Book Description

This book addresses role of employment laws in PSUs with an aim to explore the employee separation in PSUs in India. The book consists of a compilation of five chapters and an extended summary. The study in the book is based on a combination of multiple, comparative, and single-case studies of PSUs in India. The core studies were conducted by the author at 29 PSUs in 40 Cities of 18 States, and pending legal cases at various benches of the Central Administrative Tribunal. The results indicate central challenges regarding separation of employees by Absenteeism, Back Wages, Compensation, Dismissal, Discrimination, Harassment, Physical Disability, Layoff, Non-Promotion, Reinstatement, Resignations, Retirement, Voluntary Retirement Scheme, Sexual Harassment, Strikes, Suspension, and Termination, Wages, etc. and the increased responsibility and pressured work environment for PSU’s employees/workers. The book applies a perspective on PSUs and develops a conceptual framework that embraces employee’s responsibilities and organizational compliances to manage the relation between employees/workers and their organizational context. In this framework, HR Policies improve employee’s responsibilities like giving notices, etc., when they separate from PSUs with strategic, and functional. It was suggested that the employee's separation framework provides new possibilities to analyze HR Policies in PSUs. This study was aimed at identifying certain variables related to employee separation in PSUs in India. The study determines the effect of the satisfaction level of employees as well as legal compliances with the impact of gender, experience, age-wise difference, type of separation. The population of the study was HR Directors, General Managers, HR Managers, and employees working in PSUs in India. There were 14100 male and female PSU employees who responded to the author. The questionnaire instrument was used for data collection from various PSUs, and HR policies assessment through their employees was done. The author used it after getting the formal permissions from the PSUs. The study addressed the following specific objectives; the first was to conduct survey the HR Policies of employees of PSUs, the second was to study and determine the different types of HR Policies related to Employee Separation adopted by PSUs and discuss their legal aspects in India, the third was to conduct survey the behavior of employees towards Voluntary /Non-voluntary Separation, and the last objective was to survey legal status and Judicial Judgments of Court/Tribunal about employees in various types of legal disputes The study specifically discussed the hypothesis of study mainly classified into seven hypothesis such as (1) HR Policies Related - There is no significant difference of perception about HR Policies between PSU regular and separated employee (2) HR Policies and Level of satisfaction related - There is no significant difference of perception between regular and separated employee about level of satisfaction with HR Policies of PSU (3) HR Policies and Work Environment related - There is no significant difference of perception between regular and separated employees about HR Policies and Work Environment at PSU (4) HR Policies and Discrimination/ Harassment related - There is no significant difference of perception between regular and separated employees so far as HR Policies of PSU and Discrimination/ Harassment at PSU (5) Level of Satisfaction with HR Dept. related - There is no significant difference between regular and separated employees about HR Policies and employee’s level of satisfaction with HR/ Legal Dept at PSU (6) Employee Separation related - There is no significant difference between regular and separated employees about HR Policies and employee separation at PSU and lastly (7) Legal aspects of employee separation related - There is no significant difference between regular and separated employees about HR Policies on employee separation and Legal Aspects of HR Policies at PSU. The author had used a comprehensive and stratified questionnaire distributed to about 15000 persons consisting of workers, supervisors, officials, and managers of PSUs, out of which, only 14275 were received back duly filled, the remaining didn’t respond in spite of repeated visits. The 175 questionnaires were rejected due to incomplete and wrong answers by respondents. There were 14100 valid questionnaires that were found valid for the purpose of the study. There were total Four questionnaires, which were: (1) ESS1 - What employees Say (For regular and separated employees of PSUs) (2) ESS2 - What PSUs Says (For Director/Managers of HR/Legal Dept. of PSU), (3) ESS3 - What Govt. Dept. Says (For Govt. Dept. of Public Enterprise) and (4) ESS4 - What Courts/Tribunal Says (For Court/Tribunal). The statistical tools used for analysis include Frequency, Percentages, Mean, Standard Deviation (S.D.), T-Test, and Chi-Square Test. The author is sure that the study was a fact-finding and pioneer, and motivates and stimulates further researches in this field. I wrote this book especially for Director (Human Resource), Human Resource Managers, Advocates, Legal Department, which will certainly help them to understand the various legal aspects of HR Policies related to Employee Separation to enhance the productivity and efficiency of performance of employees in the organizations.