permanual ferro scrap
DESCRIPTION
hr policyTRANSCRIPT
FERRO SCRAP NIGAM LTD.
BHILAI
PERSONNEL
MANUAL
INDEX
Sl. No. Subject Page No.
1.0 Wage & Salary Administration
1. Scale of Pay & Dreams Allowance 1.1.12. Annual Increment 1.2.13. Fixation of Pay 1.3.1
2.0 Allowances
4. Travelling Allowance Rules 2.1.15. City Compensatory Allowance 2.2.16. Cash Handling / HRA / Night Shift Allowance 2.3.17. Local Travelling Expenses / Transport Subsidy 2.4.18. Reimbursement of Entertainment Expenses & Magazine Allowance 2.5.1
3.0 Human Resource Policy & Rules
9. Promotion Policy & Rules for Executives 3.1.110. Executives Performance Appraisal System 3.2.111. Promotion Procedure & Line of Promotion of 3.3.1
Non-executives (Including Ministerial staff)12. Transfer benefits on movement from FSNL to other PSU & vice-versa 3.4.113. Forwarding of Application for outside employment 3.5.114. Grievance Redressal procedure for Staff & Officers / Public 3.6.115. Occupational Safety & Health Policy 3.7.1
4.0 Advances
16. Advance for purcahse of Motor Vehicles 4.1.117. Advance for purchase of Bicycle 4.2.118. House Building Advance Rules 4.3.119. Festival Advance 4.4.1
5.0 Incentive / Motivational Scheme
20. Incentive scheme for acquiring professional qualification 5.1.121. Incentive scheme for promoting small family norms 5.2.122. Incentive scheme for promoting progressive use of Hindi 5.3.123. Long Service Award Scheme 5.4.1
24. Monthly Incentive Scheme 5.5.125. Managerial Reward Scheme 5.6.126. Suggestion Scheme 5.7.127. Addl. Resource Generation Scheme 5.8.128. Motivational Scheme 5.9.1
6.0 Leave Rules / LTC / LLTC Rules
29. Leave Rules for Executives 6.1.130. Leave Rules for Non-executives (Works) 6.2.131. Leave Rules for Ministerial Staff 6.3.132. Encashment of Leave 6.4.133. Leave Travel Concession Rules 6.5.1
7.0 WELFARE SCHEMES
34. Medical schmem for Executives 7.1.135. Medical schmem for Non-executive 7.2.136. Routine Medical Checkup of Employees 7.3.1
above 45 years of age.37. Medical Insurance Coverage Scheme for 7.4.1
Retired Employees & their spouses.38. Grant of Scholarship of the children of 7.5.1
employees.39. Assistance for Funeral Expenses 7.6.140 Employee's Family Benfit Shceme 7.7.141. Life Cover Scheme 7.8.142. Supply of Uniform to school going children 7.9.1
of employees.43. Education Subsidy 7.10.144. Canteen Subsidy 7.11.145. Workmen's compensation benefits 7.12.146. Group Personal Accident Policy 7.13.147. Scheme for farewell to retiring employees 7.14.148. Supply of Uniforms & Liveries to employees 7.15.149. Legal Assistance 7.16.150. Lease Hold Accommodation Scheme 7.17.1
Sl. No. Subject Page No.
8.0 RETIREMENT BENEFITS
51. Rule for retirement of employees on 8.1.1superannuation
52. Voluntar Retirement Scheme 8.2.153. Gratuity Rules 8.3.154. Provident Fund Rules 8.4.1
9.0 CDA RULES / STANDING ORDERS
55. FSNL CDA Rules 9.1.156. Standing Orders - Visakhapatnam Unit 9.2.157. Standing Orders - (RKL/BPR/BHI/OBK/DGP) 9.3.1
10.0 MISCELLANEOUS
58. Change of Name 10.1.159. Procedure for Weeding out of old records, record retention & destruction 10.2.1
Sl. No. Subject Page No.
1.0
WAGE & SALARY
ADMINISTRATION
PAY AND OTHER ALLOWANCES
SCALE OF PAY (EXECUTIVES) :
DESIGNATION SCALE CODE SCALE OF PAY (Rs.)
Executive E-0 6550-200-11350/=
Jr.Manager E-1 8600-250-14600/=
Asst.Manager-II E-2 (A) 10750-300-16750/=
Asst.Manager E-2 (B) 13000-350-18250/=
Dy.Manager E-3 14500-350-18700/=
Manager E-4 16000-400-20800/=
Asst.General Manager E-5 17500-400-22300/=
Dy.GM/G.M./CGM E-6 / E-7 18500-450-23900/=
SCALE OF PAY (NON-EXECUTIVES) :
SCALE CODE SCALE OF PAY (Rs.)
WORKS GRADE
N-1 3630-60-5130/=
N-2 3730-65-4510-70-5420/=
N-3 3875-75-4775-85-5880/=
N-4 4040-90-5120-95-6355/=
N-5 4240-105-5500-115-6995/=
N-6 4460-120-5900-125-7525/=
N-7 4700-130-6260-140-8080/=
N-8 4950-145-6690-150-8640/=
N-9 5100-155-6960-160-9040/=
N-10 5650-165-7630-170-9840/=
MINISTERIAL STAFF
M-0 4040-90-5120-95-6355/=
M-1 4000-110-5320-120-6880/=
M-2 4500-125-6000-135-7755/=
M-3 4950-145-6690-150-8640/=
M-4 5100-155-6960-160-9040/=
M-5 5650-165-7630-170-9840/=
1.1.1
DEARNESS ALLOWANCE PAYABLE TO ALL EMPLOYEES :
a) All India Consumer Price Index number for industrial workers(general) based on1960=100 (AICPI) is used for grant of compensation to the employees for price rise.
b) DA instalments are released 4 times a year with effect from 1st January, 1st April, 1st Julyand 1st October.
c) DA is paid for the increase in AICPI above quarterly Index Average of 1708 to which thescales of pay are related. Quantum of IDA payable will be @ Rs.2/= per point shift inAICPI quarterly average beyond 1708.
d) The percentage increase in the quarterly average of the AICPI over Index 1708 is takenupto one decimal point.
e) The rate of compensation of the employees over the Basic Pay at index average of 1708is in whole numbers with fractions carried forward.
f) The percentage neutralization to employees in different pay ranges is 100%.
Foot Note-I :
Quarterly averages is computed in the following manner:
Quarterly Average Payable from
September, October & November 1st January
December, January & February 1st April
March, April & May 1st July
June, July & August 1st October
1.1.2
m m m
DATE OF ANNUAL INCREMENT :
The date of annual increment of an employee is either 1st January or 1st July of the year and is
determined in the manner indicated below:-
i) An employee who is appointed or promoted on any date during the period, 1st January to
30th June of a year, will draw annual increment in the time scale applicable to him on 1st
January every year.
ii) An employee who is appointed or promoted on any date during the period 1st July to 31st
December of a year, will draw annual increment in the time scale applicable to him on 1st
July every year.
APPLICABILITY OF INCREMENT ON SUPERANNUATION :
In case of employees superannuating from the services of the company on 30th June and 31st
December in any year, the increment falling due on the following day, i.e., 1st July and 1st
January respectively, is calculated in the pay for computation of Leave Salary and Gratuity.
1.2.1
m m m
FIXATION OF PAY ON PROMOTION
On promotion, a notional increment in the lower scale is added to the pay prior to promotion toarrive at notional pay and pay in higher scale is fixed at the stage immediately above the notionalpay. Provided that such a notional increment is added even when one has been drawing themaximum in the lower scale of pay. Provided further that if such pay fixed on promotion falls shortof the pay which the employee would have drawn had he been promoted after drawing the nextincrement in the lower scale then his pay would be re-fixed at the next higher stage with effect fromthe date he would have drawn such increment.
EXAMPLE
1. IN CASE OF PROMOTION EFFECTIVE FROM 30TH JUNE
a) If date of Increment of employee : 1st January
Basic Pay as on 29th June may be taken and a notional increment of existing gradebe added to this pay in order to arrive at notional pay and pay in higher scale befixed at the stage immediately above the notional pay.
However, the individual will get monetary benefit from the date of take over chargeof higher post.
The next date of annual increment of the individual will be 1st January, subject toconfirmation.
b) In case of normal date of increment : 1st July
In case the normal date of increment of an employee is 1st July, then in that case, ifsuch pay fixed as above on promotion falls short of the pay which the employeewould have drawn had he been promoted after drawing the increment in the lowerscale, then his pay would be re-fixed at the next higher stage with effect from thedate he would have drawn such increment, i.e., 1st July. The next date of annualincrement will be 1st July of next year, subject to confirmation. The monetarybenefit will be given from the date of takeover of charge of the higher post.
In case the pay fixed as per (a) above does not fall short of the pay fixed afterdrawal of increment, the pay fixed as per (a) above will be applicable with monetarybenefit from the date of take over charge. The next date of annual increment will be1st January.
2. IN CASE OF PROMOTION EFFECTIVE FROM 31ST DECEMBER
a) In case of normal date of Increment of employee - 1st July
Basic pay as on 30th December may be taken and a notional increment of existinggrade be added to this pay in order to arrive at notional pay and pay in higher scalebe fixed at the stage immediately above the notional pay.
However, the individual will get monetary benefit from the date of takeover chargeof higher post.
1.3.1
The next date of annual increment of the individual will be 1st July, subject toconfirmation.
b) In case of normal date of Increment - 1st January
In case the normal date of increment of employee is 1st January, then in that case, ifsuch pay fixed as above on promotion falls short of the pay which the employeewould have drawn had he been promoted after drawing the increment in the lowerscale, then his pay would be re-fixed at the next higher stage with effect from thedate he would have drawn such increment, i.e., 1st January. The next date ofannual increment will be 1st January of next year, subject to confirmation. Themonetary benefit will be given from the date of takeover of charge of the higherpost.
In case the pay fixed as per (a) above does not fall short of the pay fixed afterdrawal of increment, the pay fixed as per (a) above will be applicable with monetarybenefit from the date of take over charge. The next date of annual increment will be1st July.
1.3.2
m m m
2.0
ALLOWANCES
TRAVELLING ALLOWANCE RULES
1.0. OBJECTIVE :
1.1. To define and lay down Company’s policy and rules on reimbursement of expensesincurred on official travel in India.
2.0. SCOPE :
2.1. These rules shall cover all employees of the Company for journeys in India.
2.2. Deputationists in the Company’s service or Company’s employees on deputation outside,shall be governed by the terms and conditions of their deputation.
2.3. These rules shall also cover trainees, candidates called for interview or any other personrequired to perform Company’s work, as specified.
3.0. DEFINITIONS :
3.1. ”Employee” means persons employed by the Company including temporary employeesand those on probation but does not include part-time or casual employees. Trainees(SOT/JOT/Artisan Trainees) will be treated at par with regular employees of theirequivalent status.
3.2. FAMILY : means (1)employee’s wife or husband as the case may be, residing withemployee (Not more than one spouse is included in term “family”) (2)legitimate childrenincluding legally adopted children and step children, parents, step mother, minor brothers,(below 18 years) unmarried or widowed sisters wholly dependent on and residing with theemployee.
CHILDREN : Also includes major (18 years and above) sons, married daughters includingwidowed daughters.
3.3. ”Dependent” for the purpose of these rules will cover a family member whose individualincome from all sources does not exceed Rs.1500/- per month. Scholarship/Stipendreceived by the children of employees will not be treated as income for the purpose ofdeciding dependency on the employee.
3.4. ”Pay” means basic pay together with deputation pay, personal pay, special pay and non-practicing pay. In the case of re-employed pensioners, pension plus pensionaryequivalent, shall be treated as pay.
3.5. ”Day” for the purpose of calculating daily allowance is to be taken as the period of 24hours from the scheduled time of departure from the Headquarters in respect of anyparticular tour.
3.6. ”Transfer” means movement of an employee from the Headquarters to another stationwhere he is posted.
2.1.1
3.7. A “tour” is a journey undertaken for Company’s work out of the head-quarters where theemployee is posted. Each unit will define the geographical municipal limits of the“Headquarters” beyond which TA/DA will be payable. A tour will be deemed to havecommenced from the scheduled time of departure of the mode of transport and shall endat the actual time of arrival of transport at the headquarter station.
4.0. TRAVELLING ALLOWANCE :
4.1. An employee will be eligible for travelling allowance, if journeys are undertaken for thefollowing purposes:-
a) Tour;
b) Appearing in Departmental examination, interview or selection test conducted bythe Company;
c) Recall from leave;
d) Participation in sports/cultural events representing the company;
e) Participation in training programmes, seminars and Conferences as nominatedparticipant/faculty;
f) Appearing in Court as jury, assessor, witness (only for Company’s work),departmental enquiry;
g) Receiving National Awards;
h) Appearing as prosecution witness on behalf of the state;
i) Employees of the Company appearing as accused/co-worker/ assisting officer inDepartmental/Vigilance enquiry;
j) Transfer;
k) Medical examination and/or treatment;
l) Superannuation/retirement, journey of family in the event of death of employee,discharge/termination on medical grounds;
m) Appearing for interview for appointment in the Company;
n) Journey to join duty on first appointment in the Company.
4.1.1. In case in which other public sector undertakings need our employees as prosecutionwitness on their behalf, such undertakings may be requested to pay TA/DA as perentitlement under FSNL Rules.
4.2. Entitlement of employees in different groups for TA is as follows:-
a) Upto N-2 grade : 2nd Class by rail, Lower Class (if there are only2 classes) or middle class or 3rd class (if thereare more than two classes) by Steamer, 0.36paise per Km.by road at current rates or actual,whichever is lower.
2.1.2
b) N-3 to N-10/M-0 to M-5 : First class/ACC-II tier, sleeper by rail includingRajdhani Express, highest class by steamer (ormiddle or second class if there are more thantwo classes), 0.85 paise per Km by road atcurrent rates or actual, whichever is less.
c) E-0 and above upto E-3 grade : First class/ACC-II tier Sleeper by Rail, includingRajdhani Express highest class by steamer,Rs.1.72 per Km.by road at current rates oractual whichever is lower.
d) Executive in the grade : Air, ACC First Class by rail, (including RajdhaniExpress) highest class by Steamer, Rs.2.32 perKm.by road at current rates or actual whicheveris lower. Board level appointees while travellingon tour or transfer within India may at theirdiscretion travel by executive class of the IndianAirlines.
4.3. Further to para 4.2, employees would be entitled to the following on travel :-
1) Actual fare for journeys from residence/place of stay to Railway station/Airport andvice-versa, and for journeys undertaken by road at outstations, conveyance chargeswill be reimbursed subject to a maximum of Rs. 300/- at any one station at anytime for a continuous halt not exceeding 7 days. The limit of Rs. 300/- can berelaxed in exceptional cases by the Managing Director upto Rs. 400/-. The limit ofRs. 300/400 as the case may be, can be increased proportionately when stay atoutstation is longer than 7 days.
NOTE : For the purpose of the above rule the conveyance charges spent at outstation forjourneys performed between Airport/Railway station to the temporary residenceand vice-versa will be excluded from the ceiling prescribed under the above rules.
2) Reservation and other surcharges.
3) Cancellation charges.
4.4. Employees under normal circumstances, shall undertake journeys by rail, air, steamer asper entitlement. However, they may travel by road, between locations connected by rail/air, or in a class higher than entitlement subject to the specific approval of ManagingDirector. The travel charges in cases where the employees travel by road will, however, berestricted to the rates applicable for the highest class available in the train enroute. Travelby road between locations connected by rail/air should be limited to cases where suchjourneys can be justified on grounds of convenience, economy or time saving.
4.5. An employee should travel by the shortest route. He may travel by any other convenientroute if approved by the Competent Authority.
4.6. For rail/air journeys, ticket numbers must be indicated in the TA bills. However, theCompetent Authority may waive such stipulation in genuine cases.
2.1.3
of E-4 and above
4.7. For every 10 paise or part thereof increase in cost of petrol, the rate of entitlement per Km.by road would be escalated by 3.0% petrol rate base being Rs.4.05 per litre. Rate of roadmileage would be based on the petrol price at Delhi and will be applicable to all Plants/Units.
5.0. DAILY ALLOWANCE :
5.1. An employee shall be eligible for daily allowance if journeys are undertaken for officialpurposes such as:
a) Tour;
b) Appearing in Departmental examination, interview or Selection test conducted bythe company;
c) Recall from leave;
d) Participation in sports/cultural events representing Company;
e) Participation in training programmes, seminars and conferences as nominatedparticipant/faculty;
f) Appearing in court as jury, assessor, witness (only for Company’s work),departmental or Vigilance enquiry;
g) Receiving National Awards;
h) Appearing as prosecution witness on behalf of the State;
i) Employees of the company appearing as accused/defence assistant/assisting officerin Department/Vigilance enquiries.
5.2 Entitlement of employees in different groups for Lodging (Hotels) and for Daily Allowance(F&I) is given in Annexure-I. The rate of food and incidentals shall be same for alllocations irrespective of specified and other locations, except in case of own arrangements.
The rates of consolidated Daily Allowance & Entertainment Allowance on Foreign Toursof Co's officials for Business purpose, technical discussion etc. is given at Annexure-II.
5.3 When on Tour, the entitlement of employees for D.A. will be regulated in the followingmanner.
1) When the entire tour extends for more than 24 hours (including travel time): (a) FullDA (Food and Incidentals) for every completed period of 24 hours and for eachadditional period less than 24 hours but more than 12 hours. (b) 50% of the full DA(F&I) for any additional period less than 12 hours.
2) When entire tour extends for 24 hours or less (including travel time): (a) full DA(F&I) if the entire tour extends from 12 to 24 hours. (b) 50% of the DA (F&I) wherethe entire tour extends from 6 hours to 12 hours.
3) 50% of the amount of the D.A.(F&I) would be admissible wherever a) an employeeis treated as a Company Guest for boarding or where free boarding is provided andb) during journey periods in trains providing free board.
2.1.4
4) 50% of the DA rate (F&I) where the employee is nominated for residential trainingat a hotel, Campus or MIT, Ranchi.
5) Actual lodging charges if the employee stays in a hotel of the entitled or lower starranking.
6) Actual lodging charges subject to monetary limits prescribed in para 5.2(Annexure-I) if the employee stays in either unstarred hotels or hotels of higher starranking than entitlement.
7) D.A. (i.e. lodging and F&I) for holidays during tour but not for leave during the tour.
5.4 Where bills do not separately indicate rates for boarding and lodging, 50% of charges shallbe reimbursed towards lodging, subject to the ceiling prescribed. Reimbursement ofboarding charges shall be limited to entitlement.
5.5 Those employees who are entitled to avail single room in hotels may also avail singleoccupancy in double room, as per the eligibility.
5.6 Lodging charges may be reimbursed on production of bills even if the employee has topay lodging charges for more number of days than for which DA is admissible under theTA Rules, on account of the checking in and checking out timings. Inclusion or exclusionof breakfast in Hotel bills will be ignored.
5.7 When during tour, an employee has to pay for hotel accommodation for the same day attwo stations, hotel bills for stay in both the hotels may be reimbursed.
5.8 DA(F&I) will be admissible for a halt upto 30 days at any one time. Halt beyond thisduration at any one station will require approval of the Chief Executive. Full DA(F&I) will,however, be paid where halt beyond 30 days is approved by the Chief Executive.
5.9 For the purpose of Annexure to clause 5.3, Delhi, Mumbai, Kolkata, Chennai, Hyderabad,Ahmedabad, Bangalore, Pune and Kanpur will be reckoned as “Specified locations”.
5.10 The ceiling on Lodging (Hotel) rates as at 5.2 above would exclude the levies, taxes etc.
6.0 RECALL FROM LEAVE :
6.1 TA and DA for recall from leave will be paid only where the employee is recalled fromleave with the approval of the Competent Authority.
7.0 TRANSFER EXPENSES :
7.1 Travel Expenses
An employee on transfer shall be entitled to reimbursement as follows:a) Travel for self and family by the entitled class/mode as on official tour.b) Reimbursement of actual fare for journeys from residence/place of stay to Railway
Station/Air-port and vice-versa.c) An employee travelling in his own car on transfer will be paid as follows:
i) Actuals or entitled road mileage for self and family subject to a maximum ofthree road mileages, whichever is less where the journey is between twoplaces not connected by rail/air.
2.1.5
ii) Actual or entitlement by rail/air whichever is less where journey is betweenplaces connected by rail/air.
d) Reimbursement of two extra tickets by the entitled mode and class of travel foronward and return journey between the old and new headquarters, or actual,whichever is less, if additional travel is actually undertaken by the employee (andnot the family) with prior approval, for shifting the family and/or personal effects.
7.2 TRANSPORTATION OF PERSONAL EFFECTS :
On transfer, an employee will be entitled to the actual expenditure incurred ontransportation of his personal effects, on production of money receipt, subject to thefollowing limits :-
i) Two containers by the Railway Container Service; or
ii) One full wagon (8-wheeler) by goods/passenger train; or
iii) One full truck.
Each unit should appoint a list of approved transporters, at fixed rates for transportingpersonal effects by road. Employees on transfer/retirement should approach one of thetransporters on the approved list who will raise bills directly with the Company at the ratesapproved.
7.3 TRANSPORTATION OF VEHICLE :
An employee shall be entitled to reimbursement of transportation cost of his vehicle atrailway risk, (one motor car, or one motor-cycle, or one scooter or one bicycle) as under :
a) If transported by goods train, actual cost of packing and freight between the twostations.
b) If transported by passenger train, actual freight charges by the railways.
c) If trasnported by road by truck or under own propulsion, freight admissible, hadthe vehicle been transported by passenger train.
7.4 PACKING CHARGES :
Packing charges will be paid on production of a certificate by the concerned employeewith regard to expenses incurred for packing subject to following limits:
All Employees upto N9/M-4/N10/M-5 Rs. 4500/-
Employees in E-0 to E-6 scale Rs. 6,000/-
Employees in E-7 grade & above Rs. 7,500/-
7.5 TRANSFER GRANT :
Transfer Grant will be given to cover setting up of establishment and causing disturbanceto the employee. The amount payable will be one month’s basic pay plus DA.
2.1.6
8.0 TRANSFER/MISCELLANEOUS
8.1 Octroi duty, entry taxes, terminal taxes and insurance charges for transportation ofpersonal effects/Car will be paid to the employee on production of receipt in the event oftransfer as well as (i) Superannuation/retirement including voluntary retirement, (ii) deathof the employee and (iii) discharge/termination of the employee on medical grounds.
8.2 Management Trainees, SOTs/JOTs who are required to move from one Unit to anotherduring the course of the training will be eligible only for single travelling fare and will notbe entitled to the other transfer benefits. However, those Departmental candidates whohave been selected as Management Trainees/SOTs/JOTs and move from one Unit toanother will be entitled to transfer benefits only once when they shift their establishment.
8.3 If both husband and wife are employees of the company, working at the sameHeadquarters and are transferred within six months from one place to another only one ofthem will be entitled to transfer benefits as given under para 7.
8.4 When an employee is transferred from one station to another, he will be entitled to joiningtime for six clear working days for preparation (in addition to Sunday / Holidays) and oneday for travel per 400 Kms distance or part thereof in excess of 200 Kms.
8.5 In case of air journey, journey time will be limited to the day of travel only.
8.6 If an employee reports at the new station without availing the complete joining time, thedifference between the entitled joining time/journey time and the actual time availed shallbe credited to a special leave account which can be availed of by the employee, for thepreparation mentioned in rule 8.4, within a year of reporting at the new station.
8.7 Where the transfer is within the same station and involves change of residence, joiningtime of one working day will be allowed and no journey time will be admissible.
8.8 An employee on transfer to a non-plant location will be entitled to stay in a hotel of hisentitlement for a period not exceeding 3 days, at the new station provided that GuestHouse/Transit accommodation of the company is not available.
8.9 Employees would be reimbursed the expenditure made towards payment of Commissioncharges to authorised agents for purchase of Air/Rail tickets on tour/transfer, wherever it isnot arranged by the company.
For this purpose, employees claiming reimbursement shall submit a Declaration in theformat as at Annexure III enclosing receipt in original from the authorised agent whilesubmitting their final T.A. bill.
9.0 T.A. FOR MEDICAL EXAMINATION/TREATMENT :
9.1 Travelling allowance shall be admissible to (a) an employee/any member of his familywho is entitled to medical facilities under the Medical Benefits Rules (b) an attendant toaccompany the patient if recommended by the Co.’s Medical Officer for medicalexamination/treatment.
The Attendant in authorised situations, shall be entitled to reimbursement of T.A. as perentitlement of the employee.
2.1.7
9.2 Sometimes patients, after taking initial indoor treatment are released and advised dailytreatment/check up at the hospital as an OPD patient. Examples are, Cobalt-ray treatmentfor Cancer, exercise/physical therapy after fixing an artificial limb etc. In such specialcases, as advised by the Director (M&HS)/Head of the Medical Unit, lodging charges forthe patient only, limited to the monetary limits of lodging charges as per para 5.2(Annexure-I) subject to production of bills, in case Guest House accommodation is notavailable, may be reimbursed.
10.0 COURT, DEPARTMENTAL OR VIGILANCE ENQUIRY :
10.1 Any amount received from the Court for attendance or board and lodging etc. shall berefunded to the Company if TA/DA has been claimed from the company.
10.2 If the departmental or vigilance enquiry is held at an out-station at the request of anemployee, no travelling allowance and daily allowance shall be admissible. In other casesTA/DA as on tour may be allowed for attending vigilance enquiries.
10.3 In respect of employees under suspension, TA/DA as on tour from HQs to the place ofenquiry or from the place at which he has been permitted to reside during suspension tothe place of enquiry, whichever is less, at the rate admissible to him according to the gradeto which he belonged prior to his suspension, may be allowed.
10.4 For appearing in court as accused, TA/DA will only be payable in such cases where theprosecution of the employee arises from acts committed, or purported to be committed inthe bonafide execution of duties. The decision whether the prosecution has so arised willdepend upon the facts of each case and the discretion of the Chief Executive.
11.0 TRAINING PROGRAMMES, SEMINARS AND CONFERENCES :
11.1 Sponsoring of an employee for specialised long duration training of six months andabove, like DSW, will be treated as temporary posting. They will be entitled to HRA, CCAas applicable and an amount of Rs. 500/- per month for the period as a special allowance.
11.2 Executives will be entitled to the following entertainment allowance for the duration of theexternal training programmes, seminar/conference (and not for incompany trainingprogramme):
Upto
6 days - Rs. 200/-
7-14 days - Rs. 300/-
15 days & above - Rs. 400/-
For external training programme, club or alumini fee on actuals will be reimbursed.
2.1.8
12.0 FINAL SETTLEMENT :
12.1 On (i) Superannuation/retirement including Voluntary Retirement (ii) Death of theemployee and (iii) discharge/termination of the employee on medical grounds, theemployee and/or his family will be entitled to reimbursements as per paras 7.1, 7.2,7.3(i.e; reimbursement of transportation cost of vehicle) and 7.4. The journey shouldcommence within six months from the date of retirement/termination or death or withinsuch extended time as may be approved by the M.D. Final bills should be submittedwithin one month from the date of completition of journey.This provision is also applicable to Board level appointment made by the Government.
13.0 TRAVEL FOR INTERVIEW/APPOINTMENT IN THE COMPANY :
13.1 Candidates called for interview from outstation for appointment to Executive posts in thecompany and candidates travelling to join duty on first appointment to executive posts inthe company would be paid the entitled fare corresponding to the post for which they arebeing called for interview or to which they are being appointed. Candidates called forinterview/appointed to all other posts will be paid single second class fare.
13.2 Where a candidate travels by road between two points not connected by rail, he will bereimbursed actuals or the rail fare by the appropriate class for the road distance involved,whichever is less.
13.3 Managing Director may, at his discretion allow DA including lodging charges on the meritsof individual cases.
14.0 ADVANCE FOR TRAVELLING ON TOUR/TRANSFER ETC. :
a) An employee proceeding on journeys on tour or transfer may be granted advance to meettravelling and other expenses. 100% advance towards TA/DA as the case may be granted.
b) Employees on transfer shall be given advance not more than two months before the dateof commencement of the journey.
c) Employees who want to shift their family members to the place of settlement for personalreasons would be allowed to draw allowances for purchase of tickets six months inadvance of the date of retirement in respect of their family members. Other permissibleexpenses will be reimbursed on submission of actual bills.
d) An employee shall be required to submit the travelling allowance bill on completion ofjourney. If the bill is not submitted within 10 days, from the date of completion of journey,the advance sanctioned shall be recovered from his salary.
e) An employee on transfer may be allowed a salary advance not exceeding two months’pay. The advance shall be interest free and recoverable in 12 equal monthly instalmentsfrom the salary of the employee.
2.1.9
15.0 RULE MAKING POWERS :
15.1 Managing Director may, from time to time
i) Amend the monetary limits for lodging for stay in hotels which do not have a starrating, specified in the Annexure-I to para 5.2 depending on changes in lodgingrates of hotels.
ii) Amend the list of “Specified Locations” indicated in para 5.9.
iii) Making rules regulating the transportation of personal effects as provided in para7.2.
iv) Make relaxations in individual cases; and
v) Notify further detailed rules.
16.0 TENURE :
The Company reserves the right to modify, cancel or amend any of these rules withoutprior notice.
2.1.10
m m m
2.1.11
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2.1.12
In case the executive on tour makes his own arrangement for stay, instead of boarding in any Hotelor FSNL/MSTC’s guest houses, the Daily Allowance would be payable as under :-
SCALE CODE DAILY ALLOWANCE (Per Day)
Specified Other
locations locations
a) Executives
E-0 to E-3 Rs.400/= Rs.350/=
E-4 to E-6 Rs.500/= Rs.400/=
E-7 & above Rs.550/= Rs.450/=
a) Non-Executives
N-1 to N-6 & Rs.165/= Rs.145/=
M-0 to M-1
N-7 to N-10 & Rs.210/= Rs.195/=
M-2 to M-5
2.1.13
Annexure - II
Payment of Daily Allowance / EntertainmentAllowance on Foreign Tour
1.0 A) DAILY ALLOWANCE
LEVEL OF EXECUTIVES RATE PER DAY IN US $FOR ALL COUNTERS,(EXCEPT SAARC COUNTRIES)
a) Chief Executives / Chairman/ Upto 500 US$ per day forManaging Director a period not exceeding 45 days.
b) Executives in the rank of Upto 350 US$ per day forChief General Manager a period not exceeding 45 days.
c) Executives in the rank of Upto 300 US$ per day forGeneral Manager & below a period not exceeding 45 days.
B) ENTERTAINMENT ALLOWANCE
a) Chief Executives / Chairman / 5000 US$ per trip.Managing Director.
2.0 Foreign Tour of company's officials for business purposes, technical discussions etc. toSAARC countries will be treated as Local Tour and the payment of TA/DA will be made asper their entitlement under the existing TA Rules of the company.
3.0 Daily Allowance is all inclusive rate for stay, food, local transport and other incidentals.
3.1 Expenses on Hotel accomodation will be on actual basis, supported by receipts issued bythe hotels. In case the executive does not stay in the hotel, he/she can calim 25% of theper-diem payment of above D.A., without production of receipt.
3.2 Local conveyance, telephone charges, incidentals etc., if any, will be admissible oncertification by the concerned executives.
4.0 The Daily Allowance will commence from the actual day and time of arrival at &departure from the place of official business in the foreign country only.
5.0 Final Travelling Expenses bill is required to be submitted within 7 days from the date ofreturn from foreign tour. If, on taking into account all the expenses as above, any surplusforeign exchange is left from the admissible Daily Allowance, the same will be refunded tothe company by the concerned executive.
6.0 The claim for entertainment allowance shall be against production of receipts.
2.1.14
ANNEXURE III
D E C L A R A T I O N
This is to certify that I have paid commission charges to an authorised agent for booking my
air/rail/both ticket amounting to Rs.______________(Rupees______________________only).
I am enclosing the receipt in original issued in my name by the Authorised Agent for
reimbursement.
Date : Signature :
Name :
T.No. :
Designation :
Department :
CITY COMPENSATORY ALLOWANCE
CCA will be paid to employees working in different locations as per guidelines received fromGovernment of India from time to time. As per the existing guidelines issued by Government ofIndia, CCA will be granted as under (presently at Delhi, Burnpur, Vizag, C.O. and Bhilai unit) :-
BASIC PAY CLASSIFICATION OF CITIES
PER MONTH (as per Govt.guidelines)
A-1 A B-1 B-2
(RUPEES PER MONTH)
Below Rs.4000 90 65 45 25
Rs.4001-5250 125 95 65 35
Rs.5251-6499 200 150 100 65
Rs.6500 & above 300 240 180 120
2.2.1
CASH HANDLING ALLOWANCE
Cash handling Allowance @ Rs.10/- per day of work, subject to a maximum of Rs.250/- per month,is paid to those Assistants of F&A Department who handle cash in addition to their own duties.
In addition to the above, a Honorarium as indicated below, is also applicable to such assistants,only when heavy payment arises, i.e., on the day of salary and Bonus Payment etc:-
a) If the amount handled is less : Rs.45.00
than Rs.50,000/-
b) If the amount handled is : Rs.50.00
Rs.50,000/- & above
HOUSE RENT ALLOWANCE
The House Rent Allowance to the employees of FSNL will be paid as per the following rates :-
CLASSIFICATION OF RATES OF APPLICABLE FOR
CITIES / TOWNS HRA FSNL UNITS/OFFICE
DELHI, MUMBAI 30% OF BASIC PAY DELHI
B-1 & B-2 17.5% OF BASIC PAY VIZAG
15% OF BASIC PAY C.O. & BHILAI
C & UNCLASSIFIED 10% OF BASIC PAY BOKARO, DURGAPUR,
ROURKELA, BURNPUR,DOLVI & DUBURI
Where both husband & wife are Co's employees and posted at the same location, the couple willbe treated as a single family Unit and HRA will be payable to any one employee only i.e. either tothe husband or to the wife.
NIGHT SHIFT ALLOWANCE
Night Shift Allowance is paid @ Rs.45/- per day of work to all such employees (Executives & Non-Executives) who work from 2200 Hrs.to 0600 Hrs.
2.3.1
SCHEME FOR REIMBURSEMENT OF LOCALTRAVELLING EXPENSES
1. The scheme would cover all the employees who own a vehicle registered in their nameand utilize the same for official purpose, irrespective of any pay limit.
2. Employees shall be entitled to claim reimbursement in the manner indicated hereinafter.
3. A. Employees would be entitled to claim the reimbursement of expenses wholly,exclusively and necessarily incurred by them by utilizing their vehicles in performance oftheir official duties.
B. The rates of reimbursement of Local Travelling Expenses are indicated below :-
TYPE OF VEHICLE (Rs.PER MONTH) (Rs.PER MONTH)
EXECUTIVES NON-EXECUTIVES
1. Moped or Auto Cycle 360/- 360/-or any otherequivalent vehicle
2. Scooter/Motorcycle 625/- 575/-
3. CarE0 - E2 1900/- -E3 - E5 2450/- -E6 2700/- -E7 2950/- -
Above rates of LTE is to be reimbursed, based on attendance, as detailed below:-
Period of unautorised Eligibility for reimbursement
absence from duty in a month of LTE for that particular month
Non-Executives Moped Scooter/Motorcycle
(Rs.) (Rs.)
i) 5 days to 10 days 231.00 383.00
ii) 11 days to 20 days 103.00 192.00
iii) 21 days & above NIL NIL
Executives
i) 5 days to 10 days 231.00 438.00
ii) 11 days to 20 days 103.00 250.00
iii) 21 days & above NIL NIL
2.4.1
CAR
E-0 to E-2 E-3 to E-5 E-6 E-7
i) 5 days to 10 days 1306/- 1729/- 1989/- 2173/-
ii) 11 days to 20 days 713/- 1009/- 1279/- 1397/-
iii) 21 days & above NIL NIL NIL NIL
Reimbursement of Maintenance Expenses for Car/Scooter/Motor Cycle/Moped
The employees both, Executives & Non-executives, who are utilising their own vehicle and arecovered under reimbursement of LTE scheme, would be entitled for reimbursement ofMaintenance Expenses equivalent to Two months' Revised Local Travelling Expense rates as pertheir entitlement in a financial year.
Accordingly, Maintenance expenses can be claimed only with the LTE claim of the month of Apriland October every year. The eligibility for reimbursement of Maintenance expenses in case ofUnauthorised absence from duty, will be based on the attendance of May & November of the year,and the reimbursement will be in the same proportion, as prescribed for reimbursement of LTC.
C. The use of the vehicle for purpose of coming from the residence to the place wherethe duties of employment are to be performed or from such place back to residence,will be regarded as use of vehicle for private or personal purpose and not inperformance of official duties.
D. In view of the fact that :-
a) The scheme is applicable to only those employees as specified in (1) above;
b) That from a practical point of view it may not be feasible to verify the detailsof individual journeys undertaken by each employees;
c) That checking of such details would also result in wasteful expenditure onemployment of staff resulting in no utility, a certificate furnished by theemployees with regard to the expenditure having been incurred inperformance of official duties would be the basis for accepting the claim forreimbursement.
E. Certificate referred to above is as per Annexure ‘A’.
4. After the expiry of wage period, i.e., the relevant month, an employee would be entitled toclaim reimbursement in the manner mentioned above.
5. An employee claiming reimbursement under the scheme will not be eligible for anyallowance or any other payment in connection with the journeys undertaken by him inperformance of his official duties.
6. An employee claiming reimbursement under the scheme would be responsible forsatisfying the Income-tax Authorities with regard to actual expenses incurred vis-a-visamount drawn from the company,to produce vouchers as may be required.
2.4.2
ANNEXURE - A
To,
Estt.Section
Through : Deptt./Sectional Head.
This is to certify that I have maintained a Car/ Scooter/Motor Cycle/Moped, bearing
No.______________________, which is registered in my name and owned by me in proper
running condition and I have utilized the same in performance of official duties. The expenditure
wholly, exclusively and necessarily incurred on the maintenance and running of the aforesaid
vehicle in connection with the official duties during the month of
___________________________ was not less than
Rs.__________(Rupees______________________________only).
Signature : T.No. :
Name : Deptt. :
Desig : Date :
2.4.3
TRANSPORT SUBSIDY
i) Employees who do not utilize Company’s transport and who are not covered under the
existing scheme for reimbursement of Local Travelling Expenses, are eligible for
reimbursement of Transport Expenses at the rate of Rs.12/- per day of actual attendance.
ii) Each eligible employee will give an application to the Personnel Department of their unit
in the prescribed format of Application Form, placed at Annexure-B. Reimbursement on
monthly basis will continue unless and until the individual gives an exception report as
stipulated in the application form.
2.4.4
ANNEXURE ‘B’
APPLICATION FOR REIMBURSEMENT OF TRANSPORTEXPENSES
Through : Deptt.Head
I do hereby certify that I do not utilize Company’s transport and do not claim
reimbursement of LTE. I do make my own arrangement of transport/utilize public transport for
attending my duties. My expenditure in this connection is not less than Rs.12/- per day. I may,
therefore, kindly be reimbursed the expenditure accordingly.
I do hereby undertake that if at any time in future, I use Company’s transport or take
reimbursement of Local Travelling Expenses or if my expenditure on transport expenses is less
than Rs.12/- per day, I shall inform to the management accordingly.
I do hereby undertake that I shall furnish any information in this regard as and whenrequired.
Signature : ________________________
Name : ________________________
T.No. : ________________________
Deptt. : ________________________
2.4.5
REIMBURSEMENT OF ENTERTAINMENT EXPENSES
Reimbursement of Entertainment expenses to the executives towards entertaining the visitors,business associates etc., is made as under :-
SCALES CEILING(Rs.PER MONTH)
E-1 TO E-4 250.00
E-5 400.00
E-6 500.00
E-7 600.00
M.D. 1500.00
REIMBURSEMENT OF EXPENSES TOWARDS SUBSCRIPTION TOPERIODICALS/JOURNALS/MAGAZINES AND MEMBERSHIP FEE OFPROFESSIONAL BODIES/ASSOCIATIONS TO EXECUTIVES
In order to facilitate the executives in acquisition of professional knowledge and awareness of
the latest developments in different technologies and managerial aspects, the cost of subscription to
Periodicals/ Journals/Magazines and Membership fee of Professional Bodies/Associations, is
reimbursed to the Executives, to the extent of Rs.250/- per month or Rs.3000/- per annum.
This reimbursement is allowed every month, based on a certificate to be furnished by the
executives for the previous month, as shown in the format at Annexure-C.
2.5.1
ANNEXURE ‘C’
REIMBURSEMENT OF EXPENSES TOWARDSSUBSCRIPTION TO PERIODICALS/JOURNALS/
MAGAZINES AND MEMBERSHIP FEE OFPROFESSIONAL BODIES/ASSOCIATIONS,
TO EXECUTIVES
C E R T I F I C A T E
This is to certify that I have spent more than Rs.__________
(Rupees______________________________________), in the month of ______________________,
for Periodicals/Journals/Magazines and/or Membership fee of Professional Bodies/Association.
Signature : ________________________
Name : ________________________
Designation : ________________________
T.No. : ________________________
Scale Code : ________________________
Department : ________________________
2.5.2
3.0
PROMOTION POLICY
&
RULES FOR EXECUTIVES
PROMOTION POLICY FOR EXECUTIVES
1.0. INTRODUCTION :
1.1. In establishing and maintaining a dynamic organisational structure suited to meet presentand future Company needs, FSNL is committed to developing its own human resources insuch a manner as to integrate the aspirations for growth and development of theindividual employees with the fulfilment of the Company’s objectives. The Companyseeks to sustain high levels of performance from its executives by maintaining a workingenvironment conducive to the efficient and effective functioning of each Executive.
2.0. POLICY OBJECTIVES :
2.1. To integrate growth opportunities of the executives with fulfilment of Company’sobjectives.
2.2. To man executive posts in the Company with competent personnel having growthpotential, and to utilise their capabilities in the working environment to the maximumopportunities available for advancement.
2.3. To provide for a system which is conducive to equity, fairness and objectivity in mattersconcerning promotion of executives.
2.4. To ensure uniformity and consistency, to the extent possible, in promotion of executivesof different units of the company.
2.5. To motivate executives of the organisation for better performance, by rewarding theircontribution to the growth of the organisation, in deciding promotion on the basis ofoverall merit.
2.6. To ensure continuity of the management and systematic succession planning for senior/key posts in the executive cadre.
2.7. To provide input for the development of executives linked to their levels of performanceand their specific strengths and requirements.
2.8. To integrate executives into a cohesive team.
3.0. SCOPE :
3.1. The policy shall cover all promotion made in executive posts (other than promotion fromnon-executive posts to executive posts) and shall apply to all units of FSNL.
3.2. The policy will not cover those executives who are appointed for a limited tenure,superannuated persons reappointed in the Company’s service, and to other executivesappointed on a purely casual or temporary basis or whose terms of appointment stipulatecoverage under different rules.
3.1.1
4.0. CLUSTERS OF SCALES :
4.1. For the purpose of promotion and career planning of executives, scales of pay will begrouped in the following clusters:-
CLUSTER SCALE CODE SCALE OF PAY (Rs.)
A E-0/E-1/E-2A & E-2B 6550-200-11350/=
8600-250-14600/=
10750-300-16750/=
13000-350-18250/=
B E-3 & E-4 14500-350-18700/=
16000-400-20800/=
C E-5 17500-400-22300/=
D E-6 }
} 18500-450-23900/=
E E-7 }
5.0. PROMOTION SYSTEM :
5.1. There will be two systems of promotion within the executive positions in FSNL :
i) Promotion within clusters of scales of pay.
ii) Promotion between clusters of scales of pay.
5.2. All promotions made in accordance with this policy will be from one scale of pay to thenext, without skipping any scales of pay.
6.0. CREDIT POINTS FOR APPRAISAL RATINGS :
6.1. The final ratings of the executive performance appraisal system provides categorisation ofexecutives in terms of different levels of performance. To link performance appraisalratings with the promotion policy, the following credit points shall be adopted :-
3.1.2
3.1.3
Appraisal Ratings earned Approx.% Credit points
for the year of Executives earned
O 10 50 points
A 20 40 points
B 45 30 points
C 25 15 points
6.2. ’C’ Appraisal rating in any of the immediately preceding three years will be consideredunpromotable.
Executives in the category “C”, declared as un-promotable, will be consideredunpromotable for ensuing One Year. Percentage of “C” grade, if necessary, may varywithin a range of 15% to 25% in an appraisal group. The percentage of “B” grade wouldaccordingly get adjusted between 45% to 55%.
7.0. PROMOTION WITHIN A CLUSTER OF SCALES OF PAY :
7.1. Within a cluster of scales of pay promotion shall be linked to performance as reflected inthe Performance Appraisal Reports, subject to Policy para 7.4.1.
7.2. Promotion from one scale of pay to another in the same cluster will be decided oncollection of certain specified credit points, subject to Policy para 7.4.1.
7.3. PROMOTION WITHIN CLUSTER ‘A’ (E-1 TO E-2A & E-2A to E-2B)
7.3.1. The executives will be promoted from E-1 to E-2A & E-2A to E-2B scales onacquiring 120 credit points/100 credit points (as prescribed in the rules) based ontheir appraisal ratings.
An employee in the E-0 grade will be promoted to E-1 grade on acquiringminimum 90 credit points subject to a minimum of two years of service in the E-0 scale.
7.3.2. Provided, however, that promotable executives working in E-1 & E-2A scales willbe promoted to E-2A & E-2B scales, respectively, only after completion of 3years in the respective grades, relaxable to a maximum of 3 months.
7.4. FOR PROMOTION WITHIN CLUSTER ‘B’ AND ‘C’ (E-3 TO E-4)
7.4.1. An executive will be promoted, if found suitable by DPC, on his earning 100credit points on the basis of his appraisal ratings subject to his having minimumof 2 years’ service in the existing scale of pay.
7.4.2. Any Promotion/Monitary Benefit/Change of designation for the officers in thescale of Rs.18500-450-23,900/= and above will be approved by the Boardspecifically in each and every individual case.
8.0. PROMOTION BETWEEN CLUSTERS :
8.1. Between clusters, promotion will depend on availability of vacancies in the next highercluster.
8.2. Promotions will be based on total points earned by an executive on the basis of thefollowing factors :-
a) Average Credit Points (ACP) in the current scale of pay
b) Points for qualification
c) Points for number of years spent in the current scale of pay
d) Points obtained in the interview/Assessment by Departmental promotion committee.
8.3. AVERAGE CREDIT POINTS (ACP)
Average Credit Points (ACP) earned by the executives in the existing scale will becomputed as follows:-
Sum of the credit points earned in the last three years or in the number of years spent inthe scale, whichever is less, divided by the number of appraisal ratings taken into account.
Maximum attainable ACP is 50.
8.4. QUALIFICATION POINTS
Points will be awarded for different levels of educational qualifications.
Specific points for the different levels will be as prescribed in the Rules. Maximumattainable points on qualification would be 20.
8.5. LENGTH OF SERVICE IN THE SCALE
2 points for every completed year of service in the scale upto a maximum of 15 pointsshall be regulated as prescribed in the rules.
8.6. INTERVIEW
There will be a maximum of 15 points for interview, which will be regulated as prescribedin the Rules.
9.0. MECHANISM OF PROMOTION - BETWEEN CLUSTERS :
9.1. ELIGIBILITY
From E-2B to E-3, E-4 to E-5 and E-5 to E-6, executives with three years of service inthe scale will be eligible for consideration. Provided that the executives acquiringoutstanding “O” reports for two consecutive years will also be eligible for considerationeven though they may not have completed three years of service in the scale. Eligibility forpromotion between clusters in other scales will be two years.
9.2. ZONE OF CONSIDERATION
The names of all eligible executives will be listed in the descending order of the total marksobtained by them on Performance (ACP), qualification and length of service in the scale.From this list, executives will be called for interview in the manner as may be prescribed inthe Rules.
3.1.4
9.3. SELECTION PROCEDURE
Executives in the zone of consideration will be assessed by an interview committee. Thiscommittee can add a maximum of 15 points to the total points already earned by theexecutives on the basis of performance, qualification and length of service and draw upthe selection panel.
Promotions will be made from this panel on the basis of total marks obtained.
10.0. BROADENING LINES OF PROMOTION
However, company reserves the right to delink vacancies from traditional lines ofpromotion and fill them up on inter-disciplinary and/or inter-plant basis by promotion,transfer, or circulation.
11.0. SERVICE AND PERFORMANCE LINKED PROMOTION SCHEME
11.1. Executives with 7 years of service in E-2B or E-4 scale will be considered for personalpromotion depending on a specified minimum level of performance.
11.2. The Service Linked Promotion Scheme will be as prescribed in the Rules.
12.0. CAREER PLANNING
12.1. Career Planning for Executive Cadre should integrate the aspirations of executives withoperational requirements of the Company. In a large measure, this is being taken care ofby the minimum assured growth which will arise within the clusters linked to performance.In addition, the Company adopts a development oriented approach to performanceshortcomings/strengths which will ensure a more relevant and precise input in terms ofCompany efforts to improve performance of the executives.
12.2. Nevertheless, it still becomes necessary to identify a group of executives on whom specificattention of the Company should be focused either to assist them in improving their levelsof performance or for making use of their identified potential by grooming them for higherresponsibilities.
12.3. In order to achieve this objective, each Unit will prepare a list of executives with highpotential and a list of identified low performers.
12.4. EXECUTIVES WITH HIGH POTENTIAL
12.4.1. Executives with a minimum of 3 years in the Company and a minimum ACP of45 will constitute the high potential group.
12.4.2. In the month of June every year, this list will be updated and a job rotation,training and career advancement plan shall be prepared for such executives.
12.4.3. JOB ROTATION
These executives may be rotated to other Departments, not necessarily in theirlines of promotion in order to groom them to occupy senior posts at a later date.
12.4.4. TRAINING
3.1.5
Training plan for executives oriented to their specific requirements and toenhance potential will be prepared every year.
12.4.5. CAREER ADVANCEMENT
To motivate these executives to maintain high levels of performance as well as tomeet the organisational needs for utilising their services effectively, it is requiredto plan for smooth career advancement for executives with high level ofperformance. This will necessitate a flexibility in operation of posts betweencluster/creation of posts in the next cluster.
12.4.6. Executives whose ACP falls below 40 in any year or whose ACP remains below45 for four consecutive years will be deleted from this list.
12.5. EXECUTIVES WITH LOW PERFORMANCE
12.5.1. Executives with minimum service of 3 years in the Company and having an ACPof 10 or less will be included in this list.
12.5.2. In the month of June, every year, this list will also be updated and the Units willplan job rotation and training for such executives. Units will also arrange tocounsel these executives to improve their performance.
12.5.3. The names of the executives will be deleted from this list if their ACP rises to 15or beyond in any year or if ACP remains above 10 for four consecutive years.
13.0. INTER-PLANT ROTATION
13.1. The inter-plant movement of executives constituting the Corporate cadre will be plannedby Corporate Office.
13.2. However, in order to ensure that executives at relatively younger age are exposed todifferent environments, those with identified high potential in the scale of E-3/E-4 will begiven the opportunity to move to other Units in the manner prescribed in the Rules.
14.0. EDUCATIONAL QUALIFICATIONS
14.1. Qualification levels for entry to executive cadre at E-0/E-1 will be as prescribed in theRules.
14.2. Qualification levels for posts within the executive cadre in those disciplines where certainminimum qualifications are essential will be as prescribed in the Rules.
14.3. Qualifications prescribed by the Statute in respect of certain executive positions will befollowed.
15.0. INCREMENTS
Between Clusters, executives who are assessed as ‘O’ in two consecutive years, and are notpromoted due to the lack of vacancies will be given an additional increment in addition to thenormal increment earned by them in the scale.
3.1.6
16.0. RESERVATION FOR SCs/STs
Reservation for SCs and STs will be provided as per the Presidential Directives on the subject.
17.0. PROBATION
The executives promoted under this policy will be kept on probation for a period of six months.The probation will be regulated as prescribed in the Rules.
18.0. PENDING DISCIPLINARY PROCEEDINGS
Procedure for dealing with promotion/confirmation of executives pending inquiry/disciplinaryproceedings, suspension, prosecution etc., will be governed by the Rules prescribed in this regard.
19.0. APPLICATION OF POLICY IN CASE OF DEPUTATIONISTS ETC.
19.1. An executive on deputation to another organisation may be considered for promotion inthe Company during the period in accordance with selection methodology prescribed inthis policy. If selected, however, the promotion would be effective only on his return tothe Company.
19.2. In case of an executive who is not on deputation to another organisation but merelyretaining lien in the Company, he would not be considered for promotion during theperiod. He would merely retain the option to return to his substantive scale for theduration of lien.
19.3. This Policy and the Rules framed hereunder will not be applicable to executives who areon deputation from other organisations to FSNL.
20.0. RULES AND PROCEDURE
Chairman-FSNL/Board is authorised to frame and issue rules and procedures under this policy.
21.0. TENURE
21.1. The policies and rules framed hereunder will come into force from a date notified byChairman-FSNL/Board, and shall remain in force for period as decided by him.
21.2. The Company reserves the right to amend, modify, cancel or withdraw the policy at anytime without notice.
22.0. Chairman-FSNL/Board may, at his discretion, relax the eligibilityconditions in exceptional cases, for reasons to be recorded.
