rent
Allowance. This has been shown in the Table No. 3.1, 3.2 and 3.3.
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Table 3.1
Pay Band and Grade pay effective from 1.9.2010
S.
No.
Category Pay Band effective
from 1.9.2010
Grade
Pay
1 Miscellaneous Level - I 4800 - 10000 1300
2 Conductor, Technical Level 1
and Miscellaneous Level 2
Driver Level 1
5200-20200
1600
1700
3 Administration Level 1
Conductor, Technical Level 2
and Miscellaneous Level 3
Driver Level 2
5200-20200
1800
1900
4 Administration Level 2
Conductor, Technical Level 3
and Miscellaneous Level 3
Driver Level 3
5200-20200
2000
2100
5 Conductor, Technical Level 4
and Miscellaneous Level 5
Administration - Level 4
Driver Level 4
5200-20200
2200
2250
2300
6 Administration - Level 4
Conductor, Technical Level 6
Driver Level 5
5200-20200
2400
2450
2500
7 Administration - Level 5
Conductor, Technical Level 6
Driver Level 6
9300-34800
4200
4200
4200
8 Administration - Level 6 9300-34800 4300
9 Supervisory
9300-34800
4400
4500
4600
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Table 3.2
Rate of City Compensatory Allowance (Rupees per month)
S.
No.
Employees in the pay
range
Chennai City and
areas around the
city at a distance
not exceeding 32
kms. From the city
limits
Cities of Coimbaotre,
Maudrai, Salem,
Tiruchiappalli and
Tiruvenveli areas around
them at a distance not
exceeding 16 kms from the
city limits
1 Below 8000 180 90
2 8001-12000 250 130
3 12001-16000 400 200
4 16001 and above 600 360
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Table 3.3
Rates of House Rent Allowance Pay Range Amounts of House Rent Allowance
Grade 1(a)
Chennai City
and places
around the
city at a
distance not
exceeding 32
kms from the
city limits
Grade 1(b)
Cities of
Coimbatore and
Madurai and
places around
them at a
distance not
exceeding 16
kms from the
city limits
Places in
Grade II and
places
around 8 kms
from town
limits
Places of
Grade II
Unclassified
Place
Rs. Rs. Rs. Rs. Rs. Rs.
1. 3440-5299 500 300 240 160 120
2. 5300-6699 560 400 300 200 140
3. 6700-8189 680 500 360 240 160
4. 8190-9299 800 600 440 300 180
5. 9300-10599 1000 720 540 380 200
6. 10600-11899 1200 840 640 460 220
7. 11900-13769 1400 960 760 560 240
8. 13770-14509 1500 1100 880 660 260
9. 14510-15999 1800 1240 1000 760 280
10. 16000-17299 2000 1380 1120 860 300
11. 17300-19529 2200 1480 1240 900 320
12. 19530-20089 2400 1600 1360 1000 340
13. 20090-21019 2600 1700 1400 1000 360
14. 21020-21579 2800 1800 1400 1000 380
15. 21580-22139 2900 1800 1400 1000 400
16. 22140-24999 3000 1800 1400 1000 400
17.25000 & above 3200 1000 1400 1000 400
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(iv) Dearness Allowance
D.A shall be paid at 45% of the Basic pay and Grade pay.
Whenever D.A shall be allowed to the Government employees, the
corporation employees shall be paid in the same rate.
(v) Grant of increment
An employee on a time scale of pay is ordinarily granted an
increment in the scale when he completed one year of service
counting for increment unless the increment is withheld as a measure
of punishment or for not passing prescribed test or for not acquiring
any special qualification as required for declaration of probation by
the competent authority. Annual increment occurring to a quarter shall
be advanced to the first day of the quarter in which the increment
occurs. A probationer with two years of probation is entitled to draw
the first increment after one year of service and the second increment
shall be granted with effect of the date of declaration of probations.
Annual increment to the employees shall be paid at 3% of the basic
pay and grade pay.
(vi) Terms of wage settlement
There terms of settlement include fixation of pay dearness
allowance, washing allowance, minimum assured increase in gross
emoluments, leave benefits, special pay etc, wage revision has been
agreed upon at the end of every three years. Settlement has been made
between State Government and representatives of recognized unions
90
of transport workers at state level. Similarly the rate of bonus is
determined by bipartite negotiations (Government and unions) every
year.
3.9 PERFORMANCE APPRAISAL
Performance appraisal refers to all the formal procedures used
in working organisations to evaluate the personalities, contributions
and potentials of group members. Such appraisal should not be
confined to past performance alone. Potentials of the employee for
future performance must also be assessed.
In TNSTC to determine an employee’s worth for every year the
performance appraisal conducted by branch manager or sectional
officer or general manager. It is only useful for employee’s increment
and promotion.
(i) Objectives
To determine qualification for the assignment of work
To determine the promotional qualification
To determine the employee’s ability
To improve the employees’ skill
To determine the misfit person
To assist in the development of employees by finding out
their talents and weaknesses
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(ii) Contents
The employees’ behaviour traits are to be measured by
sectional officer and branch manager in the following contents.
1. Health and physical capacity
2. Job knowledge
3. Dependability
4. Initiative and quality of work
5. Relation with colleagues and supervisors
6. Sincerity and loyalty
7. Attendance and punctuality
8. Supervision and behaviour
9. Conduct and behaviour
10. Overall rating
(iii) Rating scale
The assessment content has following scales
Very good
Good
Satisfactory
Below satisfactory
Below average
Poor
Performance appraisal depends upon above items and scales
then only they evaluate the employees’ worth.
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(iv) Review for advancement to higher level scales
All employees below the rank of Superintendent, Junior
Engineer are eligible for review under logitivity pay scheme as per
wage settlement.
An employee in the working group or a miscellaneous group
shall be entitled (on the basis of review of performance by complete
authority) for advancement to higher level scale after completing 6
years, 7 years, 8 years, 8 years and 3years qualifying service at the
first level or second level or third level or fourth level and fifth level
as the case may be. During the first three reviews 5% review benefit
shall be paid and during the last two reviews 3% review benefit shall
be paid. The advancement to higher level is not automatic. It is based
on performance and other parameters prescribed by the Management
Appropriate committee of officers constituted for that purpose would
do the review.
3.10 WORKERS’ PARTICIPATION
The involvement of employees in the decision-making process
has been termed variously as industrial democracy or employees’
participation or participative management and workers’ participation
in management. Management is said to be participative if an
organisation gives scope to workers to influence its decision making
process on any level or sphere or if it shares with them some of its
managerial prerogatives.
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Participation is nothing but mental and emotional involvement
of persons in-group situation that encourage them to contribute to
group goals and share responsibility for them. There are three
important ideas in this definition. First, and probably foremost,
participation means mental and emotional involvement rather than
more muscular activity. This involvement is psychological rather than
physical, as the person participated is “ego-involved” instead of
merely “task-involved”.
The second important idea in participation is that it motivates
people to contribute. They are given an opportunity to release their
own resources of initiative and creativity towards the attainment of
objectives of the organisation.
The third idea in participation is that it encourages people to
accept responsibility in their group activities. It is a social process by
which people become self-involved in an organisation and want to see
it works successfully. Participation helps them to become responsible
employee-citizens rather than non-responsible - machine-like -
performers.
(i) Participative forums in TNSTC Ltd.
a. Joint Committees
As per the participation of workers in Management Bill 1990,
the shop floor and establishments councils shall comprise equal
number of representatives of employer and workmen. Accordingly, in
TNSTC joint committees are composed of an equal number of
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employee’s and employees’ representatives. They are entrusted with
the responsibility of removing the causes of friction between workers
and management in the day-to-day life and work situations and
creating harmonious relations. The following bipartite committees are
functioning in TNSTC Ltd.:
i. Township Committee is formed for the purpose of
maintaining Dheeran Nagar Township. It comprises of 2
representatives of management and 2 representatives of workers.
ii. Staff benefit fund Committee is meant for helping the
employees who are suffering from chronic illness. One representative
each from workers and management constitute it.
iii. Death relief fund Committee is set-up for the purpose of
helping the families of deceased employees. Rs. 5 is collected from all
the employees and the total amount is paid to the dependents of the
deceased member. It comprises of one representative each from
management and employees.
iv. Safety Committee is established to safeguard employees
from sustaining injuries and to prevent other work-related accidents. It
has four members, two from workers and two from management.
b. Canteen Committee
The Canteen Committee is composed of 14 members elected
from among workers. The tenure of office of the members is 3 years.
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The management will nominate equal number (14) of representatives.
This committee is to settle the problems relating to running of
canteens.
c. Branch Council
There are 16 branch councils in the corporation out of which 8
are the town branch councils and the 8 remaining councils are
functioning outside the town. Each town branch council has 8
members from workers side. (ATP - 2; LPF - 2; CITU - 2; AITUC - 1;
and PS - 1). There are eight nominated management representatives.
(Total 16). There are 12 members in each rural branch councils - 6
worker representatives and 6 management representatives.
The members of Branch councils discuss the issues relating to
the following matters and arrive at solutions.
1. Review of utilisation of fuel 2. Review of cost
reduction 3. Operational problem 4. Controlling wastage 5. Errors
in documents 6. Economy 7.Improvements in performance
8.Absenteeism and 9. Work redesign.
d. Corporation Council
Corporation council has been constituted to discuss the matters
pertaining to the corporation as a whole. The corporation council was
first formed in the year 1985 and it has been functioning since then. It
consists of 16 members - 8 union representatives (ATP - 2; LPF - 2;
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CITU - 1; AITUC - 1; PS - 2) and 8 management representatives
nominated by the corporation.
The corporation council is concerned with following issues:
1. Setting up and review of operation targets. 2. Inter-branch
council problems that are represented to the corporation council for
solution. 3. Studying the pattern of absenteeism and evolving suitable
guidelines for reducing it. 4. Reviewing and updating of the working
of various participative committees and councils. 5. Preparation of
schemes for the development of skills of employees.