3.1.7
RULES FOR PROMOTION FRAMED UNDER THEPROMOTION POLICY FOR EXECUTIVES
1.0. OBJECTIVES
1.1. To provide mechanism for determining the suitability of executives for promotion on astandard pattern and in an objective manner.
1.2. To prescribe rules for implementation of the policy.
2.0. DEFINITIONS
2.1. ’Board’ means the Board of Directors for the time being of FSNL and includes, in relationto the execution of the powers, a Committee of the Board/Management or any officer ofthe Company to whom the Board delegates any of its powers.
2.2. ’M.D.’ means the M.D. for the time being of the Board of Directors of Ferro Scrap NigamLimited.
2.3. ’Company’ means the Ferro Scrap Nigam Limited.
2.4. ’Policy’ means the Executive Promotion Policy as approved by the Board of Directors ofthe Company.
2.5. ’Policy Para’ means the relevant paragraph of the Policy.
2.6. ’Rules’ means the rules for promotion of executives framed under the Policy.
2.7. ’Rules Para’ means the relevant paragraph under the Rules.
2.8. ’Scale of Pay’ means an approved executive pay scale in force in the Company from timeto time, held by an executive substantively, and does not include scale of pay held by anexecutive on personal or stroke grade promotion.
3.0. CLUSTERS
3.1. Clusters of scales of pay shall be as specified in the Policy para 4.1.
4.0. DATES OF PROMOTION
4.1. Promotion within clusters (except for promotion from E-1 to E-2A & E-2A to E-2B) willbe finalised in June and effected on 30th June of every year.
4.2. Promotion from E-1 to E-2A, E-2A to E-2B and all promotions between clusters will befinalised in June and December and will be effected on 30th June and 31st Decemberrespectively.
3.1.8
3.1.9
5.0. PERFORMANCE
5.1. Performance of an executive will be the assessed level of performance by the ExecutiveAppraisal System, measured in terms of credit points as specified in Policy Para 6.
5.2. The performance ratings as reflected in the previous performance Appraisal System will beconverted into new ratings and credit points as indicated below :-
Performance Ratings Ratings as per new Credit Points
as per Previous Appraisal System
Appraisal System
A* O 50
A A 40
B B 30
C C 15
C* (Cr.point = 5) - -
5.3. PRORATING OF CREDIT POINTS
In case the period for which an Appraisal Report is written is for less than nine months, the creditpoints on the basis of such a report will be prorated for the period, counted in terms of completedmonths, for which the Report is written. In case the Report is for a period of nine months or more,it will be treated as a report for one complete year.
Example :
If an executive joins a particular scale of pay in the month of April, May or June and secures ‘A’rating in the appraisal report during the assessment year, then he will earn the full 40 credit pointscorresponding to the rating ‘A’. However, if the executive joins at any time in the year after June,say in September and gets ‘A’ rating in the appraisal report during the assessment year, the creditpoints will be prorated for the months (Sept. to March) in the following manner :
40 / 12 x 7 = 23.4 Credit points
5.4. No separate appraisal report shall be written for a period of less than three months.
5.5. If an executive has only one appraisal report covering service in two scales of pay, thenthe credit points for the service in the higher scale shall be prorated on the basis of thenumber of completed months of service in the higher scale, in the same manner asspecified in Rules Para 5.3 and 5.4.
6.0. QUALIFICATION
6.1. Qualification as per Policy Para 8.4 shall be regulated as follows :-
6.2. No executive shall be barred from being promoted to any scale within the executive cadremerely because of his qualification level except for posts given below:-
a) Posts for which qualification has been prescribed by statute.
b) Other posts as may be specified from time to time.
6.3. The minimum qualification for entry into the executive cadre shall be as per the existingprovisions.
7.0. PROMOTION SYSTEMS
7.1. There will be two systems of promotion within the executive cadre in the Company asspecified in Policy Para 5.1.
8.0. METHODOLOGY FOR PROMOTION
8.1. Promotion within Clusters :
8.1.1. Promotions from one scale of pay to another within a cluster shall be delinkedfrom vacancies.
8.1.2. Within Clusters of scales, promotions shall be linked to performance as specifiedat Policy Para 7.4.1. Performance shall be measured in terms of total creditpoints earned in the scale except as provided in Rules Para 8.1.3. Credit pointsshall be earned as indicated in Rules Para 5.
8.1.3. In calculation of credit points for promotions from E-3to E-4, the appraisalreports of only four previous years shall be taken into account. This will beapplicable till June, 1989. From June 1990 onwards, all appraisal reports from1982-83 onwards earned in the scale will be taken into account for calculatingthe credit point, for promotions.
EXAMPLE :
Year of Promotion Appraisal reports to be considered
June 1986 1982-83, 1983-84, 1984-85, 1985-86
June 1987 1983-84, 1984-85, 1985-86, 1986-87
June 1988 1984-85, 1985-86, 1986-87, 1987-88
June 1989 1985-86, 1986-87, 1987-88, 1988-89
June 1990 All appraisals in the scale from
1982-83 onwards.
3.1.10
8.1.4. The list of all eligible executives alongwith the following records shall be placedbefore a Departmental Promotion Committee constituted by Managing Director.
- Appraisal reports for the years as specified.
- Credit points calculated as specified.
- Biodata giving main areas of experience.
- Status regarding debarring from Promotions etc.
- Any other relevant records.
The Departmental Promotion Committee shall consider and recommendcandidates, if found suitable, for promotion and also decide on/recommendtransfers between Sections/ Departments/Zones/Functions/Units before thepromotion orders are issued subject to clearance from Disciplinary and Vigilanceangle.
8.2. PROMOTION OF EXECUTIVES WITHIN CLUSTER ‘A’
(E-1 TO E-2A & E-2A to E-2B)
8.2.1. The methodology for promotion within Clusters ‘A’ as per Policy Para 7.3 will beregulated as follows:
The DPC will consider and effect the promotion of
a) Executives in E-1 & E-2A scales collecting 120 credit points or morefrom appraisal reports for the immediately preceding three years, willbe promoted to E-2A & E-2B scales, respectively, on the next availabledate of promotion, subject to the condition that no such executive willbe promoted to E-2A & E-2B scale prior to completion of three years inE-1 & E-2A scales, repectively, relaxable by a maximum period of threemonths.
b) Executives in E-1 & E-2A scale collecting 120 credit points or more fromappraisal reports for the immediately preceding four years will bepromoted to E-2A & E-2B scales, respectively, on the next availabledate of promotion, subject to the condition that no such executive willbe promoted to E-2A & E-2B scales prior to completion of four years inE-1 & E-2A scales, respectively, relaxable by a maximum period ofthree months.
c) All other executives in E-1 & E-2A scales who are promotable under thesystem, i.e., who do not have “C” rating in any of the last threeappraisal reports, will be promoted to E-2A & E-2B scales, respectively,not later than completion of five years in E-1 & E-2A scales,respectively, irrespective of total credit points collected.
8.2.2. The credit points earned on the basis of Appraisal Reports will not be proratedfor promotion from E-0/E-1 to E-2A & E-2A to E-2B.
3.1.11
3.1.12
8.2.3. In calculation of credit points for promotion from E-1 to E-2A & E-2A to E-2B,the appraisal reports from the year 1982-83 onwards only as specified in theserules, will be taken into account.
8.3. PROMOTION OF EXECUTIVES WITHIN CLUSTER B(E-3 TO E-4)
8.3.1. The Departmental Promotion Committee will consider executives who haveacquired 100 credit points on the basis of the appraisal ratings, subject to theirhaving minimum of two years service in the existing scale of pay, as prescribed inRules para 8.1.4 above.
8.4. PROMOTION BETWEEN CLUSTER(E-2B to E-3, E-4 TO E-5 & E-5 to E-6)
8.4.1. Promotion from one cluster to another will depend on availability of vacancies inthe next higher cluster as specified in Policy Para 8.1.
8.4.2. The eligibility criteria for promotion are specified at Policy Para 9.1.
8.4.3. Eligible executives in a given line of promotion will be assessed in respect of theircomparative performance on the basis of factors specified in Policy Para 8.2 asfollows :-
Factors Maximum attainable points
a) Average Credit Points(ACP) 50
b) Qualification 20
c) Length of service in the
Current scale of pay 15
d) Interview/assessment by DPC 15
Total : 100
a) Average Credit Points (ACP) : will be calculated as per Policy Para 8.3.For the purpose of calculating ACP, prorating shall not be applicable.For promotion between clusters the appraisal reports from the year1983-84 only, for the number of years as specified in the rules, will betaken into account.
EXAMPLE :
If an executive enters the scale in September 1984 and earns ‘A’, ‘B’ and ‘B’ratings in the appraisal reports for 1984-85, 1985-86, 1986-87, then his ACP willbe 40 (total points for ‘A’ rating) + 30 (total points for ‘B’ rating) + 30 (totalpoints for ‘B’ ratings) divided by three, i.e.,
40+30+30 100 ———— = — = 33.3 3 3
If he enters the scale in June, 1984, and earns ‘A’, ‘B’, ‘B’ rating for the years1984-85, 1985-86, 1986-87 then too his ACP will be 40+30+30=100 dividedby 3 = 33.3.
In case an executive earns two reports in any one year then his ACP will be thesummation of credit points of all the four reports divided by four, i.e., 2 reports in1984-85 and one each in 1985-86 and 1986-87.
(b) Qualification Points: While there will be no minimum educationalqualifications for promotion except as provided in Rules Para 6.2,points for qualifications will be awarded for different levels as prescribedin Annexure-1.
(c) Length of Service: Length of service in a scale of pay will be reckonedfrom the date an executive enters the scale as in Rules Para 2.8. Pointsearned on the basis of length of service in the scale as provided inPolicy para 8.5 will be calculated at the rate of one point for every sixmonths of service in the scale.
8.4.4. MERIT LIST
In a given line of promotion the names of eligible executives will be listed indescending order of the total points obtained by them on the basis ofperformance (ACP), qualifications and length of service in the scale.
8.4.5. INTERVIEW
From the merit list, executives will be called for interview as per procedureindicated below:
Only those executives who have a difference of 15 points compared to the firstexecutive on the list of executives under consideration, will be interviewed, ifthere is only one vacancy.
If there is more than one vacancy, the reference point for the points differencewill be shifted to a lower position corresponding to the number of vacancies. Forinstance, if there are two vacancies, all the executives with a point difference of15 points with the second man on the list of executives under consideration willbe called for interview.
In case there is more than one executive with the same merit point (i.e., the sumof ACP, qualification points and points for length of service in the scale) and oneof them falls within the zone of consideration, all of them will be called forinterview.
The executives from other Sections/Departments/Zones/ Functions who areidentified for rotation may be considered for promotion in their own line ofpromotion. Transfers may be effected after promotion interview, either onpromotion or on parallel basis.
Interviews will be conducted by duly constituted Interview Committee/SelectionBoards.
3.1.13
8.4.6. INTERVIEW COMMITTEES/SELECTION BOARD
Selection Boards will be constituted for regulating promotions from one cluster tothe next cluster. The Selection Boards for promotion from the scale of E-2B tothe scale of E-3, from the scale of E-4 to the scale of E-5 & from the scale of E-5to E-6 will be notified.
8.4.7. The Board will use the model assessment form placed at Annexure-II to allotmarks on interview to each executive.
8.4.8. SELECT LIST
On the basis of the total marks obtained on performance, qualifications, length ofservice in the scale and interviews, the final select list will be drawn up indescending order and promotions will be made from this list in order of meritsubject to clearance from disciplinary and vigilance angle.
In case of tie in the final merit points, the executive with the higher ACP will begiven the promotion first if there is a tie even at this stage, the executive whoentered the scale earlier will be promoted first. In case of tie here, date of joiningthe Company will be taken into account.
8.4.9. In those cases where interviews are held in June, panel of executives would bemaintained which shall be valid for a period of six months. There will be nopanel for the December interviews as the merit list would undergo changes withavailability of the new appraisal ratings after April.
9.0. METHODOLOGY FOR PROMOTION UNDER SERVICE CUMPERFORMANCE LINKED PROMOTION SCHEME (SPLPS)
9.1. The criteria for consideration of executives for promotion under this scheme are specifiedin Policy Para 11.1, subject to the executives having a minimum ACP of 30 on the basisof the previous three years appraisal ratings.
9.2. These Executives will be promoted to the scale of pay of E-3 or E-5 on personal basis, asthe case may be and not to the cluster of E-3/E-4.
9.3. Executives who are promoted to the higher scale on personal basis will continue to do thesame work which they were doing in the previous lower scale.
9.4. When a vacancy occurs at the level of E-3 or E-5 as the case may be, these executiveswill be eligible to be placed in the scale on regular basis, subject to the methodologyprescribed in Policy Para 8.0.
10.0. METHODOLOGY FOR SELECTION OF CANDIDATES FORSERVICE LINKED PROMOTION SCHEME (SLPS) (POLICY PARA11.2)
10.1. All executives in the scale of E-2B and E-4, who do not have a “C” rating in any of thelast 3 appraisal reports & who have spent 10 years in the scale of E-2B or E-4 or 15 years
3.1.14
in the scale of E-2A & E-2B taken together, as the case may be, will be promoted onpersonal basis.
10.2. These executives will be promoted to the scale of pay of E-3 or E-5, on personal basis, asthe case may be, and not to the cluster of E-3/E-4.
10.3. Executives who are promoted to the higher scale on personal basis will continue to do thesame work which they were doing in the previous lower scale.
10.4. When a vacancy occurs at the level of E-3 or E-5, as the case may be, these executiveswill be eligible to be placed in the scale on regular basis, subject to the methodologyprescribed in Policy Para 8.0.
11.0. CAREER PLANNING
11.1. Career planning for groups of executives will be undertaken as provided under Policy para12.0.
11.2. FLEXIBILITY IN VACANCIES
Career advancement provided under Policy para 12.4.5 necessitates flexibility invacancies. Therefore, notwithstanding anything contained in the paras above, anyexecutive who earns three consecutive ‘O’ ratings in a scale will be promoted to the nexthigher scale irrespective of vacancy and line of promotion. On such promotion, theexecutives concerned will be considered extra to the sanction in the higher scales but shallbe entitled to receive all benefits including the designation admissible to executives in theregular scale. For the purpose of reckoning three consecutive ‘O’ rating, the assessmentfor the year 1985-86 will be considered as the first assessment.
11.3. EXECUTIVES WITH HIGH POTENTIAL
11.3.1. As per specifications laid down in Policy Para 12.4.1 and 12.4.2, a scalewise listof all executives who have secured ACP of 45 or more over the last five appraisalyears will be maintained and regularly updated in the month of June every year.Provided that, in the cases of executives who have completed a minimum periodof three years in the Company in the executive cadre and are eligible as perPolicy Para 12.4.1 to be included in this list, the ACP will be calculated over theperiod spent as executive in the Company. Deletion of names from this list willbe as per Policy para 12.4.6.
11.3.2. JOB ROTATION FOR EXECUTIVES WITH HIGH POTENTIAL
The list of executives will be reviewed by a Committee consisting of respectiveManaging Director/Executive Director/Director and all Functional/Zonal Heads,for job rotation/inter plant rotation.
This Committee will be responsible for selecting people who will be rotatedamong Sections/Departments/Zones/ Functions. The Committee will also identifythose officers at the levels of E-3/E-4 who need to be rotated on an inter-plantbasis.
3.1.15
11.3.3. TRAINING FOR EXECUTIVES WITH HIGH POTENTIAL
The Personnel/Training Departments will do the training need analysis asidentified under the appraisal system and accordingly draw suitable training planson yearly basis, in respect of executives.
11.4. EXECUTIVES WITH LOW PERFORMANCE
11.4.1. As per specifications laid down in Policy Paras 12.5.1 and 12.5.2 a scalewise listof all executives who have secured ACP of 10 or less over the last five appraisalyears will be maintained and regularly updated in the month of June every yearprovided that in the cases of executives who have completed a minimum periodof three years of service in the Company in the executive cadre and are eligibleunder Policy Para 12.5.1, to be included in this list, in their case, the ACP will becalculated over the last three or four years as the case may be.
11.4.2. JOB ROTATION FOR EXECUTIVES WITH LOW PERFORMANCE
The list of executives will be reviewed by a Committee mentioned in Rules Para11.3.2 to consider them for job rotation. This Committee will be responsible forrotating these executives to Sections/Departments/Zones/ Functions which maysuit their aptitude better and thus result in improvement of their performance.
11.4.3. TRAINING FOR EXECUTIVES WITH LOW PERFORMANCE
The Personnel/Training Department will be responsible for organising suitabletraining programmes related to the training needs identified for these executivesunder the appraisal system.
11.5. AVERAGE PERFORMERS
11.5.1. In June every year, the Personnel Department in consultation with the PrincipalHeads will identify 5% of all executives having an ACP of 20 to 44 in the last fiveyears, irrespective of scales, in their respective areas, to plan for their job rotationand other developmental requirement.
11.5.2. The Personnel Department will be specifically responsible for co-ordinating allactivities in connection with the rotation, development and training of executivesidentified as at Rules Paras 11.3.1, 11.4.1, 11.5.1.
12.0. PROBATION
12.1. The probation period of an executive on promotion will be regulated as indicated below:
12.2. The probation period of executives promoted within clusters and between clusters will besix months and will be reckoned from the date of assumption of charge of the post in thehigher scale of pay.
12.3. On satisfactory completion of probation period, the executive will be confirmed in thehigher scale. The executive will not be regarded as having been confirmed, unless anorder of confirmation is issued to him in writing. At the end of the stipulated period ofprobation, if an executive is not confirmed, he may be informed of the position in writingwithin one month’s time.
3.1.16
12.4. The annual increment shall be granted to an executive on probation, only on satisfactorycompletion of the period of probation, but the monetary benefit in respect, thereof shall beadmissible with effect from the normal date of increment.
12.5. The performance of an executive on probation shall be assessed as per the proformaprescribed at Annexure-III.
13.0. EXTENSION OF PROBATION PERIOD
13.1. The probation may be extended if work and conduct during the period of probation is notsatisfactory, based on the report mentioned in Rules Para 12.5.
13.2. Probation may be extended, not more than once, by a period not exceeding six months.
13.3. The decision to extend the probation shall be communicated within one month of theexpiry of the probation period.
13.4. In the event of the probation period being extended, the executive shall not earn thenormal increment either during the original probation period or during the extendedperiod, and his date of increment shall be postponed by the period for which probation isextended. If he is confirmed in the scale on satisfactory completion of the extendedperiod of probation he shall draw his increment from the date of completion of extendedperiod of probation.
13.5. If the work and conduct of an executive is not found satisfactory even during the extendedperiod of probation, he shall be placed back in the scale from which he was promoted(both for promotion within the cluster as well as between the cluster) and he will beconsidered for promotion next only after completing one year in the scale.
14.0.TRANSFER
14.1. PARALLEL TRANSFER
If an executive is transferred parallely to another Section/Department/Zone/Function/Unitand if upon his request to reconsider the transfer, he is permitted by the copetent authorityto continue in his present post or place of posting, he will not be considered for promotionfor a period of one year if he is already eligible for promotion or if he is not eligible forpromotion, from the date he becomes eligible for it.
14.2. TRANSFER ON PROMOTION
If any executive is promoted and transferred to another Department/Zone/Function/Unitand if, upon his request to reconsider the transfer, he is permitted by the competentauthority to continue in his existing grade and post/place of posting, he will not beconsidered for promotion for one year from the date he had been considered forpromotion.
14.3. A period of one month will be given to an executive to join his new place of posting ontransfer. This will be relaxable to one more month in case the Management is convincedof any genuine difficulty faced by an executive in assuming charge of the higher post. If
3.1.17
the executive does not assume charge of the higher post within two months of issue of theorder, his promotion order will stand cancelled and he will be treated at par withexecutives refusing to accept transfer.
15.0. LEAVE WITHOUT PAY
15.1. An executive taking leave without pay for a period exceeding three months, will bedeemed not to have earned any appraisal during the period, i.e., the rating he earns forthe one year will be prorated for the period he actually worked.
15.2. Where the M.D. considers a case genuine he may waive the prorating of appraisal for theexecutive availing leave without pay for more than three months.
16.0. OFFICIATING
16.1. Short term officiating
If an executive is on leave/training tour etc., for a period not exceeding 3 months,officiating may be allowed to the senior most executive in the next available lower scaleamongst executives in the same section/LOP/Department.
16.2. Long term officiating
If an executive is on leave/training/tour etc., for a period exceeding three months,officiating will be allowed to the executive who is on top of the merit list in the next lowerscale in the line of promotion.
16.3. However, officiating may be allowed only in case of exigencies of work.
16.4. The period of officiating will not count for eligibility period for consideration for promotionor for increment in the higher scale.
16.5. During officiating if the annual increment falls due, it will be allowed in the substantivescale only and pay refixed in the higher scale.
16.6. If an executive gets regular promotion while he is officiating for the higher post, hiseligibility in the higher scale will be counted from the day he gets his regular promotion.
16.7. On return of the officer from leave/training/tour etc., the executive officiating in the higherpost will be reverted to his original scale of pay.
17.0. PROCEDURE TO BE FOLLOWED IN RESPECT OF CANDIDATESCALLED FOR INTERVIEW FOR PROMOTION BUT DO NOTATTEND/DECLINE OFFER
17.1. If an executive is not interested in attending the interview for promotion for personalreasons, he will not be considered for promotion for a period of one year from the date onwhich he was scheduled to be interviewed, and this should be communicated to him.
17.2. If an executive is unable to attend the interview for promotion because he is sick or onleave or training, within India then such cases would be dealt with as follows :-
3.1.18
a) That executive will be informed at his address about the interview or if he is unableto attend, a post will be kept vacant and a panel of other officers in the merit list willbe maintained. The name of the executive on leave may also be kept on the panel.If the executive joins duties within three months of the date of the original interview,the selection committee will meet him on his return and give him marks for theinterview. The executive with maximum total points in the panel will now bepromoted to the higher posts.
b) In case the post cannot be kept vacant, the top most executive in the panel preparedat the time of the interview may be promoted to the post on officiating basis. Incase the position changes after the executive on leave is interviewed, the former willbe reverted to the scale and the executive securing the maximum marks will begiven regular promotion from the date of the original promotion. However, he willget the financial benefits only from the date he joins the new post.
If the position does not change even after the interview of the executive who had gone onleave, the executive officiating will be regularised in the scale with effect from the date ofthe original interview.
c) The exercise of holding the separate interview for such executives should becompleted within three months from the date the first interview took place or soonafter the return of the employee. Till the executive is substantively promoted thevacancy can be filled only on temporary/officiating basis.
17.3. If an executive attends the interview but indicates in the interview that he is not interestedin promotion due to any reason, the fact should be recorded so and he would not beconsidered for promotion for a period of one year from the date of interview, and thisshould be communicated to him.
18.0. INCREMENT
18.1. Additional increments will be given to executives as prescribed at Policy Para 15.0.
19.0. PROCEDURE FOR DEALING WITH PROMOTIONS/CONFIRMATION OF EXECUTIVES PENDING ENQUIRY/DISCIPLINARY PROCEEDINGS AND AFTER
19.1. The detailed procedure for dealing with promotion/ confirmation of executives pendingenquiry/disciplinary proceedings and after is given at Annexure-IV.
20.0. PRE/POST SELECTION TRAINING
20.1. The executives in E-1 scale for whom it is essential to pass Pre-selection Training forpromotion to executive cadre and have not done so, would not be eligible for promotionto E-2A scale, till they pass the same.
21.0. The right to fill up any post through promotion/transfer or by circular etc.will vest with theCompany.
3.1.19
22.0. TENURE
22.1. These rules shall remain in force for a tenure as may be decided by Chairman-FSNL/Board.
22.2. The Chairman-FSNL/Board reserves to himself the right to withdraw, review, alter and/oramend the rules.
22.3. These rules shall supersede all the rules, regulations, orders and instructions issued earlieron the subject, in so far as they are inconsistent with these rules.
3.1.20
ANNEXURE-I(Reference Rule Para 8.4)
QUALIFICATION RATING
Category of posts Qualification Points
1. TECHNICAL a) Doctorate in Engg. or 20
equivalent in concerned area.
b) Post-graduate Degree or 18
equivalent in concerned area.
c) Engg.Degree or equivalent 16
in concerned area.
d) B.Sc./Diploma 10
e) Matric 6
2. NON-TECHNICAL a) Doctorate Degree with 20
recognized professional
qualification in concerned area.
b) Hons./Masters’ Degree with 16
recognized professional
qualification in concerned area.
c) Doctorate Degree in 16
concerned area.
d) Hons./Masters’ Degree only. 12
e) Graduate with recognized 12
professional qualification
f) Graduate only 8
3. FINANCE & ACTS. a) Professional qualification 20
like CA/ICWA.
b) Pass in the Departmental 10
Examination for Accounts or
SAS Accountants Examination.
3.1.21
MINIMUM EDUCATIONAL QUALIFICATION REQUIREDFOR PROMOTION WITHIN EXECUTIVE POSTS FOR
NON-TECHNICAL DEPARTMENTS
PERSONNEL & ADMINISTRATION
Minimum Qualification
a) Bachelor’s Degree Upto the level ofJr.Manager.
b) Graduation with Degree or Dip. Posts of Asst.Mgr-IIin Labour & Social Welfare and above.from the recognised Universityor Institute. Should have alsopassed Welfare Officer’s Examconducted by the State Govt.
FOR MATERIALS MANAGEMENT DEPTT.
a) Bachelor’s Degree Upto the level of Jr.Manager.
b) Bachelor’s Degree with Posts in the scale ofprofessional qualification, i.e., Asst.Manager-II &Degree or Diploma in Matls. above.Management course from arecognised educational institute.
FOR FINANCE & ACCOUNTS DEPTT.
a) Graduation with a pass in the Upto and including theDepartmental exam for Accounts posts of Asst. Manager.or SAS Accounts exam of theGovernment.
b) Professional qualification Posts of Dy.Manager &like CA/ICWA. above.
3.1.22
ANNEXURE-II
(Reference Rule Para 8.4.7)
FERRO SCRAP NIGAM LIMITED
ASSESSMENT SHEET
(FOR USE IN PROMOTION FROM E-2b TO E-3 & E-4 TO E-5)
Name of Average Qualifi- Points Total Interview Aggregate
candidate Credit cation on points Merit
Points Points length of perf. + Points
of quali-
service fication +
length of
(Max=50) (Max=20) (Max=15) service (Max=15) (Max=100)
1 2 3 4 5 6 7
3.1.23
NOTES
APPRAISAL REPORT RATING
RATING CREDIT POINTS
O 50
A 40
B 30
C 15
ACP = Summation of points of the last three appraisal ratings or for the years spent in the scale,whichever is less, divided by the number of appraisals taken into account.
Qualification = As per Annexure-I
Length of Service Points = One point for each half year spent in the scale.
3.1.24
ANNEXURE-III
(Reference Rule Para 12.5)
FERRO SCRAP NIGAM LIMITED
PERFORMANCE APPRAISAL REPORT DURINGPROBATIONARY PERIOD/ EXTENDED
PERIOD OF PROBATION
(QUARTERLY ASSESSMENT)
(PROBATION PERIOD - SIX MONTHS)
Name________________________ Department________________________
T.No.________________________
Period Job Conduct/ Attendance/ Appreciation/performance Behaviour Punctuality reprimands,
if any.
I Quarter Satis-
factory
Unsatis
factory
II Quarter Satis-
factory
Unsatis
factory
In case of unsatisfactory performance, please indicate action taken for correction.
3.1.25
RECOMMENDATIONS :
The employee may be confirmed in the post : Yes / No
Probation may be extended for : 3 Months/6 Months
The employee may be reverted to the grade : Yes / No
from which he was promoted
Signature :
Date : Name :
Designation :
Views of the Authority empowered to approve confirmation
Signature :
Date : Name :
Designation :
3.1.26
ANNEXURE-IV
(REFER RULE PARA 19.0)
PROCEDURE FOR DEALING WITH PROMOTION/CONFIRMATION OF EXECUTIVES PENDING INQUIRY/
DISCIPLINARY PROCEEDINGS AND AFTER
COMPLAINTS / INVESTIGATION STAGE.
a) Preliminary investigations may be taken up on the basis of complaints received againstemployees.
b) In the case of vigilance investigation taken up against executives drawing a salary ofRs.1000/- and above, the final report is submitted to the Central Vigilance Commission,who advise regarding the action to be taken.
c) On receipt of the final report of the advice of the Central Vigilance Commission, the reportis examined by the appropriate authority to consider whether there is sufficient materialfor initiating regular disciplinary proceedings against the employee.
DISCIPLINARY PROCEEDINGS STAGE
a) Regular disciplinary proceedings are initiated by issue of Chargesheet and appointment ofenquiry committee.
b) The employee may be placed under suspension pending completion of disciplinaryproceedings.
c) In case the Central Vigilance Commission tender their advice regarding action to be taken,the case is required to be submitted to the commission again after the receipt ofexplanation/completion of the enquiry for their advice regarding action to be taken.
PROMOTION/CONFIRMATION PENDING INQUIRIES/INVESTIGATION
The case of an employee whose conduct is under departmental enquiry or investigationby Vigilance Department or CBI or any other agency, may be considered for promotionon merit as if there is no case against him. The Selection Board or the competentauthority should not be prejudiced in determining the suitability of an employee becauseof his involvement in the departmental or vigilance case.
In case the employee is found suitable for promotion on merit, his case will be dealt asfollows :-
i) His promotion will not be withheld unless a decision has been taken by thecompetent authority to start regular proceedings against him by issuing the charge-sheet;
3.1.27
ii) His promotion will be withheld if he is under suspension.
The same principles would be followed in respect of confirmation also.
PENDING DISCIPLINARY PROCEEDINGS
If disciplinary proceedings against an employee have been initiated by issuing a charge-sheet eitherfor minor penalty or for major penalty, his case may be considered by the Selection Board/Competent Authority as if there is no case against him. In case the employee is considered suitablefor promotion, his promotion or confirmation, as the case may be, will be withheld till theconclusion of the disciplinary proceedings.
PENDING PROSECUTION
If an employee is being prosecuted in a Court of Law, his case will be dealt with as at para above.
PROMOTION/CONFIRMATION AFTER A PENALTY LISTED IN THE STANDING ORDERS/CONDUCT, DISCIPLINE AND APPEAL RULES, HAS BEEN IMPOSED.
In case where an employee has been punished as a result of disciplinary proceedings or convictedby a Court of Law, the following procedure shall be observed for giving him promotion/confirmation.
a) Wherever an order imposing a penalty specifies the period of penalty, during thependency of such period the employee concerned would not be promoted.
b) Wherever an order imposing a penalty does not specify any period, the Selection Board/Competent Authority may take into account the penalty imposed upon the employee indetermining his suitability for promotion.
FILLING UP OF POST
a) If a decision is taken to withhold the promotion of an employee as envisaged above, andit is considered that the post cannot be kept vacant, it may be filled on officiating basis.
b) After the employee concerned is completely exonerated, he should be promoted withoutfurther review.
c) On promotion, the date of entry of such an employee in the higher scale should be fixedfrom the date he would have been ordinarily promoted if there was no case against him.
d) On promotion, the pay of such an employee should be fixed to ensure that he receivessuch increment(s) which he would have got if his promotion was not withheld. However,he would not get arrears for fixation of pay with retrospective effect and he would drawthe pay so fixed in the higher grade with effect from the date he actually takes over thehigher post.
RESIGNATION
a) During the complaint/investigation stage the acceptance of resignation should not bewithheld for this reason alone.
3.1.28
b) During the disciplinary proceeding stage, the acceptance of resignation should not bewithheld, unless the appropriate authority has reasonable grounds to expect that theemployee is likely to be dismissed from the service of the Company.
c) If the employee is released during the pendency of disciplinary proceedings, the Companyshould inform his prospective employer, if it is a public undertaking/ GovernmentDepartment, about the pendency of such proceedings.
EXTENDED PROCEEDINGS
In case where the disciplinary/court proceedings may not be concluded even after the expiry of twoyears from the date from which the officer had first been found suitable for promotion but hispromotion had been kept in abeyance because of such proceedings, provided the officer is notunder suspension, the competent authority may review his case to consider:-
a) Whether the chargesare grave enough to warrant continued denial to promotion and thepromotion of the officer will be against Company interest.,
b) Whether there is no likelihood of the case coming to a conclusion in the near future., and
c) The delay in the finalization of proceedings, whether departmental or in a Court of Law, isnot directly or indirectly attributable to the officer concerned.
In case the competent authority comes to the conclusion that it would not be against theCompany interest to allow adhoc promotion to the officer, his case may be considered inthe normal course after expiry of the two-year period to decide whether the officer issuitable for promotion on adhoc basis. Where the officer is to be considered for adhocpromotion, the selection board may make its assessment on the basis of the totality of theofficer’s record of service and the fact that the disciplinary or court case is pending shouldnot affect assessment regarding the suitability for adhoc promotion. If the officer isrecommended by the selection board for adhoc promotion, his actual promotion will besubject to the decision of the competent authority who may take into account theseriousness of the charge, the nature of the evidence available, the stage at which thedisciplinary/court proceedings has reached, the probable nature of the punishment thatmay be imposed on the officer if the charges against him are established, the likelihood ofmisuse of the official position which the officer may occupy after his adhoc promotion andthe record of service available upto date.
Where the departmental proceedings or court case have arisen out of investigationconducted by the Central Bureau of Investigation, the competent authority should alsoconsult the Central Bureau of Investigation and take their view into account.
After a decision is taken to promote an officer on adhoc basis as indicated above, an orderof promotion may be issued making it clear in the order itself that:-
i) The promotion is being made on purely adhoc basis and the adhoc promotion willnot confer any right for regular promotion, and
3.1.29
ii) The promotion shall be “until further orders” and it should also be indicated in theorders that the competent authority will reserve the right to cancel the adhocpromotion and revert the officer to the post from which he was promoted, at anytime.
If the officer concerned is acquitted in the court proceedings on the merits of the case orexonerated in departmental disciplinary proceedings, the adhoc promotion, already mademay be confirmed and the promotion treated as a regular one from the date of the adhocpromotion with all attendant benefits.
Where the acquittal in a court case is not on merits but purely on technical grounds, andthe company either proposes to take the matter to a higher court or to proceed against theofficer departmentally, the competent authority may review whether the adhoc promotionshould be continued.
Whether the acquittal by court is on technical grounds, if the Company does not proposeto go in for appeal to a higher court or to take further departmental action, action shouldbe taken in the same manner as if the officer had been acquitted by the court on merits.
If the officer concerned is not acquitted/exonerated in the court proceedings nor thedepartmental proceedings, the adhoc promotion already granted should be reviewed asfollows :-
a) Wherever an order imposing a penalty, specifies the period of penalty, during thependency of such period, the employee concerned would not be promoted. Theadhoc promotion already granted should be brought to an end by the issue of the“further order” contemplated in the order of adhoc promotion, and the officerconcerned reverted to the post from which he had been promoted on adhoc basis.After such reversion, the officer concerned may be considered for future promotionin the normal course.
b) Wherever an order imposing a penalty does not specify any period, the selectionboard/competent authority may take into account the penalty imposed upon theemployee in determining his suitability for promotion.
3.1.30
EXECUTIVE PERFORMANCE APPRAISAL
Up to E-4 Level
1.0 OBJECTIVE
(a) To integrate company and individual goals through a process of performance assessmentlinked to achievement of organisation objectives.
(b) To increase awareness of Targets/Tasks and the responsibility of officers at all levels toensure fulfilment of company objectives.
(c) To ensure a more objective assessment of performance and potential.
(d) To distinguish between different level of performance on relative basis and to indentifyofficers with potential to grow in the organisation.
(e) To enforce the discipline of the normal distribution in performance and to ensure thatassessment of individual officers does not violate the group norms.
(f) To identify the developmental action to be taken to enhance the performance ot theofficer.
2.0 STAGES OF APPRAISAL
With these objectives in view, the appraisal system has been bifurcated into two parts :
Stage-I Reporting Phase (a) Self Appraisal and Review Discussion
(b) Perfromance Assessment
(c) Development Plan
Stege-II Evaluation Phase (d) Final Assessment
3.0 STAGE-1 APPRAISAL
The reporting phase consists of Self Appraisal and Review Discussions, Performance Assessementand Development Plans.
3.1 SELF APPRAISAL
The self Appraisal to be filled in by the appraisee, has been structured to give the appraisee. anopportunity for reporting on his performance, his outstanding achievements, the difficulties facedand his suggestions for improving performance.
The appraisee can also comment upon his developmental needs.
To remove the effect of recency, the self appraisal will be conducted twice in a year, a mid yearreview in October and an annual review in April.
3.2.1
3.2 TARGETS/TASKS
To introduce an element of objectivity, officers will be assessed with reference to pre-set targets/major tasks assigned. In major production department annual targets are already assigned. Whereprecise quantitative targets can not be set, the assessment will be on the basis of major tasks/assignments, to be completed during the year. The intention is to ensure that as a system officersare made aware of their specific tasks/ responsibilities and are assessed on the basis of theirfulfilment of the tasks/ responsibillties. In the operation of the system, it is possible that precise/quantitative targets can be set only for certain specific levels of officers. For others, whereverindividual targets cannot be fixed, group targets may be determined, but the role of each officer inthe group in fulfilling the laid down targets or tasks must be clear and specific. It is necessary thateach officer should, in the beginning of the year, be made aware of the tasks/ targets/ assignmentsagainst which his performance will be measured. This exercise of setting targets/ tasks, which is anessential feature of the new systems, must be completed before the beginning to the assessmentyear and clearly communicated to each appraisee by reporting officer.
The appraisee wil receive part 'A' of the apprasal form in September for the Mid-year review.
The appraissee will record :
(a) The targets/ Task assinged for the year.
(b) The extent of fulfilment of the targets/ tasks up to the mid-year
(c) Constraints faced-the constraints which were not taken into account while fixing the targetand which were outside the appraisee's control
(d) Suggestion for improvement of performance
During the annual performance review in April the appraisee will record :
(a) The extent of fulfilment of tasks for the year
(b) Constraints faced
(c) Suggestions for improvement
(d) Highlights of performance during the year-any outstanding achievement/ targets achievedbeyond stated norms.
(e) Development needs of the appraisee
For phased implementation of the system, officers above E-5 will be assessed on the basis oftaegets / tasks for the assemssements years 1985-86 & 1986-87 (as explained above) Assessmentfor officers in E-1 to E-4 grades for the above years will be guided by the significant contribtion /major tasks performed by the officers and not on the basis of pre set targets.
The intention of the system, however, is to introduce pre set goals as a method of assessment for allofficers after intensive trainig exercises are conducted in goal setting.
3.3 REVIEW DISCUSSIONS
In the new system, Perfromance Review discussion between the appraisee and the reporting officerare envisaged both during the mid-year review in October and the annual review in April.
3.2.2
The discussions should cover :-
(a) Fulfilment of Tasks/Targets
(b) Action plans for improvment of Target/Tasks achivement, and
(c) Strength and developmental needs of the appraisee.
The review discussions are meant to be, both an opportunity for giving and receiving feedback anda developmental tool to improve perfromance. These discussions should aim at introducing aculture where the appraisee and the Repoting officer are able to come together and discussperformance in a matured manner on a continuing basis.
For the performance review to be successful, it is neccessary that the reporting officer assessperformance against targets/tasks on a continuing basis, and when possible maintain a record forreference.
3.4 PREFORMANCE ASSESSMENT
3.5 To improve objectivity of assessment performance will be assessed on the basis offollowing broad factors :-
(a) Job performance factors
(b) Managerial ability factors
From E-1 to E-4 in the overall assessment, 66% weightage is given to Job performance factors and34% weightage to Managerial ability factors. from E-5 onwards, equal weightage is given to jobperformance factors and Managerial ability factors.
3.6 WEIGHTS
Individual factors falling within the above broad areas, including weightages, for E-0 TO E-4 andE-5 and above are indicated below :-
3.7 (A) PERFORMANCE FACTORS
Weightages
E-0 to E-4 E-5 and above
1. Quality of Output 5 4
2. Quantity of Output 5 4
3. Cost Control 5 4
4. Job knowledge & skill 5 3
20 15
3.2.3
(B) MANAGERIAL ABILITY FACTOR
Weightages
E-0 to E-4 E-5 and above
1. Planning and Organising 1 1
2 Initiative 1 1
3. Team spirit 1 -
4. Commitment & Sence of Responsibility 1 1
5. Cmmunication 1 2
6. Trainigh & Development of Subordinates 1 2
7. Problem Analysis and Decision making 1 2
8. Management of Human Resources 1 3
9. Literal CO-ordination 1 2
10. Discipline 1 1
10 15
TOTAL (A+B) 30 30
3.8 FACTOR SCORE
Each of the key factors has to be assessed on a six point scale, the numerical assessment will thenbe multiplied by the specified weight of each factor, indicating the relative importance of the factorto arrive at the factor score.
The assessment of each factor will be done separately by the Reporting officer, Reporting officer(O), if applicable and the Reviewing officer, for each of the 14 factors, there will, therefore, be afactor score awarded by the Reporting officer, Reportng officer (O) and the Reviewing officer
Reporting Offcer (O) is applicable only in respect or executives in service / staff departmentsworking in other departments.
3.9 TOTAL SCORE
In the new system, weightages have been alloted to the assessments of the reporting officer 1/2Reporting officer (O) (1/4 if applicable) and the Reviewing Officer (1/4 if reporting officer (O) isapplicable or 1/2 in other cases). The total appraisal score of each appraisee is obtained byapplying the above weightages, to the summation of 14 factors scores and then adding up therespctive figures for the reporting officer, Reporting offcer (O) and the reviewing officer.
3.2.4
EXAMPLE
Concerned Officer (Appraisee) Total Factor Score Weightage Weighted Score
Reporting officer 140 1/2 70
Reportig officer (O) 120 1/4 30
Reviewing officer 130 1/4 32.5
Total Appraisal Score = 132.5
Since total numnber orweights are 30 and assessment of ecah criteria is on a six point scale,starting from1, the total appraisal score can vary from 30 to 180.
The total appraisal score is a uniform and comprehensive index combining both job performanceas well as managerial ability factors.
3.10 DEVELOPMENT PLAN
The Development plan has been constructed as a positive instrument for obtaining informationabout the future attention to be devoted to the appraisee in terms of (a) training (b) jobenlargement and (c) job rotation. This developrment plan of the appraisee would be made on thebasis of (a) perfromance strength (b) development needs (c) job suitability, which will be indicatedby the reporting officer and the Reviewing officer.
In the development plan. the development needs are envisaged as a positive instrument and notnecessarlly as a weakness or shortfall. It is possible that an appraisee may be an above averageperformer but still have development needs to improve in existing area or in potential.
4.0 STAGE-II APPRAISAL
The evaluation is done by the Higher Authority assisted by a Committed called "performancereview committee."
4.1 RELATIVE ASSESSMENT
The Higher Authority will relatively assess the officers under control, The objectves of the relativeassessment are :-
(a) To indentify in a group with differing levels of performance not in absolute terms, butrelative to each other.
(b) To ensure that the distribution of assessment of officers conforms, more or less. to thefollowing group norms.
Category-I Appraisee (High performance) Not more than 10%
Category-II Appraisee Not more than 20%
Category-III Appraisee Not more than 45%
Category-IV Appraisee (Low performance) Not more than 25%
3.2.5
For the purpose of relative assessment by the Higher Authority, officers will be clubbed intoconveniently large groups on depertmental/zonal basis.
4.2 PRIMARY GRADING :
After the Stage-1 Appraisal has been completed, and the total appraisal score obtained, forms ofofficers in the group will be forwarded to the Higher Authority.
The Higher Authority will arrange that all the officers in the group are listed in descending order oftheir total appraisal score (from 30 to 180).
The Higher Authority will then do the primary grading on the basis of the total appraisal scoreobtained.
Top 25% in the group...................................................................................A
Middle 50% in the group ..............................................................................B
Bottom 25% in the group .............................................................................C
4.3 The final grading will be done by the performance Review Committee headed by theHigher Authority. The Committee will devote its attention to the top 25% and the bottom25% performance in the group & make the following decisions,
(a) Which officers out of the primary grade A can be classified as O on the basis oftheir relatively higher perfomance and potential (not more than 20% of primarygrade A)
(b) Which officers out of C primary grade, can be classified as "C" on the basis oftheir relatively low performance and potential (not more than 20% of primarygrade C)
(c) The Recommedation of Committee regarding the job rotation plan of the officerson the basis of the input made available in the development plan.
To indentify the O officers, the Committee will consider all category A officers. This isnecessary to ensure, that differences in assessment by individual reporting/reviewig officersdoes not influence the decision of the committee. Indvidual officers will be assessed by thecommittee on basis of the following criteria :
(a) Performance of the department/section where the officer is working
(b) Inter-departmental disparities in assessment
(c) Committes's own assessment
The Committee may also refer the previous year's appraisal rating, if required. With theabove procedure the Committee will indentify officers with relatively higher periormanceand classify them as O.
The percentages indicated above are illustrative, it is possible that the review committeemay come to the conclusion that no one is O or that a little more or less than 5% are O.Percentage of “C” grade, if necessary, may vary within a range of 15% to 25% in anappraisal group. The percentage of “B” grade, would accordingly get adjusted between45% to 55%. This is within the discretion of the committee.
3.2.6
4.4 COUNSELLING
In case officer is calssified as C and declared unpromotable, the Higher Authority will call the officerto discuss his performance and counsel him on the need as well as the action plan forimprovement.
After the counsellng, Higher Authority shuld address a personal letter to the appraisee recalling thediscussion. A copy of this letter should be attached with the appraisal form.
5.0 OUT PUT
The output from the new appraisal system is therefore available in terms of :
(a) Classification of officers with different levels of performance.
O High Performers (Approximately) = 10%
A High Performers (Approximately) = 20%
B High Performers (Approximately) = 45%
C Low performers (Approximately) = 25%
(b) Training needs analysis linked to development needs.
6.0 SPECIAL PROVISIONS FOR OFFICERS DIRECTLY REPORTINGTO MANAGING DIRECTOR
For officers directly reporting to M.D. there will be no reviewing officer or committes. M.D. as thereporting officer will Appraise such officers and 100% weigteges will be attached to suchassessment. M.D. will also discharge the function of Higher Authority and indicate the final grading(O, A, B, C,) of the officer. There will be bo primary grading.
7.0 APPRAISAL FORM
The Appraisal form for officers of level of E-5 and above is enclosed. for E-0 to E-4, the form wouldundergo slight changes as indicated in para 3.7.
3.2.7
FERRO SCRAP NIGAM LIMITED
PERFORMANCE APPRAISAL
FOR EXECUTIVES OF THE LEVEL E-0 TO E-4
200...............
UNIT................................
Name : Shri/Smt./Ku.
Ticket No. Designation
Department Grade
Date of birth Date of Joining
Date of Entry into QualificationPresent Grade
(To be filled in by Personnal Department)
3.2.8
1.0 SCORE
This form will be used to assess the perfrmance of excutives and to plan for their properdevelopment.
2.0 OBJECTIVE
(a) To integrate Company and individual goals through a process of performance assessmentlinked to achievement of organisation objectives.
(b) To increase awarness of Targets/Tasks and the responiblity of officers at all levels to ensurefulfilment of company objectives.
(c) To ensure a more objective assessment of performance and potential.
(d) To distinguish between differing levels of performance on reative basis and identify officerwith potentials to grow in the organisation.
(e) To enforce the discipline of the nomal distribution in performance and to ensure thatassessment of individual officers does not violate the group norms.
(f) To indentify the developmental action to be taken to enhance the performance of officer.
3.0 FORM
(A) Self Appraisal
(B) Performance Assessment
(C) Development Plan
(D) Final evaluation and grading
4.0 INSTRUCTIONS
(1) Report should by based on direct knowledge of the Appraisee's performance for the entireperiod and not on recent achievements.
(2) Each item should be separately considered and assessed on the basis of current positiononly.
(3) The forms will be received by the Reporting Officers latest by Sept. 15. The completedforms must reach personnel department, latest by 30th MAY
(4) Targets and tasks should be set in the beginning of the year by the Reporting Officer, andclearly communicated to the appraisee.
(5) Performance Review Discussion should be held between the repoting officer and theAppraisee twice in a year.
(6) Conuseling to the C category officers should be done by the Higher Authority at the endof the assessment. Counselling should be confirmed through a personal letter from theHigher Authority.
3.2.9
PART-A
SELF APPRASAL
(To be filled in by the appraisee)
Period of Appraisal 1st April 200 to 31st March 200
Name :
Designation :
Ticket No. :
Deptt. / Division :
GUIDE LINES
GENERAL- Self Appraisal form is to be filled up twice in a year, as per the following calender
Date of Completion
Sl. Activities For Half Yearly For AnnualAssessment Assesssment
1. Reporting Officer to give the form 21 September 21 March
to the Appraisee
2. Appraisee to return completed form 7 October 7 April
to Reporting Officer
3. Completion of Review Discussions 31 October 14 April
between Appraise and Reporting Officer
FOR THE APPRAISEE
1. Fumish factual information - avoid evaluation of perfornance.
2. Targets/Tasks communicated at the begining of the year by the reporting officer should beentrered in the form by the Appraisee.
3. Targets/Tasks should be precise and quantitative to the extent possible.
4. Record only constraints not taken into account while setting targets and which are outsideappraisees control.
5. Fullfilment of Targets/Tasks should be recorded in October and in April.
3.2.10
6. Highlight of performance should incliude tragets achevied beyond stated noms innovativework processes cost reduction reduction measures etc.
7. Develomental need should mention specific areas, which in the appraisees opinion needto be improved for enhancing performance.
8. All entries should be made in visible writing or typed.
9. Attach separate sheet if space provided is not sufficient.
FOR PERFORMANCE REVIEW DISCUSSION
1. Review of performance and all its related aspects.
2. Any revision in the target in the first half of the year should be incorporated during themid year review discussions.
3.2.11
Name ..............................................................................................................................................
Design. ............................................................................................................................................
Targets Set / Tasks Assigned for the year
Appraisal for the period between 1st April to 30 th September
Targets/Tasks Fulfilled Constraints Faced Suggestions for Improvement
Signature of the Appraisee
3.2.12
Appraisal for the period between 1st April to 30 th September
Targets/Tasks Fulfilled Constraints Faced
Highight of performance Development Needs
Suggestion for Improvement
Signature of the Appraisee
3.2.13
Perfomance Review Discussions*
SignaturesPeriod Outcome of Review Discussions
Half year ending30th September
Appraisee
Reporting Officer
year ending31st March
Appraisee
Reporting Officer
1. To Review fulfillment of targets/tasks.
2. To develop action plan for improvement of target achievement.
3. To discuss with the Appraisee his strengths and developmental needs.
3.2.14
PERFORMANCE ASSESSMENT
GUIDE LINE
(1) There are 13 factors for performance assessment divided into two groups :-
(a) Job performance factor
(b) Potential factor
(2) Each factor has been given a weightage to indicate its importance in the overallassessment.
(3) Each factor is to be assessed on a 6 point scale. Tick mark the relevent scale.
(4) Each factor score = scale point (tick marked) x weightage.
(5) Reporting Officer (O) is applicable for service/staff appraisees and fuctional head in theplants.
(6) Any other comments on the perfomance of the appraisee may be made in the spaceprovided in this part.
(A) JOB PERFORMNCE FACTORS
A-1 QUALITY OF OUTPUT
APPRAISAL RATING
A-1 Quantity of Output
Extent of target fulfilment completion of assinged task
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
SCALE POINTS
6 5 4 3 2 1
WEIGHTAGE = 5
PART-B
ScalePoint
Factor ScoreWeightage
3.2.15
A-2 QUALITY OF OUTPUT
General excellence of output, the extent ofwork free from errors
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
ScalePoint
SCALE POINTS
6 5 4 3 2 1
WEIGHTAGE = 5
APPRAISAL RATING
A-3 COST/TIME CONTROL
Aware of Cost/Time aspects in the job Optmunmutilisation of available resources/time and reduction of waste
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
ScalePoint
SCALE POINTS
6 5 4 3 2 1
WEIGHTAGE = 5
APPRAISAL RATING
Factor ScoreWeightage
Factor ScoreWeightage
3.2.16
A-4 JOB KNOWLEDGE & SKILL
Knowledge pertaining to the area of the work andrelated areas.
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
SCALE POINTS
6 5 4 3 2 1
WEIGHTAGE = 5
APPRAISAL RATING
B-1 PLANNING & ORGANIZING
Ability for anticipating work need & developmentof effective action plans in relative to tasks
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
SCALE POINTS
6 5 4 3 2 1
WEIGHTAGE = 1
APPRAISAL RATING
PART(B) MANAGERIAL ABILITY FACTORS
ScalePoint Factor ScoreWeightage
Factor ScoreWeightageScalePoint
3.2.17
B-2 INITATIVE
Ability to be self-reliant and move forward on a taskwithout outside direction
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
SCALE POINTS
6 5 4 3 2 1
WEIGHTAGE = 1
APPRAISAL RATING
B-3 TEAM SPIRIT
Willingness to Co-operate with colleague and subordinate
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
SCALE POINTS
6 5 4 3 2 1
WEIGHTAGE = 1
APPRAISAL RATING
ScalePoint Factor ScoreWeightage
Factor ScoreWeightageScalePoint
3.2.18
B-4 COMMITMENT & SENCE OF
RESPONSIBILITY Dedication to work and company objective, relibiliy tocomplete assingned tasks.