(ii) Holding of Meetings
The authorities of the corporation periodically convene the
meetings of workers participative forums depending upon the nature
and urgency of issues emerged.
3.11 GRIEVANCE HANDLING
(i) The concept of grievance
The International Labour Organisation defines a grievance as a
complaint of one or more workers in respect of wages, allowances,
conditions of work and interpretation of service stipulations, covering
such areas as overtime, leave, transfer, promotion, seniority, job
assignment and termination of service. Grievance is any
dissatisfaction that adversely affects organisational relations and
productivity.
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Thus Grievance implies dissatisfaction or distress or suffering
or grief caused unnecessarily or illegally. In Human Resource
Management policies and practices, it is a complaint or representation
made in writing as regard to a company related matter arising from
employment or service conditions, or firm conditions involving unfair
treatment by the employers or from violation of any agreement or
standing instructions.
The Grievances of workers must carefully be dealt with and
they must be solved at the earliest occasions possible. It is advisable
that they should be resolved at their sources themselves and should
not only be simple but transparent in all stages; mutual faith and
confidence will be paramount in resolving the grievances.
(ii) Grievance Procedure in TNSTC Ltd.
Grievance will include complaints affecting individual
employees on payment of wages, leave, and transfer relating to policy
of managements or punishments under disciplinary rules. Matters of
policy covering general issue have to be taken by the Trade Union and
it will be outside the scope of grievance procedure. With the object of
providing the employees easy and readily accessible machinery for the
ventilation and prompt redressal of their day-to-day individual
grievances, an effective grievance procedure has been adopted in
TNSTC.
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a) First Stage
Grievance petition first state, in duplicate, is to be submitted to
the immediate superior or officer not below the rank of assistant
manager. He has to give his decision in writing within 5 days of the
receipt of the grievance.
b) Second Stage
If the officer either fails to give a decision or give decision not
agreeable to the aggrieved worker, then the grievance would be passed
on to the second stage. Grievance petition is to be submitted in
duplicate, to the officer-in-charge nominated by Managing Director
who may be general manager or manager personnel, through the
officer who gave the decision at the first stage. He is expected to give
a solution within 10 days. Whenever necessary, he can consult the
concerned specialist, department, officer, head of the department or
branch or unit concerned in order to settle the grievance at this level.
He may, in this case, take an additional period of 5 days.
c) Third Stage - Representation to Managing Director
If the officer-in-charge fails to give a decision within the
stipulated period or if the employee concerned is not satisfied with the
decision given by the officer-in-charge he may sent representation to
the Managing Director in the form prescribed, with all the facts he
may like to represent with a copy to the officer-in-charge who heard
him. The Managing Director shall call for the records relating to the
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first and second stage and carefully examine the grievance in
consultation with the concerned officers and if necessary, after giving
him personal hearing, give his final decision within 30 days from the
date of receipt or grievances.
(iii) Decision
All decision on grievance taken under the grievance procedure
should be in conformity within the rules, regulations and policies of
the corporation. The time limit allowed to the employee to represent
grievances from one stage to another is 10 days from the date of
receipt of decisions. The concerned employee’s absence to duty, as a
result of appearance in person before the authorities, shall be treated
as duty. No employee should be harassed or victimised for the
representation made. He shall not approach conciliation machinery or
any court till all the stages are exhausted and final decision
communicated to him. There shall not be stoppage of work until the
procedures have been fully gone through. Violation of the procedures
will make the employee to loose his rights under these rules.
(iv) Reviews
The General Manager / Personnel Manager shall review the
grievances that arose during every 6 months. The type of grievances
that arose and the decision taken thereon are also reviewed. Action
may be initiated on the basis of the review so as to prevent the
occurrence of such grievances in future.
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3.12 TRADE UNION
Minimum seven members is in group they authorized to form
an union. There are many unions are in TNSTC. These unions are
based on politics and non politics.
(i) Objectives
To maintain the labour welfare
To develop support between employer and employee
To try to solve the employees’ problems.
(ii) Functioning of Trade Unions
The monthly subscription amount is decided by the union itself
and is maintained by the office bearers for the functioning and
programme expenses of the union (Rs.20). Sometimes, the
management itself collect subscription amount for certain union from
their salary and pay it to the union. The management gives more
importance to the recognized unions in case of decision making
process; where as the response to the unrecognized union will only
take into consideration if it is a genuine obligation.
The representative of all unions (including non-recognised) are
permitted to represent the labour problems and issues to the authorities
at Branch Level/Shop Level. However, only recognised unions are
authorised to represent the issues to authorities at Head Office level.
Similarly, they can only participate in the talks for wage settlement
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held once in 3 years at State level. The union leaders are elected from
among the workers. However, they have close rapport with leaders of
respective political parties. The unions are keen on maintaining
cordial relations with officers of the corporation so that they can find
out solutions to the problems of their members. Nevertheless, the
union affiliated to the ruling party enjoys much importance among the
officers of the corporations
(iii) TNSTC has following trade unions
1. AITUC – All India Trade Union Congress
2. INTUC – Indian National Trade Union Congress
3. TTSF – Tamilnadu Transport Staff Federation
4. HMS – Hindu Mazdoor Sabha
5. TMTUC – Tamil Manilam Trade Union Congress
6. MDMK – Marumalarchi Dravida Munnetra Kalagam
7. LPF – Labour Progressive Federation
8. ATP – Anna Tholizhalar Peravai - affiliated to ADMK
9. TamilNadu Periyar Labour Welfare Union
10. Dr.B.R.Ambedkar Trade Union
11. Tamilnadu Superiented Federation
12. Security General Trade Union
13. Tamilnadu Drivers Welfare Association
14. Tamilnadu Congress Association
15. TN Officers Association
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3.13 LABOUR WELFARE MEASURES
Welfare is a broad concept; it connotes a condition of well
being, happiness, satisfaction, conservation and development or
human resources.
‘Welfare’ is defined as, the voluntary efforts of the employer to
establish, with the existing industrial system, working and sometimes
living and cultural conditions of the employees beyond what is
required by law, the custom of industry and the condition of market.
Labour welfare work intends to inculcate a real change of
hearts and a change of outlook on the part of both the employers and
workers. The immediate need of the country is to increase the
production, this can be achieved only by keeping the workers
contented, and welfare activities can go a long way in this direction.
(i) Non - statutory welfare measures
The voluntary labour welfare measures (non-statutory labour
welfare measures) provided by TNSTC Limited, to the employees are
outlined in this section. Most of the non-statutory measures are
“Family and Community Oriented” rather than “Individual Oriented”.
They are:
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Benefits under TNSTC Labour Welfare Fund
Trust.
Service rendered by TNSTC Co-operative House
Building Society.
Assistance by TNSTC Co-operative Thrift and
Credit Society.
Service rendered through TNSTC Co-operative Stores.
Medical Benefits.
Free uniforms, shoes, sweaters and Mufflers.
Free pass facilities.
Educational facilities to the employees and their children
through Labour Welfare Fund Trust of TNSTC Ltd.
Marriage Advance.
Funeral Expenses.
Incentives and Awards.
Library and reading room facilities.
Home Magazine.
Fairs and Festivals.
Recreation facilities.
Programme for the development of Mental Health.
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Important welfare measures are narrated below:
(ii) Medical Benefits
For the benefit of those workers not covered under Employees
State Insurance Scheme the following medical facilities are provided:
“In-patient” treatments are given to the employees who are regularised
prior to 1.7.79 and their dependants in the authorised nursing homes
free of cost. The entire expenses will be borne by the management on
reimbursement basis. The employees regularised on or after 1.7.79,
can get all types of medical treatment in Government Hospitals on
production of Medical Identity Card. These facilities are also extended
to the dependents of the employees. Apart from these facilities, special
medical leave with half pay is made available to the employees who
are affected contagious diseases like cancer, tuberculosis etc., subject
to a maximum period of 12 months during the entire service of
workers.
(iii) Accident-Free Award for Drivers
It has been learnt from the available information that during the
year 2007 - 2008, 531 licenses were suspended permanently and 9165
licenses were suspended temporarily as the result of accidents leading
to death of victim. In order to save the precious life of the people and
to motivate the drivers to be careful with their job, the Corporation has
instituted an award.
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(iv) New Medical Insurance Scheme
The health of employees is an asset to any organisation. In
order to protect the health and well being of the employees of the
corporation, the Government of Tamil Nadu has started a new
Medical Insurance Scheme in association with Star Health Insurance
Company (P) Limited. As per the provisions of the scheme, a sum of
Rs 25/- will be deducted every month from the salary of the
employees. The management of the Corporation will contribute a sum
of Rs.195/- per year along with a sum of Rs. 62/- towards service
charge. An employee is eligible to receive medical treatment upto
Rs.2 lakh within a period of 4 years and such a facility can also be
enjoyed by the children and the wife of the employee.
(v) Free Pass Facility
a) Duty Pass
Free duty passes are issued by the corporation to all the
employees to travel in the city buses from their residence to the work
place and vice-versa, subject to a maximum travel distance.
b) Family Pass
Sixteen single-family passes (or up to 4,500 kms) are issued per
annum by the corporation to the employees travel with their families.
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c) Children Pass
Children of employees studying in colleges and schools shall be
eligible for free travel concessions in an academic year, subject to the
following conditions:
Four free bus passes (eight single journeys) between the
places of residence and college per child pursuing degree
courses in Engineering, Medicine including Dental and
Pharmacy, Veterinary, Agriculture or Law staying in the
hostel
Two free bus passes (four single journeys) between the
places of residence and the college per child pursuing
courses in Polytechnics or Arts and Science Colleges.
In respect of the children of the employees who die in
harness, free bus pass facilities subject to the conditions in
(a) or (b), as the case may be, shall be extended till such
children complete their education.