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
SCALE POINTS
6 5 4 3 2 1
WEIGHTAGE = 1
APPRAISAL RATING
B-5 COMMUNICATION
Skill and desire to share available iformationwith all concermed
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
SCALE POINTS
6 5 4 3 2 1
WEIGHTAGE = 1
APPRAISAL RATING
ScalePoint Factor ScoreWeightage
Factor ScoreWeightageScalePoint
3.2.19
B-6 TRAINNING AND DEVELOPMENT
OF SUBORDINATES Interest taken in providing training and otheropportunities to subordinates for development
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
SCALEPOINTS
6 5 4 3 2 1
WEIGHTAGE = 1
APPRAISAL RATING
B-7 PROBLME ANALYSIS &
DECISION MAKING Ability to indentify problems, prioritise them, analysealternative courses of action and take decision.
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
SCALEPOINTS
6 5 4 3 2 1
WEIGHTAGE = 1
APPRAISAL RATING
Factor ScoreWeightageScalePoint
Factor ScoreWeightageScalePoint
3.2.20
B-8 MANAGEMENT OF HUMAN
RESOURCES Effective control and utilisation of subordinates ensuringdisciplne, integrating employees in to teams andmotivation of team to higher levels of performance
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
SCALEPOINTS
6 5 4 3 2 1
WEIGHTAGE = 1
APPRAISAL RATING
B-9 LITERAL CO.-ORDINATION
Ability to effectively co-ordinate with all linked departments
to ensure smooth functioning
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
SCALEPOINTS
6 5 4 3 2 1
WEIGHTAGE = 1
APPRAISAL RATING
Factor ScoreWeightageScalePoint
Factor ScoreWeightageScalePoint
3.2.21
B-10 DISCIPLINE
Adherence to company policy and rules
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
SCALEPOINTS
6 5 4 3 2 1
WEIGHTAGE = 1
APPRAISAL RATING
Factor ScoreWeightageScalePoint
3.2.22
INTEGRITY
PART (B)
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
Above Board QuestionableSupporting evidence if
questionable
ANY OTHER COMMENTS
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
3.2.23
PART (C)
DEVELOPMENT PLAN
(1) Reporting Officer should make an assessment of the strengths and developmental needskeeping in mind appraisee's own views.
(2) Reviewing Officers comments should be bases on appraisee's views and ReportingOfficer's assessment.
(3) Training needs should be related to the developmental needs of the appraisee.
(4) The Reporting Officer (O) can make comments, if any, on the development plan for theappraisee in the space provided.
(5) The sheet on training needs should be detached from the form by the PersonnelDepartment.
3.2.24
PAR
T (C
) Con
ti..
REP
OR
TIN
G O
FFIC
ER
REV
IWIN
G O
FFIC
ER
JOB
EN
LAR
GEM
ENT
JOB
SU
ITA
BIL
ITY
CO
MM
ENT
OF
THE
REP
OR
TIN
G O
FFIC
ER (O
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AM
ED
ESIG
NA
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NSI
GN
ATU
RE
WIT
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ATE
REP
OR
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GO
FFIC
ER (O
)
REP
OR
TIN
GO
FFIC
ER
REV
IEW
ING
OFF
ICER
3.2.25
PAR
T (C
)D
EVEL
OPM
ENT
PLA
N
Maj
or S
treng
ths
to th
eA
ppra
isee
Asp
ects
of t
he a
ppra
isee
whi
ch n
eed
to b
e im
prov
edto
enh
ance
per
form
ance
or
pote
ntia
lPe
rform
ance
: R
elat
ed A
reas
of tr
aini
ng w
hich
will
hel
p in
impr
ovin
g th
e pr
esen
tpe
rform
ance
of t
he a
ppra
isee
Perfo
rman
ce :
Rel
ated
Are
asof
trai
ning
whi
ch w
ill h
elp
inpr
earin
g th
e ap
prai
see
for
futu
re w
ork
and
resp
onsib
litie
s
REP
OR
TIN
GO
FFIC
ER
REV
IEW
ING
OFF
ICER
TRA
ININ
G N
EED
S
3.2.26
PAR
T (C
) con
ti....
TRA
ININ
G N
EED
S
Yea
r ....
......
......
...
Nam
e ...
......
......
......
......
......
......
......
......
......
......
......
......
......
......
......
Des
igna
tion
......
......
......
......
......
......
......
......
......
......
......
......
......
......
Tick
et N
o. ..
......
......
......
......
......
......
......
......
......
......
......
......
......
......
.
Dep
tt. /
Div
ision
.....
......
......
......
......
......
......
......
......
......
......
......
......
.R
EPO
RTI
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OFF
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AC
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AK
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Y T
RA
ININ
G S
ECTI
ON
/D
EPA
RTM
ENT
REV
IEW
ING
OFF
ICER
Perfo
rman
ce :
Rel
ated
Are
as o
ftra
inin
g w
hich
will
hel
p in
impr
ovin
g th
e pr
esen
tpe
rform
ance
of t
he A
ppra
isee
Perfo
rman
ce :
Rel
ated
Are
as o
ftra
inin
g w
hich
will
hel
p in
prep
arin
g th
e A
ppra
isee
for
futu
re w
ork
and
resp
onsib
litie
s
3.2.27
PART (D)
FINAL ASSESSMENT
(1) Final assessment will be done by the Higher Authority.
(2) Total Factor Score is the sum of the 13 individual factor scores.
(3) For each appraisee there will be a maximum of 3 total factor scores awaeded by theReporting Officer, Reporting Officer (O) and Reviewing Officer
(4) Welghtage have been indicated for the assessments of the Reporting Offcer, ReportingOffcer (O) and Reviewing Offficer
(5) By mutiplying the total factors with the above weightages, the final appraisal score isobtained.
(6) Appraisees within an assemssment group, should be listed in a descending drder on thebasis of appraisal scores secured by them.
(7) The first 25% of the group will be denoted as Catagory- "A" and the last 25% asCatagory- "C"
(8) Higher Authority will conduct Reveiew commitee meeting before 30th May commitee willconcentrate on identifying 20% Category- "A" appraissee as category "O" and 20% ofCategory- "C" Appraisees as category- "C"
(9) For every assessment group. the following final catagorisation should be sent to thePersonnel Department latest by 30th May.
Category Approximate percentage distribution
in the assessment group
High Performance O - 10%
A - 20%
B - 45%
Low Performance C - 25%
(10) In case officers at the level of E-5 and above for whom MD is the Reviewing Officer, thefinal assessment will be done by the MD.
(11) In case officers at the level of E-5 and above, reporting directly to MD.
(a) MD will have 100% weights in determinig the final appraisal score and
(b) The final grade (O, A, B, and C) will be given by MD as the case may be.
3.2.28
PART (D) FINAL ASSESSMENT (BY HIGHER AUTHORITY)
Total FactorScore
Weighted Total Factor(T.F.S. Wts.) ScoreWeights
REPORTINGOFFICER
REPORTINGOFFICER (O)
1/4(When applicable)
REVIEWINGOFFICER (O) 1/2 OF 1/4
1/4
JOB
EN
LAR
GE
ME
NT
JOB
SU
ITA
BIL
ITY
FINAL APPRAISAL SCORE
PRIMARY GRADING
FINAL GRADING
A B
O A B C
In case the final grading is C, has the appraisee been councelled ? Yes / No
If so, date of councelling.................................
(Attach copy of the letter)
HIGHER AUTHORITY
3.2.29
C
3.2.30
EXECUTIVE PERFORMANCE APPRAISAL
FOR E-5 & ABOVE
1.0 OBJECTIVE
(a) To integrate company and individual goals through a process of performance assessmentlinked to achievement of organisation objectives.
(b) To increase awareness of Targets/Tasks and the responsibility of officers at all levels toensure fulfilment of company objectives.
(c) To ensure a more objective assessment of performance and potential.
(d) To distinguish between different level of performance on relative basis and to indentifyofficers with potential to grow in the organisation.
(e) To enforce the discipline of the normal distribution in performance and to ensure thatassessment of individual officers does not violate the group norms.
(f) To identify the developmental action to be taken to enhance the performance ot theofficer.
2.0 STAGES OF APPRAISAL
With these objectives in view, the appraisal system has been bifurcated into two parts :
Stage-I Reporting Phase (a) Self Appraisal and Review Discussion
(b) Perfromance Assessment
(c) Development Plan
Stege-II Evaluation Phase (d) Final Assessment
3.0 STAGE-1 APPRAISAL
The reporting phase consists of Self Appraisal and Review Discussions, Performance Assessementand Development Plans.
3.1 SELF APPRAISAL
The self Appraisal to be filled in by the appraisee, has been structured to give the appraisee. anopportunity for reporting on his performance, his outstanding achievements, the difficulties facedand his suggestions for improving performance.
The appraisee can also comment upon his developmental needs.
To remove the effect of recency, the self appraisal will be conducted twice in a year, a mid yearreview in October and an annual review in April.
3.2 TARGETS/TASKS
To introduce an element of objectivity, officers will be assessed with reference to pre-set targets/major tasks assigned. In major production department annual targets are already assigned. Whereprecise quantitative targets can not be set, the assessment will be on the basis of major tasks/assignments, to be completed during the year. The intention is to ensure that as a system officersare made aware of their specific tasks/ responsibilities and are assessed on the basis of theirfulfilment of the tasks/ responsibillties. In the operation of the system, it is possible that precise/quantitative targets can be set only for certain specific levels of officers. For others, whereverindividual targets cannot be fixed, group targets may be determined, but the role of each officer inthe group in fulfilling the laid down targets or tasks must be clear and specific. It is necessary thateach officer should, in the beginning of the year, be made aware of the tasks/ targets/ assignmentsagainst which his performance will be measured. This exercise of setting targets/ tasks, which is anessential feature of the new systems, must be completed before the beginning to the assessmentyear and clearly communicated to each appraisee by reporting officer.
The appraisee wil receive part 'A' of the apprasal form in September for the Mid-year review.
The appraissee will record :
(a) The targets/ Task assinged for the year.
(b) The extent of fulfilment of the targets/ tasks up to the mid-year
(c) Constraints faced-the constraints which were not taken into account while fixing the targetand which were outside the appraisee's control
(d) Suggestion for improvement of performance
During the annual performance review in April the appraisee will record :
(a) The extent of fulfilment of tasks for the year
(b) Constraints faced
(c) Suggestions for improvement
(d) Highlights of performance during the year-any outstanding achievement/ targets achievedbeyond stated norms.
(e) Development needs of the appraisee
For phased implementation of the system, officers above E-5 will be assessed on the basis oftaegets / tasks for the assemssements years 1985-86 & 1986-87 (as explained above) Assessmentfor officers in E-1 to E-4 grades for the above years will be guided by the significant contribtion /major tasks performed by the officers and not on the basis of pre set targets.
The intention of the system, however, is to introduce pre set goals as a method of assessment for allofficers after intensive trainig exercises are conducted in goal setting.
3.3 REVIEW DISCUSSIONS
In the new system, Perfromance Review discussion between the appraisee and the reporting officerare envisaged both during the mid-year review in October and the annual review in April.
3.2.31
The discussions should cover :-
(a) Fulfilment of Tasks/Targets
(b) Action plans for improvment of Target/Tasks achivement, and
(c) Strength and developmental needs of the appraisee.
The review discussions are meant to be, both an opportunity for giving and receiving feedback anda developmental tool to improve perfromance. These discussions should aim at introducing aculture where the appraisee and the Repoting officer are able to come together and discussperformance in a matured manner on a continuing basis.
For the performance review to be successful, it is neccessary that the reporting officer assessperformance against targets/tasks on a continuing basis, and when possible maintain a record forreference.
3.4 PREFORMANCE ASSESSMENT
3.5 To improve objectivity of assessment performance will be assessed on the basis offollowing broad factors :-
(a) Job performance factors
(b) Managerial ability factors
From E-1 to E-4 in the overall assessment, 66% weightage is given to Job performance factors and34% weightage to Managerial ability factors. from E-5 onwards, equal weightage is given to jobperformance factors and Managerial ability factors.
3.6 WEIGHTS
Individual factors falling within the above broad areas, including weightages, for E-0 TO E-4 andE-5 and above are indicated below :-
3.7 (A) PERFORMANCE FACTORS
Weightages
E-0 to E-4 E-5 and above
1. Quality of Output 5 4
2. Quantity of Output 5 4
3. Cost Control 5 4
4. Job knowledge & skill 5 3
20 15
3.2.32
(B) MANAGERIAL ABILITY FACTOR
Weightages
E-0 to E-4 E-5 and above
1. Planning and Organising 1 1
2 Initiative 1 1
3. Team spirit 1 -
4. Commitment & Sence of Responsibility 1 1
5. Cmmunication 1 2
6. Trainigh & Development of Subordinates 1 2
7. Problem Analysis and Decision making 1 2
8. Management of Human Resources 1 3
9. Literal CO-ordination 1 2
10. Discipline 1 1
10 15
TOTAL (A+B) 30 30
3.8 FACTOR SCORE
Each of the key factors has to be assessed on a six point scale, the numerical assessment will thenbe multiplied by the specified weight of each factor, indicating the relative importance of the factorto arrive at the factor score.
The assessment of each factor will be done separately by the Reporting officer, Reporting officer(O), if applicable and the Reviewing officer, for each of the 14 factors, there will, therefore, be afactor score awarded by the Reporting officer, Reportng officer (O) and the Reviewing officer
Reporting Offcer (O) is applicable only in respect or executives in service / staff departmentsworking in other departments.
3.9 TOTAL SCORE
In the new system, weightages have been alloted to the assessments of the reporting officer 1/2Reporting officer (O) (1/4 if applicable) and the Reviewing Officer (1/4 if reporting officer (O) isapplicable or 1/2 in other cases). The total appraisal score of each appraisee is obtained byapplying the above weightages, to the summation of 14 factors scores and then adding up therespctive figures for the reporting officer, Reporting offcer (O) and the reviewing officer.
3.2.33
EXAMPLE
Concerned Officer (Appraisee) Total Factor Score Weightage Weighted Score
Reporting officer 140 1/2 70
Reportig officer (O) 120 1/4 30
Reviewing officer 130 1/4 32.5
Total Appraisal Score = 132.5
Since total numnber orweights are 30 and assessment of ecah criteria is on a six point scale,starting from1, the total appraisal score can vary from 30 to 180.
The total appraisal score is a uniform and comprehensive index combining both job performanceas well as managerial ability factors.
3.10 DEVELOPMENT PLAN
The Development plan has been constructed as a positive instrument for obtaining informationabout the future attention to be devoted to the appraisee in terms of (a) training (b) jobenlargement and (c) job rotation. This developrment plan of the appraisee would be made on thebasis of (a) perfromance strength (b) development needs (c) job suitability, which will be indicatedby the reporting officer and the Reviewing officer.
In the development plan. the development needs are envisaged as a positive instrument and notnecessarlly as a weakness or shortfall. It is possible that an appraisee may be an above averageperformer but still have development needs to improve in existing area or in potential.
4.0 STAGE-II APPRAISAL
The evaluation is done by the Higher Authority assisted by a Committed called "performancereview committee."
4.1 RELATIVE ASSESSMENT
The Higher Authority will relatively assess the officers under control, The objectves of the relativeassessment are :-
(a) To indentify in a group with differing levels of performance not in absolute terms, butrelative to each other.
(b) To ensure that the distribution of assessment of officers conforms, more or less. to thefollowing group norms.
Category-I Appraisee (High performance) Not more than 10%
Category-II Appraisee Not more than 20%
Category-III Appraisee Not more than 45%
Category-IV Appraisee (Low performance) Not more than 25%
3.2.34
For the purpose of relative assessment by the Higher Authority, officers will be clubbed intoconveniently large groups on depertmental/zonal basis.
4.2 PRIMARY GRADING :
After the Stage-1 Appraisal has been completed, and the total appraisal score obtained, forms ofofficers in the group will be forwarded to the Higher Authority.
The Higher Authority will arrange that all the officers in the group are listed in descending order oftheir total appraisal score (from 30 to 180).
The Higher Authority will then do the primary grading on the basis of the total appraisal scoreobtained.
Top 25% in the group.................................................................... A
Middle 50% in the group ............................................................... B
Bottom 25% in the group .............................................................. C
4.3 The final grading will be done by the performance Review Committee headed by theHigher Authority. The Committee will devote its attention to the top 25% and the bottom25% performance in the group & make the following decisions,
(a) Which officers out of the primary grade A can be classified as O on the basis oftheir relatively higher perfomance and potential (not more than 20% of primarygrade A)
(b) Which officers out of C primary grade, can be classified as "C" on the basis oftheir relatively low performance and potential (not more than 20% of primarygrade C)
(c) The Recommedation of Committee regarding the job rotation plan of the officerson the basis of the input made available in the development plan.
To indentify the O officers, the Committee will consider all category A officers. This isnecessary to ensure, that differences in assessment by individual reporting/reviewig officersdoes not influence the decision of the committee. Indvidual officers will be assessed by thecommittee on basis of the following criteria :
(a) Performance of the department/section where the officer is working
(b) Inter-departmental disparities in assessment
(c) Committes's own assessment
The Committee may also refer the previous year's appraisal rating, if required. With theabove procedure the Committee will indentify officers with relatively higher periormanceand classify them as O.
The percentages indicated above are illustrative, it is possible that the review committeemay come to the conclusion that no one is O or that a little more or less than 5% are O.Percentage of “C” grade, if necessary, may vary within a range of 15% to 25% in anappraisal group. The percentage of “B” grade, would accordingly get adjusted between45% to 55%. This is within the discretion of the committee.
3.2.35
4.4 COUNSELLING
In case officer is calssified as C and declared unpromotable, the Higher Authority will call the officerto discuss his performance and counsel him on the need as well as the action plan forimprovement.
After the counsellng, Higher Authority shuld address a personal letter to the appraisee recalling thediscussion. A copy of this letter should be attached with the appraisal form.
5.0 OUT PUT
The output from the new appraisal system is therefore available in terms of :
(a) Classification of officers with different levels of performance.
O High Performers (Approximately) = 10%
A High Performers (Approximately) = 20%
B High Performers (Approximately) = 45%
C Low performers (Approximately) = 25%
(b) Training needs analysis linked to development needs.
6.0 SPECIAL PROVISIONS FOR OFFICERS DIRECTLY REPORTINGTO MANAGING DIRECTOR
For officers directly reporting to M.D. there will be no reviewing officer or committes. M.D. as thereporting officer will Appraise such officers and 100% weigteges will be attached to suchassessment. M.D. will also discharge the function of Higher Authority and indicate the final grading(O, A, B, C,) of the officer. There will be bo primary grading.
7.0 APPRAISAL FORM
The Appraisal form for officers of level of E-5 and above is enclosed. for E-0 to E-4, the form wouldundergo slight changes as indicated in para 3.7.
3.2.36
FERRO SCRAP NIGAM LIMITED
PERFORMANCE APPRAISAL
FOR EXECUTIVES OF THE LEVEL E-5 & ABOVE
200...............
UNIT................................
Name : Shri/Smt./Ku.
Ticket No. Designation
Department Grade
Date of birth Date of Joining
Date of Entry into QualificationPresent Grade
(To be filled in by Personnal Department)
3.2.37
1.0 SCORE
This form will be used to assess the perfrmance of excutives and to plan for their properdevelopment.
2.0 OBJECTIVE
(a) To integrate Company and individual goals through a process of performance assessmentlinked to achievement of organisation objectives.
(b) To increase awarness of Targets/Tasks and the responiblity of officers at all levels to ensurefulfilment of company objectives.
(c) To ensure a more objective assessment of performance and potential.
(d) To distinguish between differing levels of performance on reative basis and identify officerwith potentials to grow in the organisation.
(e) To enforce the discipline of the nomal distribution in performance and to ensure thatassessment of individual officers does not violate the group norms.
(f) To indentify the developmental action to be taken to enhance the performance of officer.
3.0 FORM
(A) Self Appraisal
(B) Performance Assessment
(C) Development Plan
(D) Final evaluation and grading
4.0 INSTRUCTIONS
(1) Report should by based on direct knowledge of the Appraisee's performance for the entireperiod and not on recent achievements.
(2) Each item should be separately considered and assessed on the basis of current positiononly.
(3) The forms will be received by the Reporting Officers latest by Sept. 15. The completedforms must reach personnel department, latest by 30th MAY
(4) Targets and tasks should be set in the beginning of the year by the Reporting Officer, andclearly communicated to the appraisee.
(5) Performance Review Discussion should be held between the repoting officer and theAppraisee twice in a year.
(6) Conuseling to the C category officers should be done by the Higher Authority at the endof the assessment. Counselling should be confirmed through a personal letter from theHigher Authority.
3.2.38
PART-A
SELF APPRASAL
(To be filled in by the appraisee)
Period of Appraisal 1st April 200 to 31st March 200
Name :
Designation :
Ticket No. :
Deptt. / Division :
GUIDE LINES
GENERAL- Self Appraisal form is to be filled up twice in a year, as per the following calender
Date of Completion
Sl. Activities For Half Yearly For AnnualAssessment Assesssment
1. Reporting Officer to give the form 21 September 21 March
to the Appraisee
2. Appraisee to return completed form 7 October 7 April
to Reporting Officer
3. Completion of Review Discussions 31 October 14 April
between Appraise and Reporting Officer
FOR THE APPRAISEE
1. Fumish factual information - avoid evaluation of perfornance.
2. Targets/Tasks communicated at the begining of the year by the reporting officer should beentrered in the form by the Appraisee.
3. Targets/Tasks should be precise and quantitative to the extent possible.
4. Record only constraints not taken into account while setting targets and which are outsideappraisees control.
5. Fullfilment of Targets/Tasks should be recorded in October and in April.
3.2.39
6. Highlight of performance should incliude tragets achevied beyond stated noms innovativework processes cost reduction reduction measures etc.
7. Develomental need should mention specific areas, which in the appraisees opinion needto be improved for enhancing performance.
8. All entries should be made in visible writing or typed.
9. Attach separate sheet if space provided is not sufficient.
FOR PERFORMANCE REVIEW DISCUSSION
1. Review of performance and all its related aspects.
2. Any revision in the target in the first half of the year should be incorporated during themid year review discussions.
3.2.40
Name ..............................................................................................................................................
Design. ............................................................................................................................................
Targets Set / Tasks Assigned for the year
Appraisal for the period between 1st April to 30 th September
Targets/Tasks Fulfilled Constraints Faced Suggestions for Improvement
Signature of the Appraisee
3.2.41
Appraisal for the period between 1st April to 30 th September
Targets/Tasks Fulfilled Constraints Faced
Highight of performance Development Needs
Suggestion for Improvement
Signature of the Appraisee
3.2.42
Perfomance Review Discussions*
SignaturesPeriod Outcome of Review Discussions
Half year ending30th September
Appraisee
Reporting Officer
year ending31st March
Appraisee
Reporting Officer
1. To Review fulfillment of targets/tasks.
2. To develop action plan for improvement of target achievement.
3. To discuss with the Appraisee his strengths and developmental needs.
3.2.43
PERFORMANCE ASSESSMENT
GUIDE LINE
(1) There are 13 factors for performance assessment divided into two groups :-
(a) Job performance factor
(b) Potential factor
(2) Each factor has been given a weightage to indicate its importance in the overallassessment.
(3) Each factor is to be assessed on a 6 point scale. Tick mark the relevent scale.
(4) Each factor score = scale point (tick marked) x weightage.
(5) Reporting Officer (O) is applicable for service/staff appraisees and fuctional head in theplants.
(6) Any other comments on the perfomance of the appraisee may be made in the spaceprovided in this part.
(A) JOB PERFORMNCE FACTORS
A-1 QUALITY OF OUTPUT
APPRAISAL RATING
A-1 Quantity of Output
Extent of target fulfilment completion of assinged task
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
SCALE POINTS
6 5 4 3 2 1
WEIGHTAGE = 4
PART-B
ScalePoint
Factor ScoreWeightage
3.2.44
A-2 QUALITY OF OUTPUT
General excellence of output, the extent ofwork free from errors
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
ScalePoint
SCALE POINTS
6 5 4 3 2 1
WEIGHTAGE = 4
APPRAISAL RATING
A-3 COST/TIME CONTROL
Aware of Cost/Time aspects in the job Optmunmutilisation of available resources/time and reduction of waste
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
ScalePoint
SCALE POINTS
6 5 4 3 2 1
WEIGHTAGE = 4
APPRAISAL RATING
Factor ScoreWeightage
Factor ScoreWeightage
3.2.45
A-4 JOB KNOWLEDGE & SKILL
Knowledge pertaining to the area of the work andrelated areas.
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
SCALE POINTS
6 5 4 3 2 1
WEIGHTAGE = 3
APPRAISAL RATING
B-1 PLANNING & ORGANIZING
Ability for anticipating work need & developmentof effective action plans in relative to tasks
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
SCALE POINTS
6 5 4 3 2 1
WEIGHTAGE = 1
APPRAISAL RATING
PART(B) MANAGERIAL ABILITY FACTORS
ScalePoint Factor ScoreWeightage
Factor ScoreWeightageScalePoint
3.2.46
B-2 INITATIVE
Ability to be self-reliant and move forward on a taskwithout outside direction
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
SCALE POINTS
6 5 4 3 2 1
WEIGHTAGE = 1
APPRAISAL RATING
ScalePoint Factor ScoreWeightage
3.2.47
B-3 COMMITMENT & SENCE OF
RESPONSIBILITY Dedication to work and company objective, relibiliy tocomplete assingned tasks.
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
SCALE POINTS
6 5 4 3 2 1
WEIGHTAGE = 1
APPRAISAL RATING
ScalePoint Factor ScoreWeightage
B-4 COMMUNICATION
Skill and desire to share available iformationwith all concermed
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
SCALE POINTS
6 5 4 3 2 1
WEIGHTAGE = 2
APPRAISAL RATING
Factor ScoreWeightageScalePoint
3.2.48
B-6 TRAINNING AND DEVELOPMENT
OF SUBORDINATES Interest taken in providing training and otheropportunities to subordinates for development
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
SCALEPOINTS
6 5 4 3 2 1
WEIGHTAGE = 2
APPRAISAL RATING
Factor ScoreWeightageScalePoint
3.2.49
B-6 PROBLME ANALYSIS &
DECISION MAKING Ability to indentify problems, prioritise them, analysealternative courses of action and take decision.
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
SCALEPOINTS
6 5 4 3 2 1
WEIGHTAGE = 2
APPRAISAL RATING
Factor ScoreWeightageScalePoint
B-7 MANAGEMENT OF HUMAN
RESOURCES Effective control and utilisation of subordinates ensuringdisciplne, integrating employees in to teams andmotivation of team to higher levels of performance
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
SCALEPOINTS
6 5 4 3 2 1
WEIGHTAGE = 3
APPRAISAL RATING
Factor ScoreWeightageScalePoint
3.2.50
B-8 LITERAL CO.-ORDINATION
Ability to effectively co-ordinate with all linked departments
to ensure smooth functioning
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
SCALEPOINTS
6 5 4 3 2 1
WEIGHTAGE = 2
APPRAISAL RATING
Factor ScoreWeightageScalePoint
B-9 DISCIPLINE
Adherence to company policy and rules
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
SCALEPOINTS
6 5 4 3 2 1
WEIGHTAGE = 1
APPRAISAL RATING
Factor ScoreWeightageScalePoint
INTEGRITY
PART (B)
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
Above Board QuestionableSupporting evidence if
questionable
ANY OTHER COMMENTS
REPORTING OFFICER
REPORTING OFFICER (O)
REVIEWING OFFICER
3.2.51
PART (C)
DEVELOPMENT PLAN
(1) Reporting Officer should make an assessment of the strengths and developmental needskeeping in mind appraisee's own views.
(2) Reviewing Officers comments should be bases on appraisee's views and ReportingOfficer's assessment.
(3) Training needs should be related to the developmental needs of the appraisee.
(4) The Reporting Officer (O) can make comments, if any, on the development plan for theappraisee in the space provided.
(5) The sheet on training needs should be detached from the form by the PersonnelDepartment.
3.2.52
3.2.53
PAR
T (C
)D
EVEL
OPM
ENT
PLA
N
Maj
or S
treng
ths
to th
eA
ppra
isee
Asp
ects
of t
he a
ppra
isee
whi
ch n
eed
to b
e im
prov
edto
enh
ance
per
form
ance
or
pote
ntia
lPe
rform
ance
: R
elat
ed A
reas
of tr
aini
ng w
hich
will
hel
p in
impr
ovin
g th
e pr
esen
tpe
rform
ance
of t
he a
ppra
isee
Perfo
rman
ce :
Rel
ated
Are
asof
trai
ning
whi
ch w
ill h
elp
inpr
earin
g th
e ap
prai
see
for
futu
re w
ork
and
resp
onsib
litie
s
REP
OR
TIN
GO
FFIC
ER
REV
IEW
ING
OFF
ICER
TRA
ININ
G N
EED
S
3.2.54
PAR
T (C
) Con
ti..
REP
OR
TIN
G O
FFIC
ER
REV
IWIN
G O
FFIC
ER
JOB
EN
LAR
GEM
ENT
JOB
SU
ITA
BIL
ITY
CO
MM
ENT
OF
THE
REP
OR
TIN
G O
FFIC
ER (O
)N
AM
ED
ESIG
NA
TIO
NSI
GN
ATU
RE
WIT
H D
ATE
REP
OR
TIN
GO
FFIC
ER (O
)
REP
OR
TIN
GO
FFIC
ER
REV
IEW
ING
OFF
ICER
PAR
T (C
) con
ti....
TRA
ININ
G N
EED
S
Yea
r ....
......
......
...
Nam
e ...
......
......
......
......
......
......
......
......
......
......
......
......
......
......
......
Des
igna
tion
......
......
......
......
......
......
......
......
......
......
......
......
......
......
Tick
et N
o. ..
......
......
......
......
......
......
......
......
......
......
......
......
......
......
.
Dep
tt. /
Div
ision
.....
......
......
......
......
......
......
......
......
......
......
......
......
.R
EPO
RTI
NG
OFF
ICER
AC
TIO
N T
AK
EN B
Y T
RA
ININ
G S
ECTI
ON
/D
EPA
RTM
ENT
REV
IEW
ING
OFF
ICER
Perfo
rman
ce :
Rel
ated
Are
as o
ftra
inin
g w
hich
will
hel
p in
impr
ovin
g th
e pr
esen
tpe
rform
ance
of t
he A
ppra
isee
Perfo
rman
ce :
Rel
ated
Are
as o
ftra
inin
g w
hich
will
hel
p in
prep
arin
g th
e A
ppra
isee
for
futu
re w
ork
and
resp
onsib
litie
s
3.2.55
PART (D)
FINAL ASSESSMENT
(1) Final assessment will be done by the Higher Authority.
(2) Total Factor Score is the sum of the 13 individual factor scores.
(3) For each appraisee there will be a maximum of 3 total factor scores awaeded by theReporting Officer, Reporting Officer (O) and Reviewing Officer
(4) Welghtage have been indicated for the assessments of the Reporting Offcer, ReportingOffcer (O) and Reviewing Offficer
(5) By mutiplying the total factors with the above weightages, the final appraisal score isobtained.
(6) Appraisees within an assemssment group, should be listed in a descending drder on thebasis of appraisal scores secured by them.
(7) The first 25% of the group will be denoted as Catagory- "A" and the last 25% asCatagory- "C"
(8) Higher Authority will conduct Reveiew commitee meeting before 30th May commitee willconcentrate on identifying 20% Category- "A" appraissee as category "O" and 20% ofCategory- "C" Appraisees as category- "C"
(9) For every assessment group. the following final catagorisation should be sent to thePersonnel Department latest by 30th May.
Category Approximate percentage distribution
in the assessment group
High Performance O - 10%
A - 20%
B - 45%
Low Performance C - 25%
(10) In case officers at the level of E-5 and above for whom MD is the Reviewing Officer, thefinal assessment will be done by the MD.
(11) In case officers at the level of E-5 and above, reporting directly to MD.
(a) MD will have 100% weights in determinig the final appraisal score and
(b) The final grade (O, A, B, and C) will be given by MD as the case may be.
3.2.56
PART (D) FINAL ASSESSMENT (BY HIGHER AUTHORITY)
Total FactorScore
Weighted Total Factor(T.F.S. Wts.) ScoreWeights
REPORTINGOFFICER
REPORTINGOFFICER (O)
1/4(When applicable)
REVIEWINGOFFICER (O) 1/2 OF 1/4
1/4
JOB
EN
LAR
GE
ME
NT
JOB
SU
ITA
BIL
ITY
FINAL APPRAISAL SCORE
PRIMARY GRADING
FINAL GRADING
A B
O A B C
In case the final grading is C, has the appraisee been councelled ? Yes / No
If so, date of councelling.................................
(Attach copy of the letter)
HIGHER AUTHORITY
3.2.57
C
POLICY & RULES FOR PROMOTION OF NON-EXECUTIVES & MINISTERIAL STAFF
1.0. INTRODUCTION
In establishing and maintaining a dynamic organizational structure, suited to meet presentand future Company needs, FSNL is committed to develope its own Human Resources insuch a manner as to integrate the aspirations for growth and development of theindividual employees with the fulfilment of company’s objectives. The Company seeks tosustain high levels of performance from its employees by maintaining a workingenvironment conducive to the efficient and effective functioning of each Non-executiveemployee/Ministerial Staff of the company.
2.0. OBJECTIVES
2.1. To boost and sustain the morale of the FSNL employees in order to enable them to makeall-out efforts for achieving the Mission and Objectives of the Organization by working atpeak levels of efficiency.
2.2. To ensure optimum utilization of manpower with a view to achieve maximum level ofproductivity per man year.
2.3. To man non-executive positions, including Supervisory, in the Company with competentpersonnel having growth potential and to utilize their capabilities to the maximum extent,through opportunities available for advancement.
2.4. To improve job satisfaction among non-executive employees & Ministerial Staff throughjob enlargement, training etc., and to encourage them to work with enriched job contentsand accept flexible work practices for optimum utilization of manpower.
2.5. To recognize and reward good performance consistent with the needs of the organization.
2.6. To provide for a system which is conducive to equity, fairness and objectivity in mattersconcerning promotions of non-executives/Ministerial Staff.
2.7. To provide mechanism for determining the suitability of non-executives/Ministerial staff forpromotion on a standard pattern and in an objective manner.
3.0. SCOPE
3.1. This policy and rules will cover all the regular non-executive employees/Ministerial Staff ofFerro Scrap Nigam Limited, working at its Corporate Office, as well as in all of its units,and does not include Trainees/ Apprentices and persons appointed on casual ortemporary basis or appointed on tenure basis after retirement etc.
3.3.1
4.0.CLUSTERS OF SCALES
4.1. For the purpose of promotion and career planning of Non-executives/Ministerial Staff, thescales of pay have been grouped in the following clusters:-
a) Non-executive (Works & Non-works)
CLUSTER SCALE CODES
I N-1, N-2 & N-3
II N-4, N-5 & N-6
III N-7, N-8, N-9 & N-10
b) Ministerial Staff
CLUSTER SCALE CODES
I N-1, N-2 & N-3
II M-0
III M-1, M-2, M-3, M-4 & M-5
4.2. The Line of Promotion in respect of Operation & Maintenance Department, are placed atAnnexure “A” & Annexure “B”, respectively.
4.3. The Line of Promotion in respect of Ministerial Staff is placed at Annexure “C”.
4.4. The Line of Promotion in respect of Stores & Watchmen are placed at Annexure “D” &“E”, respectively.
5.0. SYSTEM OF PROMOTION
5.1. The promotion shall be made Unitwise, in accordance with Agreed Line of Promotion, inthe following order :-
a) Promotion within Cluster of Scales of Pay
b) Promotion between Cluster of Scales of Pay
5.1.1. PROMOTION WITHIN CLUSTER OF SCALES OF PAY
Promotion from one scale of pay to another within the cluster of scales of paywill be delinked from vacancies. An employee can be considered for promotionon completion of prescribed years of qualifying service and subject to fulfillingother eligibility criteria.
The promotions will be made in accordance with the policy and will be from onescale of pay to the next scale of pay, without skipping any scale of pay.
3.3.2
5.1.2. PROMOTION BETWEEN CLUSTER OF SCALES OF PAY
Promotion from One Cluster to another Cluster, i.e., Promotion between theclusters of scales of pay, will depend on the availability of vacancies in the highercluster, except Cluster-III, in the prescribed Line of Promotion, and suitability ofemployee in the Interview/Trade Test, subject to completion of prescribed years ofqualifying service and fulfilling other eligibility criteria.
6.0. ELIGIBILITY PERIOD AND CONDITIONS FOR PROMOTIONWITHIN & BETWEEN THE CLUSTERS OF SCALES OF PAY
6.1. ELIGIBILITY PERIOD
Within Cluster I : 3 Years in each scales of pay of N-1 & N-2 grades;
Within Cluster II : a) 3 Years in N-4 scale of pay for promotion to
N-5 scale of pay;
b) 3 Years in N-5 grade for promotion to N-6 grade.
Within Cluster III : 3 Years in each grade for promotion from N-7 to N-8,
from N-8 to N-9 and from N-9 to N-10 grade.
Between Cluster I & II : Promotion on the basis of vacancy, taking number of
posts in Cluster-II, for which eligibility period
is minimum 3 years in N-3 grade.
Between Cluster II & III : 3 Years in N-6 grade for promotion to N-7 grade,
subject to being found suitable in Trade Test.
FOR MINISTERIAL STAFF
Within Cluster I : 3 Years in each scales of pay of N-1 & N-2;
In Cluster II : 5 Years in M-0 scale of pay;
Within Cluster III : 4 Years in M-1 & M-2 scales of pay;
3 Yeas in M-3 & M-4 scales of pay;
Between Cluster I & II : 4 Years in N-3 scale of pay;
Between Cluster II & III : 5 Years in M-0 scale of pay.
3.3.3
6.2. The employees must have Promotable CCRs in 2 consecutive years in the respectivegrades.
6.3. DEBARRING FROM PROMOTION
The employees may be debarred from their promotion to next higher grade, in thefollowing events :-
a) In the event of Adverse Entry in the Annual Confidential Report of an employee, he/she will be debarred from promotion to next higher grade, although he/she may befulfilling the eligibility period and conditions stipulated in Clause 6.1 & 6.2 above,for a period of 2 years, including the Assessment Year in which the adverse entryhas been made in the ACR.
However, any Adverse Entry in the ACR in a year, not communicated to theemployee concerned by 31st May of the following year, will not be taken intoaccount and it will not adversely affect the promotion of the individual concerned.
b) Employee against whom departmental proceedings are pending, or vigilance casesare pending, and are at enquiry stage, shall not be promoted.
c) Employees undergoing major punishment, shall not be considered for promotionduring currency of the punishment, wherever applicable.
d) Employees who do not complete 120/240 days of working in June/December of theparticular years, in which his/her case is put up for consideration by the DPC. Theabsenteeism on account of IOW/period of treatment of employee concerned as“Indoor Patient” in company's recognized hospital will be taken into considerationfor computation of 120/240 days of working as the case may be.
6.4. The cases of employees falling under Clause 6.3(b) shall, however, be considered under“Sealed Cover Procedure” by the Departmental Promotion Committee. The DPC shallassess suitability of such employees, without taking into consideration the disciplinarycase/criminal prosecution pending against them. The assessment of the DPC, i.e., “Fit” or“Unfit” for promotion, as the case may be, shall be kept in a sealed cover. The sameprocedure will be followed by the subsequent DPC.
On conclusion of the disciplinary case/criminal prosecution, the sealed cover(s) shall beopened and in case the employees are completely exonerated of the charges against themand the DPC found them fit for promotion, they will be promoted to their next highergrade, and such promotions shall be notionally effective from the date ofrecommendations of the Departmental Promotion Committee.
Such employee shall, however, not get any arrear payment. The monetary benefit willaccrue from the date of taking over the higher charges.
However, in case any penalty is imposed as a result of the disciplinary proceedings or ifthe employee concerned is found guilty in the disciplinary/criminal proceedings, therecommendations of the Sealed Cover shall not be acted upon.
3.3.4
7.0. METHODOLOGY OF PROMOTION
Employees fulfilling the eligibility criteria as prescribed in Clause 6.0, i.e., those who havecompleted the prescribed minimum period of service in a grade, possess the minimumeducational qualification prescribed and have passed the prescribed trade test/job test/written test, will be considered for promotion within or between the cadres, by aDepartmental Promotion Committee, as defined in clause 9.0, constituted for the purpose.The DPC shall interview the eligible candidates and make recommendations about theirsuitability or otherwise for promotion. The promotions will be effected based on therecommendations of the Departmental Promotion Committee.
In the event of any vacancy in N-4 level in Operation or Maintenance department, otherthan those for Operation of Heavy Equipments and vehicles, the management will inviteapplications from eligible employees in N-3 grade, to indicate their choice forconsideration of their cases, subject to their suitability and fulfilment of prescribed criteriafor the post in N-4 grade.
In the event of non-availability of suitable candidate at a particular unit in the relevantLine of Promotion, an inter-plant circular will be issued inviting applications from theeligible candidates of N-3 grade, and the candidates on being found suitable, will bepromoted to N-4 grade and posted at the unit where the vacancy exists.
8.0. FIXATION OF PAY ON PROMOTION
On promotion, a notional increment in the lower scale shall be added to the pay prior topromotion to arrive at notional pay and pay in higher scale shall be fixed at the stageimmediately above the notional pay. Provided that such a notional increment shall beadded even when one has been drawing the maximum in the lower scale of pay.Provided further that if such pay fixed on promotion falls short of the pay which theemployee would have drawn had he been promoted after drawing the next increment inthe lower scale, then his pay would be refixed at the next higher stage with effect from thedate he would have drawn such increment.
9.0. DEPARTMENTAL PROMOTION COMMITTEE
9.1. Departmental Promotion Committee for scrutinizing the cases of eligible candidates forpromotion to next higher grade will consist of the following executives, or as approved bythe competent authority time to time:-
i) Concerned Departmental Head of Corporate Office
ii) Unit Head
iii) A representative of P&A Department of Corp.Office
iv) A representative of F&A Department, wherever
Finance personnel are involved.
9.2. While making recommendations for promotion, the DPC will follow the procedure, as laiddown in the promotion policy.
3.3.5
9.3. The recommendations of the DPC will be valid till the recommended employees areaccommodated in the next higher grade.
9.4. The sitting of DPC will be held twice in a year, i.e., in the months of June and Decemberevery year.
10.0. APPEAL
An employee who is aggrieved by the order of promotion, may file an appeal to theManaging Director. On receipt of the appeal, his case may be reviewed, and the orderpassed by the Managing Director will be communicated to the concerned individualsuitably.
11.0. EFFECTIVE DATE OF PROMOTION
11.1. The promotions as per these rules will be effected twice in a year, i.e., from 30th Juneand 31st December.
11.2. Persons so promoted will count their seniority from the effective date of promotion, i.e.,30th June or 31st December as mentioned in the promotion order, but the financialbenefits will accrue to them from the date of assumption of charge of the higher post.
11.3. Date of Annual Increment will be decided with reference to the effective date of promotionas per the rules applicable from time to time.
12.0. JOB FLEXIBILITY
12.1. With the cluster approach, the job will be understood in a composite manner so thatflexibility of employees within the clusters becomes viable and optimum utilization ofhuman resources is achieved.
12.2. On promotion, employees will be suitably designated in their lines of promotion, keepingin view the requirements of work.
13.0. CONSEQUENCES OF REFUSAL ETC.
13.1. If an employee does not appear in the trade test/ written test/job test etc., for which he hasbeen duly informed in writing, he will not be considered for promotion for a period of 12months from the date of holding the said test.
13.2. In case an employee refuses to accept promotion, he will not be considered for suchpromotion for a period of One Year from the date of last such promotion which wasrefused.
14.0. RESERVATION OF VACANCIES FOR SC/ST
14.1. Reservation of posts for SC/ST candidates shall be provided in respect of vacancy basedpromotions in accordance with the Presidential Directives and instructions of theGovernment in this regard, issued from time to time.
3.3.6
15.0. SERVICE LINKED PERSONAL GRADE SCHEME
Under the above scheme, the employees who would complete 5 years of service in theirexisting grade, will be given next higher grade, irrespective of availability of vacancies, aspersonal grade provided they have promotable CCRs and satisfactory attendance atleastin two consecutive years immediately preceding the year of consideration. However, theywill continue to do the same work which they were doing in the existing grade.
16.0. TENURE
16.1. The Management may, at its discretion, relax/extend the eligibility criteria in exceptionalcases, for reasons to be recorded.
16.2. The Management will issue such clarification, procedures, instructions, guidelines etc., asdeemed fit by it for implementing this policy and rules.
3.3.7
ANNEXURE-A
LINE OF PROMOTIONS OF OPERATIONS DEPARTMENT
3.3.8
(DU
MPER
/PAL
OADE
R/D
OZER
)
INTE
RVIE
W &
TRA
DE T
EST
INTE
RVIE
W &
T.T.
(DU
MPER
/PAY
LOAD
ER/D
OZER
)
SR. C
RANE
/EXC
.OPR
.I
SR. C
RANE
/EXC
.OPR
.I
SR. C
RANE
/EXC
.OPR
.ISR
. DOZ
ER O
PERA
TOR-
IISR
. DUM
PER/
P.L. O
PR. I
I
SR. D
OZER
OPE
RATO
R-III
SR. D
UMPE
R/P.L
. OPR
. III
SR.C
RANE
/EXC
AVAT
OR
OPER
ATOR
-III
CLUS
TER-
III
3 Ye
ars
3 Ye
ars3
Years
3 Yea
rs3 Y
ears
3 Ye
ars
3 Ye
ars3 Y
ears
3 Yea
rs3
Year
s
HELP
ER-I
HELP
ER-II
CLUS
TER-
I
HELP
ER-II
I
N-3
N-2
N-1
3 Ye
ars
3 Ye
ars
3 Ye
ars
3 Ye
ars3 Y
ears
3 Yea
rs3
Year
s
3 Ye
ars
3 Yea
rs3
Year
s
3 Ye
ars
3 Ye
ars
3 Ye
ars
3 Ye
ars
3 Ye
ars
3 Yea
rs3
Year
s3
Year
s
AST.
FORM
N. -
CUM
TIME
KEE
PER
N
-6
SUPE
RVIS
OR
REQU
IRED
QUA
LIFI
CATI
ON :
GRAD
UATE
, PRE
FERA
BLY
IN S
CIEN
CE O
R D
IPLO
MA
IN A
NY B
RANC
H OF
ENG
G.
3 Ye
ars
3 Ye
ars
3 Ye
ars
3 Ye
ars
3 Yea
rs3
Year
s
3 Ye
ars
3 Ye
ars
3 Ye
ars
3 Ye
ars
3 Yea
rs3
Year
s
3 Yea
rs3
Year
s
N-9
N-10
HEM
E O
PERA
TOR
HEM
E O
PERA
TOR
N-9
N-10
N-8
N-8
N-8
N-7
N-8
SR. D
RIVE
R-I
SR. S
EP. O
PERA
TOR-
CUM
-
TEC
HNIC
IAN-
ISR
. LAN
CER/
G.C.
ISH
IFT
FORE
MAN-
CUM
SR.T.
K.-I
SHIF
T FO
REMA
N-CU
MSR
.T.K.
-I
SHIF
T FO
REMA
N-CU
MSR
.T.K.
-I I
SR. A
ST. F
ORM
.-CUM
-TI
ME
KEEP
ER
SR. L
ANCE
R/G.
C.I
SR. L
ANCE
R/G.
C.II
SR. L
ANCE
R/G.
C.III
SR. S
EP. O
PERA
TOR-
CUM
-
TEC
HNIC
IAN-
I
SR. S
EP. O
PERA
TOR-
CUM
-
TEC
HNIC
IAN-
II
SR. S
EP. O
PERA
TOR-
CUM
-
TEC
HNIC
IAN-
III
SR. D
RIVE
R-I
SR. D
RIVE
R-II
SR. D
RIVE
R-III
N-10
N-10
N-10
N-10
N-9
N-8
N-7
N-9
N-8
N-7
N-9
N-8
N-7
N-9 N-8
N-7
HEAV
Y VE
HICL
E LI
CENC
E
E
SSEN
TIAL
N-7
T T
R R
A A
D D
E E
T T
E E
S S
T T
INTE
RVIE
W/T.
T
HEA
VY V
EHI
CLE
LIC
ENC
EES
SEN
TIAL
DRI
VIN
G L
ICE
NCE
ESSE
NTI
AL
N-6
N-6
N-6
N-6
N-6
N-6
N-5
N-5
N-5
N-5
N-5
N-5
N-4
N-4
N-4
N-4
N-4
N-4
CRAN
E OP
R.I
CRAN
E OP
R.II
CRAN
E OP
R.III
DOZE
R OP
ERAT
OR-I
DOZE
R OP
ERAT
OR-II
DOZE
R OP
ERAT
OR-II
I
DUM
PER/
P.L.O
PR.II
DUM
PER/
P.L.O
PR.I
DRIV
ER-I
SEP.
OPER
ATOR
-ILA
NCER
/GAS
CUTT
ER-I
LANC
ER/G
ASCU
TTER
-II
LANC
ER/G
ASCU
TTER
-III
SEP.
OPER
ATOR
-II
SEP.
OPER
ATOR
-III
DRIV
ER-II
I
DRIV
ER-II
DUM
PER/
P.L.O
PR.II
I
CRAN
E LIN
EDO
ZER
LINE
DUM
PER/
PAYL
OADE
RLIN
EDR
IVER
LIN
ESE
PARA
TOR
LINE
LANC
ER/G
ASCU
TTER
LIN
E
CLUS
TER
II
ANNEXURE-B
LINE OF PROMOTIONS OF MAINTENANCE DEPARTMENT
3.3.9
SR. M
ECH
ANIC
-IN
-10
SR. M
ECH
ANIC
-IN
-9
3 Y
ears
III S
r. M
ECHA
NIC
-IIN
-8
3 Y
ears
3 Y
ears
MEC
HAN
IC-I
WEL
DER
/GAS
CUT
TER
-ITU
RNE
R/M
ACH
INIS
T-I
ELEC
TRIC
IAN-
IAU
TO E
LEC
TRIC
IAN-
ITE
CHN
ICIA
N-II
RIG
GER
-CU
M-T
ECHN
ICIA
N-II
RIG
GER
-CU
M-T
ECHN
ICIA
N-II
I
RIG
GER
-CU
M- J
r. TEC
HNIC
IAN-
III
PAIN
TER
/CAR
PEN
TER
/B.S
.II
PAIN
TER
/CAR
PEN
TER
/B.S
.III
PAIN
TER
/CAR
PEN
TER
/BL
ACKS
MIT
H L
INE
AUTO
ELE
CTR
ICIA
N-II
AUTO
ELE
CTR
ICIA
N-III
AUTO
ELE
CTN
. LIN
E
ELEC
TRIC
IAN-
II
ELEC
TRIC
IAN-
III
TUR
NER
/MAC
HIN
IST-
II
TUR
NER
/MAC
HIN
IST-
III
TUR
NER
LINE
ELEC
TRIC
IAN
LINE
(WIR
EMA
N'S
PER
MIT
REQ
UIR
ED)
WEL
DER
/GAS
CUT
TER
-II
WEL
DER
/GAS
CUT
TER
-III
MEC
HAN
IC-II
MEC
HAN
IC-II
I
MEC
HAN
ICS
LINE
WEL
DER
/GAS
CUTT
ER L
INE
N-6
N-6
N-6
N-6
N-6
N-6
N-5
N-5
N-56
N-5
N-5
N-5
N-4
N-4
N-4
N-4
N-4
N-4
N-6
N-5
N-4
3 Y
ears
3 Y
ears
3 Y
ears
3 Y
ears
3 Y
ears
3 Y
ears
3 Y
ears
3 Y
ears
3 Y
ears
3 Y
ears
3 Y
ears
3 Y
ears
3 Y
ears
3 Y
ears
3 Y
ears
3 Y
ears
3 Y
ears
3 Y
ears
3 Y
ears
3 Y
ears
3 Y
ears
SR. M
ECH
ANIC
-III
N-7
SR. W
ELDE
R/G
.C.I
N-10
SR. W
ELDE
R/G
.C.I
N-9
3 Y
ears
3 Y
ears
3 Y
ears
3 Y
ears
3 Y
ears
3 Y
ears
3 Y
ears
3 Y
ears
3 Y
ears
3 Y
ears
3 Y
ears
3 Y
ears
SR. W
ELDE
R/G
.C.II
N-8
3 Y
ears
3 Y
ears
3 Y
ears
3 Y
ears
3 Y
ears
3 Y
ears
SR. W
ELDE
R/G
.C.II
IN-
7
SR. S
KILL
ED M
ACH
INIS
T-I
SR. E
LECT
RIC
IAN
-ISR
. AUT
O E
LEC
TRIC
IAN-
ISR
. TE
CHNI
CIA
N-I
SR.