In respect of other students who may be pursuing courses in
schools or colleges as regular day scholars, free bus passes
shall be issued by the respective Corporation valid for one
year in 12 cards of different colours as practiced in PTC.
Whatever be the course studied, whether hosteler or day
scholar, at a time, only two children of an employee shall be
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eligible for such facilities under clauses (a), (b) (c) and (d)
put together
For the purposes of eligibility for two passes, such of those
children of the employees studying 8th standard and below
shall not be counted.
If the bus pass issued is lost, the same will not be replaced
by the Corporation.
(vi) Hiring of Buses
Employees in the Transport Corporations may be allowed to
hire once a year at the rate of 2 buses for every 500 buses held in the
Corporation, for not more than three days to go on excursion visits at
25% concession of the normal hire charges. This will be availed on
the first come first served basis.
(vii) Holiday Homes
Holiday homes have been established at Ooty, Kodaikanal and
Kutralam and Kanyakumari. To facilitate employees’ families to stay
together during such holiday trips, one or two family rooms may be
constructed in such places.
(viii) Bus Passes for Central Trade Union Office Bearers
Each Corporation shall provide two annually renewable non
transferable photo (to be supplied by the concerned) affixed bus
passes to two such persons nominated by each Federation of Central
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Trade Unions being the office bearers of Trade Union/s functioning in
the concerned Corporation affiliated to such Federation to enable them
to travel free of cost within the jurisdiction of such Corporation and to
travel up to Madras and back only by the buses operated by such
Corporation.
(ix) New Schemes
The tripartite settlement in 1998 has provided for new schemes
for the workers, which were not existed prior to this settlement.
Line sick or line message
On humanitarian grounds, duty off on account of line sick or
line message may be allowed to drivers and conductors on duty 4
times in a year, each time for half-a-day if such person had performed
duty for more than 2 hours but less than 4 hours or twice a year for 1
full day if he had performed duty for more than 4 hours but less than 8
hours. Having availed of half-a-day off, such person fails to perform
the other half duty such absence will be adjusted against his leave
account. Where full day off is granted after a person has worked for
more than 4 hours but less than 8 hours he would be granted
attendance for the full day.
(x) Compensatory off
A driver or a conductor or a technical worker who stays beyond
his regular shift duty hours on account of an accident or breakdown,
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one day compensatory off shall be given if such over stay beyond his
shift duty hour is more than 4 hours but less than 8 hours and half-a-
day compensatory off if such over stay is for 4 hours and less. If the
over stay is more than 8 hours, for every block of such 4 hours half-a-
day compensatory off shall be given in addition.
(xi) Educational assistance
In respect of an employee whose child is studying in the I Std.
to +2 class, a sum of Rs.150 per year shall be granted as education
assistance for purchase of books etc. subject to the conditions that
such employee shall be in the miscellaneous or working group or a
supervisor whose annual family income does not exceed Rs.40,000
and that such assistance shall be restricted to two children at a time,
upon satisfactory proof.
(xii) Scholarships
An annual scholarship amount up to Rs.1500 may be granted
to an employee whose son or daughter is pursuing professional
courses in Medicine including Dental and Pharmacy, Veterinary,
Engineering, Agriculture or Law as a regular student subject to the
following conditions:
a) Such employee should be in the miscellaneous or working
group or a supervisor whose annual family income does
not exceed Rs.40,000
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b) Only one child of an employee is eligible at a time
c) The amount equal to the actual tuition fee paid will be
reimbursed subject to production of the cash receipt in
original
d) The student should have passed the previous semester or
annual examination, as the case may be. In the event of the
student failing in any of the subjects, until such student
completes all the subjects prescribed for a semester or
annual examination, the scholarship will not be renewed.
That is, only when a student passes the subjects prescribed
for a semester or annual examination in the first attempt,
such reimbursement will be made for such semester or
academic year.
(xiii) Educational Advance
A sum of Rs.750 shall be paid as education advance during
May every year to every such employee whose own children are
studying in schools or colleges subject to production of proof. This
advance shall be recovered in ten equal monthly installments
commencing from the salary payable for the month of May.
(xiv) Marriage Loan
Marriage loan in respect of a male employee or son of an
employee on permanent rolls of the Corporation shall be paid
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Rs.20000 and in respect of a female employee or daughter of an
employee on permanents rolls shall be paid Rs.30000 subject to the
following conditions:
(a) Marriage loans will be granted only for the marriages of
a permanent employee and his own two children.
(b) Normally when one marriage loan is outstanding,
another loan shall not be granted. However the second
loan may be granted even when the first loan is
outstanding after adjusting the outstanding amount of the
first loan together with the interest thereon in full. Such
person shall be deemed to have exhausted two
opportunities.
(c) In order to help the employee in time by providing the
marriage loan, the concerned should submit his
application along with the marriage invitation to the
Management at least 30 days in advance. However
applications received after the celebration of the marriage
will not be accepted.
(d) Marriage loan shall carry an annual interest of 12% and
shall be repayable in 30 equal monthly installments
commencing from the month following the grant of the
loan.
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(e) As and when the Government of Tamil Nadu changes the
rate of interest and the number of installments governing
the marriage loan, such changes shall be operative in the
STUs also under intimation to the Trade Union
Federations.
(f) Where the marriage is not Celebrated for which purpose
the loan is granted within one month of the notified date
of such marriage, the entire loan amount together with
interest at the rate of 22% or the rate at which the
Corporation borrows money from the bank for working
capital shall be recovered from the salary of the con-
cerned apart from taking disciplinary action for obtaining
loan on false grounds.
(g) Granting of the marriage loan shall be without prejudice
to the employee availing loan from his own PF
contributions as may be permissible under PF Trust rules.
(xv) Library
The TNSTC Limited has got a library. It has books on physical
sciences and social sciences for reference only. Dailies and periodicals
both in English and Tamil are also made available. It is located at the
Head Office of TNSTC Ltd.
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(xvi) Statutory Welfare Measures
As per the provisions of the Factories Act 1948, the corporation
is bound to provide the following welfare facilities: 1. Washing
facilities 2. Facilities for drying and storing of clothes 3. Facilities for
sitting 4. Canteen facility 5. Rest rooms, lunch rooms etc 6. Provision
of creches 7. Appointment of welfare officers 8. Facilities as per the
rules made by the State Government.
(a) Statutory Health and Safety Measures
Similarly, the corporation has to comply with the provisions of
the Factories Act 1948 in respect of health and safety amenities.
Important among them, are mentioned below: 1. Cleanliness
2.disposal of waste 3. control of dust and fume 4. proper ventilation
and temperature 5. proper lighting 6. provision of drinking water
7.provision of latrines and urinals 8. spittoons 9. fencing of machinery
10. lifting machines, cranes chains etc. 11. protection of eyes
12.precautions in case of fire accidents 13. proper maintenance of
vehicles, building etc. 14. appointment of safety officers. These
facilities and safeguards are provided for the benefit of workers in
TNSTC Ltd.
3.14 MOTIVATION
Motivation refers to the schemes instituted for stimulating the
workers to work with full ability and skill and inculcating in them
goal-directed behaviours. It may, either, be monetary or non-monetary
in nature.
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I. Monetary Motivation
(i) Steering Allowance
Every permanent driver employed in TNSTC shall be paid
Steering Allowance as per the table no. 3.4, subject to the following
conditions:
a) steering allowance is payable only to those drivers who
actually drive buses on routes;
b) The prescribed Steering Allowance shall be paid per shift
duty only upon completion of the schedule in full without
any loss of trip or KM.
c) Non completion of the schedule due to accident or natural
calamities or where the management curtails a service
schedule for whatever reason, such curtailed schedule will
be deemed to be the schedule for such day or days and
accordingly the applicable steering allowance for such
revised schedule will be allowed to the concerned drivers,
In no case, the steering allowance be payable pro-rata; and
d) In respect of such services which are operated for full 4
hours between midnight and 4.00 a.m., the drivers of such
services shall be eligible for Steering Allowance at double
the rates mentioned below.
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Table No. 3.4
Steering Allowance
S. No. Steering Allowance Distance Amount
1 Town Buses Upto 150 kms 5.00
151 to 170 kms 5.50
171 to 180 kms 6.00
Over 180 kms 6.50
2 Mofussil Buses Upto 175 kms 5.25
176 to 200 kms 5.75
201 to 225 kms 6.25
226 to 250 kms 7.00
Over 250 kms 8.00
3 Hill Station Buses Upto 50 kms 5.25
51 to 75 kms 5.75
76 to 100 kms 6.25
101 to 125 kms 7.00
Over 125 kms 8.00
(ii) Shift Duty Allowance
A sum of Rs. 5/- shall be paid in respect of every permanent
employee including supervisors excepting drivers, conductors and
technical workers who performs duty in rotation in shifts. Such of
those persons who work in general shift or work continuously in the
morning shift like 6-1 or 7 -3 will not be eligible for this amount. Only
such of those persons who work in shifts like 6-2. 2-10 and 10 - 6 or
6- 2 arid 2- 10 or 7- 3, and 3 - 11. shall be eligible for this benefit.
Traffic supervisors performing split duties such as 4-8 and 12- 4 shall
also be eligible.
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(iii) Night Duty Allowance
Payment of Night Duty Allowance shall be increased from
Rs.11/- to Rs. 15/- per night shift duty to a worker who performs night
duty of not less than 8 hours between 7.00 P.M. and 7.00 A.M. The
above allowance shall be in addition to the existing facilities like
supply of bun/bread and tea, as the case may be.
In respect of line checking staff that perform night duty of not
less than 8 hours between 7 p.m. and 7 a.m. on line. The Night Duty
Allowance will be paid at the rate of Rs.11.50 to 15.50 per night,
effective from 2010.
(iv) Night Halt Allowance
Where an employee has to stay overnight at a place other than
his base or assigned Depot, from 2010, the Night Halt Allowance per
head per night shall be paid:
Over night stay Rest room
provided
(Rs.)