RIG
GER
-CUM
-TEC
HNIC
IAN
-I
SR.
RIG
GER
-CUM
-TEC
HNIC
IAN
-I
SR.
RIG
GER
-CUM
-TEC
HNIC
IAN
RIG
GER
-CUM
-TEC
HNI
CIA
N-I
SR. T
ECH
NIC
IAN
-I
SR. T
ECH
NIC
IAN
I
TECH
NIC
IAN
-I
SR. A
UTO
ELE
CTR
ICIA
N-I
SR. A
UTO
ELE
CTR
ICIA
N-II
SR. A
UTO
ELE
CTR
ICIA
N-III
SR. E
LECT
RIC
IAN
-I
SR. E
LECT
RIC
IAN
-II
SR. E
LECT
RIC
IAN
-III
(Wire
man
's pe
rmit
esse
ntia
l))
SR. S
KILL
ED M
ACH
INIS
T-I
N-1
0
N-9
N-8
N-7
SR. M
ACHI
NIS
IT-II
SR. T
UR
NER
/MAC
HIN
IST-
III
N-10
N-1
0N
-10
N-1
0
N-9
N-8
N-7
N-9
N-8
N-7
N-9
N-8
N-8
N-9
N-8
N-7
C L U S T E R C L U S T E R
TT
RR
AA
DD
EE
TT
EE
SS
TT
II
3 Ye
ars
3 Ye
ars
3 Ye
ars
HELP
ER-I
HELP
ER-II
CLU
STER
-I
HELP
ER-II
I
N-3
N-2
N-1
INTE
RVIE
W/T.
T.
RIG
GER
-I
RIG
GER
-II
RIG
GER
-III
N-3
N-2
N-1
3 Yr
s.
3 Yr
s.
3 Yr
s.
3.3.10
ANNEXURE-C
LINE OF PROMOTIONS OF MINISTERIAL STAFF
HEAD ASSISTANT PERSONAL ASSISTANT
PERSONAL ASSISTANT
SR. STENOGRAHER
STENOGRAPHER
JR. STENOGRAPHER
HEAD ASSISTANT
ASSISTANT-I
ASSISTANT-II
INTERVIEM/T.T
ASSISTANT-III
M-5 M-5
M-4
M-3
M-2
M-1
M-0
N-3
N-2
N-1
4 Years
TEST & INTERVIEWMIN. QUAL : INTERMEDIATE
3 Years
3 Years
M-0
M-4
M-3
M-2
M-1
3 Years 3 Years
3 Years
4 Years
4 Years
3 Years
4 Years
5 Years 5 Years
CLUSTER-II
CLUSTER-I
JR.ASSISTANT-III STENO/TYPIST
OFFICE ATTENDANT/SWEEPER-I
OFFICE ATTENDANT/SWEEPER-II
OFFICE ATTENDANT/SWEEPER-III
ASSISTANTS LINE STENOGRAPHERS LINE
TYPING ESSENTIAL STENOGRAPHY ESSENTIAL
4 Years
CLUSTER-III
INTERVIEM/T.T
ANNEXURE-D
LINE OF PROMOTIONS OF STORES DEPARTMENT
3.3.11
STORES INCHARGE HEAD MATERIAL CHASER
MATERIAL CHASER-II
MATERIAL CHASER-III
JR. MATERIAL CHASER
MATERIAL CHASER LINE(HMV LICENCE ESSENTAIL)
STORES INCHARGE HEAD MATERIAL CHASER
HEAD STORE KEEPER SR. MATERIAL CHASER
SR. STORE KEEPER
STORE KEEPER-I
STORE KEEPER-II
STORE KEEPER-III
STORE KEEPER'S LINE
MATERIAL CHASER-I
INTERVIEW/TRADE TEST
CLUSTER-III
CLUSTER-II
N-10 N-10
N-6
N-5
N-4
N-9 N-9
N-8 N-8
N-7
N-6
N-5
N-4
N-7
3 Years 3 Years
3 Years
3 Years
3 Years
3 Years
3 Years
HELPER-I
HELPER-IICLUSTER-I
HELPER-III
(N-3)
(N-2)
(N-1)
TRADE TEST & INTERVIEWQUALIFICATION : INTERMEDIATE
3 Years 3 Years
3 Years 3 Years
3 Years
3 Years
3 Years
3 Years
ANNEXURE-E
LINE OF PROMOTIONS OF WATCHMEN
3.3.12
HAWALDAR
NAYAK
INTERVIEW / TRADE TEST
SECURITY GUARD-I
SECURITY GUARD-II
SECURITY GUARD-III
LANCE NAYAK
(N-6)
(N-5)
(N-3)
(N-2)
(N-4)
OPERATIONS(AS PER ANNEXURE 'A')
MAINTENANCE(AS PER ANNEXURE 'B')
3 Years
3 Years
3 Years
3 Years
3 Years
(N-1)
TRANSFER BENEFITS ON MOVEMENT FROM FSNL
TO OTHER PUBLIC SECTOR UNDERTAKING
AND VICE-VERSA
It has been decided to follow in FSNL the DPE’s guidelines circulated vide O.M.No.2(28)/82-
BPE(GM-1), dated 14th December 1982 (Annexure-I) and O.M.of even number dated 25.07.85
(Annexure-II), in respect of allowing Transfer Benefits to persons who join FSNL from another
Public Sector Undertakings or to those leaving FSNL to join another Public Sector Undertaking
with the consent of both the managements.
The benefits will include Transfer T.A., carry forward of Earned Leave and Gratuity. Transfer
T.A., and related expenses would be paid by the prospective organization. Gratuity and Leave
Salary for Earned Leave will be paid to the prospective organization by the organization from
which the employee moves.
The above benefits will also be applicable to cases of appointment against open advertisement in
case the applications are forwarded by the respective undertaking who may allow transfer benefits
subsequently.
3.4.1
ANNEXURE-I
NO.2(28)/82-BPE (GM-1)Government of IndiaMinistry of Finance
Bureau of Public Enterprises
New Delhi, the 14th December 1982
OFFICE MEMORANDUM
Subject :- Routing of applications through proper channel and regulating mobility ofmanagerial talent between public enterprise 52nd Report of the EstimatesCommittee (Third Lok Sabha) as Personnel Policies of Public Undertakings -Recommendation No.24, (Paras 192-194).
1. The undersigned is directed to refer to the Recommendations made by the EstimatesCommittee (Third Lok Sabha) in their 52nd Report on Personnel Policies wherein theyhad observed that as far as possible, care should be taken to see that candidates are notinterviewed by an undertaking unless they have applied with the permission of theexisting employer. The Committee had also suggested that suitable measures should betaken to arrest the horizontal movement of personnel to the extent it is consideredundesirable.
2. Although the above observations were brought to the notice of the administrativeMinistries/public enterprises by the erstwhile Ministry of Industrial Development, InternalTrade & Co.Affairs (Deptt.of Industrial Development) vide their O.M.No.Pr.C16(1)/67/74suggesting inter alia that these may be kept in vie in the matter of forwarding ofapplications and making recruitment to posts in public enterprises, several administrativeMinistries have reported to the Bureau that some enterprises particularly those whichhave been established in the recent past, have been entertaining applications ofemployees from other undertakings without regard to the extent instructions on thesubject. In this context, it may be mentioned that the Government policy is that eachpublic enterprise should build up its own managerial cadre, and that mobility ofmanagerial talent between public enterprises should also be encouraged. There should,therefore, be no objection to allow employees to move on selection and appointment oreven on deputation from one public enterprise to another provided their applications havebeen routed through proper channel and the management of both the concerns haveconcurred in. Indeed whenever such transfer of employees is effected with the consent ofthe managements concerned, the concerned employee should be allowed the benefit oftransfer expenses carry forward of leave, gratuity etc. Non-compliance of this procedurewould deprive the employee concerned of these benefits. Movement of the employeesshould be regulatedin such a manner as not to interfere with the degree of continuitynecessary for the efficient working of the enterprise concerned.
3. Ministry of Industry, Ministry of Chemicals & Fertilizers, Ministry of Petroleum etc.arerequested to bring the foregoing to the notice of the public enterprises under theiradministrative control for necessary action.
Sd/-(Krishna Chandra)
Jt.Director, Bureau of Public Enterprises
3.4.2
ANNEXURE-II
NO.2(2)/85-BPE (WC)
Government of India
Ministry of Finance
Bureau of Public Enterprises
Block No.14, CGO Complex
Lodhi Road, New Delhi.
Dated the 25.7.1985
OFFICE MEMORANDUM
Subject :- Carry forward of earned leave in the event of the movement of an employee fromone public enterprises to another.
The undersigned is directed to refer to the BPE’s O.M.NO.2(28)/82-BPE(GM-I) dated14.12.1982 wherein it has been explained that whenever transfer of an employee between onepublic enterprises to another is effected with the consent of the Managements concerned, theconcerned employee could be allowed the benefit of transfer expenses, carry forward of leave,gratuity etc.
References have been received in the Bureau seeking clarification as to whether sickleave or half-pay leave could also be permitted to be carried forward in the event of movement ofan employee from one public enterprises to another public enterprises. This matter has beenexamined in its all aspects. It is clarified that the instructions referred to in para 1 of this O.M. areonly in respect of the carry forward of the earned leave or the leave on average pay, as the casemay be, and do not cover sick leave or half-pay leave which might have been accumulated by anemployee in his previous organization. The transferor organization should, however, liquidate itsliability by making a lump sum payment to the borrowing organization in respect of the leave salaryfor earned leave or leave on average pay standing to the credit of the public sector employee onthe date of his transfer from one enterprise to another.
Ministry of Industry, Ministry of Petroleum etc.are requested to bring the foregoing tothe notice of the public enterprises under their administrative control for necessary action.
Sd/-
(Krishna Chandra)
Jt.Director, Bureau of Public Enterprises
3.4.3
RULES ON FORWARDING OF APPLICATION OFEMPLOYEES FOR OUTSIDE EMPLOYEMENT
Forwarding of application of employees for outside employment shall be regulated as under:
1.0 Applications of employees will be forwarded to Goverment, Semi-Government and PublicUndertakings.
2.0 Applications will be forwarded only against press advertisement and the applicant shouldensure that the adverisement cutting is attached alongwith the application.
3.0. The pattern of forwarding of applications for outside employment in respect of theemployees shall be as under :-
NO.OF YEARS OF SERVICE MODE OF FORWARDING OF
IN THE EXISTING GRADE APPLICATION
i) Within two years No application to be forwarded.
ii) More than two years, Two applications in a year.
but within 3 years.
iii) More than three years Any number of applications
4.0 No application for parallel grade will be forwarded. Applications for one step higher postand grade will only be forwarded.
5.0 In respect of those Executives who are under bond like Graduate Engineers / ExecutiveTrainees no application will be forwarded till six months prior to completion of the bondperiod. Starting from six months prior to completion of the bond period, one applicationper year may be forwarded. However, if the executive concerned has been promoted inthe meanwhile, forwarding of his application would be regulated in accordance with theprovisions at clause 3.0 above.
6.0 However more applications as mentioned in clause 3.0 may be forwarded at thediscretion of management, to be decided by the Managing Director. Likewise, if anyapplication is not forwarded in exceptional circumstances in interest of organisation,approval of M.D., would be necessary.
7.0 If the application of an employee has been forwarded, “No Objection Certificate” mayalso be issued by the Department, wherever necessary.
8.0 All applications should be sent by the Controlling Officer / Unit Head to the CorporatePersonnel Department with his recommendations in the prescribed form.
3.5.1
GRIEVANCE REDRESSAL PROCEDURE FOR STAFFAND OFFICERS/PUBLIC
(FOR UNITS AS WELL AS FOR CORPORATE OFFICE)
1. OBJECTIVES
The objective of the grievance redressal procedure is to provide an easiliy accessible machinery forsettlement of grievances and to adopt measures as would ensure expeditious settlement ofgrievances of Staff, Officers/Pubilc leading to increased satisfaction on the job and resulting inimproved productivity and efficiency of the organisation.
2. APPLICABILITY
The scheme will cover all Public/Employees including Officers of FSNL.
3. GRIEVANCE
“Grievance” for the purpose of this scheme would only mean a grievance relating to any Staffmember/Officer/Public arising out of the implementation of the policies/rules or decisions of theorganisation. It can include matters relating to leave, increment, acting arrangements, non-extension of benefits under rules, interpretation of service rules etc. of an individual nature andmatters related to Public dealings. Matters related to collective bargaining such as wages,allowances, bonus, hours of work, promotion, recruitment and any other benefits of policy naturewill be outside of the purview of the Grievance Procedure. Only individual grievance will be dealtwith under this procedure.
4. PROCEDURE FOR HANDLING GRIEVANCES
Subject to the above provisions, individual grievances of staff members, officers, workmen &public shall henceforth be processed and dealt with in the following manner:
1. In all the Units/Corporate Office, FSNL shall place boxes viz., “Grievance/SuggestionBox”, which will be kept at the reception counter of the Units/Corporate Office, keepingin view the easy accessibility of these boxes to the Public in general and the staff.
2. The Suggestions/Grievances so received, shall be endorsed in a register called“Suggestion/Grievance Register”, on every Friday, in the presence of Public/ StaffGrievance Officers, nominated for this purpose. If Friday happens to be a holiday, thesame procedure is adopted on the next working day.
3. Under Stage-I, if an employee/public has some grievance, he will get an opportunity tomeet the Public/ Staff Grievance Officer nominated for this purpose, who will patientlyhear the grievance, and if necessary, make enquiries and give the complainant a verbalanswer within 3 working days from the date of hearing the grievance.
4. Under Stage-II, in case the employee/Public is not satisfied with the answer given by thePublic/Staff Grievance Officer, or if he does not get any reply within 3 working days’
3.6.1
time, or if his grievance does not get redressed satisfactorily at the level of Public/StaffGrievance Officer, the complainant may meet the Unit Heads at the Units and GeneralManager(Opr.) at Corporate Office, who will patiently hear the grievance, get feed-backfrom the concerned persons and give his decision on the grievance, or send a reply to thecomplainant.
5. Under Stage-III, if the employee/public is not satisfied with the outcome of Stage-II, hemay meet Chief General Manager of the company at Corporate Office, who will patientlyhear the grievance, analyse the same and redress it, in case he is not satisfied with thedecision taken at Stage-II.
6. If the employee/public is not satisfied with the result of Stage-I, II, & III, he may make anappeal to the Managing Director of the company, who will, in turn, re-examine the actiontaken in all the above 3 stages, analyse the grievance and communicate his decision tothe concerned employee/public, within 15 days’ time from the date of receipt of theappeal.
GENERAL
i) Receipt and disposal of grievance at different stages should be recorded in a Register,meant for the purpose - Grievance Register.
ii) No parties shall move for conciliation, adjudication or any other Govt Machinery forintervention in the matter till all the stages of Grievance Procedure are exhausted.
iii) In calculation of the various intervals in the above procedure, Holidays, rest days and thedays when the Officers or members concerned with the procedure are not available shallnot be taken into consideration.
iv) If any employee is called by any authority who is dealing with the grievance, the employeeand his representative shall go to such authority only after obtaining due permission fromimmediate superior of their department/deptts.
v) In the case of Officers who are one step below the Board level, the individual grievancemay be taken up with the concerned Director.
vi) Officers reporting directly to the Chief Executive may approach him for resolving theirgrievances.
vii) Grievance pertaining to or arising out of the following shall not come under the purviewof the grievance procedure:a) Annual performance appriasals/confidential reports;b) Promotions including DPC’s minutes and decisions;c) Where the grievance does not relate to an individual employee or officer; andd) In the case of any grievance arising out of discharge or dismissal of a Staff member
or Officers.
viii) Grievances pertaining to or arising out of disciplinary action or appeal against suchaction shall be channeled to the competent authority as laid down under the Conduct,Discipline and Appeal rules and certified Standing Orders of the Organisation and insuch cases the grievance redressal proceedure will not apply.
3.6.2
OCCUPATIONAL SAFETY AND HEALTH POLICY
1.0. OBJECTIVES
Recovery and processing of scrap & slag in steel industry being a tough work involving safetyhazards, FSNL recognises that the company has a moral, economic, social and legal obligation toprevent hazards, provide healthy working environment and guard against all possible hazards andrisks. The Company, therefore, adopts and promulgates the policy set out below for the purpose ofcreating and maintaining a safe and healthy working environment.
2.0. THE POLICY
2.1. The safety and health of all employees is the major concern of the Company.
2.2. The occupational safety and health policy of the company is to serve as an instrument forcreating awareness about safe and healthy work practices and for maintaining safety andhealth consciousness amongst the employees at all levels of the Organization.
2.3. All the Units will adopt techniques for handling, processing and disposing of all thesubstances safely and without creating unacceptable risk to equipment, human or theenvironment in which they are located.
2.4. The Company will adopt its own safety and health standards where laws or regulationsmay not be available or protective enough to prevent hazards. It will follow all statutoryregulations and shall not carry out any operation if the environmental standards areunacceptable.
2.5. Every employee of the company will adhere to the spirit as well as letter of this policy. Themanagers and senior executives have a special obligation to keep employees informedand educated about occupational risks and remedial measures.
2.6. The local (unit) management will have the responsibility for not only the safety and healthof the employees but also for the prevention of damage to the plant, equipment andenvironment resulting in injuries to employees.
2.7. All the plants/units will have hazard analysis and operability studies for all the process/operations with a view to prevent the risks therein and adopt suitable measures.
2.8. All Acts, Laws, Rules and regulations of the state and Central Government will be strictlyadhered to by all units of the Company.
2.9. The Company shall impart training in safety and occupational health to all levels ofemployees in the plant and in specialised institutions so as to ensure that all employeespossess the required knowledge, information and understanding necessary to carry out theresponsibility of their jobs without endangering themselves, other employees, plant,equipment, environment and/or product.
2.10. The Management at the unit level will have the authority to take recourse to action forviolation of statutory provisions on safety and health as well as the rules and proceduresframed for the purpose in accordance with Standing Orders or rules framed thereunder.
3.7.1
3.0. SAFETY ORGANIZATION
3.1. The Company will have a Safety Cell at Corporate Office, headed by the Head ofOperations Department, to co-ordinate, monitor, promote and enhance the safety,occupational health, fire service and pollution control activities of the units.
3.2. This Safety Cell will comprise a multi-disciplinary team of relevant specialists for technicalguidance, advice and direction to the units.
3.3. The unit level Safety Committee will consist of the following officials :-
Unit Head - Chairman
2nd Man of Opr.Deptt. - Member
Unit Maint.Head - Member
Unit P&A Head - Member & Coordinator
3 representatives of - MembersWorkmen, to benominated by theRecognized Union
3.4. All facilities/co-operation would be extended by the unit management for smooth &effective functioning of the Safety Committee.
3.5. The unit level Safety Committee shall ensure the following functions:-
a) Accident prevention, control, reporting and analysis;
b) Safety promotional activities to create a climate conducive for safety consciousness,cultivation of safety culture and safe habits amongst employees;
c) To suggest programmes for publicity, training, education, seminars, workshops,campaigns and special drives on safety aspects;
d) Ensure use of appropriate personal protective equipments by all employees;
e) Lateral co-ordination and liaison with Statutory authorities;
f) Maintenance, upkeep and availability of appropriate safety appliances;
g) Collect, compile and report all information and statistics pertaining to safety andaccidents to Corporate Safety Cell, regularly and in time.
3.6. The Safety Committee at unit level shall have jurisdiction over the working sites, officepremises, operational activities etc.
4.0. MEDICAL EXAMINATION
4.1. Every employee of the Company at the time of recruitment will be subjected to pre-employment medical examination and would be recruited only when he has beendeclared medically fit by the authorized medical authority.
3.7.2
4.2. Every employee so declared medically fit would conform to the medical fitness norms inaccordance with the rules and standards prescribed by the company.
4.3. All the employees, particularly above 45 years of age, may be subjected to periodicalmedical examination in addition to the statutory requirements.
4.4. The Company will ensure that uniform standards and procedures are followed with regardto medical screening for all employees at induction, during employment and at pre-retirement. This may be reviewed from time to time.
4.5. All health screening examinations will aim at evaluating general as well as occupationalhealth status of employees. These examinations will include screening and diagnostic testsas may be deemed necessary from the occupational exposure point of view.
5.0. JOINT CONSULTATION
5.1. For effective implementation of this policy, meetings on regular intervals would be heldbetween the Safety Cell of Corporate level and the Safety Committee of the units bydiscussing & sorting out the problems & issues, if any.
5.2. Since the Safety Committee, as mentioned in clause 3.3 of the policy, consists ofrepresentatives from Management as well as from the Unions, regular meeting of theSafety Committee would also be held at the unit level, so that the problems faced in day-to-day working, involving safety aspects could be discussed and sorted out, and in case ofdifficulty in solving the issue, the same could be referred to the Safety Cell at Corporatelevel.
5.3. The bipartite Safety Committee at the unit level, constituted for the purpose of ensuringsafety and health of the employees and work environment, may interalia, be charged withthe responsibilities of :
a) ensuring effective implementation of safety and health policy of the company;
b) ensuring implementation and compliance of the statutory provisions on the safety,health and environment;
c) advising the management at the unit level on various issues, concerning health andsafety of the employees.
5.4. The Company will correct/isolate/eliminate/modify such work processes which areidentified to have a high risk potential, to make the working conditions safe and healthy toacceptable levels. There shall be no monetary or material benefits in lieu of safety orhealth measures for hazardous exposures.
6.0. FUNDS & FACILITIES
6.1. The company shall make a budget provision for implementation of Safety Policy of thecompany at each unit.
3.7.3
6.2. The Annual Budget of the Unit shall include expenditure on:
a) Implementation of safety and health measures;
b) Procurement of instruments, equipments and personal protective appliances;
c) Maintenance of adequate and appropriate safety & occupational health organizationcovering both staff and facilities;
d) Safety training to all employees in the unit and also in specialized institutions/organization;
e) Publicity work including printing and purchasing professional books, journals,posters, films etc.;
f) Organizing Safety & Health campaigns, training programmes, seminars andworkshops and display of safety messages and accident statistics through boardshoardings and other display material;
g) Contribution to voluntary and professional associations/organization formembership with a view to exchange and update knowledge and skill in the field ofsafety and health.
h) Contribution to voluntary/statutory bodies for promotion of Safety & Health withinthe industry or for general purpose.
6.3. The Safety Cell at Corporate level will have its own Annual Budget to cater to :
i) Creation and maintenance of adequate staff and other facilities for implementationof Safety and Health Policy;
ii) Consultancies with specialist Agencies for special assignments;
iii) Training programmes, seminars, workshops, conference and meetings and studytours;
iv) Membership of professional associations/organizations/ institutions;
v) Contribution to Voluntary/Statutory bodies for promotion of Safety & Health;
vi) Procurement of reference books, periodicals, journals and education material onSafety, Health, Fire Services and Pollution Control;
vii) Visits to the Units.
7.0. RULES & PROCEDURES
7.1. The Rules and Procedures for the effective implementation of this policy will be drawn outat the unit level and will be made known to all the employees in a language understood bymajority of them.
7.2. The Rules and Procedures so framed at the unit level will be supplementary to thestatutory provisions in the sphere of Occupational Safety and Health and be withoutprejudice to the statutory provisions formulated by the Director General of Mines Safety/State Factory Inspectorate system and other Statutory Authorities.
3.7.4
8.0. STATISTICS, AUDIT & REVIEW
8.1. The statistics on Safety and Health shall be compiled on periodical basis and submitted toHead of Operations Department at Corporate Office and to the Unit Head at the unitlevel, in addition to the authorities as envisaged under the different legislations.
8.2. The management shall undertake periodical audit of safety and health care activities witha view to find out the status of implementation and compliance of the safety and healthrecommendations.
8.3. The annual safety and health audit will be carried out at the unit level by a groupconstituted by the Corporate Safety Cell. For this purpose, the group would undertakeinspection of the relevant documents and would also undertake visit and physicalobservation of areas, so as to find out how far the Safety & Health Policy has actuallybeen implemented and complied with by the concerned departments.
8.4. In the event of violation or non-compliance of the provisions of the occupational Safetyand Health Policy/ or Statutory provisions, the Safety and Health Audit Report shall besubmitted by the group to the Head of Operations Department at Corporate Office and tothe Unit Head at the Units, highlighting the defaults together with recommendations ifany, for implementation/ compliance both immediate as well as in the long term.
8.5. The statistics and audit report of safety and occupational health measures would also bereflected in the Annual Report of the Company.
9.0. STANDING ORDERS
9.1. Every employee would be personally responsible to abide by the provisions of law and ofthe standing orders of the unit on safety and health.
9.2. The Safety Committee at the unit level would be charged with the responsibility ofoverseeing and monitoring the effective implementation of the provisions of the standingorders on safety and health respectively by concerned authorities.
10.0. EMPLOYEES’ ROLE
10.1. Every employee of the company is expected to function effectively for the safety andhealth of himself as well as co-workers.
10.2. Every employee of the company will participate voluntarily in the safety and health careprogrammes, health education and safety training programmes and effectively impart suchinformation to co-workers and also to family members.
10.3. Every employee of the company is responsible to make his personal contribution to safety.He is also responsible in the light of his knowledge and experience with regard to his ownpersonal safety and that of his co-workers as well as of any material/property entrusted tohis care. It shall be his duty to:
a) Observe the safety rules;
b) make use of safety appliances supplied to him;
3.7.5
c) ensure useage of proper safety appliances by the employees working under him;
d) follow instructions of safety and health issued by the competent authority;
e) participate in safety and health programme actively.
10.4. Every employee shall maintain a high order of safety and health discipline. It is theresponsibility of every employee, every person undertaking work on behalf of theCompany/Units or every person working in the premises of the company’s unit to act insuch a way that he will
a) not endanger himself, other people, plant and equipment or product;
b) follow safe working practices;
c) not damage any equipment or facility provided for ensuring safety and healthmeasures.
11.0. CONTRACT LABOUR
11.1. All labourers of contractors/sub-contractors engaged in all kinds of jobs shall adopt safeand/healthy work practices as prescribed by the company from time to time. Thecontractors/sub-contractors shall be responsible for the safe working and safety of theiremployees. They shall designate a person to be responsible for safe working and he shallmaintain regular liaison with the safety department at the unit level.
11.2. The contract labour shall subject themselves to such medical examinations as required bythe law and/or by the company.
11.3. Suitable clauses shall be incorporated in all contracts to ensure safe working, including useof appropriate safety appliances.
11.4. Management at the unit level would ensure fulfilment of their obligations under the law asPrincipal Employer.
12.0. GENERAL
12.1. The Higher management of the Company shall periodically discuss/review the progressmade in the area of Occupational Safety, if necessary.
12.2. This Policy will be reviewed as and when required to incorporate changing concepts andshall be distributed free of cost to all employees in English and/or in other languageunderstood by majority of the employees.
3.7.6
4.0
ADVANCES
RULES REGARDING GRANT OF ADVANCE FORPURCHASE OF MOTOR VEHICLE / MOTOR CAR /
MOTOR CYCLE / SCOOTER / MOPED
1.0 OBJECTIVE
1.1 To assist the employees of the Company in the purchase of Motor Vehicle (Motor-car(including Motor cycle / Scooter / Moped) by providing an advance.
2.0 SCOPE
2.1 These rules shall apply to all employees who have completed one year of service,includingGraduate Engineers/Executive Trainees on completion of training.
2.2 These rules will be implemented subject to availability of funds in the annual operationbudget of the Company and shall be granted on the basis of total service seniority ofemployees in the Company. In case there is a tie in date of appointment, the seniority forthis purpose will be decided on the basis of age.
3.0 DEFINITIONS
3.1 "Sanctioning Authority” means Officer(s) to whom powers have been delegated in thisregard as per “Delegation of Powers”.
3.2 "Company” means Ferro Scrap Nigam Limited and Plants / Units / Offices under itscharge.
4.0 ELIGIBILITY
4.1 The rules shall apply to all employees including Management Trainees on completion ofone year training but will exclude the following:-
a) Casual, Part time, work charges and other temporary employees;
b) Apprentices and trainees during the period of apprenticeship / training;
c) Persons appointed on contract for less than 3 years;
d) Employees under suspension;
e) Foreign technicians;
f) Deputationists;
g) Employees on probation on first appointment except Management Trainees.
4.2 Employees drawing Basic Pay of Rs.2620/- p.m., and above will be eligible for advancefor purchase of Motor-Cycle / Scooter / Moped.
4.3 Executive drawing Basic Pay of Rs.4875/- p.m. and above will be eligible for advance forpurchase of Motor-Car (including Jeep).
NOTE : Basic pay will include NPP and Personal pay.
4.1.1
5.0 ENTITLEMENT
5.1 The maximum amount of advance admissible is as under :
5.1.1 For Purchase of Motor Car (including Jeep) :
Rs.80,000/- (Rupees Eighty Thousand only) or 35 months pay or cost of the caron road as purchased whichever is less.
5.1.2 For Purchase of Motor-cycle / Scooter :
Rs.15,000/- (Rupees Fifteen thousand only) or cost of the vehicle on raod aspurchased whichever is less.
5.1.3 For Purchase of Moped etc. :
Rs.7,500/- (Rupees Seven Thousand Five Hundred only) or price of vehicle onroad as purchased whichever is less.
NOTE : On road means purchase price, Insurance, and Road Tax.
6.0 INTEREST
6.1 The amount of advance shall carry a simple interest as per Government rules as declaredby the Central Government from time to time.
6.2 The rate of interest is, however, subject to variation as per decision of the Company.
6.3 The interest shall be calculated on the basis of yearly reduced balance at the end of theyear.
7.0 REPAYMENT:
7.1 The advance shall be repaid in :-
i) Not more than 80 monthly instalments for Scooter / Motor - cycle.
ii) Not more than 50 monthly instalments for Moped; and
iii) Not more than 144 monthly instalments for Car.
7.2 Interest shall be recovered in one or more additional instalment(s) each instalment beingnot more than the monthly recovery of advance.
7.3 The advance shall be recovered by pay roll deduction in each month commencing fromthe month following the month in which the advance is drawn.
7.4 If the tenure of service of an employee is expected to be less than the normal repaymentperiod, the instalments shall be so regulated that the advance with interest is recoveredbefore he / she leaves the Company.
7.5 An employee separated from the Company’s service due to resignation before completionof the repayment of the advance with interest shall be liable to refund the balance amountdue to the Company before such separation.
7.6 If an employee is under suspension, the instalment amount during the period ofsuspension may be reduced at the discretion of the Sanctioning Authority, but the totaladvance with interest shall be recovered within the scheduled period.
4.1.2
8.0 CONDITIONS FOR GRANT OF ADVANCE:
8.1 The advance will be admissible for purchase of one vehicle only.
8.2 Assessment of price of vehicle
If the vehicle is new, the price of vehicle shall be indicated in the Sale Invoice issued bythe dealer; if the vehicle is not a new one, the price of the vehicle and fitness(i.e. it is insound condition and road worthy) shall be assessed by a Committee comprising offollowing Officers in their respective Units:
1. Unit Head
2. Unit P&A Head
3. Unit F&A Head
The Committee would critically examine the condition of the vehicles and documents anddeclare reasonability of the price at which transaction expected to be completed. If theadvance is already drawn and the Committee certifies that the vehicle is not fit, advanceshall be refunded to the company within 30 days.
8.3 Excess amount to be refunded :
If the price of the vehicle is less than the amount of advance drawn, the excess of theamount shall be refunded to the Company within 7 days of the purchase.
8.4 Items included in the price of the vehicle :
The price of the vehicle will include expenditure on the items like spare wheel togetherwith a tyre and tube, the pillion seat of scooter, which have to be purchased alongwith theMotor-car, Motor-Cycle/Scooter, Moped.
8.5 The sanctioning order for the advance shall be valid for a period of 3 months.
8.6 An advance for purchase of vehicle can be granted if the application is made within aperiod of 30 days from the date of purchase / finalisation of the deal.
8.7 Purchase to be effected within 30 days:
An employee shall purchase vehicle not later than 30 days from the date of drawal ofadvance. Otherwise the advance shall be forthwith refunded to the Company.
8.8 Agreement for repayment
An employee shall before the drawal of advance, execute an agreement in the prescribedform.
8.9 Insurance of vehicle against total loss
a) Immediately after purchase, the vehicle shall be insured by the employee concernedagainst total loss by fire, theft, accident and / or SRCC for not less than the amountadvanced / amount due to the Company, until advance with interest is repaid. (If atany time the amount insured is less than the amount of advance plus interest, theCompany reserves the right for insuring for the balance amount and recovering theamount of premium from the concerned employee). In the event of total loss ofvehicle and the insurance compensating the Company for a sum of which is lessthan the amount outstanding against the employee,the Company shall have the
4.1.3
right to recover the difference from the employee.
b) At the time of taking the insurance policy, the employee shall write a letter to theInsurance Company notifying that the vehicle is hypothecated to the Company.
8.10 Insurance Policy to be deposited to the Company.
A copy of the Insurance Policy shall be deposited with the Company within 30 days afterthe purchase of the vehicle
8.11 Hypothecation of the Vehicle to the Company
a) The employee shall hypothecate the vehicle as a security for the advance, and thecost price of the vehicle shall be entered in the prescribed Deed of Hypothecation.
b) The Deed of Hypothecation shall be deposited with the Company within 30 days ofthe delivery of the vehicle. The Deed of Hypothecation shall stand cancelled afterthe advance with interest is fully paid, and it shall be returned to the employee dulyendorsed on the same to that effect on request.
8.12 Failure on the part of employee
a) In the event, an employee fails to comply with or to fulfill any provision of thescheme, the Company shall be at liberty to proceed against the hypothecatedproperty and sell the vehicle to recover the balance due to the Company.
b) In the event of not purchasing the Motor-Car / Motor-Cycle/ Scooter / Moped etc.,and in the failure to refund the advance with interest to the Company within 30days of the date of drawal of the money, the Company shall be entitled to takedisciplinary action as deemed fit against him.
8.13 Disposal of vehicle before advance is repaid
The advance shall be used only for purchase of a vehicle as approved by the SanctioningAuthority. The concerned employee shall not dispose of the vehicle in any mannerwhatsoever, during the period in which any portion of the advance is unpaid.
8.14 Sale / Transfer of vehicle
An employee desiring to sell or transfer ownership of the vehicle to another person duringthe period of the vehicle is hypothecated to the Company, shall be required to obtainprior approval of the Sanctioning Authority, and subject to the following conditions:-
a) If he does not wish to purchase another vehicle, the balance amount due to theCompany shall be refunded within 7 days of the sale / transfer.
b) If he wishes to purchase another vehicle with sale proceeds of the previous vehiclesubject to approval of the Sanctioning Authoirty, he may purchase another vehiclesubject to the following conditions:-
i) He shall buy a new vehicle and not a second-hand vehicle.
ii) The purchase is made within 30 days of the sale / transfer of the previousvehicle.
iii) He shall continue to repay the balance amount of the advance to theCompany.
4.1.4
iv) He shall be required to comply with provision of this Scheme as for grant ofnew advance including:-1) Price 2) Fitness Certificate3) Insurance 4) Hypothecation
v) If the balance due to the company is in excess of the price of the newlypurchased vehicle, the excess amount shall be refunded to the Company,within 7 days.
9.0 PROCEDURE
9.1 An employee desiring to draw advance under this rules, shall apply to the SanctioningAuthority in the prescribed form.
9.2 The employee should execute an agreement in the prescribed form for drawing theadvance on non-judicial stamp paper of an appropriate value.
9.3 An employee shall, within 30 days of the purchase of vehicle, submit the followingdocuments to the Sanctioning Authority / his nominee.a) Sale Invoice or Certificate of Price.b) Registration document of the vehicle in the name of the employee (which shall be
returned after verification).c) Copy of the Insurance Certificate.d) Deed of Hypothecation on non-judicial stamp paper of appropriate value.
9.4 The Registration book of the Car / Motor-Cycle / Scooter / Moped, shall also contain anendorsement by the Registering Authority that it is Hypothecated to the Co.
10.0 SECOND / SUBSEQUENT ADVANCE
10.1 Second / Subsequent advance will be granted only after the vehicle purchased from theprevious advance has been sold/ stolen or rendered as unserviceable after completion of10 years from grant of first advance; and
10.2 In the case of person having a two-wheeler, second advance may be granted, if he hadearlier drawn advance for two-wheeler and now wants to go in for a car; In such case hewill be allowed advance for Car minus the advance already drawn for the two wheeler.
10.3 When the old vehicle is sold, the amount of the second / subsequent advance will be theamount as per the rules or the amount arrived at by deducting the sale proceeds of the oldvehicle from the price of the second vehicle, whichever is less.
11.0 TENURE
11.1 These rules shall come into force with immediate effect.
11.2 Company reserves to itself the right to modify, cancel and amend any of these ruleswithout prior notice.
11.3 Not with standing what is contained hereinafter, the Company reserves to itself the right toreject any application without assigning any reason thereof.
4.1.5
RULES FOR GRANT OF ADVANCE FOR THE
PURCHASE OF BICYCLE
1.0 OBJECTIVE
1.1 To assist the Non-executive employees of the company in the purchase of bicycle byproviding advance.
2.0 SCOPE
2.1 These rules will be applicable to all the non-executive employees.
3.0 ELIGIBILITY
3.1 All employees who have completed one year of service but excluding casual employees,apprentices and employees under suspension.
4.0 DEFINITIONS
4.1 “Sanctioning Authority” means an authority to whom powers have been delegated.
4.2 “Company” means Ferro Scrap Nigam Limited and the Plants/Units/Offices under itscharge.
5.0 AMOUNT OF ADVANCE
The maximum amount of advance admissible will be as under:
i) Rs. 800/- for the new bicycle purchased from an authorised dealer or the actual cost,whichever is lower.
ii) Rs. 600/- for second-hand bicycle or the actual cost, whichever is lower.
6.0 CONDITIONS FOR GRANT OF ADVANCE
6.1 All employees will be required to submit surety bond in the Prescribed Form anyemployee who has completed one year of service.
6.2 Applications for grant of advance should be submitted in the prescribed application form.
6.3 An employee who takes an advance, shall within one month of drawing the advancefurnish to the Sanctioning Authority a certificate giving full particulars of the conveyancepurchased and the cash receipt for the amount actually paid by him. If the actual pricepaid is less than the advance taken the balance should be refunded forthwith.
4.2.1
7.0 RECOVERY OF ADVANCE
7.1 The advance will be recovered in monthly installments commencing from the monthfollowing the month in which advance is drawn by the employee.
7.2 The advance will be recovered in not more than 25 equal monthly installments.
8.0 INTEREST
8.1 Simple interest will be charged at the rate applicable to Central Government employees onthe date the advance is drawn. The interest will be calculated on the balance outstandingon the last day of each month. The amount of interest will be recovered in one additionalinstallment if the principal amount is repaid in installments not exceeding 12 and in othercases in two installments from the pay payable to the employee immediately after the fullamount of advance is recovered.
9.0 GRANT OF SECOND ADVANCE
9.1 The second advance should not ordinarily be granted within 3 years of the drawal of thefirst advance unless the Sanctioning Authority is satisfied that the bicycle purchased bytaking earlier advance has been stolen/damaged beyond repairs/become unserviceable.
10.0 TENURE
10.1 These rules shall come into force with effect from the signing of the Agreement.
10.2 The Company reserves to itself the right to modify, cancel or amend any of the ruleswithout prior notice.
4.2.2
HOUSE BUILDING ADVANCE RULES
1.0 OBJECTIVES
To authorise the employees of the Company to secure loans/advances from outsidespecialised agencies like LIC, HDFC, HUDCO, Nationalised Banks etc., for construction ofdwelling house.
2.0 POLICY
To subsidise the difference between the interest chargeable to employees on such housebuilding loan / advance taken by the employees from such outside agencies and theinterest that is required to be borne by the employees under Company’s rules. This will bedone as a purely welfare measure. This will not confer any right or benefit on theemployee covered nor impose any obligation or liability on the Company.
3.0 SCOPE
3.1 The word “employees” means those who are on the permanent roll of the company dulyconfirmed in their post after completion of probationary period on their appointment.These shall not apply to casual, part-time, those on contract for less than one year, thoseon daily wages, trainees, work-charged and probationers.
3.2 Deputationists in the Company’s service or Company employees on deputation outside,shall be governed by the terms and conditions of such deputation.
3.3. The employees will be required to obtain prior permission/ approval of competentauthority before applying for/ release of loan by the loan-lending agency for the purposeof availing the benefit under this scheme.
4.0 INTEREST SUBSIDY
The employees will bear the interest as shown against each quantum of loan and thebalance interest chargeable to them by financial institutions, will be subsidised by theCompany, on production of necessary documents and evidence by the employees, insupport of having paid the higher interest:
i) Upto Rs.1 lakh : @ 4% per annum
ii) From Rs.1 lakh to : @ 10% per annum
3 lakhs
4.3.1
The interest subsidy on house building advance will be reimbursed to the employees on thequantum of loan upto a maximum limit of Rs. 3.00 Lakhs, in the following manner :-
A) QUANTUM OF LOAN INTEREST TO BE SUBSIDISED
i) Upto Rs. 1 Lakh : Any amount above 4% per annumthat may be charged by the loanlending agency.
ii) From Rs. 1.01 Lakh : Any amount above 6% per annumto Rs 3.00 Lakh that may be charged by the loan
lending agency.
B) The rate of interest for employees, who have availed HBA prior to 1st April 2005 at higherrates, would stand modified as per the above rates. However, the revised rate in such cases will beapplicable on the outstanding principal amount only, as on 1st April 2005.
4.1 The reimbursement of interest subsidy shall be for the following purposes :
i) Acquisition or purchase of land (free-hold or long term lease)
ii) Construction of house on such land already owned or purchased or acquired onlong-term lease by the employee in his name or jointly in the names of theemployees and his spouse.
iii) The plot of land should be a developed one on which construction could be startedimmediately.
iv) Purchase of a newly built house or flat on ownership basis.
v) Purchase of a flat or house under Self-Financing Scheme or any other housingscheme of Govt., Central or State, directly or through Managing Boards,Municipalities, local bodies and Co-operative Housing Societies.
vi) For enlarging living accommodation of existing house.
4.2 The maximum amount of loan on which subsidy of interest is allowed is given below :
a) FOR NEW HOUSE/FLAT CONSTRUCTION
i) 60 months’ Basic Pay at the time of application; or
ii) 80% of the total value of Purchase/acquisition of land and house to beconstructed or 80% of the purchase price of a ready-built house; or
iii) Rs. 3 lakhs,
whichever is least.
The Company may retain at its own cost an Architect who will render the necessaryservices to assess the property valuation and a Lawyer to check the validity of documentsof title and or cost estimate is certified by the company Lawyer/Architect.
b) FOR ENLARGING LIVING ACCOMMODATION OF EXISTING HOUSE
i) 60 times the basic pay of the employee at the time of application; or
ii) 80% of the cost of enlargement; or
4.3.2
iii) Rs. 90,000/-
whichever is least provided house building advance has not been taken earlier.
4.3 The subsidy shall be admissible for construction/acquisition of houses/flats at the place ofduty of work of the employee or anywhere in India where employee wishes to settle downon superannuation and for the houses to be constructed/constructed in the areas beyondthe limits of Municipal Corporation/Municipality for the purpose of purchase/acquisitionof land (free hold or long term lease) and construction of home/flat thereon. The advancewill be secured by an English Mortage.
4.4 In cases where both husband and wife are employees of the company, the subsidy shallbe admissible only to one of them.
4.5 No employee shall be eligible for the subsidy if:
a) He is on deputation from the Central or State Govt.,
b) He/She owns a house in his/her own right, individually or jointly.
c) The wife/husband, minor children or any other legal dependent of such employeeown a house whether individually or jointly.
4.6 PERIOD OF INTEREST SUBSIDY
Interest subsidy will be restricted by the company for -
i) The period in which the employee is in the service of the Company; or
ii) Till the date of repayment of initial eligible amount to the lending money agency, incase the employee has taken loan over and above eligible amount whichever isearlier.
5.0 The facility for subsidising difference of interest for construction of house shall be grantedonly once in the service career of employee.
5.1 The reimbursement of interest subsidy will be made quarterly, i.e. as on 31st March, 30thJune, 30th September and 31st December every year on production of prescribed proofand documents.
5.2 The date of completion of construction must be reported to the competent authoritywithout delay.
5.3 An employee furnishing wrong or false information or certificates/documents or misusingthe facility in any form will be guilty of misconduct and will render himself/herself liable ofdisciplinary action, involving major penalties apart from incurring the liability to refund theentire amount withdrawn towards subsidy of interest.
5.4. The Interest subsidy as above shall be granted subject to the condition that priorpermission of competent authority is availed before applying for loan/sanction of loan bythe loan lending agency.
4.3.3
6.0 HOUSE RENT ALLOWANCE
An employee who avails facility for subsidising the difference of interest under these rulesfor construction of House shall be eligible for house rent allowance as per the House RentAllowance Rules.
7.0 VACATION OF CO.’S RESIDENTIAL ACCOMMODATION
Sanction of facilities for subsidising difference of interest to the employees for acquiring/building a house/flat at the place of his/her posting or within its extended municipal limitswill be on the condition that they will vacate the company house or lease accommodationallotted to them by the company within one month of occupation of the house.
8.0 TENURE
These rules shall come into force with immediate effect. The company reserves the right toamend or add from time to time and in such manner as it may deem fit any rules and/orprocedures framed in this connection. The Company reserves the right to withdraw orsuspend the scheme partially or wholly without assigning any reason.
4.3.4
4.4.1
RULES FOR PAYMENT OF FESTIVAL ADVANCE
1.0 COVERAGE
Employees (Executive & Non-Executive) who are on the permanent roll of the company
shall be eligible for payment of Festival Advance.
2.0 AMOUNT OF ADVANCE
Such employees will be paid a lump sum amount upto 2,500/- which will be free of
interest on the eve of festivals which shall be notified by the company at the beginning of
each calendar year. An employee will however have to apply for advance and forward it
to Personnel Deptt. for examination and recommendation to Finance Deptt.
3.0 The advance shall be recovered from the immediate succeeding month’s salary of the
employees in 10 equal monthly installments.
4.0 The advance shall be drawn only once in a calendar year and before the date of the
concerned festival.
5.0 The advance shall not be paid until and unless advance drawn during the preceding
calendar year has been fully recovered.
6.0 Employees who have not completed 1 year of continuous service shall not be eligible for
this advance.
7.0 Employees shall be required to give their choice of festival against which they like to draw
Festival Advance at the beginning of every calendar year. Any change in the choice of
festival for drawing advances shall not normally be entertained.
5.0
INCENTIVE / MOTIVATIONAL
SCHEME
INCENTIVE SCHEME FOR ACQUIRING PROFESSIONALQUALIFICATIONS
1.0 OBJECTIVE
To encourage employees to improve their knowledge and professional competence byundertaking advance studies relevant to their function in the Company.
2.0 POLICY
Employees shall be given increments when they acquire additional qualifications, asspecified and relevant to the area of responsibility, during their service in the Company.
3.0 SCOPE
This Scheme shall cover all employees of the Company below the Board level includingManagement Trainees.
4.0 SANCTIONING AUTHORITY
Managing Director/Chief Executive or such other authorities to whom these powers aresub-delegated shall be the Competent Authority for grant of this incentive to employees inPlant/Units.
5.0 ENTITLEMENT
5.1 The number of increments admissible for acquiring different professional qualifications isgiven at Annexure-A.
5.2 Increments under this Scheme shall be granted not more than twice during the tenure ofthe service of an employee.
5.3 Advance increments granted under this scheme shall in no way effect the annualincrement and the due date thereof.
6.0 ELIGIBILITY
6.1 Employees in the Company below the Board level who qualify in the final examination asin Annexure-A shall be eligible for the increment with effect from the date the final result ofthe examination is declared and their prescribed training, if any, is completed.
6.2 Employees who have acquired the Professional qualification specified in Annexure-Awhile in service, but not received incentives in the scheme already in existence are eligiblefor the incentive under this scheme from the date of effect of the scheme.
6.3 The grant of incentive shall be subject to production of official proof in support ofacquisition of the prescribed qualifications.
5.1.1
6.4 The grant of leave, if required for prosecuting studies or for appearing at the examinationshall be subject to the normal leave rules of the Company.
6.5 The Company may utilise the services of an employee in a department/function in whichthe professional qualification acquired by him could be relevant or more advantageouslyutilised.
6.6 Grant of incentive under the Scheme shall not entitle an employee to any specific claimfor promotion which shall be as per normal prescribed rules.
6.7 The employee in common channel for consideration to higher post, are eligible forincentive under this Scheme, if the qualification acquired is relevant to the functioncovered by the higher post. In other words, if a person is eligible for promotion to a post,the acquisition of qualification which is relevant for the higher post will entitle theemployee to be covered under this scheme.
CLARIFICATION
(i) Employees who are in common channel and are in the same cadre with liability forinter-departmental or inter-directorate transfer can be given the benefit of theScheme without regard to the actual place of posting at the time they acquirequalification or apply for increment under the Scheme.
(ii) Clause 6.7 will be applicable only to the main/principal channel of promotion andnot to additional channel of promotion which might have been provided inindividual cases or to specific categories of employees.
6.8 Employees shall not be eligible for the incentive under this scheme in the followingcircumstances:
6.8.1 If they are sponsored at the expense of the Company for the examination/training to acquire the qualification.
6.8.2 If the appraisal reports are not of the same standard as prescribed in thepromotion policy.
7.0 PROCEDURE
7.1 An eligible employee may apply for the incentive under the scheme through properchannel in the prescribed form (Annexure-B).
8.0 TENURE
This scheme is liable to be cancelled/withdrawn at the discretion of the Chairman of theCompany without any notice and without assigning any reasons thereof. Likewise, theChairman reserves to himself the right to alter and/or amend the Scheme includingadditions or deletion to the list of the professional qualifications.
5.1.2
9.0 The employees drawing additional increment under the Incentive Scheme for acquiringprofessional Qualifications while in service of the Company, shall be required to serve theCompany for atleast one year from the date of grant of such additional increments tothem.
GENERAL CLARIFICATIONS
1. Increments will not be admissible for the second time if the Post Graduate Degree/Diploma acquired is in the same field or discipline.
2. Where there is no scope in the scale of pay to absorb the increments granted underthe scheme i.e. if the entitlement exceeds the maximum of the scale of pay or in thecase of employees who have already reached maximum of pay at the time theybecome eligible for the increments, the amount in excess of the maximum of thescale of pay will be treated as personal pay. The personal pay shall be added to thebasic pay while fixing the pay on subsequent promotion. If there is no scope in thehigher grade also, the difference will continue as personal pay till it is added to thebasic pay in subsequent promotions.
5.1.3
ANNEXURE “B”
APPLICATION FORM
(Ref.Rule 7.0)
INCENTIVE SCHEME FOR ACQUIRING PROFESSIONALQUALIFICATIONS
To:
(Sanctioning Authority)
Through : PROPER CHANNEL
Name :
T.No. :
Designation :
Department/Section :
Grade & Present Pay :
Examination Passed :
Date of Passing the Qualification :
Documentary Proof of examinationPassed is enclosed. :
Date : (Signature of the Applicant)
(FOR OFFICE USE ONLY)
Number of increments sanctioned :
SIGNATURE OF
DATE : SANCTIONING AUTHORITY
5.1.4
ANNEXURE - “A”
APPROVED PROFESSIONAL QUALIFICATIONS
Ref. Rule 5.1
INCENTIVE SCHEME FOR ACQUIRINGPROFESSIONAL QUALIFICATIONS
Eligible Employees Number ofS.No Specified Qualifications subject to clause increments
2.0
1. 2. 3. 4.
1. Section A & B of Associate Employees other than 2
Membership Examination of Graduate in Engg.,
Institute of Engineers India or working in Technical
Section A & B of the Institution discipline.Examination of the Institution of
Engineers (India).
2. LME / LEE / LCE from — do — 1
recognised institution.
3. Post Graduate degree in Employees who are 2any branch of Engg., of Graduates in Engg.
not less than two years working in Technical discipline
duration from recognised University.
4. Recognised Post-Graduate Employees in Personnel 2
Diploma or Degree in (including Industrial
Labour Welfare / Social Relations) deptt. who
Work of not less than 2 do not possess equivalentyears duration qualifications.
5. Recognised Post-Graduate — do — 1
Diploma in Labour/Social
Work of not less than nine
months duration or the factories
Welfare Officers’ Examination
conducted by the State Government.
5.1.5
Eligible Employees Number ofS.No Specified Qualifications subject to clause increments
2.0
1. 2. 3. 4.
6. Recognised Post-Graduate Employees in Personnel 2
degree or Diploma in / Marketing /Materials
Business Management of Management.
not less than 2 years duration.
7. Final examination of the Employees in Accounts 2
Institute of Cost and Works Department. Also employees
Accountant / Chartered of Board and Company
Accountant of India or U.K. affairs
8. Final examination for Employees in Accounts 2
the Management Department.
Accountancy conducted by the
Institute of Cost & Works
Accountants or Chartered
Accountants of India or U.K.
9. Final examination of the Employees working in 2
Institute of Company Board and Company
Secretaries of India or Affairs and Law Deptts.
Chartered Secretaries of Also for employees of
U.K. Finance & Accounts
Departments.