Rest room not
provided
(Rs.)
Within Tamilnadu & Pondicherry 15.00 16.00
Outside Tamilnadu & Pondicherry 16.50 17.50
Hill station 11.50 17.50
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(v) Stitching Allowance
It has been learnt from the documents available that the
stitching allowance for drivers and conductors is Rs.180 and Rs.200
per pair of dress.
1. For male workers
i. increased from Rs.160 to Rs.180 per pair
ii. increased from Rs.180 to Rs.200 per pair
2. For female workers
i. increased from Rs.100 to Rs.150
(vi) Funeral Expenses
As a measure of immediate assistance, the under mentioned
non-recoverable grant shall be made by the Corporation to the legal
heirs of the employee or the employee as the case may be:
(a) Death of an employee : Rs.2000
(b) Death of a family member: Rs.500
The family member would include wife/husband, unmarried
children, father, mother and widowed daughter solely dependant on
the employee.
When an employee dies in harness, as a measure of immediate
assistance to the family of the deceased employee, a sum of Rs.5000/-
shall be paid as an advance. This advance of Rs.5000/- shall be
recovered from the Family Benefit Fund amount of Rs.1,50,000/-
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payable to the legal heirs of such employee. Rs.30/- deducted per
month from the salary of each employee towards Family Benefit
Fund.
(vii) Legal Expenses
A sum, subject to the maximum of Rs.700/- is being reimbursed
towards legal expenses for drivers who are involved in accidents while
on duty.
(viii) Innovation award
A technical staff who invents new techniques or designs or new
systems are complimented with cash prizes, depending upon the
nature of the innovation.
(ix) Award for not-availing any leave
The corporation also implements a scheme to award for those
staff who have not availed the leave (in a year) facilities to which they
are entitled. Such workers are awarded with a cash prize of Rs.50/-.
(x) Meritorious service award
Meritorious service awards are given to the employees who
have rendered brave and timely services to safeguard the interest of
public and the corporation.
(xi) Award for safe-driving
The corporation gives accident-free-awards to the drivers. The
amount of award differs depending upon the number of consecutive
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accident-free-years, i.e. first accident-free-year award Rs.250; second
consecutive year Rs.275 third consecutive year Rs.300/ fourth
consecutive year Rs.325/- and fifth consecutive accident-free- year Rs.
350/- After 5 years Rs.150 for each year.
(xii) Advance increments
Employees holding posts in the Administrative, Traffic and
Technical department are granted advance increments for acquiring
additional qualifications, while in service. For instance, two advance
increments are to be granted for acquiring a degree in law and masters
degree in arts, science, commerce, engineering etc.
(xiii) Hill Station Allowance
Every employee working in the hill stations shall be paid 10%
of the basic pay as Hill Station Allowance.
(xiv) Washing Allowance
Every employee shall be paid Rs.80 per month as Washing
Allowance.
II. Motivation (Non-Monetary)
The following non-monetary motivation schemes are provided
in TNSTC Ltd.
a. Home Magazine
A committee constituted by the employees publishes a home
magazine ‘TNSTC’ periodically. This magazine plays a vital role in
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bringing out the various skills of its employees in the areas of
literature, science and allied subjects. It helps each employee to
understand what is going on in his organisation.
b. Festivals and games
In order to create a sense of belongingness and togetherness,
some festivals are celebrated, namely TNSTC Day, Pongal Day,
Ayudha Pooja, Independence Day and Republic Day. On the eve of
these functions, the employees are encouraged to participate with their
family. It gives an opportunity to employees to have contacts and
interactions with other employees and their family members. Sports
and games are also conducted to enable the employees and their
family members to display and improve their skills. At the end of
these events, the “TNSTC Orchestra” which is one of the best in
Tamil Nadu will entertain them. “TNSTC Drama” which has won
many competitive awards is also played.
c. Recreation facilities
To enhance the morale of the employees, the following
recreation facilities are made available:
1. Indoor games such as carom, chess, table tennis and
shuttlecock; 2. Outdoor games such as volleyball, ball badminton and
gymnasium; 3. TV and radio at Dheeran Nagar Colony.
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These facilities help the employees to spend their leisure time
usefully. They facilitate the workers to relieve their physical and
mental strain and fatigue arising out of their employment.
d. Programme for the Development of Mental Health:
Mental health and hygiene of employees play significant role in
attaining success of the organisation. Keeping this in view, the
corporation is conducting regular courses for the benefit of its
employees with the help of professionals. The course comprises of
mental sciences, transactional analysis and yoga practices. Special
attention is given to the employees who are having the following
problems:
1. Marital disharmony
2. Alcoholic addiction
3. Maladjustment problem in the office and
4. Habitual absenteeism
3.15 DISCIPLINARY ACTION AND CONDUCT RULES
(i) Discipline
Discipline is manifested by orderly behaviour of the employees.