10. Recognised Diploma in Employees of Stores & 1
Industrial Purchasing & Purchase Departments.
Materials Management.
11. Degree in Law (LLB) from Employees in Law, Vigi- 2
a recognised University/ lance, personnel & Town
Institution. Administration.
5.1.6
12. Recognised Post-Graduate All Employees Working For course of
Degree or Diploma in in any department 2 years durationBusiness Management and 2 increments. For
Diploma in Management Course less than
of All India Management 2 years duration
Association. one increment.
13. M.A. in Public Employees in General 2
Administration from a Admn., Town Admn.,
recognised University/ Personnel & Marketing.Institution.
14. Recognised Post-Graduate Employees who are For Course 2
Degree / Diploma including graduate in the years duration
Doctorate in any discipline concerned discipline. 2 increments.
which is already covered For Course
under the scheme. less than 2years one
increment.
15. Recognised Degree / Employees in Personnel —do—
Diploma in the field of & I.R. Departments who
Personnel Management / do no possess equivalent
Industrial Relations / Labour qualifications.
Laws / Labour Welfare /Social Work.
16. Recognised Post-Graduate Employees in Materials —do—
Diploma in Materials Management Department.
Management awarded by the
Indian Association of Materials
Management.
Eligible Employees Number ofS.No Specified Qualifications subject to clause increments
2.0
1. 2. 3. 4.
5.1.7
17. Recognised Diploma in All Employees working 2
different branches of in relevant technicalEngineering such as discipline are also
Automobile & Electronics covered.
(at present LME / LCE & LEE
are covered for incentive).
18. Degree / Diploma in Employees of Vigilance 2
criminology acquired Security / Intelligence
from a recognised institute Departments.of not less than two years
duration.
19. Bachelor’s degree in Employees working in 1
Library and Information Library.
Science from a recognised
Institute.
Eligible Employees Number ofS.No Specified Qualifications subject to clause increments
2.0
1. 2. 3. 4.
5.1.8
INCENTIVE SCHEME FOR PROMOTINGSMALL FAMILY NORMS
1. Grant of Rs.2000/- to Male and Female employees of the Company for undergoingsterilization (Vasectomy /Tubectomy) operation after having 2 to 3 surviving childrenincluding step children, if any. the entire amount of Rs.2000/- will be paid to employees incash.
2. Cash incentive of Rs.2000/- will be paid to such employees (or their spouse) who undergothe operation after one child also at par with the incentive available for undergoingoperation after two or three living children.
3. Such employees (or their spouses) who undergo the sterilization operation after havingmore than 3 children will be allowed cash incentive of Rs.200/- only.
4. The special Casual Leave for employeesundergoing sterilisation operations would begranted as under:(a) 14 days Special Casual Leave would be granted to female employees for
undergoing Tubectomy Operation. The husbands of the female employees, whohave undergone Tubectomy operations, would be granted 7 days special casualleave.
(b) 2 days Special Casual Leave would be granted to male employees for undergoingVasectomy operation. The period can be extended upto 6 days if the competentmedical authority recommends so.
(c) The Special Casual Leave of 2 days / 6 days for undergoing Vasectomy operationsmay also be granted for second time sterilisation operation, in case the firstoperation is not successful.
(d) The Special Casual Leave as above, would be exclusive of the intervening Sunday /holidays.
(e) One day’s Special Casual Leave would be granted to female employees for IUCDinsertions.
5. Grant of concession and incentive is subject to the following conditions:i) The employees must be within the reproductive age group. In the case of a male
employee, this word means that he should not be over 50 years and his wife shouldbe between 20 to 45 years of age. In the case of female, she must not be above 45years and her husband must not be over 50 years of age.
ii) The sterilisation operation must be conducted and the sterilisation certificate mustbe issued by an authorised competent authority of the hospital. Where this is notpossible, the sterilisation certificate issued by a State Government Hospital or anInstitution recognised by the Central Government for the purpose will suffice.
iii) The sterilisation operation can be undergone either by the employee or his/herspouse provided the conditions at Sl.Nos. (i) and (ii) above are fulfilled.
6. Employees (or their spouses), who undergo sterilisation operation, will be allowed theincentive given by the respective State Government in addition to the incentive providedby the Company.
7. The benefit of Special Casual Leave for undergoing sterilisation operation will beuniformly allowed to all employees irrespective of the number of children after which theoperation is undergone.
5.2.1
INCENTIVE SCHEME FOR PROMOTION OFPROGRESSIVE USE OF HINDI IN
DAY TO DAY OFFICE WORK
1.0. Objectives
1.1. To encourage employees acquire qualifications in the Hindi Language and use RajbhashaHindi in their official work.
1.2. To comply with the provisions of the Official Languages Act, 1963, the Official LanguagesRules 1976 and the Orders issued from time to time by the Government of India regardingthe Hindi Teaching Scheme and the use of Hindi as Official Language.
2.0. Policy
2.1. To ensure increasing use of Hindi in the official work in FSNL.
2.2. To sponsor employees not having working knowledge of Hindi, to acquire qualifications inHindi under the Hindi Teaching Scheme of the Govt.of India.
2.3. To provide training to English Stenographers/PAs/EPSs in Hindi Stenography.
2.4. To provide training in Hindi Typewriting to those Assistants/Sr.Assistants whose jobnormally involves English typing.
2.5. To liberalize the Hindi Incentive Scheme of the Govt.of India and to provide betterincentives on:
a) Acquiring qualifications in Hindi
b) Passing Hindi Stenography/Typewriting examinations;
c) Doing official work in Hindi exclusively or in addition to English.
3.0. Scope
3.1. This incentive scheme shall cover all employees of the Company excluding the daily ratedstaff, contract labour, messengers, security guards, drivers, tea boys, stewards etc.andoperational staff.
3.2. Deputationists in the Company’s service or Company’s employees on deputation outside,shall not be covered under this scheme.
3.3. Employees posted in the Hindi Cell or those appointed for doing Hindi work and postedin other departments/sections shall not be covered under this scheme except as otherwiseprovided in the Incentive Scheme.
4.0. Facilities
4.1. No fee will be charged towards tuition or for examination conducted under the HindiTeaching Scheme.
5.3.1
4.2. Text books for Prabodh, Praveen and Pragya examinations will be supplied free of cost.
4.3. Classes will be held during office hours.
4.4. TA/Actual conveyance charges as admissible under FSNL TA Rules will be allowed forattending training classes and for appearing in the examinations in case these are held outof the office premises or out of station.
4.5. In the case of training and/or the examination held within the city but outside the officepremises, reimbursement of actual conveyance expenditure as per the entitlement will beadmissible from the office to the training/examination centre and vice-versa.
4.6. Duty leave will be granted for appearing in the examination.
4.7. An entry will be made in the service record in passing the prescribed Hindi Examination.
4.8. Cash awards and Lump-sum awards granted on passing the Hindi Examinations areincome tax free.
5.0. Grant of Personal pay for Passing of Examinations
5.1. Personal pay equal in amount to one increment for a period of 12 months at the currentrate of increment will be granted to the employees on passing the following examinationsof the Hindi Teaching Scheme:-
i) Pragya or equivalent recognised Hindi examination;
ii) Hindi Stenography examination;
iii) Hindi Typewriting examination.
5.2. Employees whose mother tongue is not Hindi, will be granted personal pay equal inamount to two increments, on passing the Hindi Stenography examination for a period offirst twelve months and amount equal to one increment for the subsequent twelve months.The amount of increment for the purpose of calculating personal pay will be equal to thecurrent rate of increment.
Example
i) An employee whose rate of increment at the time of grant of the personalpay is, sayRs.40/-, will be granted an increment of Rs.40/- for a period of twelve months.
However, if after a lapse of, say four months (during which he/she has drawnpersonal pay equal to Rs.40/- per month), the rate of increment increases fromRs.40/- to say Rs.50/- he/she will draw a personal pay equal to Rs.50/- per month,i.e., the current rate of increment for the remaining period (i.e., for the remainingeight months).
ii) In case of employees covered under 5.2 above, personal pay equal to twoincrements, for a period of first twelve months and one increment for subsequenttwelve months will be granted in accordance with the guidelines indicated in (i)above.
iii) If an employee drawing personal pay as provided in 5.1 and 5.2 above, getspromoted to the next higher scale of pay he will draw for the remaining period of 12
5.3.2
months/24 months, as the case may be at his current rate of increment, i.e., in hisnew scale of pay as indicated in para (i) and (ii) above.
5.3. An employee to whom personal pay has been granted under this incentive scheme may, ifhe so desires, forego the same from a day of his/her choice without assigning any reasontherefor. For this purpose he/she will have to inform in writing the authority who grantedhis/her personal pay under the Hindi Incentive Scheme.
5.4. Personal pay will be granted to the concerned employee with effect from any one of thefollowing dates of his choice:-
5.4.1.The first day of the month following the month in which results of the examinationsare announced; or
5.4.2.The date of annual increment which falls due after the announcement of the resultsof the examination.
5.5. The concerned employee will have to exercise his option in this connection within aperiod of three months from the date of declaration of results. If an employee is on leaveor on official tour on the date of declaration of the result, the period of three months willcount from the date on which he resumes duty after return from leave/tour. The optiononce exercised shall be treated as final and no change, what so ever will be allowed.
5.6. If the employee does not exercise his option within the prescribed period, no personal paywill be granted to him. In special circumstances, the management will themselves take adecision for extending the date of exercising option on the merit of each case.
5.7. The concerned employee shall be required to fill-in the prescribed declaration (Annexure-I) for the grant of personal pay. On the basis of the particulars furnished in the declarationform, the eligibility for grant of personal pay shall be decided.
5.8. In case an employee passes the prescribed Hindi examination and the Hindi Stenography/Typewriting examination simultaneously or in quick succession, personal pay will begranted to him separately for each examination. Personal pay for the second examinationwill be admissible after completion of the period of 12 months after the grant of personalpay for the first examination.
5.9. Personal pay granted for passing the examination indicated in para 5.1 will be treated asbasic pay for all practical purposes, i.e., for grant of all allowances and benefits that accrueto an employee on the basis of the basic pay.
6.0. Eligibility for Grant of Personal Pay
All employees of FSNL, as described in para-3 of the scheme shall become eligible forgrant of personal pay, except as provided herein below:
6.1. On passing the prescribed Hindi Examination
6.1.1. An employee will not be eligible, if
a) he/she has already passed the matriculation or an equivalent or higherexamination conducted by a Board/University or a recognised Private
5.3.3
Body with Hindi as an elective/regular/additional/optional subject or asa medium of examination.
b) His/her mother tongue is Hindi and he/she can express himself/herselfwell in written Hindi and he/she declares himself/herself to haveacquired working knowledge of Hindi.
c) He/she declares himself/herself to possess proficiency in Hindi.
6.2. On passing the Hindi Typewriting examination
6.2.1. An employee will not be eligible, if
a) he/she has already passed a test in Hindi typewriting;
b) for him/her training in Hindi is not obligatory (i.e., those Assistants/Sr.Assistants who are not required to do English typing work in Office);
c) before joining the employ of the company, he/she had declared that he/she had a speed of 25 w.p.m. or more in Hindi typewriting.
d) he/she has already received Training in Hindi typewriting from aninstitution recognised by the Government and has passed a test in Hinditypewriting therefor.
6.3. On passing the Hindi Stenography Examination
6.3.1. An employee will not be eligible if
a) he/she has already passed an examination in Hindi Stenography;
b) for him/her training in Hindi Stenography is not obligatory, (i.e.,employee who are not required to do English Stenography workinoffice);
c) before joining the company, he/she had declared that he/she had aspeed of 80 w.p.m. in Hindi Stenography.
6.4. Personal pay will be granted only to those employees who pass the prescribed Hindi,Hindi Stenography, Typewriting examination within a period of 15 months of thecompletion of the course. In case of employees who pass the examination as privatecandidates the period of 15 months will count from the date of their appearance in thesaid examination.
6.4.1. Employees getting training through the arrangements made by FSNL shall bedeemed to have passed the examinations as private candidates.
5.3.4
7.0. Grant of Lump-sum Award on Passing the Hindi, HindiStenography and Hindi Typewriting Examination.
7.1. Lump-sum awards will be granted to the employees passing the following Hindi, HindiStenography and Hindi Typewriting examinations as indicated below:
EXAMINATION AWARD
i) Prabodh examination of Rs.500.00 (Rupees Five
the Hindi Teaching Scheme. hundred only)
ii) Praveen examination of the Rs.500.00 (Rupees Five
Hindi Teaching Scheme. hundred only)
iii) Pragya examination of the Rs.600.00 (Rupees Six
Hindi Teaching Scheme. hundred only)
iv) Hindi Typewriting exam of Rs.400.00 (Rupees Four
the Hindi Teaching Scheme. hundred only)
v) Hindi Stenography exam of Rs.750.00 (Rupees Seven
the Hindi Teaching Scheme. hundred fifty only)
vi) Such Hindi examinations Rs.600.00 (Rupees Six
conducted by Voluntary hundred only)
Hindi Organisations as
have been recognised by the
Govt.of India (Ministry of Education
& Social Welfare, now renamed
as Ministry of Human Resources
Development) as equivalent to, or
higher than the Matriculation Examination.
vii) Hindi Parichay exam of Rs.600.00 (Rupees Six
the Central Hindi Directorate. hundred only).
7.2. The grant of Lump-sum award will be subject to the eligibility conditions for the grant ofpersonal pay laid down in para 6.0 of the Hindi Incentive Scheme as also the eligibilityconditions specified herein below:
7.2.1. An employee will not be eligible for grant of Lump-sum award for passingPrabodh Examination, if he/she has already passed the Primary (Class V) or anequivalent or higher examination conducted by a Board or a University or a
5.3.5
Govt.Agency or a Private Body with Hindi as a subject (in any form) or throughHindi medium.
7.2.2. An employee will not be eligible for grant of Lump-sum award for passing theHindi Praveen examination, if he/she has already passed the middle (Class VIII)or an equivalent or a higher examination conducted by a Board or a Universityor a government Agency with Hindi as a subject (in any form) or through Hindimedium.
7.2.3. For grant of Lump-sum award, the employees will have to pass the Hindi, HindiTyping or Hindi Stenography examination within a perioid of 15 months fromthe date of their first appearance at the said examination.
8.0. Grant of Cash Awards on Passing Hindi, Hindi Stenography andHindi Typewriting Examinations
8.1. Employees passing the Hindi, Hindi Stenography, Hindi Typewriting examination withdistinction will be granted additional incentive by way of cash awards as per details givenbelow :-
a) For passing Praveen or Pragya
- With 70% or more marks : Rs.450.00
- With 60% or more marks : Rs.300.00
- With 55% or more marks : Rs.150.00
b) For passing Prabodh
- With 70% or more marks : Rs.300.00
- With 60% or more marks : Rs.150.00
- With 55% or more marks : Rs. 75.00
c) For passing Hindi Typing & Hindi Stenography
% of marks
Typing Shorthand
97% or more 95% or more : Rs.600.00
95% or more 92% or more : Rs.400.00
but less than 97% but less than 95%
90% or more 88% or more : Rs.200.00
but less than 95% but less than 92%
5.3.6
9.0. Grant of “Incentive Allowance” to Stenographers and Typists fordoing their official work in Hindi in addition to English.
9.1. Special allowance of Rs.60/- and Rs.40/- per month will be given to Stenographers andtypists respectively who know English Shorthand/Typing and are actually doing theirofficial work in Hindi in addition to English. Only those English Stenographers/Typistswould be entitled for this allowance who type on an average 5 notes/drafts/letters in Hindiin a day or about 300 notes/drafts in Hindi in a quarter. The drafts/notes containing onlyone or two lines will not be included in it. This special allowance will not be considered as‘pay’ and dearness allowance, house rent allowance, city compensatory allowance as wellas other allowances, will not be admissible on this amount.
9.2. Employees who claim Special Allowance will have to produce a certificate to prove thathe/she was doing his entire work/part of the work in Hindi. This certificate, in the givenproforma (Annexure-II) will be required to be given by his/her controlling officer.
9.3. The employees will be granted Special allowance only after he/she has submitted to HindiCell the certificate for three consecutive months regarding his working in Hindi andachieving the target of Hindi work as specified in Para 9.1 above.
9.4. The Special allowance will be granted w.e.f.the first day of the month in which theemployee starts working in Hindi and achieves the specified target.
9.5. The employee will continue to get the Special Allowance so long as he/she continues towork in Hindi subject to his/her continually achieving the specified target.
10.0 Clarifications
10.1 Employees who pass an examination higher than Pragya will not be granted Lump-sumawards therefor.
10.2 Lump-sum award will be granted in addition to the Personal pay and the cash award towhich an employee may be eligible in accordance with the provisions of the scheme.
10.3 Employees not having working knowledge of Hindi and preparing for the recognisedexaminations of the Voluntary Hindi Organisations or the Parichaya examination of theCentral Hindi Directorate will also be given the facility of free text books.
10.4 Employees preparing privately for the examinations will be entitled to the Lump-sumaward on passing the examination.
10.5 Admissible conveyance charges and the fees paid by them to the institutions will bereimbursable.
10.6 Employees not having working knowledge of Hindi but posted to Hindi Cell will be eligibleto grant of personal pay, Lump-sum award and Cash award as provided in this scheme.
10.7 English Stenographers/typists posted to Hindi Cell will be eligible for the incentive onpassing the Hindi stenography/typing examination as provided for in the scheme.
10.8 Employees posted to Hindi Cell will not be eligible for grant of incentives for doing theiroffice work in Hindi.
5.3.7
10.9 Pragya shall be the final prescribed examination for all employees of the company, and,incentive in the form of personal pay will only be granted to employees passing the Pragyaor recognised equivalent Hindi Examination.
10.10 The benefit of personal pay for passing the Hindi/Hindi Stenography/Hindi Typewritingexamination, will cease when the benefit of Special Allowance under the incentiveallowance sheme as provided in the para 9 of the Hindi Incentive Scheme is granted.
10.11 In case of stenographers whose mother tongue is not Hindi and to whom two incrementshave been granted for passing the Hindi stenography examination, the benefit of personalpay equivalent to two increments will get reduced to one increment from the date thespecial allowance under para 9 is granted and will cease after the lapse of a period of 12months from the date from which the peronal pay under para 5.2 of the scheme isgranted.
11.0 Annual awards for Hindi Noting/Drafting and Hindi typing
11.1. Employees expected to do typing and noting/drafting in official work will be eligible toparticipate in this competition.
11.2. Employees posted to Hindi Cell and the staff posted in other sections/departments fordoing Hindi work will not be eligible for these awards.
11.3. Employees who write or type 10000 (Ten thousand words) in a year (Ist January to 31stDecember) will be eligible to compete for these prizes. The prizes will be awarded totwenty employees (10 for typing and 10 for noting/drafting) in the order they stand on thebasis of the quantum of work done by them during the year.
11.4. The following cash awards will be given every year depending upon the quantity of workdone in Hindi by the competitors.
For Hindi Noting/Drafting For Hindi Typing
I. First prize Rs.500.00 Rs.500.00 each
each (2 prizes)
II. Second prize Rs.300.00 Rs.300.00 each
each (3 prizes)
III. Third prize Rs.150.00 Rs.150.00 each
each (5 prizes)
11.5. The employees intending to compete for the prizes will be required to maintain a dailyrecord of the work done by them in Hindi (i.e., number of words written or typed by themin Hindi) in the prescribed proforma. Each week’s record will be verified by theControlling Officer.
5.3.8
11.6. At the end of the year every competitor will submit the record duly verified andcountersigned by the controlling officer. The record of his/her work done in Hindi will besent to the Hindi Cell latest by 15th January every year.
11.7. Hindi Cell will process the entries and arrange them in ascending/descending order on thebasis of the quantum of work and recommend award of prizes as indicated in 11.3 and11.4 above. The prizes will be awarded with the approval of the Chairman, OfficialLanguage Implementation Committee.
PROFORMA
Statement of the Hindi noting/drafting/typing work done byShri/Smt./Kum._______________________________, during first/second fortnight of themonth of___________.
Sl. Date Total No. Quantum of No.of Signature
No. of files Note/draft words of controlling
dealt written in Officer
Hindi (Once in aweek)
12.0 Working knowledge in Hindi
An employee may be deemed to have acquired working knowledge of Hindi - if he/shehas passed
i) the Matriculation or an equivalent or higher examination with Hindi as one of thesubjects; or
ii) the Pragya examination conducted under the Hindi teaching Scheme of the CentralGovernment, or
iii) any other examination specified in that behalf by the Central Government; or
iv) if he/she declares himself/herself to have acquired such working knowledge.
12.1. Proficiency in Hindi
An employee may be deemed to possess proficiency in Hindi, if -
i) he/she has passed the Matriculation or any equivalent or higher examination withHindi as the medium of examination; or
ii) he/she has taken Hindi as an elective subject in the degree examination or any otherexamination equivalent to or higher than the degree examination; or
iii) he/she declares himself/herself to posses proficiency in Hindi.
5.3.9
Annexure-I
Proforma for consideration for the grant of Personal Pay/Lumpsum Award/Cash Award forpassing the Prabodh/Praveen/Pragya/Hindi Typewriting/Hindi Stenography Examinations and theExamination conducted after the intensive Training Course.
1. Name of the Employee in full (in Block letters)
2. Designation
a) Executive/Non-executive
b) Whether declared “Operational”
3. Full address of the Office
4. Name of the Directorate/Section
5. Date of Birth
6. Mother Tongue
7. a) Is training in Hindi Typewriting or HindiStenography obligatory for you?
(Note : Training in Hindi typewriting isobligatory for all Assistant (s)/Typists appointedfor doing English typing work and Assistants/Sr.Assistants who are required to do EnglishTyping. Training in Hindi Stenography isobligatory for all English Stenographers/PAs/PSsand EPSs).
8. a) Name of the Examination passed forwhich this claim has been made.
b) Date of declaration of the result.
c) Year and month of the Exam
d) Marks obtained
e) Percentage of the marks obtained.
5.3.10
9. a) How did you pass the above exam.
i) by private study
ii) by attending classes under HindiTeaching Scheme
iii) by attending the training classesconducted by SAIL on beingsponsored by FSNL.
b) Indicate the period when you receivedtraining of the said course in the classesconducted by:
i) Hindi Teaching Scheme of theCentral Govt., or
ii) SAIL, on being sponsored by FSNL.
c) State whether you have received trainingin Hindi stenography/typing earlier also. Ifyes, please give details.
10. Have you appeared in the same Examinationearlier also? If yes, when and with what results?
11. If you have passed any other exam of the HindiTeaching Scheme, please give details.
Please give details of other incentives, you havereceived under the Hindi Incentive Scheme.
12. i) Whether passed Matriculation or anequivalent or higher exam conducted bya Board/University etc.with Hindi as asubject in any form or part of HigherSecondary exam, viz., X? If yes, pleasegive details and indicate %age of marksobtained in Hindi subject.
ii) Was Hindi a medium of any of the aboveexaminations?
5.3.11
iii) Whether passed the Middle or Primarystandard exam with Hindi as a subject orwith Hindi as a medium of examination.
iv) If you have passed any other Hindi examconducted by a Govt.Agency or by aPrivate body, please give details?
13. a) Whether you had stated before joiningthe employment of FSNL that
i) You knew Hindi Typing, i.e., youhad a speed of 25 w.p.m., or morein Hindi Typing?
ii) You knew Hindi Stenography, i.e.,you had a speed of 80 w.p.m. ormore in Hindi Stenography?
b) Whether before joining FSNL you hadreceived training in Hindi Typewriting orHindi Stenography from an institutionrecognised by the Govt.or had passedany test therefrom? If so, please givedetails.
DECLARATION
The particulars given by me are true to the best of my knowledge and belief. Iundertake to refund the personal pay/award paid to me in case any of the above information isfound to be false or inaccurate. I also understand that disciplinary action may be taken against mefor attempting to receive Personal pay/award by making an inaccurate statement of facts.
Signature______________
(Note : Employees interested in claiming the incentive allowance/award must submit thisproforma, duly filled-in within three months of the declaration of the result).
5.3.12
ANNEXURE - II
DECLARATION FORM
Form for the grant of Hindi Incentive Allowance as Special Allowance to Stenographersand Typists (Executive and Non-Executive both) for doing their official work entirely/partly inHindi.
1. Name of the applicant
2. Designation
3. Department/Section
4. Name & Designation of Controlling Officer
5. Period in which Official work done in Hindi
Certified that Shri / Smt. / Kum._______________________________ has actuallytyped/written____________notes / drafts / letters during the above mentioned period. The numberof working days in the month of ________, 200 was __________.
Therefore, on an average he/she has typed/written ________ notes / drafts / letters perworking day.
________________________ ___________________
(Signature of the Applicant) (Signature of the
Controlling Officer)
DECLARATION
The particulars given by me are true to the best of my knowledge and belief. Iundertake to refund the Personal Pay, paid to me, in case any of the above information is found tobe false or inaccurate. I also understand that disciplinary action may be taken against me forattempting to receive Personal Pay by making an inaccurate statement of facts.
Signature______________
5.3.13
LONG SERVICE AWARD
1. OBJECTIVE
To recognise the long service rendered by employees and give them suitable gifts as atoken of appreciation of their services.
2. SCOPE
The Scheme shall be applicable to all regular employees of the company.
3. DEFINITION
a) “Company” means the Ferro Scrap Nigam Limitedb) “Continous Service” means uninterrupted service under the company and includes
service which is interrupted by authorised leave and cessation of work not due tothe employee’s fault.
4. ELIGIBILITY
a) An employee who completes 25 years of service in the Company will be eligible forthe award under this scheme.
b) The award will be further subject to the condition that the service record of theemployee is satisfactory to be so certified by the concerned Head of the Deptt.
c) The service rendered in erstwhile Heckett would also count for reckoning 25 yearsof continous service provided such service is continous without break. Theemployees in whose cases there has been a break in service on account ofresignation or termination or where continuity of service has not been agreed to,will not be considered for the award.
d) Periods of deputation of employees to other organsations are recognised for thepurpose of the award.
e) In the case of Graduate Engineers/Management Trainees the period of training willalso be taken into account as service for the purpose of the award.
5. THE AWARD
a) The award would be a wrist watch, the cost of which should not exceed Rs. 800/-.b) The award will be presented every year to the eligible employees on 1st August
which is the actual date of take over of Heckett by FSNL, on a special function tobe organised for the purpose at the unit level. Employees who complete 25 years ofservice on or before 31st July of the same year will be considered for the award.
c) The name of the employee, the nature of the award as well as the emblem of FSNL,if any, will be suitably inscribed on the watch.
d) The employees will also be presented a scroll on the occasion suitably commendingtheir long service to the organisation.
e) After the presentation of awards, high tea will be hosted by the company to theaward winners and there will also be a group photograph.
f) One copy of the photograph, properly mounted will be given to each of the awardwinners.
5.4.1
MONTHLY INCENTIVE SCHEME
1. PRODUCTION
Production tonnage means total tonnage of all categories of scrap processed anddespatched from dumps and current arisings during a particular month.
2. TARGET
As decided between the Management and the Union from time to time.
3. Calculation of Incentive Bonus will be made on scales of pay, as applicable from01.09.1982, as detailed below provided an employee does not absent from duty for morethan 4 days in a month on any account except weekly off/holidays:
N-1 Rs.550-11-704/-
N-2 Rs.565-13-656-15-761/-
N-3 Rs.585-16-697-18-823/-
N-4 Rs.610-20-750-22-904/-
N-5 Rs.645-26-827-28-1023/-
N-6 Rs.690-32-914-34-1152/-
N-7 Rs.750-38-1016-41-1303/-
N-8 Rs.810-44-1118-48-1454/-
N-9 / N-10 Rs.910-51-1267-55-1597/-
4. In case an employee absents from duty for more than 4 days in a month on any accountexcept weekly off/holidays, he will be paid incentive at 73% of the eligible Basic Pay forincentive payable on the scales of 01.09.1982 of his grade and post.
5. The ministerial staff will be paid incentive bonus @36% on existing working hours on thepay scales and percentage as stipulated under clause (3) and (4) above.
6. Incentive shall be paid for actual attendance and in addition for weekly offs andprescribed holidays which will include National Holidays, Closed Holidays & 6 OptionalHolidays for the employees of Works Department and 18 Closed Holidays & 3 OptionalHolidays for the Ministerial Staff and Executives who are exclusively required to supervisethe work of the Ministerial Staff, as circulated by Corporate management in the beginningof every calendar year.
In addition, Compensatory Off which may be granted in lieu of working on NationalHolidays, Weekly Offs & Closed Holidays, will also be taken into account for calculation &payment of Monthly Production Incentive.
5.5.1
In the event of an employee taking leave of any kind in a month, incentive payable underclause (3) and (4) above, as the case may be, shall be reduced on pro-rata basis, ifnecessary, on reduced basic pay as at (4) above.
7. Cut off points, maximum earning points and the quantum of bonus payable uniformallyshall be as under:
% of Capacity Production Bonus %age
Cut off point 60% of capacity 10 %
of the production.
Cut off point 100% of capacity 50 %
of the production.
Cut off point on higher earning 80 %
point upto and including 130% of
capacity production.
8. The incentive bonus eligibility of various groups of employees shall be as under:
Coverage Incentive eligibility
a. All Operation & Maintenance 100 %
workmen including Stores and Security.
b. Office Staff in section like 36 %
Purchase, Finance, Personnel.
REWARD FOR HAULAGE OF SLAG & CAPACITY UTILIZATION
TARGET : As decided between the management and union from time to time.
AMOUNT : Rs.7/- for every 1% increase over the target to every eligible employee.
PAYMENT OF INCENTIVE TO EXECUTIVES
1. Calculation of Incentive Bonus for Executives in the scales of E-0, E-1, E-2 and E-3 will bemade on scales of pay as detailed below provided an executive does not absent from dutyfor more than 4 days in a month on any account except weekly off / holidays.
E-0 Rs.1000-55-1715/-
E-1 Rs.1150-60-1870/-
E-2 Rs.1500-70-2340/-
E-3 Rs.1700-80-2660/-
5.5.2
2. In case any executive absents for more than 4 days in a month, he will be paid 73 % ofthe incentive amount calculated as per this scheme.
3. The coverage for incentive eligibility of Executives in E-0, E-1, E-2 & E-3 as follows:
a) Works Department 80% of the incentive eligibility
of Non-executives of Works Deptt.
b) Non-Works Deptt. 80% of the incentive eligibility of
Non-Executives of Non-Works
Department (Ministerial staff)
4) Incentive shall be paid for actual attendance and in addition for weekly offs andprescribed holidays, which will include National Holidays, Closed Holidays & 6 OptionalHolidays for the executives of Works Department and 18 Closed Holidays & 3 OptionalHolidays for the Executives who are exclusively required to supervise the work of theMinisterial Staff, as circulated by Corporate management in the beginning of everycalendar year.
In the event of an executive taking leave of any kind in a month, incentive payable underclause (1) and (2) above, as the case may be, shall be reduced on pro-rata basis.
5.5.3
MANAGERIAL REWARD SCHEME
Monthly Production Incentive Scheme to Officers above Manager Level
1. COVERAGE
All Officers in E-4 to E-8 level including Managing Director.
2. REWARD ELIGIBILITY
a) For those clearly falling under the Works Incentive areas i.e. Unit Heads and Officers inthe Operation & Maintenance Departments at Unit - 100 %.
b) For those clearly not falling under the Works Incentive areas i.e. for Officers working inManagement services like Corporate Office - 18 %.
3. TOTAL REWARD AMOUNT FOR TARGET FULFILLMENT
Rs.500/- per month for the 100% eligibility group and Rs.90/- for 18% eligibility groupsubject to provisions of clause 4(iv) and 5 below/
4. PERFORMANCE CRITERIA
4(i) Monthly Production Target will be fixed by the management at the beginning of everyFinancial year for the purpose of calculating the reward under the scheme.
4(ii) QUALITY TARGET
The quality of open Hearth Grade Scrap should be above 80% of Fe content.
4(iii) Monthly Product Mix Targets
The quantum of Monthly Product Mix target will be fixed by the management at thebeginning of every Financial year.
4(iv) REWARD AMOUNT
( a )* ( b) **
TOTAL REWARD (100 %) Rs.500/- (18 %) Rs.90/-
Fulfilment of Reward Amount Reward Amount
100 % Production 60 % 300 60 % 54
100 % Quality 20 % 100 20 % 18
95 % Quality 15 % 75 15 % 13.50
90 % Quality 10 % 50 10 % 9
100 % Product mix 20 % 100 20 % 18
95 % Product mix 15 % 75 15 % 13.50
90 % Product mix 10 % 50 10 % 9
5.6.1
* a) For those falling under works incentive areas i.e. Unit Heads and Officers in theOperation & Maintenance Departments in the scale of E-4 to E-8.
**b) For Officers in the scale of E-4 to E-8 working in Management service like CorporateOffice.
4(v) Product mix achievement level will be fixed by the management every year in the monthof March so that the same are applicable with the beginning of each Financial year.
5. PAYMENT FOR OVER FULFILMENT
For the 100 % eligibility group incentive amount of Rs.500/- will be proportionatelyincreased upto the percentage achievement of production at 130 % of the Target. Othereligibility groups would be entitled to amounts proportionate to their eligibility.
Any increased achievement in production over and above 130 % will be rewarded to alleligible employees under this scheme at the rates stipulated in the reward scheme alreadyin vogue for employees covered by Production Incentive Scheme.
6. SETTLEMENT PERIOD
The settlement period will be monthly. However, for production targets there will be aprovision for make-up reward. For this purpose, apart from evaluation of performance ona monthly basis, cumulative performance will also be evaluated against cumulativeproduction targets at the end of 12 months from the start of the financial year. Thepositive difference, if any, between payments computed and payments already madeincluding reward above 130 % achievement will be paid to the executives as make-upreward.
7. ATTENDANCE FACTOR
No reward will be paid to an executive who is absent / on leave of any category for morethan 3 days in a month excluding off/holidays.
8. Management reserves the right to add, amend, delete or to withdraw thescheme without assigning any reasons at its discretion.
5.6.2
SUGGESTION SCHEME
1. AIMS AND OBJECT
(A) To encourage and support constructive and innovative thinking in any phase of theCompanies operation within the sphere of the employees work or outside of it.
(B) To develop and foster closer relationship between the workers and management.
2. ELIGIBILITY FOR OFFERING SUGGESTION
The Scheme will apply to all employees below the managerial level except thoseemployees who are in a privileged position of having at their disposal informationobtained from special investigations or research, or those who have been assigned to carryout or assist on work connected with special problems or projects by the Company.
3. EMPLOYEES MAY OFFER SUGGESTION IN MATTERS WHICHARE WITHIN THE JURISDICTION OF THE COMPANY AND MAYRESULT IN ANY OF THE FOLLOWING BENEFITS :
a) Increased production, higher productivity, improved methods or designs.
b) Improvement in machinery, equipment, tools and tackles layouts, process, practices andprocedures.
c) Reduction in cost, prevention of wastages.
d) Reduction in frequency of idle time, repair, maintenance of equipment and machinery.
e) Improvement in working conditions, removal of health and accident hazards.
f) Good housekeeping, office procedures and other spheres activities.
4. UNACCEPTABILITY OF SUGGESTIONS
Matters within the sphere of labour relations, payment of wages, allowance, hour of work,recruitment, discharge, leave, duty hours, facilities, grievances etc., will not be accepted bythe committee, who also have the right to reject any suggestion if it feels is not in tune withthe spirit of the scheme.
5. PROCEDURE FOR MAKING SUGGESTIONS
a) Interested employees should write their suggestions on a white sheet of paper withsketches, when necessary, stating the advantages claimed by the suggestion.
b) The suggestion should be dropped in any one of the suggestion boxes provided in thevarious sections of the works and offices.
5.7.1
c) One responsible person who has to be nominated will clear each box once ina month,forward all suggestions to the suggestion box committee (attn. Chairman) unopenedstating in his register the number of suggestions forwarded.
6. HOW SUGGESTIONS WILL BE PROCESSED
The suggestions would be processed by the following committees :-
A. UNIT LEVEL SUGGESTION COMMITTEE
1. Unit Head Chairman
2. An Executive from Operation Deptt. Member
3. An Executive from Maint.(Mech.) Member
4. An Executive from Maint.(Elect.) Member
5. An Executive from M.M. Deptt Member
6. Unit P&A Head Co-ordinator
The members at Sl.No.2 to 5 will be nominated by the Unit head.
B. HIGHER LEVEL SUGGESTION COMMITTEE
1. General Manager(M&M) - Chairman : For suggestions
relating to Maint. &
Matls Deptt.
2. General Manager(O&P) - Chairman : For Suggestions
relating to Oprn.
& P.E.D.
3. Dy.General Manager(F&A) - Member
4. Manager(P&A) - Coordinator
7. PROCEDURE
7.1. The suggestions received at Unit Level, will be circulated amongst the members of thecommittee, by the Unit P&A Head as Co-ordinator and a meeting of the committee will bearranged within a period of 5 days from the last date of receipt of the suggestion, i.e., 5thof every month.
7.2. The Committee will examine the suggestions and give its recommendations in Annexure-I,and send the same to the Higher Level Suggestion Committee at Corporate Office forfurther evaluation & assessment of the suggestions.
5.7.2
7.3. The Chairman of the Unit Level Suggestion Committee will send the evaluation report toDGM(P&A), within a period of 5 days from the date of conclusion of the meeting, i.e.,latest by 10th of the month.
7.4. On receipt of the recommendations from the Unit Level Suggestion Committee, a meetingof the Higher Level Suggestion Committee will be arranged by Manager (P&A) as Co-ordinator of the Committee, under the Chairmanship of the concerned General Managerwhose department the suggestion relates to, for further evaluation and assessment of thesuggestion.
7.5. The suggestions being found worthy by the Higher Level Suggestion Committee, theconcerned General Manager, being the Chairman, may at his discretion, visit the unit fromwhere the suggestion was received, for evaluation and assessment of the suggestion indetail, for which he may call for a representative of the concerned discipline, to which thesuggestion relates, from another Unit of the Company, to ensure an impartial evaluationand assessment.
7.6. The suggestions received from the employees of Corporate Office will be processed andevaluated by the Higher Level Suggestion Committee.
8. ASSESSMENT & RECOMMENDATIONS OF AWARD
8.1. On evaluation, if the suggestions are accepted prima-facie, the Higher Level SuggestionCommittee may decide and communicate the concerned Unit Head to give a token giftworth Rs.50/- to each employee from whom the suggestion was received.
8.2 For recommendations of award, the Higher Level Suggestion Committee, while assessing /evaluating the suggestions, will take into account the practicability, desirability, amount ofcost saving achieved, quantum of increased efficiency or productivity, amount ofingenuity and the thought put in the suggestions etc., and will give its recommendationsstating the quantum of monetary benefit to be derived from implementation of thesuggestion and will recommend for a suitable award to be given to the suggestor as perthe Suggestion Scheme of the Company in vogue, and send its recommendations toCorporate P&A Head for obtaining approval of the competent authority.
9. REWARD
a) After correct assessment of the saving effected by adoption of a suggestion, the Committeemay recommend a reward upto a maximum of Rs.500/- provided of course that thebenefit and savings are of a lasting nature to the Company or for very many years.
b) If however, the suggestion results in the saving of lumpsum only, then maximum rewardwill be Rs.250/- only, depending of course on the lumpsum saving effected.
c) Where direct savings cannot be estimated, the Committee will at its discretion evaluate thereward, taking into account the importance of the suggestion, originality, facilities accruedand extent of application.
d) The minimum reward for any accepted suggestion will be Rs.50/-.
5.7.3
PAYMENT OF ADVANCE UNDER
ADDITIONAL RESOURCES GENERATION SCHEME
1.0 TITLE
This Scheme is called "Incentive Scheme for Additional Resource Generation."
2.0 APPLICABILITY
a) The scheme covers all employees, including Executives, who are not eligible for paymentof Annual Bonus under the production-cum-productivity linked bonus scheme / paymentof Bonus Act.
b) The employees covered by the Production-cum-productivity linked Bonus Scheme for apart of the year, are eligible for payment under this scheme for proportionate period,subject to the total incentive under this scheme and the bonus, together not exceeding Rs.6,000/=.
c) Employees joining service during a financial year and coming under the scheme are alsoeligible for proportionate payment of incentive under this scheme.
3.0 DEFINITIONS
a) "Employees" means any person (excluding Apprentices / Trainees engaged under theApprenticeship Act or any other schemes) drawing salary / wages against regular posts inthe company.
b) "Financial Year" means the period of 12 months commencing from 1st April to 31stMarch.
c) "Salary / Wages" means : - Salary / Wages as defined in the Payment of Bonus Act - 1965.
d) Attendence means actual attendence and all paid leave for which Salary / Wages areadmissible.
e) MOU Rating - means the performance rating as per Memorandum of UnderstandingScheme of Govt. of India.
4.0 ELIGIBILITY FOR INCENTIVE
4.1 The incentive under this scheme is paid only when the targetted production, as per termsof the Agreement signed to this effect, is achieved.
4.2 The maximum incentive under this scheme does not exceed in the aggregate a sumequivalent to 20% of the additional resources generated, subject to a maximum of Rs.6,000/= per individual employee covered under the scheme.
5.8.1
4.3 The additional resources generated is reckoned with reference to the Revenue Budget ofthe company as approved by the Board of Directors, both in respect of income as well asexpenditure.
4.4 The payment of incentive / advance does not confer any right of the employee, but it is inthe nature of reward for good performance.
5.0 QUANTUM OF INCENTIVE
The amount under this scheme is paid to the concerned employees in the form of anAdvance for generating additional resources in the following year. For this purpose, anAgreement is signed by & between the management & its recognised unions in the Jointforum Committee's meeting, fixing thereby the production targets for the following year,and the amount of advance to be paid under the scheme.
6.0 REGULARISATION OF THE ADVANCE
The advance paid under this scheme is regularised if the additional resources as per theAgreement are generated by the end of the financial year, failing which the amount ofadvance or so much of the advance as was not supported by the additional generation ofresources, is recovered from the employees.
7.0 RIGHTS OF THE MANAGEMENT
The management reserves the right to modify, extend or curtain or terminate theoperation of this scheme at any time.
5.8.2
MOTIVATIONAL SCHEME
(1) Merit Certificate or Scroll will be given to employeesfor displaying extra ordinary skill/highsense of devotion to duty in the interest of the organisation/undertaking responsibility/assignment not falling within one’s purview.
(2) Photo Display/Publicity, Special Invitee & Special Training.
For innovativeness / outstanding efforts which result in substantial gain / avoidance of loss/ procurement of substantial business, the photos of the distinguished performers will beprominently displayed in the Notice Board for giving wide publicity. They will be speciallyinvited on such occasions as Independence Day / Republic Day and introduced toManaging Director. For further motivation they will be sent for participation in specialcourse / seminars an part of overall career development scheme.
In assessing the performance, the following criteria will be kept in view :
a) Consistently, good performance, promptness in disposal of work, quantitative /qualitative performance, proper maintenance of official records, willingness to doadditional work, handling difficult assignment situations.
b) Punctuality, discipline, relationship with colleagues.
c) Integrity, handling of confidential / sensitive matters, straight forwardness, fairness indealings with public prompt and proper processing of cases involving payments tosuppliers or matters concerning entrepreneurs.
d) Timely execution of job orders, avoiding wastage of scarce raw materials, effectingeconomy in purchases, proper inventory control, enforcing safety measures andexercising quality control.
e) Processing of matters leading to reduction in avoidable expenditure, avoidingpayment of overtime, contribution towards extra profitability, avoidance of paymentof demurrage charges.
f) Holding negotiations with contractors / suppliers and securing reduction in cost /safeguarding interest of the organisation.
g) Processing cases of defaulting hierers / resulting in substantial recoveries, negotiatingsettlement of legal cases, avoiding loss in disposal of seized / surrendered measures,timely execution of export orders, detecting ommissions / errors thus avoiding loss /legal complications.
h) Corrective and innovative suggestions / work contributing write-ups highlightingperformance of the organisation and projecting its image to the society.
i) attendance / cleanliness
j) safety measures taken
k) productivity / production / quality.
l) preventive maintenance and minimum breakdown
m) acts of bravery in protecting stocks / property of the enterprise etc.
5.9.1
n) effectively fighting tax burden of the company or obtaining exemption in tax havinga substantial or a recurring saving to a Company.
IMPLEMENTATION
(1) A Committee at unit level is constituted consisting of following Officers in order to evaluatethe cases for above schemes:
(a) Unit Head
(b) Head of F&A Department
(c) Head of P&A Department - He will act as convener of the meeting
The Committee will convene its meetings as often as required under the givencircumstances.
The Committee will send its report to Corporate Office recommending the names ofemployees which they deem fit under above scheme giving the full justifications.
(2) The recommendations submitted by above committee will be examined at CorporateOffice by High level Committee consisting of following officers:-
(a) General Manager(O&P)
(b) General Manager(M&M)
(c) Dy.General Manager(F&A)
(d) Dy.General Manager(P&A) - He will act as convener of the meeting.
This Committee meeting shall be convened once in a quarter and will examine allproposals submitted to it.
Apart from giving recommendation on the proposals submitted by the plant levelcommittee, the above committee will also give recommendations in respect of employeesof Corporate Office for above schemes. They will recommend such cases which give theCompany substantial benefit by way of saving of expenditure or increase in revenue orobtain recurring advantage to the Company.
After examining all recommendations, the committee will obtain approval of ManagingDirector for the decision, for awarding following Puraskars :-
1. Ferro Scrap Platinum Puraskar Rs.500/-
2. Ferro Scrap Hirak Puraskar Rs.400/-
3. Ferro Scrap Swarn Puraskar Rs.300/-
4. Ferro Scrap Rajat Puraskar Rs.200/-
5. Ferro Scrap Yogyata Puraskar Merit Certificate
5.9.2
6.0
LEAVE RULES / LTC /
LLTC RULES
Leave Rules applicable to F.S.N.L. Executives
Procedure for applying/sanctioning of leave
1. DEFINITIONS
a) Executive includes Graduate Engineer and Executive Trainees but excludes (i)Deputationists governed by separate rules (ii) Casual, Part-time, temporary executiveand(iii) those who are governed by separate rules by contract of service.
b) Completed year of service means continous period of service in the Company for a periodof one year including period spent on any kind of leave.
c) Authorised Medical Attendant means doctors of the Company’s recognised Hospitals orRegistered Medical Practitioners as approved by the company.
1.1 CLAIM OF LEAVE
1.1.1 Leave can not be claimed as a matter of right. When exigencies of Company’s interest sorequire, the competent authority may, at his discretion, refuse the Leave applied for orrevoke leave already granted.
1.1.2 Leave shall not be granted to an Executive who is under suspension or whom thecompetent authority has decided to dismiss or remove from service.
1.1.3 All leave shall be applied in the form as prescribed from time to time.
1.2 COMBINATION OF LEAVE
1.2.1 Any kind of leave except Casual Leave may be availed of in combination of any otherkind of leave under these rules.Grant of leave in continuation of Maternity Leave shall beon medical ground.
1.2.2 Holidays occuring at either end of leave may be prefixed or suffixed with the leave, withapproval of the sanctioning authority. Holidays occuring during the leave shall not becounted as leave.
1.3 RECALL FROM LEAVE
1.3.1 An executive may in the exigencies of Company’s work, be recalled from leave with theapproval of the Controlling Officer. In case of such recall, the Executive shall be entitledto:
a) Count as ‘DUTY’ the period from the date he starts from the station where he is onleave to the date of his resuming his duty, the above said period will be creditedback to his leave account.
6.1.1
1.4 ABSENCE FROM DUTY AND OVERSTAYAL OF LEAVE
1.4.1 Absence from duty without sanctioned leave is a misconduct.
1.4.2 Overstayal of leave means remaining absent from duty without prior permission beyondthe leave sanctioned. Overstayal of leave shall be dealt with in the same manner asabsence from duty.
1.5 APPLICATION FOR LEAVE
1.5.1 Application for leave (including Casual leave) should be submitted sufficiently in advance.
1.5.2 If an Executive, while at Headquarters, suddenly falls sick, then he shall inform theSantioning Authority immediately regarding his illness followed by a leave applicationtogether with the unfit certificate issued by the authorised Medical Attendant and at thetime of joining his duty,must produce the fit certificate from the authorised MedicalAttendant concerned.
1.5.3 An Executive may leave the Headquarters only -
a) If the leave has been duly sanctioned by the competent authority.
b) If the station-leaving permission has been granted by the competent authority.
c) Before leaving the Headquarters, an Executive is required to leave his LEAVEADDRESS with the Sanctioning Authority.
1.5.4 If an executive who has already proceeded on leave outside his Headquarters suddenlyfalls ill resulting in overstayal of leave, he shall immediately apply together with the unfitcertificate from an authorised Medical Attendant to the Sanctioning Authority and at thetime of resuming his duties, must produce fit certificate issued by the authorised medicalattendant.
1.6 CASUAL LEAVE
1.6.1 An Executive shall be eligible for 15 days leave in a calendar year. The sanctioningauthority is empowered to refuse or revoke Casual Leave at any time due to exigencies ofcompany’s work.
1.6.2 Holidays (including restricted holidays) occuring at either end of the period of CasualLeave may be prefixed or suffixed. Holidays occuring during the period of casual leaveshall not be counted as Casual leave.
1.6.3 Executives joining the service of the company after the first day of January shall be eligiblefor proportionate number of days of Casual Leave for the remaining part of the calendaryear. While calculating proportionate number of days of Casual Leave, the fraction (ifany) will be rounded off to the nearest whole number.
1.6.4 At one spell, not more than 10 days Casual Leave shall be granted at the discretion of thesanctioning authority.
1.6.5 Unavailed Casual Leave in any year can not be carried forward to the succeeding year.
6.1.2
1.7 EARNED LEAVE
1.7.1 An executive who is in the permanent employment of the company shall be entitled for 30days of Earned Leave for every completed year of service or 2-1/2 days for everycompleted month of service.
Employees who put in 6 months or more than 6 months of qualifying service in thecalendar year of superannuation, are given credit for E.L., as if they worked for the wholecalendar year and the employees who put in less than 6 months of qualifying service, getcredit of EL on pro-rata basis.
1.7.2 An executive can accumulate his Earned Leave upto 240 days.
1.7.3 The maximum Earned Leave that can be granted at a time to an Executive shall be 120days. However, if the leave is applied for on medical ground (supported by a medicalcertificate issued by an authorised medical attendant), Earned Leave upto 240 days maybe granted at a time.
NOTE
It is always desirable on the part of the executive to plan for availing his Earned Leavewell in advance and accordingly submit his Leave Programme to the SanctioningAuthority at the beginning of the year so that the latter can decide about the granting ofleave or otherwise after taking into consideration the cases of all executives working underhim. Such prior intimation, however, does not mean that leave so applied for willautomatically be granted by the sanctioning authority. Unless the sanctioning authorityhas granted the leave, it should not be construed that leave has been granted and theExecutive concerned can not avail leave in anticipation of approval.
1.8 HALF PAY LEAVE
1.8.1 An executive shall be entitled to Half-pay leave @ 20 days for each completed year ofservice. Employees who put in 6 month or more than 6 months of qualifying service in thecalendar year of superannuation, are given credit for HPL, as if they worked for the wholecalendar year and the employees who put in less than 6 months of qualifying service, getcredit of HPL on pro-rata basis.
1.8.2 The Half pay leave may be granted either on medical ground (duly supported by amedical certificate issued by a Registered Medical practitioner) or on private affairs.
1.8.3 Half-pay leave can be accumulated without any limit.
1.9 COMMUTED LEAVE
1.9.1 An Executive shall be entitled to commute leave not exceeding half the amount of Half-pay leave due on medical ground only (duly supported by medical certificate issued by aRegistered Medical Practitioner).
6.1.3
1.10 CLOSED HOLIDAY/NATIONAL HOLIDAY
1.10.1 Republic Day, Independence Day and Mahatma Gandhi Jayanti shall be the nationalHolidays and May Day and Co.’s Foundation Day (in lieu of 1st August) shall be theclosed holidays for Executives working in Works Deptt.
1.10.2 Executives working in Non-works Deptt including Corporate Office will observe 18 daysclosed holidays including 17th Sept. which is in substitution of Co.’s Foundation Day.
1.10.3 Over and above, the Executives however may be required to come to duty on these daysin the exigencies of work.
1.11 FESTIVAL HOLIDAY/OPTIONAL HOLIDAY
1.11.1 Executives in Works Deptt. may avail Three Optional Holidays in a year as per the list ofrestricted holidays circulated to them. This leave may however lapse if not availed duringthe year.
1.11.2 In addition, the Executives in Works Deptt shall also be entitled for addl. Three daysOptional Holidays which may be availed with prior approval of competent authorityduring the calendar year at the option of employees which may be prefixed/suffixed withCL/Regular Leave. This leave may however lapse if not availed during the year.
1.11.3 Executives working in Non-works Deptt including Corporate Office will be entitled to availany Three Optional Holidays at their discretion during the calendar year with priorsanction of the competent authority. This leave may be prefixed/suffixed with CL/Regularleave. This leave may however lapse if not availed during the year.
1.12 SPECIAL DISABILITY LEAVE
An Executive who is temporarily disabled by injury or illness caused in course of or as aconsequence of the due performance of his official duties, may be granted SpecialDisability Leave, for a maximum period of 24 months subject to the period of such leaveto be certified by an authorised medical attendant.
1.13 SPECIAL CASUAL LEAVE
The Special Casual Leave may be granted to the executives for the day or days on whichan Executive is unable to attend duty in special circumstances (but not for purely personalreasons as is the case with leave), for instance, due to civil disturbance, curfew or strike(other than strikes connected with the Works/Project) and for sterilisation operation underthe Family Planning Scheme, subject to a maximum period of 30 days in a calendar year.
1.14 LEAVE SALARY
1.14.1 During Earned Leave, Commuted Leave, an Executive is entitled to leave salarycalculated on the basis of his last pay drawn which includes basic pay, dearnessallowance, personal pay, if any, but shall not include incentive bonus, acting/officiatingallowance and other allowance.
6.1.4
1.14.2 During Half Pay Leave, an Executive is entitled to leave salary equal to half the amount ofEarned Leave salary.
1.14.3 In case of employees superannuating from the services of the company on 30th June and31st December in any year, the increment falling due on the following day, i.e., 1st Julyand 1st January respectively, would be calculated in the pay for computation of leavesalary.
1.15 LEAVE SALARY ADVANCE
1.15.1 An Executive proceeding on leave may, as a concession, be granted an advance againstthe leave salary subject to the following conditions:
a) No advance may be granted when the leave taken is less than 30 days/a month.
b) The amount of advance should be restricted to the net amount of the leave salaryfor the first month (after deduction of I.Tax, P.F., House Rent, repayment ofadvances etc.)
c) The advance should be adjusted in full in the leave salary bill in respect of the leaveavailed of. Balance remaining for adjustment, if any, should be recovered from thenext leave salary bill.
d) The advance may be sanctioned by the executives” Head of Deptt. or by an Officerto whom the power may be delegated by the Head of Deptt.
1.16 EMPLOYMENT DURING LEAVE
1.16.1 An Executive who is on any kind of leave under these Rules can not take up serviceelsewhere (either on payment or otherwise) during the leave period.
6.1.5
LEAVE RULES FOR NON-EXECUTIVES WORKS DEPTT.
1.0 All leave is granted at the convenience of the management. Nothing can limit the freediscretion of the management to refuse, revoke or curtail leave subject to the exigencies ofthe work.
All employees other than an Apprentice, Casual, Substitute or Badli shall be entitled toleave as follows:-
A) EARNED LEAVE
Every worker who has worked for a period of 240 days or more during a calendar yearshall be allowed during the subsequent calendar year, leave with wages for a number ofdays calculated at the rate of one day for every twenty days of work performed by himduring the previous calendar year.
In addition to the above leave earned by them, these employees will also be entitled for anadditional 8 days Earned Leave.
NOTE :
1) This leave may be accumulated upto 150 days.
2) Employees who put in 6 months or more than 6 months of qualifying service in thecalendar year of superannuation, will be given credit for Earned Leave, as if theyworked for the whole calendar year and the employees who put in less than 6months of qualifying service, will get credit of Earned Leave on pro-rata basis.
B) CASUAL LEAVE
An employee shall be entitled to 8 days Casual Leave with pay in each calendar yearprovided that the services of the employee can be spared without detriment to his duties.Such leave can not be carried forward to the following year and shall lapse if not availedduring the year. Normally it shall be obligatory on the part of the employee to inform hissuperior in time.
Casual Leave cannot be combined with any other kind of leave.
C) HALF-PAY LEAVE
Half-pay leave @ 20 days for each calendar year which may be granted either on medicalcertificate or on private affairs provided that in the first year of service of an employee itshould be calculated proportionately according to the period of service put in by him. Thisleave may be accumulated upto 300 days.
NOTE :
1. In the case of temporary employee, half-pay leave will not be granted unless thesanctioning authority has reasons to believe that the employee will return to dutyafter expiry of the leave.
6.2.1
2. Employees who put in 6 months or more than 6 months of qualifying service in thecalendar year of superannuation, will be given credit for Half Pay Leave, as if theyworked for the whole calendar year and the employees who put in less than 6months of qualifying service, will get credit of HPL on pro-rata basis.
D) COMMUTED LEAVE
Commuted leave not exceeding half the amount of half-pay leave due, only onsubmission of a medical certificate may be granted subject to the following conditions:-
a) Twice the amount of such leave shall be debited against half-pay leave due, and
b) The sanctioning authority has reasons to believe that the employee will return toduty on its expiry.
E) MATERNITY LEAVE
Maternity leave to the female employees shall be granted as per the provision of MaternityBenefit Act, 1961.
F) EXTRA ORDINARY LEAVE
i) Extra ordianry leave may be granted for a period not exceeding three months inspecial circumstances when no other leave is by rule admissible, or when otherleave is admissible but the employee concerned applied in writing for the grant ofextra-ordinary leave.
ii) In the case of an employee who has been in contiuous service for a periodexceeding one year and is under-going treatment for leprosy, cancer or tubreculosisin a recognised sanatorium or institute or by a Company’s recognised doctor in theemploy of the Govt. or a Civil Surgeon, extra ordinary leave not exceeding 12months on any one occasion may be granted subject to the following conditions:-
a) That the post from which the employee proceeds on leave is likely to last tillhis return to duty, and
b) The leave shall be granted on the production of a certificate from therecognised Medical Officer-in-charge of the sanatorium or institute orcompany’s recognised doctor or in the employ of the Govt.or Civil Surgeon,as the case may be, specifying the period for which leave is recommended.
iii) In the case of an employee who has been in continuous service for a periodexceeding one year and is undergoing treatment for a serious disease in thecompany’s recognised Hospitals as an Indoor patient and when no other leave isdue, extra-ordinary leave not exceeding 12 months on any one occasion may begranted subject to the following conditions:-
a) That the post from which the employee proceeds on leave is likely to last tillhis return to duty, and
6.2.2
b) The leave shall be granted on the specific recommendations of the MedicalOfficer of the company’s recognised Hospital and production of a certificatefrom him specifying the period for which leave is being recommended. Theleave shall be further subject to the patient’s continuing to have treatment inthe company’s recognised hospital.
G) QUARANTINE LEAVE
Quarantine leave which may be granted to an employee who is necessiated by order notto attend duty in consequence of the presence of any infectious disease in his family orhouse-hold. Such leave is granted on the certificate of a Medical Officer or Public HealthOfficer of Co’s recognised Hosital or of the Government Medical Officer or Public HealthOfficer of the local area concerned, for a period not exceeding 21 days or in exceptionalcircumstances, 30 days.
NOTE :
a) Quarantine leave is not debited to the leave account.
b) Quarantine leave may, if necessary, be combined with other kinds of leave but thetotal leave should not exceed the maximum limits prescribed in this clause.
c) Any leave necessary for quarantine purpose in excess of the prescribed limits istreated as ordinary leave.
d) Quarantine leave is not admissible to an employee if he himself suffers from anyinfectious diseases; he should be granted leave admissible under clause (A) to (D).
e) Cholera, small-pox, plague, diptheria, typhus-fever and cerebro-spinal meningitiesmay be considered as infectious disease for the purpose of this clause. Any otherdisease as may have been declared by the State Government concerned as aninfectious disease for the purpose of their quarantine leave rules,may also beconsidered as infectious disease for the purpose of this clause. In the case ofchicken-pox quarantine leave should not be sanctioned unless the Health Officerresponsible considers that because of doubts as to the true nature of the disease,e.g. small-pox, there is reason for the grant of such leave.
f) The term “Household” used in this clause includes all individuals residing in thesame house, irrespective of whether or not they belong to the same family.
H) SPECIAL CASUAL LEAVE
Special Casual Leave may be granted to the employees for the day or days on whichemployee is unable to attend duty in special circumstances (but not for purely personalreasons as is the case with leave), for instance, due to civil disturbance, curefew or strike(other than strikes connected with the Works/Project) and for sterilization operation underthe Family Planning Scheme, subject to a maximum period of 30 days in a Calendar year.
6.2.3
2.0. LEAVE SALARY
An employee shall be entitled to leave salary as follows:-
a) During Earned Leave at a rate equal to the daily wage average of his total full timeearnings for the day on which he worked during the month immediately proceedinghis leave, exclusive of any overtime and bonus but inclusive of dearness allowance.
b) During Half-pay leave at a rate equal to half the amount admissible under clause(a).
c) During commuted leave of equal to twice the amount admissible under clause (b).
d) During Extra ordinary leave no leave salary.
e) During casual leave the rate of wages drawn by the employees on the dayimediately proceeding the day on which the leave commences.
f) During quarantine leave equal to the amount admissible under clause(a).
g) In case of employees superannuating from the services of the company on 30thJune and 31st December in any year, the increment falling due on the followingday, i.e., 1st July and 1st January respectively, would be calculated in the pay forcomputation of leave salary.
3.0. PUBLIC HOLIDAYS
i) Subject to the exigenceis of work, employees shall be granted holidays with wageson Republic Day, Independence Day, Gandhi Jayanti and May Day/Labour Day.Employees who can not be spared on these holidays will be granted acompensatory holiday with wages on another day within a month or will be paid aday’s wage in lieu thereof at the convenience of the management.
ii) The day observed as public holidays shall be pasted on the Notice Board.
iii) In addition, employees may avail any three Optional Holidays out of the list with theprior sanction of the competent authority.
In addition, the employee shall also be entitled for additional Three days OptionalHolidays which may be availed with prior approval of the competent authority,during the calendar year at the opption of employees which may be prefixed/suffixed with CL/Regular Leave.
4.0. LEAVE TO APPRENTICES/TRAINEES
Apprentices/Trainees shall be entitled to leave as follows:-
a) Leave on full stipend upto 15 days in any year of Apprenticeship/Training.
b) Leave on half stipend on medical certificate upto 20 days in any year ofApprenticeship/Training.
c) Casual Leave upto seven days in a calendar year on full stipend.
6.2.4
NOTE :If for any reasons it is proposed to terminate the Apprenticeship/Training of an apprentice/trainee, any leave which may be granted to him should not exceed beyond the date onwhich the period of Apprenticeship/Trainee as already sanctioned or extended expired orany earlier date on which his apprenticeship/Training may be terminated.
5.0. LEAVE TO SUBSTITUTE AND CASUAL EMPLOYEES
Substitute/Badlis and casual employees shall be entitled to leave as per the provision ofthe Factories Act.
6.0. APPLICATION FOR LEAVE
i) A workman who desires to obtain leave of absence shall apply in writing to thesanctioning authority.
ii) Except in emergency, applications for leave for three days or less should be made atleast 24 hours before the time from which the leave is required.
iii) Application for leave more than three days should ordinarily be made atleast 5working days before the date from which the leave is required.
iv) Application for leave under clause(ii)shall be disposed off on the same day.Applications for leave under clause(iii) shall be disposed off within 3 working days.
v) The number of times in which earned leave can be taken during any year shall notexceed four.
vi) Order granting or refusing leave shall be passed by the authority in writing. If leaveis sanctioned, the workman shall be given a leave pass, and in case leave is refused,the reason for refusal shall be communicated to the workman in writing.
vii) All applications for leave must bear the leave address.
viii) A workman who desires to extend his leave shall make an application in writing tothe sanctioning authority before the expiry of the leave already sanctioned.
ix) Application for leave or extending of leave on medical grounds shall be supportedby a certificate from a Medical Officer or the Company’s recognised hospital orwhere there is no such officers, a Govt.Medical Officer, or failing him, from aregistered medical practitioner stating the period for which leave is recommended.On receipt of such application the sanctioning authority shall immediately informthe workman in writing whether the leave or extension of leave has been grantedand if so for what period. A workman who has been sanctioned leave or onextension of leave on medical ground for a period exceeding fourteen days at a timeshall not be allowed to resume duty unless he produces a certificate of fitness fromthe Govt.Medical Officer or Registered Medical Practitioner, who issued the sickcertificate, as the case may be. In case an employee suffers from infectious/curtageious disease and he takes leave, he will be allowed to join duty only onproduction of fitness certificate from company’s recognised doctor irrespective of theduration of leave.
6.2.5
x) The sanctioning Authority will have the discretion to refuse, curtail or revoke leaveat any time according to the exigencies of the company’s work, giving reasons forsuch refusal, curtailment or revokation of leave.
xi) If the workman remains absent beyond the period of leave orginally granted orsubsequently extended, he shall lose his lien on his appointment unless he(a) returnswithin 8 days of the expiry of the leave and (b)explains to the satisfaction of theemployer (or the officer specified in this behalf by the employer) his inability toreturn before the expiry of his leave. In case the workman loses his lien on hisappointment, he shall be entitled to be kept on the badli list.
6.2.6
LEAVE RULES FOR NON-EXECUTIVESMINISTERIAL STAFF
1.0 OBJECTIVE
To regulate the grant of various kinds of leave to the employees of the Company.
2.0 SCOPE
These rules shall apply to all Ministerial Staff including Management Trainees.
3.0 DEFINITIONS
In these rules, unless the context otherwise requires:
a) ”Company” means Ferro Scrap Nigam Limited and the plant/Units/Offices under it.
b) ”Chairman” means the Chairman of the Company.
c) ”Management” means the local management of the Plant, Unit/Office.
d) ”Regular Leave” means Earned Leave, Half-pay Leave, Commuted Leave, Extraordinary Leave and Leave-not-due.
e) ”Authorised Medical Officer” means the medical officer recognised as such by theCompany.
f) ”Sanctioning Authority” or “Competent Authority” means the authority to whom powershave been delegated under the rules.
4.0 RIGHT TO LEAVE
4.1 Leave cannot be claimed as a matter of right.
4.2 When the exigencies of Company’s service so require, leave of any kind may be refusedor revoked by the authority competent to grant it.
4.3 An employee who is under suspension, is not entiled to leave as specified in these rules.
5.0 COMBINATION AND COMMUTATION OF LEAVE
5.1 Any kind of leave under these rules except Casual Leave may be granted in combinationwith or in continuation of any other kind of leave.
5.2 Special casual leave may be combined with casual leave. Where regular leave has beengranted in combination with special casual leave, casual leave shall not be granted incombination with both special casual leave and regular leave.
5.3 Holidays (including restricted holidays) occuring at either end of the period of leave maybe prefixed or suffixed with the approval of the sanctioning authority. Holidays occuringduring the period of leave shall not be counted as leave.
6.3.1
NOTE :
A compensatory leave granted in lieu of duty performed on a Sunday or closed holidayfor a full day may be treated as a holiday for the above purpose.
CLARIFICATION
1. Non-counting of intervening holidays as leave shall be applicable only in respect ofthe following kinds of leave:
a) Earned Leave b) Half-pay Leave
c) Commuted Leave d) Extra-ordinary Leave
e) Leave-not-due f) Special Casual Leave
g) Study Leave h) Leave for prosecuting higher studes.
The intervening holidays shall, however, be counted as leave in case of Maternity Leave,Special Diability Leave and Quarantine Leave.
2. Sundays/Weekly off days and optional holidays occuring during the period of leaveshall also not be counted as leave.However, the exclusion of optional holidays fromthe period of leave shall be allowed only against specific request of the employeeconcerned and the holiday/holidays so excluded shall be debited to his optionalholidays account.
CLARIFICATION
For the purpose of LTC an employee is required to take six days regular leave or casualleave inclusive of weekly off and closed holidays.
5.4 The Commutation of one kind of sanctioned leave into leave of a different kind cannot beclaimed as a matter of right. The sanctioning authority may, at the request of theemployees and subject to consequential adjustment of leave salary, if any, commuteretrospectively the leave already granted, into leave of a different kind which was due andadmissible to him at the time of sanction of leave.
6.0 ACCEPTANCE OF EMPLOYMENT WHILE ON LEAVE
No employee shall take up any service or employment anywhere while he is on leave.
7.0 EARNED LEAVE
7.1 An employee shall be entitled to earned leave at the rate of 30 days for every completedcalendar year of service or 2-1/2 days for each calendar month of service. For periodwhich is less than a complete calendar month, earned leave shall be allowed at the rate ofone day for every 10 days of service subject to the limit of 2-1/2 days of earned leave forthe calendar month.
6.3.2
NOTE :
1. For the purposes of this rule, “service” means continuous service in the Companyincluding the period spent on any kind of leave except extra ordinary leaveexceeding 3 months.
2. An employee who has been placed under suspension shall be entitled to earnedleave in respect of the period of suspension if such period is treated as duty.
7.2 An employee cease to earn leave when the earned leave due exceeds 150 days.
8.0 HALF PAY LEAVE
An employee shall be entitled to half-pay leave for 20 days for each completed calendaryear of service and proportionately in the first year of service and in the year of hissupeannuation from the service of the Company.
NOTE :
1. “Completed calendar year of service” means continuous service in the Company forone calendar year including the period spent on any kind of leave.
2. 15 days and more may be treated as one month and a period of less than 15 daysmay be ignored for this purpose.
8.1 This leave may be accumulated upto 300 days.
9.0 COMMUTED LEAVE
9.1 Commuted leave not exceeding half the amount of half pay leave due may be granted toan employee on medical grounds or for approved course of study certified by theCompetent Authority, to be in Company’s interest.
9.2 When commuted leave is granted, twice the amount of such leave shall be debited againstthe half-pay leave due.
9.3 Commuted leave may be granted at the request of the employee even when earned leaveis due to him.
9.4 Where an employee who has been granted commuted leave is permitted to resign fromservice or to retire voluntarily without returning to duty, the commuted leave shall betreated as half-pay leave and the difference between the leave salary in respect ofcommuted leave and half pay leave shall be recovered. Provided that no such recoveryshall be made if the retirement is on grounds of ill-health incapacitating the employee forfurther service or in the event of his death.
10.0 CASUAL LEAVE
10.1 An employee shall be entitled to 15 days Casual Leave in a calendar year.
10.2 Employees joining after the first day of January shall be entitled to proportionate numberof days of casual leave for the remaining part of the Calender Year. While calculatingproportinate number of days of Casual Leave, the fractions(if any) will be rounded off tothe nearest whole number.
6.3.3
10.3 In the case of transfer from one Unit/Office to another, the casual leave at the credit of theemployee will be carried over to the transferred unit/office.
10.4 Ordinarily not more than 10 days Casual Leave may be granted in one spell.
10.5 Casual Leave is required to be sanctioned by the Sanctioning/Competent Authority.
10.6 Casual Leave cannot be claimed as a matter of right. When the exigencies of Company’sservice so require, Casual Leave may be refused or revoked by the Sanctioning/Competent Authority.
10.7 Casual Leave cannot be combined with any kind of leave except Special Casual Leave.Casual Leave cannot be combined with both Special Casual Leave and regular leave.
10.8 Holidays (including restricted holidays) occuring at either end of the period of CasualLeave may be prefixed or suffixed. Holidays occuring during the period of Casual Leaveshall not be counted as Casual Leave.
NOTE :
A compensatory leave granted in lieu of duty performed on a Sunday or a closed holidayfor a full day may be treated as a holiday for the above purpose.
11.0 OPTIONAL HOLIDAY
Employees will be entitled to avail any 3 Optional holidays at their discretion during thecalendar year with prior sanction of the competent authority. This leave may be prefixed/suffixed with CL/Regular leave.
12.0 EXTRA-ORDINARY LEAVE
12.1 Extra-ordinary leave may be granted to an employee when no other leave is admissible tohim or when leave is admissible but the employee applies for grant of extra-ordinaryleave.
12.2 No employeees shall be granted extra-ordinary leave for more than 3 months on oneoccasion, except as in 12.3
12.3 Extra-ordinary leave for a period in excess of 3 months but not exceeding 36 months maybe allowed on medical grounds for diseases which require prolonged treatment or forprosecuting higher studies or for specialised training under rule 17.
13.3 LEAVE NOT DUE
13.1 Leave not due may be granted to an employee at the discretion of the sanctioningauthority as advance of half-pay leave when there is no earned leave or half-pay leave athis credit.
13.2 Leave not due shall be granted only if the sanctioning authority is satisfied that there isreasonable prospect of the employee returning to duty on expiry of the leave.
6.3.4
13.3 Leave not due shall be limited, at any one time, to one-half of the amount of half-payleave the employee is likely to earn during the remaining period of his service or 30 days,whichever is less.
13.4 Leave not due shall be debited against the half-pay leave the employee may earnsubsequently.
13.5 Where an employee who has been granted leave not due is permitted to resign fromservice or to retire voluntarily without returning to duty, the leave not due shall becancelled and he shall be required to refund the leave salary paid towards leave not due.
13.6 An employee who, having availed himself of leave not due, returns to duty but resigns orretiresfrom service before he has earned such leave, he shall be liable to refund the leavesalary to the extent the leave has not been earned.
13.7 Leave salary shall not be recovered if the retirement is by reason of ill-healthincapacitating the employee for further service or in the event of his death.
13.8 Leave not due shall not be granted to newly-appointed employees who are on probation/training.
CLARIFICATION
1. Leave-not-due is to be granted as an advance of HPL and is debited against HPLwhich the employee may earn subsequently. Leave -not-due sanctioned as anadvance of HPL cannot be treated as Commuted Leave on medical grounds.
2. Management Trainees will be entitled to “leave not due” during the probationperiod on completion of 11/2 year training.
14.0 MATERNITY LEAVE
14.1 A female employee may be granted maternity leave for a period of 12 weeks from thedate of its commencement.
14.2 Maternity Leave may also be granted in case of miscarriage, including abortion, onmedical certificate for a period not exceeding 6 weeks.
NOTE :
Abortion covered under the Medical Termination of Pregnancy Act, 1971, may also beconsidered a case of abortion for this purpose.
14.3 Maternity Leave shall not be debited against the leave account.
14.4 Maternity Leave shall not be combined with leave of any kind.
15.0 SPECIAL DISABILITY LEAVE
15.1 Special Disability Leave may be granted to an employee who is temporarily disabled onaccount of personal injury caused by accident arising out of and in the course of hisemployment on medical certificate.
6.3.5
15.2 An employee shall not be eligible for special disability leave unless the disability manifestsitself within 3 months of the occurrence to which it is attributed and the person disabledacted with due promptitude in bringing it to notice.
15.3 The period of leave granted shall be such as is certified to be essential by the authorisedmedical officer.
15.4 Special disability leave may be combined with leave of any other kind.
16.0 QUARANTINE LEAVE
16.1 Where, in consequence of the presence of an infectious disease in the family or house-hold of an employee at his place of duty, residence or sojourn, his attendance at the placeof his duty is considered hazardous to the health of other employees, such employee maybe granted quarantine leave for a period not exceeding 21 days (30 days in exceptionalcircumstances) on the certificate of the authorised medical officer or a Plublic HealthOfficer.
16.2 Cholera, Small-pox, plague, diptheria, typhus fever and cerebro-spinal meningitis will beconsidered as infectious diseases for the purpose of this rule. Any other disease as mighthave been declared by the State Govt. concerned as infectious disease for the purpose ofquarantine leave may also be taken into account for grant of quarantine leave under theserules. In the case of chicken-pox, quarantine leave should not be sanctioned unless theauthorised Medical Officer/Public Health Officer considers that because of doubts as to thetrue nature of the disease for example, small-pox, there is reason for the grant of suchleave.
16.3 An employee shall not be eligible for quarantine leave if he himself is suffering from anyinfectious disease.
16.4 Quarantine Leave may also be granted, when necessary, in continuation of other leave.
17.0 LEAVE FOR PROSECUTING HIGHER STUDIES / SPECIALISEDTRAINING
17.1 An employee may be granted leave for prosecuting higher studies or for specialisedtraining in India or abroad on the basis of scholarship for fellowship received by him orotherwise subject to the following conditions:
a) The nature of studies or training is such that these will be of definite advantage tothe company and these are atleast of post-graduate level.
b) The management is in a position to spare the employee for the period of leaveapplied for.
c) The employee has rendered not less that 3 years’ continous service in the companyand shall not superannuate within a period of atleast 5 years of the date on whichhe would resume duty on the expiry of leave.
6.3.6
d) An employee who has acquired any qualification or has been trained abroad at theexpense of the company shall be eligible for the leave only on completion of 5 yearsservice after such acquisition or training.
e) An employee who is on probation or who has been promoted to a higher grade onthe condition of passing a departmental examination/test shall be granted the leaveonly on successful completion of his probationary period or on his passing thedepartmental examination/test, as the case may be.
NOTE :
1. An employee who is under a bond to serve the company for a stipulated periodshall not be eligible for the leave during the currency of the bond.
2. The grant of this leave to non-executive employees may be considered in reallydeserving cases. The leave shall be allowed in such cases only with the approval ofthe Chairman/Chief Executive of the Unit.
17.2 Leave shall consist of Earned Leave, Commuted Leave, Half-Pay Leave and Extra-Ordinary Leave to the extent due and admissible subject to the condition that the totalperiod of such leave shall be limited to 24 months (36 months in exceptional cases withthe approval of Chairman).
17.3 An employee shall, before the proceeding on leave, execute a bond in prescribed form toserve the company for not less than 3 years on return from leave, failing which he shall beliable to pay to the company an amount calculated as under:
a) If he is in receipt of pay upto Rs. 1500/- p.m.
i) Rs. 15,000/- in case he fails to rejoin duty or, after rejoining, serves theCompany for a period of less than 2 years.
ii) Rs. 10,000/- in case after rejoining, he serves the company for atleast 2 yearsbut fails to serve for a minimum period of 3 years.
b) If he is in receipt of pay in excess of Rs. 1500/- p.m.:
i) Rs. 20,000/- in case he fails to rejoin duty or, after rejoining, serves thecompany for a period of less than 2 years.
ii) Rs. 15,000/- in case, after rejoining, he serves the Company for atleast 2 yearsbut fails to serve for a minimum period of 3 years.
17.4 An employee shall not accept any regular job during the period of this leave.
NOTE :
1. The Company shall not undertake any liability or responsibility on account ofpassage or any other arrangements in connection with higher studies or specialisedtraining during the period of leave.
2. An employee returning from leave shall submit a report on the study/trainingbringing out the aspects considered useful from the point of view of the company.
CLARIFICATION
It is clarified that Clause 12.0 of the Leave Rules should be read with Clause 17.0 dealing
6.3.7
with leave for prosecuting higher studies/training. Clause 12.3 of the Leave Rules may notbe granted independently under this clause.
18.0 SPECIAL CASUAL LEAVE
18.1 Special Casual Leave may be granted to an employee at the discretion of the sanctioningauthority to cover the period of absence during which he is unable to attend duties inspecial circumstances which are not purely personal or domestic as herein specified.
18.2 Special Casual Leave may be allowed to an employee for a period not exceedidng 30days (60 days in exceptional cases) in a calendar year for participation in sports andcultural activities subject to the following conditions:
a) The leave shall be admissible only for participation in sporting events/culturalactivities of State or National or International importance or when organised on interplants/units basis.
b) The leave shall be admissible only when an employee has been selected for suchparticipation in a representative capacity (and not in his personal capacity).
i) In respect of events/activities of International importance by an organisation/association at National Level and recognised as such by Government.
ii) In respect of events/activities of National importance when the event oractivity is held on an inter-zonal or inter-circle basis and the employee takespart in the event/activity as a member of a team or troupe as a dulynominated representative on behalf of the State/Zone/Circle, as the case maybe.
iii) In respect of inter-plant/units events/activities when the employee takes parttherein as a member of a team/troupe as a duly nominated representative onbehalf of the plant.
c) The leave shall be admissible for participation in a mountaineering Foundation onlyif the expedition has the approval of the Indian Mountaineering Foundation.
18.3 Special Casual Leave may be aollowed for blood donation for one day on each occasionon medical certificate.
18.4 Special Casual Leave may be allowed for family planning on production of medicalcertificate as provided below:
a) For a period not exceeding six days in the case of the male employees who undergovasectomy operation. If an employee undergoes the operation for the second timeon account of the failure of the first operation, leave may be granted again for aperiod not exceeding six days.
b) For a period not exceeding 14 days in the case of female employees who undergotubectomy operation whether puerperal or non-puerperal and who undergosalpingectomy operation after medical termination of pregnancy(MTP). If anemployee undergoes tubectomy operation for the second time on account of the
6.3.8
failure of the first operation, leave may be granted again for a period not exceeding14 days.
c) A male employee may be allowed special casual leave upto 7 days if his wife hasundergone tubectomy operation puerperal or non-puerperal for the first or secondtime or who has undergone salpingectomy operation after medical termination ofpregnancy to look after wife during her convalesconce.
d) Female employees who have insertion of interauterine contraceptive devices (IUCD)may be granted special casual leave on the day of insertion.
e) Where an employee requires leave beyond the prescribed limits of special casualleave for undergoing sterilisation operation owing to the development of postoperation complications, he may be allowed additional special casual leave to coverthe period for which he/she is hospitalized on this account. The benefit of additionalspecial casual leave may also be extended to the extent of 7 days in case ofvasectomy operation and 14 days in case of tubectomy operation where theemployee, though not hospitalised, is not found fit to go to work.
f) The following categories of employees who undergo operation for recanalisationmay be granted special casual leave for a period of 21 days or for the actual periodof hospitalisation, whichever is less:
i) Unmarried employees;
ii) Employees having less than two children
iii) Employees desiring recanalisation for substantial reasons (e.g. a person whohas lost all male children/female children after sterilisation operation).
18.5 When an employee is called for training in the Territorial Army, the entire period oftraining including the period of transit to and fro may be treated as special casual leave.
18.6 Employees affected by floods or other natural calamities may be granted special casualleave for the period of absence subject to the following conditions:
a) The area in which the employees are living has been declared as an effected area bythe State Government.
b) The period of special casual leave shall be limited to the period covered by the StateGovernment Notification in this regard.
CLARIFICATION
Special Casual Leave may be sanctioned to the Ex-servicemen employed in FSNL forappearing before the Medical Resurvey Board for medical check-up as required by theDefence Ministry/Army. The leave in such cases would be granted as per requirement, butin any case will be limited to 15 days in a year including transit time both ways.
19.0 LEAVE SALARY
19.1 An employee who proceeds on Earned Leave is entitled to leave salary equal to the paydrawn immediately before proceeding on Earned Leave.
6.3.9
19.2 An employee on Half-pay Leave or leave not due is entitled to leave salary equal to halfthe amount specified in Rule 19.1.
19.3 An employee on Commuted Leave, Maternity leave and Special Disability Leave isentitled to leave salary equal to the amount admissible under Rules 19.1.
19.4 An employee on Extra-ordinary leave is not entitled to any leave salary.
19.5 An employee on quarantine leave and special casual leave is entitled to leave salary equalto the amount admissible under Rule 19.1.
19.6 Dearness Allowance during leave is based on the leave salary actually drawn both for thepurpose of monetary limits, if any, within which the allowance may be admissible and forcalculation of the amount of the allowance.
CLARIFICATION
Payment of salary for the holidays occuring during the period of leave shall be made onthe same basis as admissible for the period and nature of leave. In other words, if during aspell of 30 days’ EOL, there are five days holidays, no salary will be admissible for thesefive days. However the EOL taken will be reckoned only as 25 days. Similarly, if during aspell of 25 days Half-pay leave, there are five holidays, salary for these five days will alsobe made as admissible for HPL. However, the period of HPL will be reckoned only as 20days.
20.0 ADVANCE OF LEAVE SALARY
An employee proceeding on leave for a period of 30 days or more may be allowed anadvance equal to leave salary due for the first month of the leave and such allowance asmay be admissible on that leave salary subject to normal deductions.
CLARIFICATION
Leave salary advance under clause 20.0 of the Leave Rules may be allowed if the periodof absence is 30 days or more. In such cases, it may not be insisted that the number ofdays of leave excluding intervening holidays should be 30 days or more.
21.0 REGULATION OF CLAIM TO LEAVE
An employee’s claim to leave shall be regulated by the rules in force at the time the leaveis applied for and granted.
22.0 APPLICATION FOR LEAVE
Any application for leave or extension of leave shall be made in the form and in themanner prescribed.
23.0 LEAVE ACCOUNT
A leave account shall be maintained in the prescribed form for each employee by thesanctioning authority.
6.3.10
24.0 GRANT OF LEAVE ON MEDICAL CERTIFICATE
24.1 An application for leave or extension of leave on medical grounds shall be supported by amedical certificate given by the authorised medical officer.
24.2 The medical certificate should clearly indicate the nature and probable duration of theillness and the period for which leave is required. The certificate issued by the authorisedmedical officer, should also contain the signature of the employee (thumb impression inthe case of illiterate employees) which should be attested by the issuing officer.
24.3 An authority competent to grant leave may, in its discretion, waive the production of amedical certificate in case of an application for leave for One Day, in which case only theprescription of Company’s authorized doctor will be required.
24.4 The authority competent to grant leave may, at its discretion, secure a second medicalopinion where it is not satisfied about the genuineness of a case of the kind or duration ofleave recommended.
24.5 A medical certificate shall not by itself confer upon the employee any right to leave; theleave shall be admissible only at the discretion of the sanctioning authority.
25.0 RETURN FROM LEAVE
An employee who has taken leave on medical certificate may not be allowed to resumeduty unless he has produced a medical certificate of fitness issued by the authorisedmedical officer.
26.0 RECALL TO DUTY BEFORE EXPIRY OF LEAVE
An employee may, in the exigencies of work, be recalled to duty from leave. In case ofsuch recall, the employee shall be entitled to be treated as on duty from the date on whichhe starts for the station to which he has been ordered to proceed and to draw:
i) Travelling allowance as on tour
ii) Leave salary, until he joins his post, at the rate at which he would have drawn it butfor recall to duty.
27.0 LEAVE ON RETIREMENT OR FINAL CESSATION OF DUTIES
27.1 An employee who retires from the service of the company on attaining the age ofsuperannuation or at the end of the term of his employment, shall be entitled to encashEarned Leave and HPL at his credit as on the date of retirement limited to a maximum of150 days and 240 days,respectively,in terms of the Leave Encashment rules.
27.2 An employee who takes voluntary retirement under the Voluntary Retirement Schemeshall be entitled to encash earned leave as provided in the scheme.
6.3.11
27.3 Employees who put in 6 months or more than 6 months of qualifying service in thecalendar year of superannuation, will be given credit for Earned Leave and Half PayLeave, as if they worked for the whole calendar year and the employees who put in lessthan 6 months of qualifying service will get credit of Earned Leave and HPL on pro-ratabasis.
27.4 In case of employees superannuating from the services of the company on 30th June and31st December in any year, the increment falling due on the following day, i.e. 1st Julyand 1st January respectively, would be calculated in the pay for computation of leavesalary.
28.0 CASH EQUIVALENT OF LEAVE SALARY IN CASE OF DEATH INSERVICE
In case an employee dies while in service, cash equivalent of leave salary in respect ofEarned Leave and HPL standing to his credit not exceeding 150 days and 240days,respectively,shall be paid to his nominee or in absence of nominee to his legal heirs.
29.0 DISMISSAL, REMOVAL OR RESIGNATION
29.1 Any claim to leave to the credit of an employee, who is dismissed or removed from serviceor who resigns from service, ceases from the date of such dismissal/removal or release onresignation, as the case may be.
29.2 An employee who is dismissed or removed from service and is subsequently re-instated onappeal or revision shall be entitled to count for leave for his service prior to dismissal orremoval, as the case may be.
30.0 PERSONS RE-EMPLOYED AFTER RETIREMENT
In the case of a person re-employed after retirement, the provisions of these rules shallapply as if he has entered Company’s service for the first time on the date of his re-employment.
31.0 TRANSFER FROM OR TO POSTS GOVERNED BY OTHERLEAVE RULES
31.1 An employee to whom these rules do not apply when appointed or promoted to a post towhich these rules apply, shall become subject to these rules from the date of suchappointment and the leave at his credit under the rules previously applicable to him shallbe carried forward subject to the provisions of these rules.
31.2 If an employee governed by these rules is appointed to a post wherein his leave terms aregoverned by different rules, the balance of the leave at his credit on the date of suchappointment shall be carried forward subject to the provisions of the rules applicable inthe new appointment.
6.3.12
32.0 FOREIGN SERVICE/DEPUTATION
An employee on deputation in India shall continue to be governed by these rules. In caseof an employee who proceeds on foreign service outside India, these rules shall apply tothe extent provided to the terms and conditions of foreign service.
33.0 MISCELLANEOUS
33.1 Where any doubt arises as to the interpretation of these rules, it shall be referred to theCorporate Office for decision.
33.2 The company reserves to itself the right to modify, alter, amend or cancel any of theserules without notice.
6.3.13
ENCASHMENT OF EARNED LEAVE
1.0 OBJECTIVE & SCOPE
With a view to reduce long and frequent absenteeism and also to encourage employees toavail leave in a planned and systematic manner, a scheme on Encashment of EarnedLeave is introduced which shall be applicable to all regular employees of the company(including the whole-time Directors of the corporation excluding those on deputation fromGovt./other organisations and company employees on deputation to other).
Encashment of Earned Leave will enable employees to meet part of the expenses to traveland holiday out of their accumulated leave.
2.0 ELIGIBILITY
2.1 ENCASHMENT OF EARNED LEAVE WHILE IN SERVICE
Earned Leave standing to the credit of an employee may be encashed at his option onlyonce in a calendar year provided that the quantum of leave to be encashed in each case isnot more than 50% of the earned leave at the credit or 30 days earned leave whichever isless.
3.0 ON DISMISSAL OR REMOVAL FROM THE SERVICE
The encashment of leave will not be admissible on dismissal or removal from services ofan employee. However, in case of termination simplicitor an employee will be eligible forencashment of earned leave as per 2.1 above.
4.0 ON RETRENCHMENT
The employee shall be paid leave salary in lieu of Earned Leave due to him.
5.0 ON RETIREMENT
If any earned leave due to an employee is not utilised, he shall be allowed to encash theunavailed portion of earned leave.
6.0 ON DEATH
Leave salary in respect of earned leave standing to his credit shall be paid to the legalheir(s) of the employee.
7.0. ON RESIGNATION
The employees will also be allowed to avail Encashment of Earned Leave in case of theirresignation from the service & acceptance thereof.
6.4.1
If an employee is not able to serve the full notice period as per the terms of hisemployment and is allowed an early release by the competent authority, the period notserved shall be adjusted against the Earned Leave and the balance will be allowed forencashment.
PROCEDURE
For earned leave encashment under rules 2.1 while in service, an employee shall be requiredto apply in writing to the sanctioning authority. In all other cases it shall be settled by appropriateauthority.
SANCTIONING AUTHORITY
The officers who are competent to sanction earned leave shall be the “Sanctioning Authority”for approving encashment of earned leave under these rules.
ENCASHMENT BENEFITS
a) The encashment of leave shall be regulated on the basis of last pay drawn which includesbasic pay, dearness allowance and personal pay, if any, but shall not include incentivebonus, acting/officiating allowance and other allowance.
b) The encashment benefit shall not be reckoned as wage/salary while working out O.T.,Gratuity, P.F., Bonus under the Bonus Act etc.
ACCUMULATION OF EARNED LEAVE
The maximum accumulation of earned leave will be 150 days for workmen and supervisorystaff and 240 days in case of officers
DEDUCTION OF PF
Provident Fund at the prescribed rate (presently 12% of Basic + DA) shall be deducted onthe amount of encashment of Earned Leave during the service period of employee and / or at thetime of separation / superannuation and the same shall be deposited in the employees' ProvidentFund A/c, together with Employer's matching contribution.
“ENCASHMENT OF HALF-PAY LEAVE”
1.0 Encashment of Half-pay Leave is allowed subject to a maximum of 240 days. Theencashment of Half-pay Leave will be allowed in respect of the following cases:
i) On separation from the company on attaining the age of superannuation
ii) Death while in service
iii) Permanent total disablement
2.0 Other conditions governing the encashment of Half-pay leave will be the same as are inthe case of Earned Leave Encashment.
6.4.2
LEAVE TRAVEL CONCESSION RULES
1.0 TITLE
These rules shall be called “Ferro Scrap Nigam Limited Leave Travel Concession Rules.”
2.0 OBJECTIVES
To provide as a measure of welfare, travel assistance to the employees of the Companyand members of their families for visiting their Home Town/any place in India.
3.0 DEFINITIONS
In these rules, unless the context otherwise requires:
3.1 “Employee” means a person employed in any establishment of the company who hascompleted one year of continous service in the company on the date of commencementof the outward journey but excludes the following:
i) Persons not in the whole-time employment of the company
ii) Casual/Daily rated employees;
iii) Apprentices/Trainees on stipend;
iv) Persons entitled to Railway privilege/retirement passes and PTOs as personal tothem.
3.2 FAMILY
3.2.1 “Family” means the employee’s wife or husband as the case may be residingwith him/her and legitimate children and step-children residing with and whollydependant on the employee.
3.2.2 The term “Children” includes major sons, married and widowed daughters solong as they are residing with and wholly dependant on the employee. However,LTC/LLTC will not be extended to "Married Son" of the employees. Further, anemployee desiring to avail LTC/LLTC in respect of unmarried major son, wouldbe required to give a separate declaration in the prescribed form every time.
3.2.3 The term “legitimate children” includes adopted children if under the personallaw of the employee, adoption is legally recognised as conferring on the adopted-child the status of natural child.
3.2.4. Employees joining the services of the company on or after 2/9/95, shall beentitled to claim LTC/LLTC for maximum 2 children only.
3.2.5 Only one wife is included in the term “Family”.
3.2.6 For the purpose of LTC for Home Town only, dependant parents of theemployees shall be included in the list of entitled depandants, provided theincome of the parents from all sources does not exceed Rs. 1500/- per month.
3.3 “Headquarters” means the normal place of an employee at the time of the outwardjourney.
6.5.1
3.4 HOME TOWN
3.4.1 “Home Town” means the permanent home town or village of the employee asentered in his service record or as declared by him on joining the service of thecompany and accepted by the competent authority.
3.4.2 “Home Town” shall be a place which the employee is required to visit at intervalsfor discharging domestic and special obligations or where he owns immovableproperty or where his near relations reside permanently or where he has beenstaying for some years before joining the service of the company.
3.4.3 The declaration of the home town once made shall ordinarily be treated as final.Inexceptional circumstances, a change in the declaration may be allowed by thecompetent authority provided that such a change shall be made once during theentire service of the employee, atleast before one year of superannuation fromthe service.
3.4.4 Where both husband and wife are Co.’s employees the couple should be treatedas a single family unit and should declare only one place as their joint HomeTown and the concession for the family will be on the scale admissible either tothe husband or to the wife. In line with this, where both husband and wife areemployed in the company and are stationed at the same place, only one set ofdependant parents, may be included for the purpose of LTC at the option of thecouple. However, where the husband and wife who are employed in thecompany are posted at different stations, they may be allowed to have thebenefit of LTC in respect of dependant parents as separated individuals.
3.4.5 The declaration of the home town should be kept in service record of theemployee.
3.5 “Any place in India” means any place within the territory of India, whether on the main-land or overseas.
3.6 “Shortest Route” will also cover the route by which the destination can be reached earlierin the point of time by the approved mode of travel.
4.0 ENTITLEMENT
4.1 Leave Travel Concession (LTC) under this rules shall be admissible to such of theemployees as are entitled to regular leave and the members of their families to the extentand subject to conditions hereinafter provided.
a) Reimbursement of actual cost of travel by entitled class from the Headquarters tohome town and back once in a block of two calendar years.
b) Reimbursement of actual cost of the travel by the entitled class from theheadquarters to any place in India and back once in a block of 4 calendar years inlieu of one of the two concessions available under the rule 4.1(a) in a block of 4calendar years.
6.5.2
c) Employees while availing LTC for their home town may visit any other place uptomaximum of 750 Kms each way, if they so like, in lieu of home town.
d) Employees can avail the LLTC as per the above rules with the option for maximum1700 KMs each way on certificate as prescribed.
EXPLANATION
An employee thus can avail LTC twice in a block of 4 years once for travelling to his hometown only and once for the journey to any place in India including his home town. Theconcession to visit any place in India is adjustable against the concession to visit hometown to which an employee is eligible at the time of undertaking the journey to visit anyplace in India.
4.2 An employee whose family is living away from his place of work, may, instead of availingthe concession both for self and family once in a block of two years, avail the concessionfor himself alone every year for visiting his home town. Further, in a block of 4 years suchan employee may avail (i) to home town twice for himself alone and any place in India forself and family once or (ii) four times to home town for self only.
4.3 The concession is admissible to the members of an employee’s family with reference tofacts existing at the time of outward and inward journeys independently. A change thereinmay result in entitlement as illustrated below:
I. Entitlement to reimbursement in respect of the outward journey only
i) A dependant son/daughter employed or getting married after going to hometown or remaining there for prosecution of studies.
ii) The members of the family having performed the journey to home town haveno intention of completing the return journey from home town.
II. Entitlement to reimbursement in respect of the return journey only
i) A newly married husband/wife coming from home town to headquarters or ahusband/wife who has been living for a long time at home town and did notavail of the concession in respect of outward journey. If an employee getsmarried at a place which is on the shortest route to the hometown/declareddestination, LTC may be allowed to the spouse from the place of marriage tothe home town/declared destination and back to the headquarters of theemployee.
ii) A dependant son/daughter returning with parents or coming along fromhometown where he/she has been prosecuting studies or living with grandparents etc.
iii) A child has completed the chargeable age only at the time of the returnjourney.
iv) A child legally adopted while staying in the hometown.
NOTE : Where the journey is performed by the children or an employee from thehome town of the employee to his head quarters during the vacations, LTCmay be allowed for both the outwardand inward journeys. LTC may also be
6.5.3
allowed where the children studying in educational institutions at a place otherthan the employees headquarters or home town, travel from the place ofstudy either to home town or to the head quarters of the employee and backmay be allowed, but the assistance to be given will be the amount admissiblefor the actual distance travelled limited to the amount that would have beenadmissible and the journey been performed between the head quarters andthe home town of the employee.
4.4 Where the spouse of an employee is employed outside the company, the concession willbe admissible to the spouse on the condition that similar concession is not available in theorganisation in which he/she is employed or, where it is available, he/she gives anundertaking not to avail thereof. A certificate to this effect should be furnished at the timeof preferring the claim.
4.5 The concession shall be admissible to an employee only when he proceeds on regular orCasual leave for a period of not less than six days inclusive of weekly off and closedholidays. The members of a family may,however, avail the concession irrespective of theperiod of leave of the employee and irrespective of the fact whether the employee availsLTC or not.
4.5.1 For the purpose of this rule and rules 4.1 and 6.2, “regular leave” means EarnedLeave, Half pay leave, Commuted Leave, Maternity Leave, Extra-ordinary leaveand vacations in the case of employees serving in vacation department.
4.6 The block of two calendar years for the purpose of visiting home-town shall be 1982-83,1984-85 and so on. The block of four calendar years for the purpose of visiting any placein India shall be 1982-85, 1986-89 and so on.
4.7 In case of concession is not availed of during a particular block of two/four years, it maybe availed of before the end of the succeeding calendar year.The regular block years will,however, remain unchanged.
4.8 The date of commencement of outward journey decides the block to which the concessionis debitable.
4.9 LTC facility to any place in India may be availed by an employee in either the first or thesecond half of the four year block.
4.10 In the case of fresh entrants in Co.’s service, the first block of two years would be theregular block in which they complete one year of continous service. For example, if aperson joins service during 1979, he would be entitled to the concession only in the block1980-81 since he would complete one year of continous service in that block.
4.11 An employee due for superannuation may avail the concession ifhe is otherwise eligibletherefor provided the return journey is completed before the date of superannuation.
4.12 An employee who has submitted notice of resignation from Co.’s services may bepermitted to avail the concession to home town or any place in India during the noticeperiod provided the return journey is completed before the expiry of the notice period andthe employee rejoins duty after availing LTC.
6.5.4
4.12.1 The concession is not admissible to an employee who proceeds on regular leaveand then resign to his post without returning to duty. The entire amount ofadvance if drawn, will be recovered from the dues of employees.
4.13 In the case of an employee under suspenion, the concession is admissible to the membersof his family only. The employee will, however, be allowed to avail the concession for thesame block year after the suspension is revoked and he joins duty.
4.14 A re-employed person is eligible for the concession on completion of one year’s ofcontinous service after re-employment subject to the following:
i) The successive block of two/four calendar years shall be reckoned from the actualdate of joining the service of the company on re-employment.
ii) The appropriate authority certifies, at the time of the employee avails himself of theconcession, that he is likely to continue in the service of the company for a period oftwo/four years from the date of his initial re-employment.
4.14.1 In the case of re-employment of a company employee immediately afterretirement, the period of re-employed service may be treated as continous withthe previous service for this purpose and the concession allowed for the re-employed period provided the concession would have been admissible to theemployee but for his retirement.
4.15 In the case of employees on deputation with the Company or the Company employees ondeputation outside, the entitlement for LTC will be governed by the terms and conditionsof deputation.
4.16 While availing LTC to visit any place in India, an employee and/or members of thefamilies may visit the same place or different places of their choice. The members of thefamily need not travel while availing LTC to visit home town or any place in India, in thesame calendar year in which the employee travels. They may travel either together orseparately at different times to different places. When they travel in different groups, atdifferent times, reimbursement of expenditure may be allowed in respect of each groupprovided the journey is completed within six months of the date of commencement of theoutward journey by that group. In such cases the number of groups shall not exceed two,excluding cases covered by the note under the rule 4.3 (II).
4.17 When the concession to visit any place in India is proposed to be availed by theemployee/members of the family, the intended place of visit should be declared inadvance. The place of visit so declared can, however, be changed before thecommencement of outward journey with the prior approval of the competent authority.
4.18 In case an employee declares a place outside India as the home town, the concession shallbe limited to the fare upto and from the railway station/airport/sea port in India nearest tothe home town by the shortest route.
4.19 Whenever a case of fraudulent claim of LTC comes to notice and the competentdisciplinary authority arrives at a conclusion that there is a prima-facie case for initiatingdisciplinary proceedings against an employee for the misconduct, the claim for the LTC
6.5.5
would be with-held and he would not be allowed this facility till finalization of theproceedings.
If an employee is fully cleared of the charges of misuse of LTC, he would be allowed toavail of th LTC with-held earlier, as additional set(s) of the LTC in future blocks of years,but before his normal date of superannuation. In such a situation, the provisions relatingto lapsing of LTC facility not availed within the first year of the next block will not apply.
If however, an employee is not fully cleared of the charges of misuse of LTC, he shall notbe allowed the next two sets of LTC in addition to the set(s) of LTC already with-held. Ifthe nature of the misuse is grave, the competent authority may disallow more than twosets of LTC. Such disallowance shall be without prejudice to the punishment for anyproved misconduct in the disciplinary proceedings.
5.0 CALCULATION OF CLAIM
5.1 The reimbursement shall be allowed by the entitled class or the actual class of travelwhichever is lower (as per the Travelling Allowance Rules) between home town/declareddestination and the headquarters, by the shortest route on through ticket basis, though theemployee or the family members may travel by any route or any class or halt anywhereon the way to or from the home town/declared destination. However, only Executivesworking in the grade of E-6 and above will be entitled to travel by Air/ACC by rail.
5.2 The journey need not necessarily commence from and end at the headquarters but thereimbursement, will be limited to the actual distance travelled or the distance between theheadquarters and the hometown/declared destination, whichever is less.
5.3 Where journey between places connected by rail or a part thereof is performed by road bypublic transport or chartered bus, reimbursement will be on the basis of the railway fare bythe entitled class by the shortest route or on the basis of actual expenses, whichever is less.Where such journey is performed by private car (registered in the employee’s own name),the cost of propulsion being borne by the employee himself, reimbursement will beequivalent to what would have been admissible had the journey been performed by railby the entitled class by the shortest route.
5.3.1 A certificate to the effect that the employee and/or the members of his familytravelled by the employee’s own car may be accepted as adequate.
5.3.2 In the case of officers entitled to travel by rail by ACC reimbursement as per ACCfare can be allowed provided ACC facility is available on the shortest route. Inother cases, reimbursement will be limited to 1st class fare only.
5.4 Where journey between places not connected by rail is performed by road, reimbursementwill be limited to road mileage as per entitled under Travelling Allowance Rules or theactual expenses, whichever is less. However, the number of road mileages should notexceed three in such case.
5.5. In respect of places not connected by rail, an employee may travel by air when analternative means of travel is either not available or is more expensive. In such cases,reimbursement will be of the actual expenses incurred or the air fare, whichever is less.
6.5.6
5.6 While availing LTC to any place in India, an employee may travel by pilgrims/yatra specialtrains. The reimbursement in such cases will, however, be limited to the fare by theentitled class by the shortest direct route to the declared destination. In case an employeewho is entitled to travel by first class performs the journey in a special coach of secondclass compartment but with certain extra facilities like dunlop pillow etc. arranged bytourist agencies, reimbursement will be allowed on the basis of actual fare/amount chargedby the travel agent excluding food charges limited to the fare by the entitled class of travel.
5.7 The employee and their families may avail the facility of circular trip ticket offered by theRailways but reimbursement in such cases would be regulated as between theheadquarters and the home town/declared destination by the shortest route and will belimited to the fare by the entitled class or the actual fare, whichever is less.
5.8 The employees and their families may travel in a group by luxury bus/chartered bus butreimbursement in such cases will be:
i) Actual bus charges
ii) The amount reimburseable had the journey to the declared place of visit beenperformed by the entitled class by rail whichever is less.