Orderly behaviour is possible when the employees follow the rules
and regulations laid down by the companies. When they violate the
rules, there arises indiscipline. Thus, when an employer is dissatisfied
with the behaviour of an employee, disciplinary action is initiated to
correct the situation.19 The Conduct Rules of the Corporation apply to
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the employees of corporation except to those employees to whom a
contract or agreement is subsisting between them and the corporation.
Some of the provisions of the conduct rules are given below:
Every employee shall maintain absolute integrity and devotion
to duty and should act to the best interest of the corporation and serve
honestly, loyally and faithfully. He shall comply with the provisions
of all rules and regulations and should not evade responsibility. Every
employee should take leave of absence with prior permission of the
competent authority and should take permission to leave head
quarters. He should not influence superiors to further his own interest.
No employee should criticize or utter opinion on the policy or
action of the corporation or of Government of the State and the
Centre. He should not participate in any gathering, which may criticise
the Government or Corporation. Every employee should maintain
strict secrecy regarding the corporation’s affairs.
The Rules prohibit giving evidence in enquiry conducted by a
person or committee without prior permission of competent authority.
No employee should use his official position to secure jobs in
private firms for his relatives.
The rules further enumerate acts of omission and commission
amounting to misconduct. For example, abusing or misusing of
corporation property alone and in combination with others, un-
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authorised use of vehicle, negligence or carelessness in duty; Failure
to effectively supervise the work of subordinates, insubordination,
theft, fraud, dishonestly, misappropriation with the business of the
corporation, illegal strike, sabotage, moral turpitude, breach of
circulars or rules, disorderly behaviour, damage to property of the
corporation, threatening, assaulting an employee outside in connection
with employment in the corporation, tantamount to misconduct and
disciplinary action can be taken against such acts.
(ii) Disciplinary Procedure in TNSTC
The management has the right to take disciplinary actions after
proper enquiry. Sufficient opportunities are given to alleged workers
for defending their interest. The disciplinary procedure adopted in
TNSTC Ltd. is reasonable, logical and systematic.
TNSTC has provided certain rules and regulations. Those who
violate these rules and regulations will be punished. The punishment
differs according to the nature of offence. There are two types of
offences; major offence and minor offence.
(iii) Major Offence
Fatal accident
Major damage
Fair not received ticket issued
Reissue – old tickets are reissued
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Sleeping on the duty
Drug affected misbehaviour
Want of diesel.
(a) Action
In above cases suspension of the offended employee for 1 week
or 10 days will be done. During this period the subsidiary wage will
be given to them. General Manager is empowered to suspend the
offended employee.
(b) Domestic Enquiry
During the suspended period within 7 days the memo should be
issued to the employee to appear for an enquiry. The offended
employee should appear before the enquiry officers in time. Incase the
offence was proved, the employee get punishment as a cut in
increment for 3 years. After the suspension, the fatal offence
employee will have a training class for 3 days or 7 days and so on.
(iv) Minor offence
Lack of Maintenance
Checking Inspector’s report (not picking up of passengers,
not in proper time)
Minor accident (damage below Rs.10,000)
Minor injury, shortage of first aid kit
Earning - ticket not issued (EPKM)
Ticket book missing
Absenteeism
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(a) Domestic Enquiry
The memo should be send to offended employee, after getting
the memo the employee compulsorily attend the enquiry. After the
enquiry the final result will be announced by the enquiry officer, if it
was proved the employee will be given punishment as per rules and he
has to attend the counseling class for 2 days and so on. After the
punishment period the employee has to produce fitness certificate
before joining the regular work.
(b) Types of punishment
1. Termination – This will happen only in the case of Major
offence. This decision will be taken only in the final stage.
The General Manager is empowered to take such decision at
the extreme stage.
2. Medical Discharge – The offended employee after the
punishment has to produce the fitness certificate. Those who
failed to produce such certificate or an employee with
prolonged illness may also be terminated. This will be
decided by the General Manager.
3. Increment cut with cumulative effect – According to the
nature of the offence, the General Manager may issue order
to cut the increment of the employee with cumulative effect.
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Cumulative effect means, every year in the particular month
the increment will be cut up to the punishment year.
4. Increment cut – A cut in increment for a particular period
only.
5. Fine
6. Recovery (according to the cost of damage)
7. Severe warning
8. Warning
9. Suspension period – the employee will have a specific
punishment as half pay.
10. Advice
11. Censure – for administrative staff only
12. Action dropped – The file will be closed without any action.
13. Daily wages period will be extended
14. Action dropped without charge memo
15. Pay reduction – a cut in increment
3.16 SUMMING UP
This chapter brings out the significance, role, objectives,
junctions of human resource management practices adopted by the
management of TNSTC Ltd have been elaborated with a view to
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highlight the existing aspects of human resource management
practices. The practices relating to recruitment and selection process,
training and development methods, promotion and transfer
procedures, wage and salary administration, methods of monetary
motivation, schemes of non-monetary motivation, performance
evaluation, workers’ participation methods, trade union activities,
grievance handling and code of discipline have been highlighted. This
is done as a preclude to, especially, IV chapter where the opinions of
workers on these human resource management practices are stated and
analysed.