5.9 In respect of journeys performed by ponies in hilly areas (e.g. to Amar Nath caves inJammu & Kashmir) reimbursement will be as admissible by road or as per the tariff forponies as prescribed by the State Govt, whichever is less.
5.10 For journeys to Portblair, Andaman and Nicobar Islands,the surface journey to the nearestport will be regulated as other journeys under these rules. With regard to the sea passage,employees entitled to travel by second class by rail may be allowed reimbursement fortravel by either Bunk class or second class by MV Harsh Vardhan (without diet charges),run by Shipping Corporation of India Ltd. The employees entitled to travel by first class/ACC by rail/air may be allowed reimbursement for travel by first class/”A” state room/Deluxe by either MV “Andman” or MV “Harshvardhan” (without diet charges) run byShipping Corporation of India Ltd. or by Air.
5.11 Those employees/family members, whose maximum entitlement is 1st class will not beeligible to reimbursement of surcharges for travel by ACC-II tier Sleeper and if they do so,they will themselves bear the charges.
5.12 The various concessions offered by the Railway authorities (e.g. seasonal concession,students concession, return tickets etc) may be availed in conjunction with leave travelconcession. The amount reimbursed will then be the actual expenditure on theconcessional ticket.
5.13 The reservation charges are reimburseable irrespective of whether employee/familymembers travel by ordinary train or super-fast train.
5.14 Ticket cancellation charges will be reimburseable only if cancellation of journey is solelydue to official reasons and is in the interest of the company’s work.
5.15 Employees availing LTC, if recalled to duty from leave in co.’s interest, will in addition toTA for the return journey, get DA under the TA rules.
6.5.7
6.0 COMBINATION WITH TRANSFER/TOUR
6.1 If an employee visiting home town on leave proceeds there from on trasfer to his newheadquarters,he may be allowed, in addition to travelling allowances as on transfer, leavetravel concession to the extent of the distance from the old headquarters to home townand from home town to the new headquarters minus the distance for which transfer TA isadmissible. It will be open to the employee not to avail of LTC without prejudice to hisentitlement for the concession at a later date subject to the usual conditions.
6.2 If an employee proceeds with prior permission to his home town on leave from a tourstation and returns to his headquarters direct from the home town, he will be entitled totravelling allowance as on tour for journey from headquarters to the tour station fromwhich the employee proceeds to the home town and leave travel concession for thejourney from tour station to home town and from home town to headquarters, deemingthe tour station as the starting point for the onward journey.
6.3 If an employee proceeds to a tour station from his home town with prior permission andreturns to headquarters from there leave travel concession will be allowed fromheadquarters to home town and travelling allowance as on tour for the journey fromhome town to tour station and back to headquarters.
7.0 GRANT OF ADVANCE
7.1 Advances are granted by the company to the employees to enable them to availthemselves of the concession.
7.2 The advance will be limited to the estimated amount which the company will have to re-imburse under these rules in respect of journeys both ways.
7.3 Advance both for the outward and return journey will be admissible only if the returnjourney will be completed within 90 days of the date of commencement of outwardjourney. If after drawing the advance for journeys both ways, it becomes clear that thereturn journey cannot be completed within 90 days, one half of the advance should berefunded forthwith.
7.4 When an employee and the members of the family avail the concession separately,advance may also be drawn separately.
7.5 Advance may be drawn upto two months before the proposed date of commencement ofthe onward journey. In the case of employees proposing to travel by their own car, theadvance may be drawn upto one month before the proposed date of commencement ofthe outward journey.
7.6 Advance will be sanctioned by the officers authorised to sanction advance of travellingallowance. Officers who are their own controlling officers may sanction the advance forthemselves.
6.5.8
7.7 If after drawing an advance, the journey is either not performed or is not performed to thedeclared destination, the entire amount of the advance should be refunded within 7 daysof the date on which the employee reports back for duty on return from leave or theproposed date of commencement of the outward journey failing which the amount dueshall be recovered from the salary.
7.8 If the advance is drawn for the higher class but the journey is performed in a lower class orif the advance is drawn for certain family members but the actual journey is not performedby all of them, the excess amount should be refunded immediately on completion ofreturn journey.
8.0 SUBMISSION OF CLAIMS
8.1 An employee availing LTC for Home Town shall be required to submit within one monthof the completion of the return journey, a certificate to the effect that he and/or theentitled members of his family have duly performed the journeys to and fro and that theexpenditure incurred by him on this account is not less than the amount of the advancesanctioned to him. Where the amount actually spent is less than the amount of theadvance, the certificate shall be given accordingly and balance amount of the advanceshall be refunded by him within the stipulated period, failing which it shall be recoveredfrom his salary.
8.2 The claims for LTC to any place in India shall be submitted within one month of thecompletion of the return journey and shall be supported by appropriate proof of thejourneys having been performed (e.g. railway ticket numbers, bus/taxi numbers, cashreceipts etc). Where advance was sanctioned, the balance should be refunded whilesubmitting the final bill, failing which it will be recovered from the salary of the employee.
9.0 TENURE
The company reserves to itself the right to modify, amend or cancel any of these ruleswithout notice.
6.5.9
7.0
WELFARE SCHEMES
MEDICAL REIMBURSEMENT SCHEME FOR EXECUTIVES
1. SCOPE :
1.1 The FSNL Medical Scheme shall apply to all regular employees working in executivescategory, trainees and apprentices (other than Apprentices engaged under ApprenticesAct) their families including deputationists from Govt. Deptt. and other organisations.Apprentices covered under the Apprentices Act and casual employees shall be entitledonly to emergency treatment for injuries sustained during and in the course of their dutyor training as the case may be.
2. DEFINITION :
2.1 “Employee” means wholetime employee of FSNL working in executive category includingdeputationists, trainees and apprentices (other than Apprentices engaged underApprentices Act or casual employees).
2.2 “Family” means employee’s wife or husband as the case may be, children and stepchildren (including legally adopted children), wholly depandant upon him/her and parentswholly depandant upon him/her and who reside with the employee and not gainfullyemployed.
2.3 “Gainful employment” means the income of the dependant concerned from all sourcesshould not exceed Rs. 1500/- per month.
2.4 “Patient” means a FSNL employee or a member of his family to whom these rules applyand who requires medical attention.
2.5 “Treatment” means the use of all medical and surgical facilities essential for the recoveryor prevention of deterioration in the condition of the patient except in so far as restrictedby these rules.
2.6 “Hospital/Nursing Home/Clinic” shall be deemed to mean any institution in Indiaoperated for the care and treatment of sickness and injuries and which has been registeredeither as Hospital or Nursing Home or Clinic with the local authorities and is under thesupervision of a Registered and qualified doctor. The term “Hospital” shall not include anestablishment which is a place of rest, a place for the aged, a place for drug addicts, aplace for alcoholics or a hotel.
2.7 “Domiciliary treatment” means medical treatment for such illness/injury/disease which inthe normal course would require care and treatment at a Hospital/Nursing Home/Clinic asan outpatient or actually taken whilst confined at home in India from a Registered MedicalPractitioner.
2.8 “Competent Authority” means Managing Director of the Company.
7.1.1
3.0 DOMICILIARY TREATMENT :
3.1 Medical expenses incurred by the employees on the domiciliary treatment to self andentitled family members will be reimbursed subject to an annual limit of one month’s basicpay plus D.A. drawn by the employees in the month of March of the relevant financialyear.
3.2 In the cases of investigation by the Pathologist and Radiologist, where hospitalisation isnot needed, reimbursement will be regulated under Domiciliary treatment.
3.3 In case of dental treatment, charges for denture, cleaning, polishing of teeth, filling of teethwith gold, orthodental treatment on account of cosmetics will not, however, bereimbursed.
3.4 In case of opthalmic treatment, cost of glasses will not be reimbursed.
3.5 Administering charges for injections will be reimburseable.
3.6 Expenditure incurred on treatment of mental disease/psychiatric treatment will also bereimburseable under the rules.
4.0 HOSPITALISATION :
In cases of hospitalisation of employee and entitled family members, the reimbursement ofexpenses will be full restricted to the charges prescribed by AIIMS, without limit.
5.0 MEDICAL TREATMENT IN SPECIAL CIRCUMSTANCES :
Reimbursement of medical expenses incurred at outstation will be allowed if an employeeand members of his family normally residing with the employee goes on sanctioned leave/tour (applicable in case of employee only). Reimbursement will, however, be inaccordance with the rules applicable for domiciliary treatment.
6.0 In cases of serious diseases like Cancer, Heart disease, Leprosy, Kidney failure,if the employee or his dependants as defined under these rules, is referred tooutside hospitals by the Specialist/Hospital, the expenses on in-door treatmentlike bed charges, medicine charges, doctors charges, pathology, radiology andother tests will be reimbursed by the company on actual basis. However, priorapproval of the M.D. for such treatment will have to be obtained.
7.0 TRAVELLING ALLOWANCE :
The patient referred for outstation treatment will be entitled to travelling allowance as perT.A. rules of the company. T.A. for one attendant/escort will also be allowed if it iscertified by the specialist making reference that the attendant/escort is necessaryconsidering the condition of the patient.
7.1.2
8.0 Normally the hospitals do not provide ambulance facility. In serious cases whenhospitalisation of employees or their family members is essential in hospitals,reimbursement of taxi fares may be made subject to ceiling of the road mileage applicablein T.A. rules of the company. A certificate from the hospital will also be required to theeffect that the patient was hospitalised in emergent case.
9.0 The Commuted Leave shall be granted on the basis of certificate issued by any Regd.Medical Practitioner.
10.0 REIMBURSEMENT PROCEDURE :
Reimbursement of medicine purchased as well as for the consultation obtained from theRegd. Doctors for domiciliary treatment will be made by the company on receipt of claimof the employee supported by Regd. doctors’ prescription fee and clinical/pathological/other tests, in the format prescribed.
A record of the expenses by such employee will be kept and the claims will be regulatedaccordingly. A monthly report will be submitted to Corporate Finance deptt indicating thenames and the amount claimed/paid by the 15th of the month following.
11.0 In case of any doubt or dispute regarding the interpretation, decision of the ManagingDirector shall be final.
7.1.3
MEDICAL RULES FOR NON-EXECUTIVE EMPLOYEES
1.0 SCOPE & DEFINITION
1.1 Medical treatment shall mean comprehensive medical cover, involving out-patient andspecialised treatment inclusive of all necessary pathological, radiological and othermethods of diagnosis. This will include dental and opthalmological services exceptprovision of dentures and spectacles. Medical treatment will also include:
1.1.1 Treatment at the consulting room of the authorised medical attendant
1.1.2 Treatment at the residence of the employee of family
1.1.3 At the out-patient department of a Govt./Recognised hospital
1.1.4 As an In-patient in Govt/Recognised hospital
1.2 Employee means wholetime employee of FSNL including Deputationists and Apprentices(other than those working under Apprentices Act or Casual employees). Trainees shall begoverned as per the terms of their appointment, i.e. medical facility for self only during thetraining period.
1.3 “Family” means :
i) The employee’s wife or husband as the case may be;
ii) Legitimate children and step children wholly dependant on the employee;
iii) Minor brothers/minor unmarried sisters upto the age of 21 years or widowed sisterswholly dependant and physically residing with the employee, if thefather is :
a) not alive; or
b) wholly dependant on, and is residing with the employee.
iv) Major mentally retarded or handicapped dependant brother / sister, residing withemployee on merit of each case with the approval of Chief Executive; and
v) Parents if they are wholly dependant on, and residing with the employee.
1.4 Family members will be deemed to be dependant on the employee if individual monthlyincome from all sources does not exceed Rs. 1500/- per month.
1.5 Female spouse of deceased employee appointed on compassionate grounds has optioneither to include her own parents or parents-in-law as dependent provided they areresiding with her.
1.6 For treatment of FSNL employees, the company shall make a panel of M.B.B.S./M.D. orGraduate in Medicine and in Surgery/Ayurved/Homoeopath doctors areawise. The namesof such doctors, alongwith their consulation timings shall be notified in the Notice Boardfrom time to time for information of employees. Employees can consult and receivemedical treatment from such panel doctors.
7.2.1
In addition to above, Company shall also make a panel of Specialists viz. Surgeon,Physician, Gynaecologist, Eye Specialist, Dentist etc.
2.0 ENTITLEMENT
2.1 An employee and his dependant family members are entitled to reimbursement of medicaltreatment charges subject to the rules prescribed in this behalf.
2.2 Hospital Treatment (in approved hospitals)
2.3.1 The following hospitals are approved for undertaking treatment for employeesand their entitled dependants:
UNIT HOSPITAL
ROURKELA ISPAT GENERAL HOSPITAL & RSP’S
HEALTH CENTRES/GOVT. HOSPITALS
BURNPUR IISCO’S MAIN HOSPITAL & HEALTH
CENTRES/GOVT. HOSPITALS
BHILAI BSP’S MAIN HOSPITAL & HEALTH
CENTRES/GOVT. HOSPITAL
BOKARO BSL’S MAIN HOSPITAL & HEALTH
CENTRES/GOVT. HOSPITALS
VIZAG VSP’S MAIN HOSPITAL & HEALTH
CENTRES/GOVT HOSPITALS/ AMRUTHA
NURSING HOME, QUEENS NRI HOSPITAL
DURGAPUR DSP’S MAIN HOSPITAL & HEALTH
CENTRES/GOVT HOSPITALS
DOLVI G.T. HOSPITAL, MUMBAI
DUBURI GOVT. HOSPITAL, DANGADI
DELHI MOOLCHAND KHAIRATIRAM HOSPITAL
2.3 Reimbursement in approved hospitals will be for actuals towards Surgeon’s fee, O.T.charges, anaesthesia charges and Doctor’s visit charges subject to deduction forinadmissible items. Room rent shall be restricted to as provided in para 2.5.
7.2.2
2.4 Hospital Treatment (other than approved hospitals)
2.4.1 Surgeon’s fee for operation will be regulated as per AIIMS rates or Sir GangaRam Hospital Rates, whichever is higher.
2.4.2 Visiting fee of Doctors during hospitalisation will be regulated as provided atpara 3.1.
2.4.3 Operation Theatre fee will be reimbursed limited to 25% of Surgeon’s fee.Anaesthesia charges will be reimbursed to the extent of 25% of Surgeon’s fee incase of general Anaesthesia. Surgeon’s fee for this purpose shall be as providedin schedule of Rates at para 2.4.1.
2.5 Room Charges
2.5.1 The entitlement for room rent will be as follows:
Pay less than Rs. 2320/-(Pre-revised): Rs. 450/- per day
Pay Rs. 2320/- (Pre-revised) and above: Rs. 600/- per day
The above rates would be inclusive of service charges and other peripheralcharges which are related to room rent.
2.5.2 In case of patients, who require treatment in ICU, the limits for room rent will notbe applied and the actuals will be reimbursed in such cases.
2.5.3 The amount towards charges for special nursing/Attendant or Ayah to bereimbursed, shall be limited to the amount which is in excess of 25% of the pay(includes NPP, PP Spl Pay) of the employee concerned for the period for whichspecial Nursing/Attendant is necessary for hospitalisation on submission of theprescribed certificates from Medical Officer Incharge of the Hospital/NursingHome (specimen given below) :
CERTIFICATE
“I certify that Shri/Smt ___________________Relative of ___________________employedin the ___________ has been under treatment for ___________disease at the _________hospital/Nursing home and that the services of the special nurse for which an expenses ofRs._________ was incurred vide bills and receipts attached, were essential for therecovery/prevention of serious deterioration in the condition of the patient.”
Signature of the Medical Officer Incharge
of the case at the Hospital/Nursing Home
Date :
7.2.3
2.6 Hospital treatment (at the referred hospital outside the Headquarter of the employee).
2.6.1 Employees who are referred outside the headquarter for specialised treatment,such cases will be regulated as per rules as incorporated in the enclosedAnnexure.
3.0 Reimbursement of Consultation/Visits to Residence
3.1 Reimbursement of charges for consultation and visit to residence by the AuthorisedMedical Attendant will be admissible in full on the basis of fees actually charged subject tothe following limits :
Non-Specialists
At Clinics : Rs. 40/- for first consultation & Rs. 30/- for subsequentconsultation upto to a maximum of 3 consultations forthe same ailment.
For domiciliary visits : Rs. 60/- for the first visit and Rs. 40/-
for the subsequent visit.
Doctors in the panel of Specialists
At Clinic : Rs. 75/- only for the first consultation and Rs. 50/-
for subsequent consultation upto a maximum of
3 consultations for the same ailment.
For Domiciliary Visits : Rs. 100/- for first visit and Rs. 75/- for subsequent visit.
(N.B.: A certificate will also be required to the effect that the domiciliary visit was essentialin the interest of the health of the patient).
4.0 Dental Treatment
4.1 Reimbursement towards dental treatment for the employees and their entitled familymembers will be regulated as per the following guidelines:
i) Consultation charges shall be allowed as provided in para 3.1.
ii) For treatment in Govt Hospitals/ Govt recognised hospitals / Co. recognisedHospitals, reimbursement will be allowed for actuals excluding non-admissible items.
iii) For treatment in other hospitals/medical institutions or Doctor’s clinic, claims will berestricted to 30% higher than the rate of St.Stephens Hospital. Non-admissible itemswill be disallowed.
iv) For orthodental treatment, claims will be restricted to Rs. 3500/-.
7.2.4
v) For gum treatment, claim shall be restricted to Rs. 30/- per sitting.
vi) Dental treatment, which is not covered under these guidelines, will be decided oncase to case basis.
5.0 Medicines
5.1 Medicines prescribed by the authorised medical attendants can be purchased by theemployee and the cost reimbursed to him on presentation of bill together with theprescription. Proprietary preparation should, as far as possible, be avoided, particularlywhen cheaper substitutes of therapeutic value are available. Preparations which areprimarily foods, toiletry or disinfectants will not be paid for by the company and the costof these will be borne by the employee.
5.2 Medicines prescribed by the physicians should be purchased from a separate chemist.However, in emergency where there is no time to go to a separate chemist to buy themedicines and the medicines are given by the attending physician, the cost of medicinesgiven by physician is also reimbursable. This provision is not applicable in respect oftreatment under Ayurvedic, Homeopathic and Unani system of medicines which shall bereimbursed even if they have been given by the attending physician.
5.3 Medicines prescribed by the Pathologist/Radiologists, other than those required inconnection with test, will not be reimbursed.
6.0 Reimbursement of Injection charges (Administration)
6.1 Actual charges charged by Medical Practitioner shall be reimbursed.
7.0 CHARGES FOR PATHOLOGICAL AND OTHER EXAMINATIONS
7.1 Charges for pathological and other examinations for diagnosis shall be reimbursed foractuals to the employees, on production of necessary bills, as also the prescription askingfor such examinations by the authorised Medical Attendant.
7.2 Expenses towards X-ray, Special X-ray like IVP, Ba Meal etc. incurred for outdoortreatment are not reimburseable if such examinations/tests are carried out by theAttending Physician himself or are undertaken in the X-ray clinic run by the AttendingPhysician.
7.3 Expenses towards laboratory tests are reimburseable only if such tests are carried out onthe prescription of a qualified physician and carried out by competent pathologists havingPG degree/diploma in pathalogy.
8.0 THERAPY TREATMENT
8.1 In case therapy treatment is undertaken/conducted by the specialised institution/specialist,actual charges may be reimbursed.
8.2 In case therapy treatment is conducted by qualified physiotherapists on the advice ofqualified Doctors, the reimbursement may be made at the rates of Rs. 25/- per sitting.
7.2.5
9.0 TREATMENT UNDER HOMOEOPATHIC, AYURVEDIC & UNANISYSTEMS
9.1 Reimbursement towards fees of qualified physician/doctors will be restricted to the amountas specified under these rules.
9.2 In case of Ayurvedic and Unani systems of medicines, reimbursement shall be allowed oncertification by the physician/doctor on the face of the prescription that the medicines donot fall within the meaning of food, toiletry products, tonics and disinfectants.
9.3 In case of homoeopathic medicines, the same shall be reimbursed on presentation of thecharges levied by the Homoeopathic Doctors.
9.4 Allopathic medicines prescribed by Doctors practicing Homoeopathic and Indian systemof medicines and vice-vers are not reimburseable.
10.0 GENERAL PROVISIONS
10.1 Employees falling ill during official tours, are entitled to reimbursement of medicalexpenses on the same lines as mentioned above.
10.2 In case of hospitalisation at the headquarter, actual taxi fare limited to single road mileageas per TA Rules is reimburseable for the journey to hospital and back to residence and/orfrom hospital to specialist and back to hospital. However, actual charges towardsambulance provided by the hospital is reimbursable subject to TA Rules.
10.3 Cost of foreign medicines including custom duties for procuring the medicines notavailable in India are reimburseable.
10.4 Cost of orthopaedic appliances supplied by hospital/Nursing Homes etc. is reimburseable,provided cost levied is reasonable as certified by company’s doctor and the rates arecomparable with the rates prevailing for the items made in India.
10.5 Cost of hearing aid is not reimburseable. However, cost of hearing aid may be reimbursedif loss of hearing is due to accident on duty.
10.6 Cost of blood is reimburseable to the extent as charged by the Govt. Blood Bank/ Govt.Agencies. In case of non-availability of any particular group of blood in Govt. Blood Bankduring emergency, then the actual cost of blood is reimburseable as purchased from theprivate agencies. Charges for administration of blood as well as intravenous fluids may bereimbursed limited to Rs. 10/- per bottle.
10.7 In case of bone fracture, if treatment is carried out by private Doctors in clinic, normalconsultation fee shall be reimbursed. In case of Indoor treatment, usual charges asprovided in the rules shall be reimbursed. Cost of medicines, plastering material shall alsobe reimbursed separately.
10.8 Cost of spectacles is not reimbursable. However, cost of implant which is placed inside theeye (not contact lens) is reimburseable.
10.9 Employees deputed for foreign assignment abroad shall continue to get the medicalfacilities for the family members who are retaining their house at the place of posting.
7.2.6
ANNEXURE
RULES REGARDING REIMBURSEMENT OF EXPENSES TOWARDSSPECIALISED MEDICAL TREATMENT NOT AVAILABLE AT
THE HEADQUARTERS OF THE EMPLOYEE
1.0 OBJECTIVE
To standardise different practices in operation in various Plants and Units of FSNL, so asto regulate medical claims towards specialised treatment obtained from outside theHeadquarters of the employee, on being referred by the competent authority.
2.0 POLICY
To provide, as a part of social security scheme, specialised medical treatment not availableat the Headquarters of the employee.
3.0 SCOPE
The rules shall apply to all employees of the Company and their entitled family members(both Executives and Non-executives), but shall not apply to:-
a) Persons in casual/daily-rated/piece-rated or part time employment.
b) Persons employed in work-charged establishment
c) Act Apprentices,
d) Directly recruited Senior Operative Trainees/Junior Operative Trainees till they areabsorbed in the permanent cadre of the company,
e) House Staff; and
f) Interns
4.0 DEFINITIONS
In these rules, unless the context othrwise requires -
a) “Company” means Ferro Scrap Nigam Limited and the Plants/Units, Office under itscharge;
b) “Competent Authority” means - Managing Director
5.0 METHODOLOGY FOR REFERRAL
5.1 In case the required specialised medical treatment is available in one of the SAIL hospitals,the patient may be referred to such hospital;
5.2 In case specialised medical treatment is not available in any of the SAIL Hospitals, thepatient may be referred to any other authorised hospital of the company where suchspecialised medical treatment is carried out;
7.2.7
5.3 In serious cases where immediate medical attention is not expected to be provided bySAIL Hospitals / Company’s authorised hospitals, either for want of accommodation or fornon-availability of the specialist and/or such treatment is not available in such hospitals,then any other hospital as per list attached may be preferred for immediate medicalattention.
6.0 REIMBURSEMENT OF MEDICAL EXPENDITURE
6.1 The reimbursement of claims towards cost of medical treatment as charged by theHospital concerned may be reimbursed in full except inadmissible items such as diet, costof disinfectants, tonics etc. The entitlement of the employee for room/accommodation atthe hospital would be at par with his entitlement in the Plant/Unit concerned.
6.2 Attempts will be made to make direct payment to the hospital wherever feasible. If sucharrangements are made to make payment direct to the hospital, the cost of non-reimburseable items will be recovered from the employee.
6.3 Special cases - Sometimes patients, after taking initial indoor treatment, are released andadvised daily treatment/check-up at the hospital as an OPD patient. Examples are, Cobalt-ray treatment for Cancer, exercise/physical therapy after fixing an artificial limb etc. Insuch circumstances, patients are required to stay outside the hospital and attend asrequired. In such special cases, as advised by Director (M&HS)/Head of the medical unit,lodging charges for the patient only, limited to the monetary limits of lodging charges asper clause of the TA Rules, subject to production of bills in case Guest Houseaccommodation is not available, may be reimbursed.
7.0 TREATMENT OBTAINED ABROAD
Case of medical treatment abroad, will be dealt with in accordance with the instructionsissued by the Govt. of India from time to time. Existing instructions issued by the Deptt ofPublic Enterprises, Govt of India vide No. 2(39)/78-BPE(WC) dated 24th June 1988 and21st Nov.,1990, are annexed.
8.0 ESCORT
As per present rules and where necessary, escort may be allowed by the CompetentAuthority to accompany the patient.
9.0 TRAVELLING ALLOWANCE
9.1 As per existing rules, the patient and the escort will be allowed Travelling Allowance onthe scale of the employee’s entitlement. No Daily Allowance shall be admissible except asprovided in clause 6.3.
9.2 Taxi/Auto-rickshaw/Bus/Ambulance charges etc. from residence to Railway Station andback at the Headquarters of the employee, and from the Railway Station to the place ofstay, as also from the place of stay to the hospital/specialist at the referred station both
7.2.8
ways, depending on entitlement as per T.A. rules of the company, shall be admissible onlyonce. If however, the employee is required to make more than one trip for the purpose ofundergoing treatment, Taxi, Auto-rickshaw/Bus/Ambulance charges in such cases may bereimbursed for each such trip depending upon entitlement as per T.A. rules of thecompany on the recommendation of the hospital/Specialist treating the patient, with theapproval of the competent authority.
9.4 While actual ambulance charges shall be reimbursed on submission of receipt, taxi farelimited to one mileage will be paid as per Travelling Allowance Rules.
10.0 PROCEDURE
10.1 Director (M&HS)/Head of the Medical Unit of Company’s recognised hospital, afterthorough examination of the case, shall determine the hospital/medical institution wherethe patient is to be referred.
10.2 After the approval of the Competent Authority, the concerned employee may be granted amedical advance of Rs.3,000/=, duly sanctioned by the competent authority, subject toadjustment against the final medical bill to be submitted within one month of completionof treatment and return to headquarters, failing which the entire advance would berecovered from the concerned employee subsequently.
10.3 In case of prolonged treatment, the advance shall be paid in suitable instalments.
10.4 The employee/patient at the referred hospital should obtain a certificate from the hospitalconcerned, detailing the treatment given and vouchers for all reimburseable items, ifpurchase, by the employee concerned, should be got countersigned by the hospitalauthority where the treatment is undertaken.
10.5 In case a vacancy/accommodation is not available at the referred hospital, a certificate tothis effect may be obtained from hospital authorities and the patient may continuetreatment as an OPD patient in case indoor treatment is not necessary.
10.6 The list of hospitals/institutions where the employees and their dependent family membersmay be referred for specialised treatment, is annexed. Additions/alternations in the listmay be done depending on requirements with the approval of MD-FSNL.
7.2.9
LIST OF HOSPITALS/INSTITUTIONS WHERE THE EMPLOYEESAND THEIR DEPENDENT FAMILY MEMBERS MAY BE REFERRED
FOR SPECIALISED TREATMENT
I. SAIL HOSPITALS
II. GOVERNMENT HOSPITALS / MEDICAL COLLEGE HOSPITALS & DENTALCOLLEGE HOSPITALS
III. (A) CARDIOLOGY CASES :
1. G.B.Pant Hospital, New Delhi
2. Patel Chest Institute, New Delhi
3. AIIMS, New Delhi
4. Safdarjung Hospital, New Delhi
5. KEM Hospital, Mumbai
6. Jaslok Hospital, Mumbai
7. Nanavati Hospital, Mumbai
8. Bombay Hospital, Mumbai
9. K.J.Hospital, Chennai
10. Southern Railway Headquarter Hospital, Chennai
11. Christian Medical College & Hospital, Vellore
12. Shreechitra Tirumak Medical Centre, Trivandrum
13. Samaritan Hospital, Alwaye (Kerala)
14. SSKM Hospital, Kolkata
15. Calcutta Medical Research Institute Hospital, Kolkata
16. MLN Medical College, Allahabad
17. PGI, Chandigarh
18. Kasturba Hospital, (BHEL), Bhopal
19. N.M.Wadia Institute of Cardiology, Pune
20. Appolo Hospital, Chennai
(B) ORTHOPAEDIC CASES
1. Bombay Hospital, Mumbai
2. Nair Hospital, Mumbai
3. All India Institute of Physical Medicine & Rehabilitation, Mahalaxmi, Mumbai
4. Artificial Limb Centre, Pune
7.2.10
5. GR Medical College, Gwalior
6. Calcutta Hospital, Kolkata
7. SMS Medical College, Jaipur
8. West Bengal Spastics Society, Alipore Road, Kolkata
9. ALIMCO, Chennai
(C) CANCER CASES
1. Tata Memorial Hospital, Mumbai
2. Tata Cancer Research Institute, Mumbai
3. Chittaranjan Cancer Hospital, Kolkata
4. Thakurpukur Cancer Hospital, Kolkata
5. Cancer Centre and Welfare Home, Kolkata
6. AIIMS, New Delhi
7. Cancer Institute, Chennai
8. K.G. Hospital, Visakhapatnam
9. General Hospital, Trivendrum
10. Govt. Medical College, Waltair
11. M.Y. Hospital, Indore
12. Medical College Hospital, Amritsar
13. Medical College Hospital, Varanasi
14. Medical College Hospital, Patna
15. Medical College Hospital, Jabalpur
16. Medical College Hospital, Nagpur
17. SCB Medical Collge Hospital, Cuttack
18. Cancer Hospital, Jamshedpur
19. MP Shah Cancer Hospital, Ahmedabad
20. GSV Medical College Hospital, Kanpur
(D) NEUROLOGY CASES
1. General Hospital, Chennai
2. KJ Hospital, Chennai
3. CMC- Vellore
4. CMRI Hospital, Kolkata
5. Bangur Institute of Neurology, Kolkata
6. AIIMS, New Delhi
7. JJ Group of Hospitals, Mumbai
7.2.11
8. Central Institute of Neuro-Science, Bangalore
9. The Nagpur Neurological & Research Centre, Nagpur
10. SCB Medical College, Cuttack
11. Apollo Hospital, Chennai
(E) MENTAL CASES
1. Mental Hospital, Ranchi
2. Hospital for Mental disease, Ranchi
3. Mental Hospital, Trivendrum
4. Mental Hospital, Lumbini Park, Kolkata
5. Mental Hospital, Nagpur
6. Mental Hospital, Bangalore
(F) SKIN CASES
1. AIIMS, New Delhi
2. Jalma Institute of Leprosy Trg. & Research Centre, Agra
(G) EYE CASES
1. AIIMS, New Delhi
2. Gandhi Eye Hospital, Aligarh
3. Eye Hospital, Sitapur
4. Shankar Netralaya, Chennai
(H) NEPHROLOGY CASES
1. Jaslok Hospital, Mumbai
2. CMC Hospital, Vellore
3. PGI Chandigarh
4. AIIMS, New Delhi
(I) DENTAL CASES
1. Dr.Rafi Ahmed Dental College & Hospital, Kolkata
(J) TUBERCLOSIS CASES
1. TB Sanatorium, Ranchi
2. RK Mission TB Sanatorium, Ranchi
3. Mahadevi Birla TB Sanatorium, Ranchi
7.2.12
(K) MISCELLANEOUS
1. B.J.Wadia Hospital, Mumbai
2. G.T.Hospital, Mumbai
3. Tata Memorial Hospital, Mumbai
4. Madras General Hospital, Chennai
5. Railway Hospital, Chennai
6. Ramakrishna Mission Seva Pratisthan, Kolkata
7. Patna Medical College Hospital, Patna
8. Ranchi Medical College Hospital, Ranchi
9. Sanjay Gandhi Institute of Medical Science,Lucknow
10. Indira Gandhi Institute of Medical Science,Patna
11. Kothari Medical Centre, Kolkata
12. R.G.Stone Clinic, Delhi, Mumbai, Ahmedabad
13. Wockhardt Medical Centre, Kolkata
14. B.M.Birla Heart Research Centre, Kolkata
7.2.13
7.2.14
No.2(39)/78-BPE (WC)GOVERNMENT OF INDIA
MINISTRY OF PROGRAMME IMPLEMENTATIONDEPARTMENT OF PUBLIC ENTERPRISSES
Public Enterprises BhavanBlock No. 14, CGO ComplexLodi Road, New Delhi - 110003
Dated November 21, 1990
OFFICE MEMORANDUM
Subject : Policy to be followed with regard to reimbursement of medical expensesincurred on medical treatment received abroad
The undersigned is directed to refer to Bureau of Public Enterprise’s O.M. No. of evennumber dated 24-6-88 on the subject indicated above.
2. Representations had been received by the Govt suggesting that the overall ceiling of Rs. 3lakhs prescribed in paragraph 8 of the above noted OM for claiming reimbursement ofexpenses incurred by a PSE employee in respect of treatment received abroad includingthe expenditure on atendant may be removed as it is not always possible to restrict suchexpenditure within these limits.
3. The matter has been re-examined in all its aspects, it has been decided that publicenterprises hereafter can permit reimbursement of expenses incurred by their employeesin respect of the treatment received abroad, icnluding expenditure on an attendant, if socertified by the competent authority, on production of necessary vouchers subject to thescale of expenditure and eligibility of an official of Indian Foreign Service of thecorresponding grade in the ministry of External Affairs under any Assisted MedicalAttendance Scheme for the time being in force. Paragraph 8 of BPE’s OM of even numberdated 24/6/88 would stand modified to this extent.
4. These orders will take effect from the date of issue. Past cases will be decided by theAdministrative Ministries concerned with the PSEs on merits provided they were approvedby the Standing Committee of the Ministry of Health & Family Welfare.
5. All Administrative Ministries/Departments of the Govt of India are requested to bring theforegoing to the notice of the PSEs under their administrative control for their informationand immediate necessary action.
Sd/-
( Krishna Chandra )
Joint Director, Deptt of Public Enterp.
No. 2(39)/78-BPE(WC)Government of IndiaMinistry of Industry
Bureau of Public Enterprises
Block No. 14, CGO ComplexLodi Road, New Delhi 110003
Dated 24th June, 1988
OFFICE MEMORANDUM
Subject : Policy to be followed with regards to reimbursement of medical expensesincurred on medical treatment received abroad
The undersigned is directed to refer to the Bureau of Public Enterprises O.M. No. ofeven number dated 10th March, 1983 on the subject indicated above.
2. The policy has since been reviewed. It has been decided that a public sector employeecould now be permitted to obtain medical treatment outside India for himself or for amember of his family for any treatment specified below:i) Cardio Vascular Surgery
ii) Kidney transplant
iii) Other organ transplants;
iv) Joint Replacement and surgery
v) Bone marrow transplant
vi) Certain types of medical and oncological disorders such as Lcudeamia and neo-plastic conditions
vii) Micro vascular surgery and Neuro surgeryviii) Treatment with Laser which obviates the need of open surgery
ix) Treatment with Argon, Krypton and Yag Laser in Opthalmic cases
x) Extra Corporeal stone disintegration by ultra-sonic shock waves
The above list of treatment would be reveiwed from time to time by the Govt and suchadditions and deletion as may be considered necessary would be notified.
3. A public sector employee desirous of availing of medical treatment outside India wouldhave to make an application to his management which would forward the same to theAdministrative Ministry incharge of the concerned enterprise. The Administrative Ministrywould prepare a paper for consideration of the Standing Committee constituted by theMinistry of Health & Family Welfare, soliciting their clearance. The Committee comprisesof the following :
a) The Director General of Health Services in the Ministry of Health in the CentralGovernment
7.2.15
b) The Director General of Armed Force Medical Service
c) The Director General of the Indian Council of Medical Reasearch and
d) The Joint Secretary in the Ministry of Health and Family Welfare (Convenor) forpurpose of considering and recommending to the Govt cases for medical treatmentoutside India.
4. On receipt of the application for Medical treatment outside India, the Committee may, ifafter dueconsideration, satisfy that the ailment or treatment can be treated only outsideIndia, issue a certificate to the concerned Administrative Ministry authorising themanagement of the public enterprises concerned and conveying its approval on theapplication moved by the employee. The management of the concerned public enterprisewould thereafter be authorised to incur necessary expenditure in setting its employee orthe member of the family of the employee treated outside India in accordance with theprocedure laid down by the Standing Committee.
5. In case where prior approval of the Standing Committee could not be obtained by theconcerned public enterprise/public sector employee due to circumstances beyond its/hiscontrol, decision to authorise reimbursement of expenses on medical treatment obtainedoutside India would be taken by the Govt of India provided the concerned employeefulfills all other conditions relating to medical treatment outside India.
6. The Standing Committee may, if it is satisfied, that in the interest of the concerned publicsector employee or the member of his family, obtaining treatment abroad, it is essential soto do, recommended one attendant to accompany the public sector employee or themember of his family as the case may be and the expenditure so incurred would also beeligible for reimbursement.
7. Where the Standing Committee, on receipt of an application for medical treatment outsideIndia, consider that adequate facilities for treatment of the ailment sought to be treated, isavailable in any medical institution within India, the Committee shall record such a findingand authorise treatment of such ailment in such medical Institutions within Indiawhereupon the cost of such treatment would be reimbursed. The Ministry of Health &Family Welfare, in consultation with the Standing Committee, will notify from time to timethe names of such institutions alongwith ailmwnts and the types of treatment which areavailable in such institutions.
8. Public Enterprises can permit reimbursement of expenses incurred by their employees inrespect of the treatment received abroad including expenditure on an attendant, if socertified by the competent authority on production of necessary vouchers within an overallceiling of Rs. 3 lakhs.
Ministry of Petroleum and Natural Gas and Ministry of Agriculture too are requested tobring the foregoing to the notice of the Public Enterprises under their administrativecontrol for their information and immediately necessary action.
Sd/-(Krishna Chandra)
Joint Director, Bureau of Public Enter.
7.2.16
ROUTINE MEDICAL CHECK UP OF EMPLOYEES
ABOVE 45 YEARS OF AGE
Employees of FSNL, who have attained age of 45 years will be sent to recognised hospitals
of the company for medical check up once in a year, as a Man Maintenance Programme, at Co.’s
cost in order to ascertain their state of health for corrective actions wherever found necessary.
7.3.1
MEDICAL INSURANCE COVERAGE SCHEME FORRETIRED EMPLOYEE AND THEIR SPOUSES
1. OBJECTIVE OF THE SCHEME
To extend medical benefits to the retired employees and their spouses.
2. COVERAGE
a) Retired employees and their spouses.
b) Those who have taken voluntary retirement and are not gainfully employed.
c) Those who cease to be in employment on acount of medical unfitness.
d) The spouses of an employee who dies in service.
The above mentioned categories of employees will make option as to whether they seekcovergae under this medical insurance scheme. It may be noted that the same option hasto be exercised by the employee and spouse.
All those retired employes and their spouses as referred in para 2 above and who opt forthis scheme, will hereinafter be reffered to as ‘members’.
3. SCHEME
The members will be covered through Mediclaim insurance admitted of the insurancecompany. Salient features are given below.
BENEFITS
a) The members covered under the scheme can get themselves admitted in any of theregistered nursing homes / hospitals anywhere in India.
b) The members can get the hospitalisation benefits upto Rs. 2.00/ Lakhs per annum.
c) The policy also provides for domiciliary benefits upto Rs. 35,000/- per annum( Domiciliary hospitalisation means medical treatment for a period of exceeding 3 days forsuch illness / disease / injury which in the normal course would require care and treatmentat hospital / nursing home / clinic but actully taken whilst confined at home undercircumstances as prescribed in the standard mediclaim policy of the insurance company.
d) In case of expensive / prolonged treatment, an intreim / on account payment shall bemade as advance by the insurance company to the members.
e) There is no upper age limit for enrolment in the scheme.
f) Under this mediclaim policy, outdoor treatment facility is not available.
g) Any change / inclusion / exclusion made in the mediclaim policy by the insurancecompany from time time will also be incorporated in the scheme.
7.4.1
SETTLEMENT OF CLAIMS
a) All claims for reimbursement under the scheme will be settled by the insurance companywithin a week of receipt of complete claim documents.
b) The hospital bills for such hospitalization will be paid by the members. They in turn willsend claims in the prescribed forms alongwith bills to the insurance company forreimbursement of the claim. The addresses of office(s) of the insurance company, whereinthe claims would be settled would be notified by the Personnel Department from time totime. The insurance company will settle the claims and send the bank draft / local chequeto the memebers towards sttlement of the claims.
c) The insurance company has tie-ups with some big hospitals where members can getadmitted; and the hospital will send the bills directly to the insurance company forsettlement of claims. List of such hospitals will be given initially with the prospectus of thepolicy. Any addition will be intimated subsequently.
4. PAYMENT OF PREMIUM FOR THE POLICY
The rate of premium payable by FSNL per member per annum will be worked out everyyear on the basis of rates and terms & conditions of the concerned insurance agency.
Members who enrol in the scheme will be required to pay only registration fee initially anda renewal fee annually thereafter. However, such employees can deposlt renewal fee for aperiod of 5 years at the time of registration itself, on their option. This fee will be payablein respect of the employee enrolling and additionally his/her spouse who may also enrol.The amount of the fee will be notified from time time.
To start the scheme, the registration fee will be Rs.100/- per head per annum. The FSNLCorporate Office will make payment of the lumpsum premium determined on the basis ofestimated number of retired / retiring employees and will raise appropriate debits againstthe units concerned, depending on the actual number of members enrolled in each unit.
5. RENEWALS
Two clear months before the date of renewal of the policy, renewal notices shall be sent toeach individual by the Insurance company with a request to confirm / continuemembership in the scheme. The members then, shall contact respective plants / units withrenewal fee to be notified in due course. The Plant / unit will forward all such confirmationto insurance company with a copy indicating number of such confirmation to FSNLCorporate Office.
6. GRIEVANCE REDRESSAL
All Grievance relating to claim settlement will be addressed to the Insurance Company atBhilai / Raipur Office.
7.4.2
7. TENURE
This scheme comes into effect from 21.07.1992 and is liable to be altered / amended /withdrawn at the discretion of Chief Executive without any notice & without assigning anyreason thereof.
8. OPERATING PROCEDURE
8.1 Procedure for enrolment For Employees Separated after 21.7.92
i) For all superannuating employees, concerned Personnel Officer will ask for theiroption two months prior to their date of superannuation as per format given inAnnuxure-I Employees will have to give their option within 7 days. For thoseemployees who opt for the scheme, Personnel Officers will issue the prospectus andenrolment form which the employee will submit alongwith Bank draft within 7 days.Personnel Officer will send all enrolment forms to Dy. General Manager(P&A) alongwith Bank draft. Before forwarding the Enrolment Forms, the Personnel Officer willensure that the employee has filled in all the columns of the Enrolment Forms.
ii) Other separation cases (i.e. VR/Death/Disablement)
In such cases, option form will be enclosed alongwith the final separation order(excluding those whose direct relation gets employed by FSNL), which shall containthe following endrosment.
“Enclosed is option form for joining the FSNL Mediclaim Scheme. Please give youroption within 7 days. In case no option is received, it will be presumed that you arenot interested to join the Scheme.”
Thereafter the same procedure will be followed as in superannuation cases.
The insurance cover shall commence from the date of acceptance of the enrolmentform by the Insurance Company who will send necessary policy number, identitycard etc., confirming enrolment to the memebers and send statement containingenrolments to FSNL Corporate Office alongwith copy to Dy.GM(P&A). Howeverthe liability of the Insurance Company to make payments against claim shallcommence after 30 days of acceptance.
8.2 Responsibility for providing assistance
At the Units all work relating to the Scheme shall be done by the respective Unit P&AHeads, who will requisition for required number of prospectus and enrolment form fromCorporate Personnel Department.
7.4.3
ANNEXURE-I
FERRO SCRAP NIGAM LIMITEDCORPORATE OFFICE, BHILAI
To,
Sri__________________________
P.No. / T.No.________________ Through :
Deptt._______________________
Section______________________
Sub : Option for joining FSNL Group Mediclaim Scheme.
You will be superannuating from the serives of FSNL w.e.f.___________. You are requestedto give your option within 7 days of receipt of this letter in case you wish to opt for the abovescheme. The option is to be given in the form given below:
In case you want to know the details of the Scheme, you can contact the undersignedpersonally.
It may be noted that in case you do not give your option within 7 days, it will be presumedthat you are not interested to join the above scheme and you cannot opt for the scheme at laterdate.
EXECUTIVE(P&A)/JM(P&A)/AM(P&A)/DM(P&A)
OPTION FORM
I hereby give my option to join the FSNL Group Mediclaim Scheme for Self & my spouse.
I may please be issued a prospectus and enrolment form.
Signature _______________________
Name __________________________
P.No./T.No. _____________________
Date : Deptt./Section ___________________
(To be filled up by spouse in case of death of the employee)
7.4.4
RULES FOR GRANT OF SCHOLARSHIPSTO THE CHILDREN OF EMPLOYEES WHO DIE
WHILE IN SERVICE
1.0 OBJECTIVE
To provide encouragement to and facilitate education of meritorious children ofemployees, who die on duty and while in service.
2.0 SCOPE
Only legitimate children and step/adopted children, who are wholly dependant on thedeceased employees, are eligible for the scholarships, provided the income of the nomineedoes not exceed Rs. 2500/- per month.
3.0 AMOUNT OF SCHOLARSHIP
3.1 (a) Scholarship of Rs. 250/- per month each will be awarded to students who joindegree courses in Engineering/Architecture, Medical, Veterinary and AgriculturalSciences.
(b) Scholarship of Rs. 125/- per month each will be awarded to students who joindiploma courses in the areas mentioned in (a) above and also degree/diplomacourses in pure science, social science, commerce, business/Personnel Admn. andhumanities or higher secondary course in general or vocational course (i.e. 10+2course etc).
(c) Scholarship of Rs. 50/- per month each will be awarded to students studying in HighSchool.
4.0 ELIGIBILITY
The scholarships are open to one of the children of employees who die on duty and whilein service. Students who are prosecuting higher/professional studies in the followingcourses in any recognised College/University/Technical Institute, Higher Secondary Schooland High School are eligible for the award of scholarship:
(a) Any degree or equivalent course in Engineering (including Mining/Architecture).
(b) Degree or diploma course in Agricultural/Veternary sciences
(c) Degree or diploma course in Medical Science including Dentistry.
(d) Degree courses in pure science/social science, Commerce.
(e) Degree or diploma courses in Business/Personnel Admn.
(f) Degree courses in humanities like languages, literature, economics, philosophy,history etc.
7.5.1
(g) Higher Secondary Course (i.e. 10+2 stage in general vocational study).
(h) High School
4.2 The scholarship will also be admissible to a student if he is admitted to the Armed ForcesMedical College provided the entire expenditure including tution and other fees andboarding and lodging charges is borne by the student.
4.3 Students passing the high school examination whether joining pre-university orintermediate, are also eligible for scholarship under the scheme.
5.0 CONDITIONS AND REGULATIONS
5.1 Only those students, prosecuting studies in recognised institutions will be grantedscholarships.
5.2 Applicants for the scholarship should have passed primary or the Indian SchoolCertificate/10th of 10+2 stage/High School Certificate/Madhyamik/Higher SecondarySchool/Intermediate/Diploma/Degree examination as the case may be in the first divisionor with an aggregate of 60% marks, whichever is higher. In case of ward of deceasedemployee belonging to SC/ST community, having 50% marks in the aggregate, willqualify for the scholarship.
5.3 Scholarship will be awarded from the date of admission to the institution to the end ofacademic year and for each subsequent academic year until the student passes the coursesubject to the conditions enumerated (vacations for which fees are not payable areexcluded).
5.4 Such scholarship will automatically be withdrawn in case the recepient fails to completesuccessfully the academic year for any reasons whatsoever (except on medical grounds ascertified by a Regd. Medical Practitioner) and/or unsatisfactory report from the Head ofthe Institution in which the recepient is studying.
5.5 No scholarship under the scheme will be allowed if the receipient is simultaneouslyholding scholarship under any other scholarship scheme of the Govt/any otherorganisation.
5.6 Applications for grant of scholarships will be invited by the Management in the month ofJune/July every year and after scrutiny, scholarship will be granted by the Plant/Unitmanagement after approval by the competent authority (i.e. Managing Director).
5.7 The amount of the scholarship will be remitted by the management to the respectiveHeads of Institutions in advance by quarterly instalments namely, July to Sept., Oct toDec., Jan. to March and April to June in an account to be specified by the Head of thetraining Institution out of which the Head of the Institution will be able to draw at the rateof Rs. 250/- or Rs. 125/- per month or Rs. 50/- as the case may be.
5.8 The Head of the Institution will be required to send to the Head of the Personnel Depttevery six month report on the performance of the scholarship holder. The continuance ofthe scholarship will depend upon such report as well as on the good conduct andperformance of the student at the training institution.
7.5.2
5.9 In all matters pertaining to this scheme, the decision of the management will be final andno appeal shall lie against any decision of the management with regard to any aspect ofthis scheme.
6.0 APPLICATION
Nominees of deceased employees as defined in para 2 and desirous of availing the facility,may apply as and when applications are invited by the management in the prescribedform.
7.0 TENURE
The company retains the right to alter, vary, amend or discontinue the scheme at its owndiscretion without any notice. No grievance or representation in this behalf will beentertained.
7.5.3
ANNEXURE
APPLICATION FOR GRANT OF SCHOLARSHIP
1. Name of the deceased employee :
(as per para 2 of the scheme)
2. Designation :
3. Section/Branch/Division in which :
he was working.
4. Pay and Pay scale :
5. Nature of emplooyment, i.e., Permanent/ :
Temporary/Casual etc.
6. Name of the deceased employee’s son/daughter :
for whom scholarship is sought.
7. Examinations passed, together with name :
of the institution (If necessary, attach
separate sheet).
8. Whether the Institution is recognized/ :
not recognized.
9. Marks/Division obtained in each exam :
10. Nature of course in which presently admitted :
11. Date on which admitted/and term of course :
12. Name of the University/College/Institute :
in which admitted.
7.5.4
13. Whether the Institution is recognized/ :
not recognized.
14. Amount of Scholarship, i.e., Rs.250/-, :
Rs.125/-, Rs.50/- .
15. Academic year for which scholrship is sought :
16. Whether in receipt of any other scholarship, :
if so, under what scheme?
17. Is the receipient wholly dependent on the :
applicant?
18. Number of dependent school going children :
of the deceased employees.
19. Monthly income of the applicant on whom the :
student is wholly dependent.
I declare that the above information is correct. In support I enclose herewith certificate/marksheet of the child. I understand that management may stop forthwith the scholarship if any of theparticulars mentioned above is found incorrect or false.
Date : Signature of the nominee
of the deceased employee
7.5.5
SCHEME FOR ASSISTANCE TOWARDS
FUNERAL EXPENSES
The following assistance will be provided to the next of kin of an employee who dies in harness:
1.0 Free transport for the funeral will be provided by the company if the funeral is held in the
Town/City where the deceased was employed at the time of his death.
2.0 The amount of Co.’s assistance towards funeral expenses will be Rs. 2000/- (Rupees Two
Thousand only).
3.0 An Officer of the company shall be deputed to make arrangement for quick settlement of
the final dues.
The Deptt. Head through the Personnel Deptt will take the responsibility for making the
above payment and provide assistance. In case the next of kin of the employee is not
available, payment may be made to friends or neighbours who agree for making the
arrangement for the funeral, after obtaining proper receipt for the same.
7.6.1
WELFARE SCHEMES
'EMPLOYEES’ FAMILY BENEFIT SCHEME
A) OBJECTIVES
To provide monetary benefit to the family in case of permanent total disablement and tohis family in case of his death while in service of the company.
B) DEFINITIONS
i) ”Scheme” means Employees’ Family Benefit Scheme of FSNL.
ii) ”Employees” shall mean any person (both executives and non-executives) in theregular scale of pay in wholetime employment of the Company and opts for thisscheme.
iii) ”Superannuation” in relation to an employee, means the attainment by theemployee of the age of superannuation as per the applicable terms of employment.
iv) ”Masculine” shall include Feminine, wherever not specifically mentioned.
v) ”Permanent total disablement” means disablement of permanent nature, asincapacitates an employee for all work which he was capable of performing, at thetime of the accident resulting in such disablement; on certification by the approvedHospitals of the Company, i.e., Authorised Hospitals.
Provided that permanent total disablement shall be deemed to result from everyinjury specified in Part I of Annexure-III or from any combination of injuriesspecified in Part-II thereof where the agreegate percentage loss of the earningcapacity, as specified in the said Part-II against those injuries, amounts to onehundred percent or more. The provision of women's compensation Act/Rules invogue and as may be amended from time to time regarding determination ofPermanent Total Disablement, will be followed for extending the benefits underEmployee's Family Benefit Scheme for such case.
vi) ”Notional PF”: it would consist of the employee’s own contribution over the periodof his service, interest accrued thereon and employer’s contribution to PF, interestaccrued thereon (i.e., as if there had not been any temporary/permanent withdrawalover the period of his service), but will not include any voluntary contributions madeby the employee and the interest accrued thereon.
vii) ”Nominee” : The person whom the employee nominates to receive the benefit asenvisaged in the Scheme in the event of his/her death.
C) COVERAGE
All Regular employees (Both Executives & Non-Executives).
D) ELIGIBILITY
Minimum One year of continuous regular service in the company and who die while inservice or suffer permanent total disablement.
7.7.1
E) EFFECTIVE DATE
This scheme is effective from 14-06-1996.
F) BENEFIT
On the separation of an employee from the service of the Company on account of deathor permanent total disablement, his nominee/the employee, as the case may be, ondepositing with the Company the entire PF and Gratuity amounts of the employee, wouldbe entitled to monthly payment equivalent to his basic pay plus DA last drawn. Suchmonthly payment shall continue till the date on which the employee concerned wouldhave attained the age of superannuation, had the employee been in the service of thecompany.
In case of
i) Employees who have effected temporary/permanent withdrawals from the PF,
AND / OR
ii) Who may like to retain part of such funds to meet their family commitments, themonthly payments in the above cases will be reduced in the same proportion, whichthe shortfall in the PF accumulation at the time of death/permanent totaldisablement of employee bears to the total of gratuity and notional PF which wouldhave accrued had the withdrawal not been made.
For example:-
i) Gratuity Amount Due : Rs.1,00,000.00
ii) Notional PF, had the temporary/permanent : Rs.2,00,000.00
withdrawal not been made.
Rs.3,00,000.00
iii) Actual PF at the time of death : Rs.1,50,000.00
iv) PF and gratuity deposited with the Company : Rs.2,50,000.00
v) Amount of monthly payment as a percentage : 2,50,000 x 100
of last pay + D.A. 3,00,000
The benefit under the scheme will be admissible from the date of separation of theemployee. The payment, however, to the employee/nominee shall, start from the date ofdeposit of the amount as stated in the above clause.
7.7.2
= 83.3%
G) DEPOSIT OF AMOUNTS (PF & GRATUITY)
Employee/nominee shall deposit PF and Gratuity amounts in one lumpsum with theCompany, within a maximum period of six months from the date of permanent totaldisablement/ death.
H) PROVISIOIN OF MAKING GOOD THE SHORTFALL RESULTINGFROM WITHDRAWALS
Employee/nominee have the option of making good the shortfall between the notional PFaccumulation and actual PF as on the date of death/permanent disablement, which wouldhave accrued, resulting from withdrawals by depositing the difference to get full benefitunder the scheme, as one-time option at the time of volunteering for this scheme.
I) TERMINATION OF BENEFIT
i) On the normal date of superannuation of the separated employee, the monthlypayments under this Scheme would cease and the amount deposited with theCompany under this Scheme would be refunded to the employee or his/hernominee, as the case may be. Under the Scheme, no interest on the PF andGratuity deposits will be admissible for the period of deposit.
ii) If the employee/nominee desires to permanently withdraw the PF and Gratuityamount deposited with the Company under the Scheme at any point of time, he/shewill be allowed to do so. In such cases, the employee/nominee would cease toreceive the benefit, from the date of such withdrawal, under the Scheme and alsowould not be entitled to any other benefit, whatsoever. No partial withdrawal of thePF and Gratuity amount deposited with the Company would be allowed.
J) CONDITIONS FOR BEING A BENEFICIARY UNDER THISSCHEME
i) The Scheme is Voluntary.
ii) The employee/nominee will be eligible for the benefits under this Scheme only if thePF and Gratuity amounts are deposited with the company within a maximumperiod of six months from the date of permanent total disablement of the employee.Otherwise, he/she will not be eligible to become a member subsequently to receivebenefit under this Scheme.
iii) The employee/nominee will be eligible to get the benefit under this Scheme onlyafter the loans/advances taken by the employee from the Company and other dues,if any, to the Company, have been repaid by the employee/nominee in full.However, the Company may at its discretion, allow the amount due to theCompany on account of loans/ advances etc. and interest thereon, availed by theseparated employee, to be deducted in monthly instalments from the payments to
7.7.3
be made under this Scheme, subject to the condition that such recovery does notexceed 50% of the monthly payment due to the employee/nominee.
iv) The employee/nominee will start receiving the monthly payment under this schemeonly after vacation of the company’s quarter.
K) NOMINATIONS
i) All employees opting for the Scheme, will be required to make their nominations forreceiving the benefits under the Scheme in case of their death. Not more than onenominee will be accounted. (Form no.02 EFBS).
The person nominated to receive the benefit under this Scheme shall be one of thenominees under the PF Rules, for which the employee will be required to fill-up aseparate form specified for this purpose.
ii) An employee separated on account of permanent total disablement and joining theScheme, shall himself draw the amount under the Scheme notwithstanding anynomination made by him. In the event of his death prior to the normal date ofsuperannuation, then his/her nominee shall receive the benefit under the scheme.
iii) In the absence of nomination, under the Scheme, the nomination made by theemployee for the purpose of payment of Provident Fund dues would be treated asthe nomination under this Scheme. In case of more than one nominee the firstnominee will be taken as nominee for the scheme. In case nomination of PF is alsonot given, then the problem of nomination would be resolved as done in case of PF.
iv) The nominee of the deceased employee will be required to nominate the personwho will receive the benefit under the scheme in the event of his/her death.
v) In the event of the nominee predeceasing the employee, the employee will berequired to make a fresh nomination, within a period of One Month of firstnominee’s death.
L) MODALITIES
i) The deposits under the Scheme shall be made by the employee/nominee, as thecase may be, by an a/c payee cheque/bank draft alongwith an application on theprescribed format. Alternatively, with the concurrence of the concerned PF Trust ondue settlement of his account with them, the amount may be directly transferred bythe Trust and similarly the gratuity amount may be got transferred from the Plant/Unit for deposit under the Scheme by a letter of authority by the concernedemployee/nominee. C.O./Unit will issue a receipt for the deposit made by theemployee or his nominee, as the case may be.
ii) Personnel Department of Corporate Office will examine the eligibility of theemployee/ nominee concerned and will approve and notify the amount of monthlypayment and the period of payment under the Scheme on the basis of data/certificates given in the application. Thereafter monthly payment shall be made by
7.7.4
the Finance Department of the C.O./Unit concerned by a/c payee cheque after duededuction of tax at source, wherever applicable, latest by the 10th of followingmonth.
iii) Final refund of the deposits made under this Scheme will be made on or after thedue date by the C.O./Unit on surrender and full discharge of the receipt by theconcerned employee/nominee. Due date means the date of notional retirement.
iv) All payments under the Scheme shall be made through accounht payee chequeonly.
v) The working of the Scheme would be reviewed from time to time, as per thescheme.
M) MISCELLANEOUS
Where any doubt arises as to the interpretation of these rules, it shall be referred to theCorporate Office for decision which would be final and binding.
N) REVIEW
The Company retains the right to amend, review or alter the provisions of the scheme atany time.
7.7.5
FORM NO.01 EFBS
FERRO SCRAP NIGAM LIMITED
APPLICATION FOR ADMISSION TO EMPLOYEES’FAMILY BENEFIT SCHEME
1. Name in Full :
2. Surname :
3. Address Temporary :
Permanent
4. Sex :
5. Date of Birth :
6. Mark of Identification :
7. Marital Status :
(Wheather bachelor, spinster, married or widower)
8. Father’s / Husband’s Name :
9. Date of joining FSNL :
10. Personal Number :
11. Scale of Pay :
12. Department/Plant/Unit :
I agree to become a member and to be bound by the rules and regulations of the scheme inforce and as may from time to time be prescribed by the authorities specified in the rules.
Signature_________________________
Name ___________________________
Personal No. ______________________
Designation_______________________
Date ____________________________
7.7.6
FORM NO.02 EFBS
FERRO SCRAP NIGAM LIMITED
NOMINATION FOR EMPLOYEES’ FAMILY BENEFIT SCHEME
I hereby nominate the person mentioned below to receive the benefit under the Employees’Family Benefit Schemes of FSNL as envisaged in its Rules & Regulations in the event of my death.This is in supercession of any previous nominations made by me in this regard. I am also enclosingattested photograph and append below the signature/LTI/RTI of the nominee duly attested by me.
SL. Name & Address Nominee’s Age of Contingencies on the Name and address,
NO. of the Nominee relationship, Nominee happening of which relationship of the
if any, with the nomination shall person(s), if any,
the member. become invalid on whom the right
of the nominee(s)
is conferred in theevent of his/her
pre-deceasing the
member.
1. ________________________ i) Certified that the above entries
Signature of Witness were made by me/read out to me.
Name : ________________________ ______________________________
Post Held : ________________________ Signature/LTI or RTI of the member
Station : ________________________ (As applicable)
Date : ________________________ Name of member in block
letters : ________________________
Post Held : _____________________
Date : _________________________
7.7.7
2. ________________________ ii) Certified that the above entries
Signature of Witness were read out by me to the member
and he/she has affixed his/her
Name : ________________________ LTI in my presence in accordance
(in full block letters) thereof.
Address : ________________________ Signature/LTI/RTI of the nominee:
________________________ (To be attested by the employee)
________________________
________________________
Post Held : ________________________
Station : ________________________
Date : ________________________
Passport size
Photograph
of the
Nominee
Note : The nominee should be one of the nominees nominated for the PF.
(See Rule (K) (i)).
7.7.8
PART - I
LIST OF INJURIES DEEMED TO RESULT IN PERMANENT
TOTAL DISABLEMENT
SL. Description Percentage ofNO. loss of earning
capacity
1. Loss of both hands or amputation at higher sites 100
2. Loss of a hand and a foot 100
3. Double amputation through leg thigh, or amputation through
leg or thigh on one side and loss of other foot 100
4. Loss of sight, to such an extent as to render the claimant
unable to perform any work for which eye-sight is essential 100
5. Very severe facial disfigurement 100
6. Absolute deafness 100
PART - II
LIST OF INJURIES DEEMED TO RESULT IN PARMENTPARTIAL DISABLEMENT
Amputation cases - upper lims (either arm)
1. Amputation through shoulder joint 90
2. Amputation below shoulder with stump less than 8" from tip aoromion 80
3. Amputation from 8" from tip of acromion to less than 4.5" below
tip of elecrmnon 70
4. Loss of a hand or of the thumb and four fingers of one hand
or amputation from 4.5" below tip of olecranon 60
5. Loss of thumb 50
6. Loss of thumb and its netaoarpal bone 40
7.7.9
7. Loss of four fingers of one hand 50
8. Loss of three fingers of one hand 50
9. Loss of two fingers of one hand 30
10. Loss of terminal phalanx of thumb 20
Amputation cases - lower limbs
11. Amputation of both feet resulting in end-bearing stumps 90
12. Amputation through both feet proximal to the metatarso
phalangeal joint 80
13. Loss of all toes of both feet through the metatarso-phalangeal joint 40
14. Loss of all toes of both feet proximal to the prosximal
inter-phalangeal joint 30
15. Loss of all toes of both feet distal to the proximal interphalangeal joint 20
16. Amputatin at hip 90
17. Amputation below hip with stump not exceeding 5" in length
measure from tip of great trenchant 80
18. Amputation below hip with stump exceeding 5" in length from
tip of great tranchanter but not beyond middle thigh 70
19. Amputation below middle thigh to 5-1/2" below knee 60
20. Amputation below knee with stump exceeding 3-1/2" but exceeding 5" 50
21. Amputation below knee with stump exceeding 5" 40
22. Amputation of one foot resulting in end-bearing 30
23. Amputation through one foot proximal to the metatatso - phalangeal joint 30
24. Loss of all toes of one foot through the metatarso - phalangeal joint 20
Other injuries
25. Loss of one eye, without complications, the other being normal 40
26. Loss of vision of one end, without complication of disfigurement of
eye-ball the other being normal 50
7.7.10
FORM NO.03 EFBS
(TO BE SUBMITTED IN DUPLICATE)
To
The Manager/DGM(P&A)
FSNL, Corporate Office, Bhilai.
Sub :- Payment under Employees Family Benefit Scheme.
Ref :- Circular No.FC/6263/97, dated 28-10-97.
I, Smt.___________________________________, widow of late ____________________________________, Design. ______________________, P.No. ____________________,Deptt.__________________, as the nominee of Ex-employee for Employees Family BenefitScheme/ for P.F. and I am willing to deposit in one lumpsum the P.F. & Gratuity amounts with theCompany after the same are settled by the Company.
The name of my husband late__________________________, P.No. _______________,Design.__________, Deptt.__________, has been struck off from the roll of the company due tosad demise w.e.f.___________, vide order No.________________, dated_____________. I,therefore, request you to kindly permit me to deposit the PF & Gratuity amounts with the companyand may be paid monthly payment equivalent to Basic Pay and D.A. last drawn by my husbandOR as admissible as per Scheme.
In the event of my death the following person shall be my nominee to receive thebenefit due under the Scheme and to receive back the amount deposited with FSNL under theEmployees’ Family Benefit Scheme (Only one nominee will be eligible).
Name & Age of Nominee’s Contingencies Name and addressfull the relation- on the happen- relationship ofaddress Nominee ship with ing of which the persons, ifof the the the nomination any, on whom thenominee applicant shall become right of the
invalid nominee isconferred in theevent of his/herpredeceasing theapplicant.
7.7.11
FORM NO.03 EFBS
The amount may please be deposited in my Bank Account as given below:-
Bank Account No. : __________________________________________
Name of the Bank : __________________________________________
Address of the Bank : __________________________________________
I agree for deduction of Income Tax at source as per Rules.
Certified that the above entries have been made by me/ read out to me.
Signature of the Applicant
Date : (Name & Full Address)
__________________________
__________________________
__________________________
1. Signature of Witness Certified that the above entriesName : _________________________ were read out by me to the above
(full block letters) named applicant and he/she has
Address : _________________________ affixed his/her LTI or RTI in my
_________________________ presence in accordance thereof.
_________________________ ____________________
Post Held : _________________________ Signature of Witness
Station : _________________________
Date : _________________________
2. Signature of Witness
Name : _________________________
(full block letters)
Address : _________________________
_________________________
_________________________Post Held : _________________________ Nomination Registered
Station : _________________________ Sl.No._______, dtd.______
Date : _________________________ __________________
(P&A DEPARTMENT)
cc to
F&A Department.
7.7.12
FORM NO.04 EFBS
TO BE SUBMITTED IN DUPLICATE
To
Manager / DGM(P&A),
FSNL, Corporate Office,
Bhilai.
Sub :- Payment under Employees’ Family Benefit Scheme.
Ref :- Circular No.FC/6263/97, dated 28-10-97.
My services have been terminated w.e.f.________due to permanent total disablement,vide Order No._____________, dated ________. I am willing to deposit in lumpsum the PF &Gratuity amount with the Company, after the same are settled by the Company. I therefore requestyou to kindly permit me to deposit the PF & Gratuity with the Company and I may be paidmonthly payment equivalent to Basic Pay and D.A. last drawn by me OR as admissible as perScheme.
In the event of my death the following person shall be my nominee to receive thebenefit due under the Scheme and to receive back the amount deposited with FSNL under theEmployees’ Family Benefit Scheme (Only one nominee will be eligible).
Name & Age of Nominee’s Contingencies Name and addressfull the relation- on the happen- relationship ofaddress Nominee ship with ing of which the persons, ifof the the the nomination any, on whom thenominee applicant shall become right of the
invalid nominee isconferred in theevent of his/herpredeceasing theapplicant.
7.7.13
FORM NO.04 EFBS
The amount may please be deposited in my Bank Account as given below:-
Bank Account No. : __________________________________________
Name of the Bank : __________________________________________
Address of the Bank : __________________________________________
I agree for deduction of Income Tax at source as per Rules.
Certified that the above entries have been made by me/ read out to me.
Signature of the Applicant
Date : (Name & Full Address)
__________________________
__________________________
__________________________
1. Signature of Witness Certified that the above entriesName : _________________________ were read out by me to the above
(in full block letters) named applicant and he/she has
Address : _________________________ affixed his/her LTI or RTI in my
_________________________ presence in accordance thereof.
_________________________ ____________________
Post Held : _________________________ Signature of Witness
Station : _________________________
Date : _________________________
2. Signature of Witness
Name : _________________________
(in full block letters)
Address : _________________________
_________________________
_________________________Post Held : _________________________
Station : _________________________
Date : _________________________ Nomination Registered at
Sl.No._______, dtd.______
cc to
F&A Department.
7.7.14
FORM NO.05 EFBS
FROM : _____________________ TO : _____________________
_____________________ _____________________
P&A Department. F&A Department.
REF. : _____________________ DATE : _____________________
Sub :- Payment under Employees’ Family Benefit Scheme.
Shri/Smt._________________________/ Widow of late ___________________, P.No./
T.No.___________, Disgn._________, Deptt._________________________, has requested for
permission to deposit the P.F. & Gratuity amounts with the company and for monthly payment
equivalent to Basic + D.A. last drawn by ex-employee. Smt.________________________________,
Widow of late _____________________________________________, is the nominee for Employees’
Family Benefit Scheme/P.F.
The service of Shri_____________________________, Desgn._____________________,
P.No./T.No.________________, Deptt._________________________, has been terminated
w.e.f._________________________, vide order no._____________, dated___________________,
due to permanent total disablement.
OR
The name of Shri___________________________, P.No./T.No.______________,
Design.__________________________, Deptt.___________________, has been struck off the roll
w.e.f._____________, due to sad demise, vide order no._________________,
dated______________.
The following details may kindly be furnished :-
A) i) Notional amount of P.F. :
ii) Non-refundable loan drawn :
iii) Interest on the Non-refundable :
loan, had the loan not drawn
7.7.15
FORM NO.05 EFBS
iv) Temporary PF Loan outstanding :
v) Interest on outstanding :
temporary P.F.loan
vi) Total of column. No.ii to v :
vii) Actual P.F.amount paid (i-vi) :
B) i) Total amount of gratuity :
admissible for payment
ii) Amount of outstanding dues :
recovered from total gratuity
payment
iii) Actual Gratuity amount paid :
column.i-ii)
C) Amount of Basic + DA last drawn :
by the deceased/disabled employee
D) Amount of monthly payment to be :
made to the Widow of the deceased
OR disabled employee, as per A & B
above, in accordance with the scheme
7.7.16
FORM NO.06 EFBS
FROM : _____________________ TO : _____________________
_____________________ _____________________
P&A Department. F&A Department.
REF. : _____________________ DATE : _____________________
Sub :- Employees Family Benefit Scheme - Late Shri/Smt._________________________,P.No./T.No._________, Design.EX_________________________, Deptt._____________.
Ref :- Your letter no._____________________, dtd._____________.
With reference to your letter cited above, the details of PF & Gratuity payment made/payable to the above named ex-employee/ nominee of above named ex-employee are as under:-
A) i) Notional amount of P.F. :ii) Non-refundable loan drawn :iii) Interest on the Non-refundable :
loan, had the loan not drawniv) Temporary PF Loan outstanding :v) Interest on outstanding :
temporary P.F.loanvi) Total of column. No.ii to v :vii) Actual P.F.amount paid (i-vi) :
B) i) Total amount of gratuity :admissible for payment
ii) Amount of outstanding dues :recovered from totalc gratuitypayment
iii) Actual Gratuity amount paid :(column.i-ii)
C) Amount of Basic + DA last drawn :by the deceased/disabled employee
D) Amount of monthly payment to be :made to the Widow of the deceasedOR disabled employee, as per A & Babove, in accordance with the scheme
7.7.17
FORM NO.07 EFBS
FERRO SCRAP NIGAM LIMITED
To
_______________________(The Nominee),
_______________________
_______________________
_______________________
Sub :- Employees Family Benefit Scheme :-
late/Shri______________________________, T.No._________,
Desgn. Ex-__________________________, Deptt.___________.
Ref :- Your application dated_________________________________.
Madam/Sir,
It is to intimate you that the details of PF and Gratuity payment made in respect of theabove named ex-employee are as under:-
Details of final payment of PF
1. Notional amount of PF :
2. Actual amount of PF paid / Payable :
Details of payment of Gratuity
1. Total amount of Gratuity admissible :
2. Actual amount of Gratuity paid/payable :
The benefit is admissible as mentioned in the Scheme on the basis of PF and Gratuityamount deposited with the Company.
On depositing the above amounts, you will be paid an amount ofRs.___________________ per month, till the normal date of superannuation of your spouse/yourself, viz.,___________________________.
7.7.18
FORM NO.07 EFBS
Accordingly, you are requested to deposit PF and Gratuity amount in Cash Section ofFSNL, Corporate Office, Bhilai, by A/c Payee cheque/Bank Draft within 10 days from the date ofissue of this letter and produce the receipt to this office. Out station cheques will not be accepted.For depositing the amount you are requested to contact JM(F&A)/DM(F&A) and Finance CashSection of FSNL Corporate Office, Bhilai.
_____________________
Personal Department
cc to
DM(F&A)-C.O. : Please inform us in detail(in form no.08 EFBS) regarding amounts depositedby the above nominee/employee, for further necessary action please.
7.7.19
FORM NO.08 EFBS
FERRO SCRAP NIGAM LIMITED
To
______________________,
______________________,
P&A Department.
Sub :- Employees Family Benefit Scheme -
late/Shri______________________________________________,
P.No./T.No.__________, Desgn. Ex-______________________, Deptt._______________.
Ref :- Your letter no._____________________, dated____________.
With reference to your letter cited above, the details of PF & Gratuity amountdeposited by Smt.______________________, W/O late_____________________________,P.No./T.No.__________, Designation ex-_____________________ of ____________________ Departmentare as under:-
1. Amount of PF & Gratuity deposited :
2. A/c payee cheque no. :
3. Date on which the amount has :
been realized and credited
in FSNL account.
_____________________
F&A Department
cc to
AM(F&A)
(Note : changes may be made wherever required)
7.7.20
FORM NO.09 EFBS
FERRO SCRAP NIGAM LIMITED
Sub :- Benefit admissible under Employees’ Family Benefit Scheme.
I. I, Shri/Smt.____________________, _____________________ (Relationship) of late Shri /
Smt.___________________________, Ex-______________ (Designation) of
________________________, (Department) has requested for payment of last Basic Pay
and D.A. drawn by Late___________________ or as admissible as per EFB Scheme.
II. The name of late Shri_______________________________, P.No./T.No.____________,
Ex-__________________________ (Designation) of _______________________
(Department) has been struck off from the rolls of the company due to his sad demise,
w.e.f._____________, vide order no.______________________, dated______________.
The date of birth of the deceased employee as per record is ____________. The
nomination given by the Ex-employee in respect of Employees’ Family Benefit Scheme
and PF are as under:-
NOMINATION FOR PAYMENT OF EFBS NOMINATION FOR PAYMENT OF P.F.
Name of Nominee’s Share Name of Nominee’s Share
the Relationship the Relationship
Nominee with the Nominee with the
Ex-employee Ex-employee
1.
2.
7.7.21
FORM NO.09 EFBS
III. The details of Final payment of PF & Gratuity in respect of the Ex-employee are asunder:-
(A) DETAILS OF FINAL PAYMENT OF P.F.
1. Notional amount of P.F. as on the date of separation : Rs.________________
2. Non-refundable loan drawn : Rs.________________
3. Interest on the Non-refundable Loan, had the : Rs.________________
loan not been drawn
4. Temporary PF Loan outstanding : Rs.________________
5. Interest on outstanding temporary PF Loan : Rs.________________
6. Total of column No.2 to 5 : Rs.________________
7. Actual PF amount paid (1-6) : Rs.________________
B) DETAILS OF GRATUITY AMOUNT PAID
1. Total amount of Gratuity admissible for payment : Rs.________________
2. Amount of outstanding dues recovered from total : Rs.________________
Gratuity payment.
3. Actual Gratuity amount paid (Column 1-2). : Rs.________________
IV. The details of last Basic pay and D.A. drawn by the Ex-employee, Notional PF, Gratuityamount admissible and PF and the Gratuity amount deposited against the same, are asunder:-
a) Basic Pay Rs.__________, D.A. Rs.__________ : Rs.________________
(Total last drawn)
b) Notional PF, had the temporary/permanent
withdrawal not been made : Rs.________________
c) Gratuity amount admissible : Rs.________________
d) total of b and c : Rs.________________
7.7.22
FORM NO.09 EFBS
e) PF and Gratuity deposited with the
Company (R No.____________,dtd.________) : Rs.________________
This has been realized on ___________, as intimated by DM(Finance) Cash.
f) Percentage of amount deposited with the total amount of
Notional PF and Gratuity admissible :
= e/d x 100 = ____________% (Percentage to be calculated upto 2 digits)
g) Amount of monthly payment (Basic Pay + DA) x Percentage = Rs.________________
V) Shri/Smt.____________________________, nominee for EFBS/PF of Ex-employee, isentitled for monthly payment @ Rs.______________ PM, w.e.f.__________ (i.e., the dateon which the amount deposited has been realized) till____________ (i.e., the date ofnormal superannuation of Ex-employee) or till the date he/she withdraws the depositamount, whichever is earlier.
VI) Shri/Smt._________________________ has been allotted MembershipNo.________________ under the EFB Scheme.
VII) None of the dependant of the ex-employee has been provided employment oncompassionate ground.
Finance may kindly concur the above proposal.
______________
(P&A Deptt.)
DGM(P&A)
GM(F&A)
7.7.23
FORM NO.10 EFBS
FERRO SCRAP NIGAM LIMITED
FORMAT OF THE NOTE FOR PROCESSING THE CASE FOR FINANCECONCURRENCE
Sub :- Benefit admissible under Employees’ Family Benefit Scheme.
I. The services of Shri/Smt.____________________, T.No._______,
Designation________________, Deptt.________, have been terminated w.e.f._________,
due to permanent total disablement vide Order No._________________, dtd.________.
He/She has requested for payment of last Basic Pay and D.A. drawn by him/her or as
admissible as per Employees’ Family Benefit Scheme.
II. The date of birth of the Ex-employee as per records is ____________. The nomination
given by the Ex-employee in respect of Employees’ Family Benefit Scheme and PF are as
under :-
NOMINATION FOR PAYMENT OF EFBS NOMINATION FOR PAYMENT OF P.F.
Name of Nominee’s Share Name of Nominee’s Share
the Relationship the Relationship
Nominee with the Nominee with the
Ex-employee Ex-employee
1.
2.
7.7.24
III. The details of Final payment of PF & Gratuity in respect of the Ex-employee are asunder:-
(A) DETAILS OF FINAL PAYMENT OF P.F.
1. Notional amount of P.F. as on the date of separation : Rs.________________
2. Non-refundable loan drawn : Rs.________________
3. Interest on the Non-refundable Loan, had the : Rs.________________
loan not been drawn
4. Temporary PF Loan outstanding : Rs.________________
5. Interest on outstanding temporary PF Loan : Rs.________________
6. Total of column No.2 to 5 : Rs.________________
7. Actual PF amount paid (1-6) : Rs.________________
B) DETAILS OF GRATUITY AMOUNT PAID
1. Total amount of Gratuity admissible for payment : Rs.________________
2. Amount of outstanding dues recovered from total : Rs.________________
Gratuity payment.
3. Actual Gratuity amount paid (Column 1-2). : Rs.________________
IV. The details of last Basic pay and D.A. drawn by the Ex-employee, Notional PF, Gratuityamount admissible and PF and the Gratuity amount deposited against the same, are asunder:-
a) Basic Pay Rs.__________, D.A. Rs.__________ : Rs.________________
(Total last drawn)
b) Notional PF, had the temporary/permanent
withdrawal not been made : Rs.________________
c) Gratuity amount admissible : Rs.________________
d) total of b and c : Rs.________________
FORM NO.10 EFBS
7.7.25
FORM NO.10 EFBS
e) PF and Gratuity deposited with the
Company (R No.____________,dtd.________) : Rs.________________
This has been realized on ___________, as intimated by DM(Finance) Cash.
f) Percentage of amount deposited with the total amount of
Notional PF and Gratuity admissible :
= e/d x 100 = ____________% (Percentage to be calculated upto 2 digits)
g) Amount of monthly payment (Basic Pay + DA) x Percentage = Rs.________________
V) Shri/Smt.____________________________, nominee for EFBS/PF of Ex-employee, isentitled for monthly payment @ Rs.______________ PM, w.e.f.__________ (i.e., the dateon which the amount deposited has been realized) till____________ (i.e., the date ofnormal superannuation of Ex-employee) or till the date he/she withdraws the depositamount, whichever is earlier.
VI) Shri/Smt._________________________ has been allotted MembershipNo.________________ under the EFB Scheme.
VII) None of the dependant of the ex-employee has been provided employment oncompassionate ground.
Finance may kindly concur the above proposal.
______________
(P&A Deptt.)
DGM(P&A)
GM(F&A)
7.7.26
FORM NO.11 EFBS
FERRO SCRAP NIGAM LIMITED
Ref. No. : FC/ / DATE : _____________
ORDER
1. Smt./Shri_______________________________, _________ (Relation) oflate___________________________, and nominee for EFBS/PF has depositedRs.________________, towards PF & Gratuity dues settled and paid in respect ofdeceased employee late_____________________, T.No.________________,Designation_______________________, Deptt._______________, whose name has beenstruck off from the roll of the Company due to sad demise w.e.f.________, vide OrderNo._____________, dtd._________, under EFBS in FSNL, vide Receipt No.___________,dated_____________. The amount has been realized on _______________.
2. As per his/her application, dtd.________, Shri/Smt.___________________ (hereinafterreferred to as member), has been admitted as ‘Member’ of EFBS and has been allottedmembership no._________ (to be quoted by the member in all future correspondence).
3. The details of amount deposited by the member and other relevant information are asunder:-
a) Basic Pay Rs._________ and D.A. Rs._________ = Rs.______________
last drawn by the deceased employee.
b) Notional PF as on the date of separation = Rs.______________
had the temporary/permanent withdrawal not
been made by him/her
c) Gratuity amount admissible = Rs.______________
d) Total of (b) and (c) = Rs.______________
e) PF and Gratuity deposited with the company = Rs.______________
(Receipt No._______, dtd._____________)
f) Amount of eligible monthly payment as a = Rs.______________
percentage of last Basic and D.A. drawn
( e/d x 100 = ___________ %) (Percentage to be calculated upto 2 digits).
7.7.27
4. The date of birth of deceased employee as per record is _________. Accordingly, themember is eligible for monthly payment of Rs.________ (______% of Rs._______, i.e.,total of Basic and D.A. last drawn by the deceased employee) w.e.f.________ till________(i.e., the normal date of superannuation of the deceased employee) or till the date ofwithdrawal of deposit amount by the member, whichever date is earlier.
5. The monthly payments will be subject to the statutory deductions like income tax etc., atsource.
6. The monthly payments after adjustments if necessary, will be remitted to the memberevery month by an account payee cheque drawn in his/her favour and sent to him/her bypost.
OR
The monthly payment after adjustments, if necessary, shall be deposited in the Bankaccount No._______ of member at _____________________________________________________________________________ (Name & Address of Bank).
7. The member is required to furnish a certificate every 6 months that he/she is receiving thepayments duly attested by his/her Banker or any Gazetted/Govt.Officer, to DGM/Manager(P&A), ‘FSNL Bhawan’, Central Avenue, Equipment Chowk, Post Box no.37,Bhilai, 490-001, Dt.Durg, Madhya Pradesh.
8. No interest is payable on the amount deposited by the member for the period of deposit.
9. The amount of deposit will be refunded on maturity or otherwise earlier on receipt ofdeposit certificate duly discharged by the member.
10. The membership will be governed by other terms & conditions of EFB Scheme of theCompany.
11. The member is required to inform any change in his/ her address.
This issues with the concurrence of Finance & approval of the Competent Authority.
__________________
P&A DEPARTMENT
Distribution
GM (F&A) | For needful please.
DM (F&A) Estt.Section - C.O. |
File
Serial
FORM NO.11 EFBS
7.7.28
FORM NO.12 EFBS
FERRO SCRAP NIGAM LIMITED
Ref. No. : FC/ / DATE : _____________
ORDER
1. Smt./Shri____________________________________________, T.No._____,Desgn.______________________________, Deptt._____________, whose services havebeen terminated due to permanent total disablement, w.e.f.________, vide Orderno._________, dtd.___________, has deposited Rs.________________, towards PF &Gratuity dues settled and paid to him/her, under EFBS in FSNL, vide ReceiptNo.___________, dated_____________. The amount has been realized on_______________.
2. As per his/her application, dtd.________, Shri/Smt.___________________________(hereinafter referred to as member), has been admitted as ‘Member’ of EFBS and hasbeen allotted membership no._________ (to be quoted by the member in all futurecorrespondence).
3. The details of amount deposited by the member and other relevant information are asunder:-
a) Basic Pay Rs._________ and D.A. Rs._________ = Rs.______________
last drawn by the Member.
b) Notional PF as on the date of separation = Rs.______________
had the temporary/permanent withdrawal not
been made by him/her
c) Gratuity amount admissible = Rs.______________
d) Total of (b) and (c) = Rs.______________
e) PF and Gratuity deposited with the company = Rs.______________
(Receipt No._______, dtd._____________)
f) Amount of eligible monthly payment as a = Rs.______________
percentage of last Basic and D.A. drawn
( e/d x 100 = ________%) (Percentage to be calculated upto 2 digits).
7.7.29
4. The date of birth of the Member as per record is _____________. Accordingly, the memberis eligible for monthly payment of Rs.________ (______% of Rs._______, i.e., total of Basicand D.A. last drawn by the Member) w.e.f.________ till________ (i.e., the normal date ofhis/her superannuation) or till the date of withdrawal of deposit amount by the member,whichever date is earlier.
5. The monthly payments will be subject to the statutory deductions like income tax etc., atsource.
6. The monthly payments after adjustments if necessary, will be remitted to the memberevery month by an account payee cheque drawn in his/her favour and sent to him/her bypost.
OR
The monthly payment after adjustments, if necessary, shall be deposited in the Bankaccount No._______ of member at ______________________ (Name & Address of Bank).
7. The member is required to furnish a certificate every 6 months that he/she is receiving thepayments duly attested by his/her Banker or any Gazetted/Govt.Officer, to DGM/Manager(P&A), ‘FSNL Bhawan’, Central Avenue, Equipment Chowk, Post Box no.37,Bhilai, 490-001, Dt.Durg, Madhya Pradesh.
8. No interest is payable on the amount deposited by the member for the period of deposit.
9. The amount of deposit will be refunded on maturity or otherwise earlier on receipt ofdeposit certificate duly discharged by the member.
10. The membership will be governed by other terms & conditions of EFB Scheme of theCompany.
11. The member is required to inform any change in his/ her address.
This issues with the concurrence of Finance & approval of the Competent Authority.
__________________
P&A DEPARTMENT
Distribution
GM (F&A) | For needful please.
DM (F&A) Estt.Section - C.O. |
File
Serial
FORM NO.12 EFBS
7.7.30
FORM NO.13 EFBS
FERRO SCRAP NIGAM LIMITED
MEMBERSHIP ORDER
Sub :- Employees’ Family Benefit Scheme.
Dear Sir,
1. Please refer to your application dated___________, for joining Employees’ Family BenefitScheme, alongwith Cheque/Demand Draft No.__________________, dated ________, forRs._________ (Rupees________________________________) drawn in favour of FerroScrap Nigam Limited.
2. We hereby inform you that you have been admitted to the said scheme and yourmembership number is____________. Please quote this number for reference in yourfuture correspondence.
3. You are eligible for monthly payment @ Rs.__________, per month, commencing from_________till_________(i.e., normal date of superannuation of the deceased/ disabledemployee) under the scheme.
4. The monthly payments will be subject to the statutory deductions like income tax etc.atsource.
5. The monthly payments after adjustments, if necessary, will be remitted to you everymonth by an Account Payee cheque drawn in your favour and sent to you by post.
6. You are required to furnish a certificate every six months that you are receiving thepayments duly attested by your banker or any Gazetted/Govt.Officer.
7. No interest is payable on the amount deposited as referred to at point 1 above for theperiod of deposit.
8. The amount of deposit will be refunded on maturity or otherwise earlier on receipt of thedeposit certificate duly attested by the member.
9. The membership will be governed by other terms and conditions of EFB Scheme, a copyof which is enclosed.
7.7.31
FORM NO.13 EFBS
10. You may keep us informed if there is any change in your address.
11. Other points, if any
12. Kindly acknowledge receipt of the letter.
Yours faithfully
for FERRO SCRAP NIGAM LIMITED
_________________________
(Signature/Design.)
cc to
DM(F&A) : With a request to please issue an A/c Payee Cheque drawn in favour of Shri/Smt._____________________, for Rs.___________(Rupees___________________________) by tenth of every month, startingfrom__________ till_________(i.e., normal date of superannuation of the deceased/disabled employee), unless advised otherwise.
Concerned HOD : For information
File
Serial
7.7.32
LIFE COVER SCHEME
In case of death, an amount of Rs.62,000/= is payable to the nominee of the deceasedemployee as benefit under the Life Cover Scheme.
7.8.1 / 7.9.1
SUPPLY OF UNIFORMS TO SCHOOL GOINGCHILDREN OF EMPLOYEES
Uniform is provided at Co.’s cost, once in a year, to the school going children studyingupto Class V of Non-executive employees of the company, on the following scale:
a) FOR GIRLS : 2 nos Terrycot blouses
2 nos Terrycot skirts
1 pair Shoe with Socks (Girls)
b) FOR BOYS : 2 nos Terrycot pants
2 nos Terrycot shirts
1 pair Shoe with Socks
Uniforms are provided in case of those children who are studying in the schoolssituated at the places where FSNL offices/Units are located.
The eligible employees are reimbursed an amount of Rs 485/- per child per academicyear, limited to a maximum of 3 children, instead of getting ready-made uniforms as per abovenorms.
The employees who have joined FSNL on or after 02/09/1995, will get the abovereimbursement limited to a maximum of 2 children only.
PAYMENT OF EDUCATION SUBSIDY
Reimbursement of Education subsidy incurred on education of children of the non-executive employees is made as per the following norms subject to a maximum of 3 children peremployee:
CLASS / STANDARD RATES
A) Nursery, KG and
Std. 1 to Std.5 : Rs. 50/- p.m.
B) Std. 6 to Std. 9 : Rs. 60/- p.m.
C) Std. 10 to Std.12 : Rs. 75/- p.m.
Reimbursement shall be made on the actual expenses incurred, subject to the aforesaidceiling, whichever is minimum, subject to production of receipt from the school where the child isstudying.
Education subsidy will be reimbursed in case of those children who are studying in theGovt. recognised schools situated any where in India.
The employees joining services of the company on or after 2/9/95, shall be eligible forgetting reimbursement of Education Subsidy at the above rates, subject to maximum of 2 childrenonly.
7.10.1
PAYMENT OF CANTEEN SUBSIDY
Canteen subsidy is provided to the employees (both Executives & Non-executives) atthe rate of Rs. 390/= per month.
Canteen Subsidy is payable, based on attendance, as determined below :-
Period of unauthorised absence Eligibility of Canteen Subsidy
from duty in a month for that particular month
i) 5 days to 10 days Rs. 200/-
ii) 11 days to 20 days Rs. 100/-
iii) 21 days & above NIL
7.11.1
7.12.1
WORKMEN’S COMPENSATION BENEFITS
If an employee is disabled due to accident arising out of and during the course of
employment; he gets full wages and D.A. from the date of accident till the employee is declared fit
by the Co.’s authorised Medical Officer.
The compensation during the period of disablement is paid on the basis of the last
wages drawn immediately before the employee met with the accident.
Workmen’s compensation benefit is also paid to injury cases causing death or
permanent/temporary disablement arising during journey from residence to place of work and
back within one hour of the start or end of his duty hours provided that the accident takes place on
the normal route of journey to the place of work.
GROUP PERSONAL ACCIDENT POLICY
Every year FSNL takes a Group Personel Accident Policy from an Insurance Companyfor covering its Executives to avail benefit under the policy against any accident occuring out ofand in the course of their employment. In case any of the exectuvies of FSNL sustains any bodilyinjury resulting solely and directly from accident caused by external, violent and visible means, thesum assured will be paid to the concerned executive by the insurance company, provided that :-
a) If such injury shall within six calandar months of its occurence be the sole and direct causeof the death of the insured person/s, the Capital Sum insured stated in the Schedulehereto applicable to such insured person/s;
b) If such injury shall within six calendar months of its occurence be the sole and direct causeof the total and irrecoverable loss of the sight of both eyes, or of the actual loss by physicalseparation of two entire hands or two entire feet or of one entire hand and one entire footor of such loss of sight one eye and such loss of one entire hand or one entire foot, theCapital Sum insured stated in the Schedule hereto applicable to such Insured Person/s.
c) If such injury shall within six calendar months of its occurrence be the sole and directcause of the total and irrecoverable loss of:-
(i) the sight of one eye, or of the actual loss by physical separation of one entire handor one entire foot, fifty percent (50%) of the Capital Sum insured stated in theSchedule hereto applicable to such insured person/s;
(ii) total and irrecoverable loss of use of one hand or one foot without physicalseparation, fifty percent (50%) of the Capital Sum insured stated in the Schedulehereto applicable to such Insured Person/s.
Note :- For the purpose of clauses (b) and (c) above physical separation of a hand orfoot means separation of hand at or above the wrist and/or of the foot at orabove the ankle.
d) If such injury shall as a direct consequence thereof, permanently, totally and absolutely,disable the insured person/s from engaging in being occupled with or giving attention toany employment or occupation of any description whatsoever, then a lump such equal tohundred percent (100%) of the Capital Sum insured stated in the Schedule heretoapplicable to such Insured Person/s.
e) If such injury shall within six calendar months of its occurrence be sole and direct cause ofthe total and irrecoverable loss of use of the actual loss by physical separation of thefollowing then the percentage of the Capital Sum Insured applicable to such InsuredPerson/s in the manner indicated against each item :-
7.13.1
Percentage of Capital
Sum Insured
( i) Loss of toes - all 20
Great-both phalanges 5
Great-one phalanx 2
Other than Great, if more than one toe lost each 1
( ii) Loss of hearing - both ears 50
(iii) Loss of hearing - One side 15
(iv) Loss of four fingers and thumb of one hand 40
(v) Loss of four fingers 35
(vi) Loss of thumb - both phalanges 25
- one phalanx 10
(vii) Loss of Index finger
- three phalanges 10
- two phalanges 8
- one phalanx 4
(viii) Loss of Middle finger
- three phalanges 6
- two phalanges 4
- one phalanx 2
(ix) Loss of Ring finger
- three phalanges 5
- two phalanges 4
- one phalanx 2
(x) Loss of Little finger
- three phalanges 4
- two phalanges 3
- one phalanx 2
(xi) Loss of Metacarpals
- first or second (additional) 3
- third, fourth or fifth (additional) 2
7.13.2
f) If such injury shall be the sole and direct cause of temporary total disablement, then solong as the insured person/s shall be totally disabled, from engaging in any employment oroccupation of any description whatsoever, a sum at the rate of one percent (1%) of theCapital Sum insured stated in the Schedule hereto per week, but in any case, notexceeding Rs.3000/= per week, in all Under Personal Accident Policies, covering suchInsured Person/s.
Provided that the compensation payable under the foregoing Sub-clause (f) shall not bepayable for more than 100 weeks in respect of any one injury calculated from the date ofcommencement of the disablement and in no case shall exceed the Capital Sum Insured,applicable to such Insured Person/s.
EXCEPTIONS
PROVIDED ALWAYS THAT :
The Insurance Company shall not be liable under this policy for :-
1. Compensation under more than one of the foregoing Sub-Clauses in respect of thesame period of disablement.
2. Any other payment to the same person after a claim under one of the Sub-Clauses(a), (b), (c) or (d) has been admitted and become payable.
3. Any payment in case of more than one claim in respect of such Insured Person/sunder the Policy during any one period of insurance by which the maximum liabilityof the Company specified in the Schedule applicable to such Insured Person/sexceed the Sum payable under Sub-Clause (a) of this Policy to such Insured Person/s.
4. Payment of weekly compensation until the total amount shall have been ascertainedand agreed.
5. Payment of compensation in respect of Death, Injury or Disablement of the InsuredPerson/s (a) from intentional self injury, suicide or attempted suicide (b) whilst underthe influence of intoxicating liquor or drugs, (c) whilst engaging in Aviation orBallooning or whilst mounting into, dismounting from or travelling in any balloon oraircrafts other than as a passenger (fare paying or otherwise) in any duly licensedstandard type of aircraft any where in the world, (d) whilst racing on wheels orhouseback, (e)whilst big game hunting, mountaineering, or being engaged in wintersports, skieing or ice hocky, (f) directly or indirectly caused by veneral diseases orinsanity, (g)arising or resulting from the Insured Person/s committing any breach ofthe law with criminal intent.
6. Payment of compensation in respect of Death, Injury or Disablement of the InsuredPerson/s due to or arising out of or directly or indirectly connected with or traceableto War, Invasion, Act of foreign enemy, Hostilities (whether war be declared or not),Civil War, Rebellion, Revolution, Insurrection, Munity, Millitary or Usurped power,Seizure, Capture, Arrests, Restraints and Detainments of all kings, prince and peopleof whatsoever nation, condition or quality.
7.13.3
7. Payment of compensation in respect of Death of or bodily injury or any disease orillness to the Insured Person/s:-
(a) directly or indirectly caused by or contributed to by or arising from lonisingraditions or contamination by radioactivity from any nuclear fuel or from anynuclear waste from the compustion of nuclear fuel. For the purpose of thisexception combustion shall include any self sustaining process of nuclearfission.
(b) directly or indirectly caused by or contributed to by or arising from nuclearweapons material.
Provided also that the due observance and fulfilment of the terms andcondition of this Policy (which conditions and all endorsements hereon are tobe read as part of this Policy) shall so far as they relate to anything to be doneor not to be done by the insured and/or Insured Person/s be a conditionpercedent to any liability of the Insurance Company under the policy.
8. Pregnancy Exclusion Clause :
The Insurance under this Policy shall not extend to cover death or disablementresulting directly or indirectly caused by contributed to or aggravated or prolongedby childbirth or pregnancy or in consequence thereof.
CONDITIONS
1. Upon the happening of an event which may give rise to a claim under this Policy,written notice with full particulars must be given to the Insurance CompanyImmediately. In case of death, written notice also of the death must unlessreasonable cause is shown, be given before interment/cremation and in any case,within one calendar month after the death, and in the event of loss of sight oramputation of limbs, written notice thereof must also be given within one calendarmonth after such loss of sight or amputation.
2. Proof satisfactory to the Insurance Company shall be furnished of all matters uponwhich a claim is based. Any medical or other agent of the Insurance Company shallbe allowed to examine the Insured person/s on the occasion of any alleged injury ordisablement when and so often as the same may be reasonably be required onbehalf of the Company and in the event of death to make a post mortemexamination of the body of the Insured person/s. Such evidence as the InsuranceCompany, may from time to time require, shall be furnished and post mortemexamination report if necessary be furnished within the space of fourteen days afterdemand in writing and in the event of a claim in respect of loss of sight, the InsuredPerson/s shall undergo at the Insured’s expenses, such operation or treatments theInsurance Company may reasonably deem desirable. No sum payable under thisPolicy shall carry interest.
7.13.4
3. The Insurance Company shall not be liable to make any payment under this Policyin respect of any claim, if such claim be in any manner fraudulent or supported byany fraudulent statement or device whether by the insured or by any person onbehalf of the Insured Person/s.
4 (a) The insured shall give immediate notice to the Insurance Company of anychange in the business or occupation of any of the insured person/s.
(c) The Insured shall, on tendering any premium for the renewal of this policy,give notice in writing to the Insurance Company of any disease, physicaldefect or infirmity with which any of the Insured Person/s have becomeaffected since the payment of the last preceding premium.
7.13.5
7.14.1
FAREWELL BENEFITS TO RETIRING EMPLOYEES
1) As a token of the management’s appreciation of the service of the retiring employee, thevalue of Gift to the retiring employee will be as follows:
a) Gift worth Rs. 750/- in case of Non-executive employees.
b) Gift worth Rs. 1000/- for officers of E-0 to E-2 level.
c) Gift worth Rs. 1500/- for officers of E-3 & E-4 level.
d) Gift worth Rs. 2000/- for officers of E-5 and above.
2) A well designed Service Certificate will be presented to the retiring employeecommemorating the service of the employee to the company.
3) A scroll will be given to the retiring employee.
4) A copy of the group photograph taken on the occasion of farewell, will be properlylaminated and presented to the retiring employee on Co.’s cost.
5) High Tea party @ Rs. 15/- per employee will be hosted by company on the occasion offarewell.
7.15.1
STANDARD NORMS FOR PROVIDING SAFETYAPPLIANCES TO THE EMPLOYEES OF
FERRO SCRAP NIGAM LIMITED
S.No.SAFETY APPLIANCES TO BE
SUPPLIED WITH SPECIFTCATION CATEGORYFREQUENCY
1. a) BATA Industrial Shoe (no. 805-6007). 1 Pair per year Crane, Dozer(Except Tur Mchst., Store Kpr., Security DPL Operators,Guard., Matl Chaser & L/G). Separator Opr.,
Lancer/G.C.,b) Gumboot with steel toe as per IS 1 Pair in every 2 A.F./T.K.,
specitication of Duckback make years. Electn., andHelpers working
c) Fibre glass Safety helmer with cotton 1 no every 2 in Elect. Deptt.chin strap as per IS : 2925. years or as Painter, Techn,(Except Store Keeper, Securty Grd., requried, if Carpenter,and Material Chaser) damaged. Sweeper/Clnr.,
Helpers, Welder/d) PVC Microfilter Respirator as per Once in a year G.C., Mechanics
IS : 9473. (Except Store Kpr., S.G. & Tur./MchnstMatl Chaser) Store Kpr., S.G.,
Matl Chasere) Markin Cloth 1 Mtr per month
(Except S.G. & matl Chsr)
2. a) Hannd gloves, all leather 18" long Once in a month Lancer/G.C./or as required, if Sep. Opr.,damaged Welder/G.C.
b) Electrical high Voltage resistent Once in a year Eleetn., &Russer Handgloves, as per I.S. Helper workingSpecification in Electl. Deptt.
c) Canvas Handgloves with leather palm Once in a month Helper/Mechanic
3. a) Full ankle leather top direct moulded 2 Pairs per year Lancer/G.C.safery boots with leather sole and steeltoes conforming to IS : 11226.
b) Safety Goggles, with Plain glass with 1 no. per year or Crane, Dozer,side protection. as required, if DPL, Sep. Opr.,
damaged Turner/Machnst.,Helpers &Mechanics.
c) Safety Goggles with Plain glass without 1 no. every year. A.F./T.K.side protection Electriciaan, Helpers
working in Elect.Deptt., Painter,Tech & Carpenter
7.15.2
S.No.SAFETY APPLIANCES TO BE
SUPPLIED WITH SPECIFTCATION CATEGORYFREQUENCY
d) Safety goggles with Blue Glass with side 1 No. every year or Welder / G.C. &protetion as per I.S. as required, if Rancer / G.C.
damaged
4. a) Bata Superstride Shor 2 Pairs per year Turner/Mchnst,
5. a) Bata Economy Live or equivalent, if 2 Pairs per year Storekeepers/ LMVnot available. Drivers, Security
Guards, Matl. Chaser
6. a) Rainy Shoe (Rubber ankle shoe of 1 Pair in every LMV DriverDuckback make). 2 years.
7. a) Face shield with quick lock helmet 1 no. in every Lancer/G.C.attcchment as per IS : 8521. 2 years, or as
required, if damaged.
b) Asbestos impragnated leather leg guard As & whenas per IS. specification. required.
c) Asbestos impragnated leather apron 1 no. in everyextending upto knee as per I.S. Specn. 5 years.
d) Asbestor impragnated leather arm As & whenguard as per I.S. Specifications. required.
8. Safety beit as per I.S. : 3521 Stores issue For employeesitem, on loan basis. working atAtleast 2 nos. to height.be kept at each unit.
9. Safety Shoe, Handgloves, Safety Helmet As per requirement Casual/Temporary/& other Safery appliances. & on Trainees
retumable basis,but not exceedingthe frequency fixedfor regular field staff.
7.15.3
STANDARD NORMS FOR PROVIDING UNIFORMSTO THE EMPLOYEES OF FERRO SCRAP NIGAM LIMITED
S.No.UNIFORMS TO BE PROVIDED
WITH SPECIFICATION CATEGORYFREQUENCY
1. a) PANT : BSL make "Airmarshal" brand 2 Pairs per year All field staff.(PV 67:33), Width : 145-147 Cms, excpet Lancer/ G.C.,Shade : Black & Welder/G.C.
b) SHIRT : BSL make "Softwear plus"brand, (PV 67 : 33), Width : 89 Cms.,Shade : Sky Blue.
c) Shoe Polish (Big) 2 Tins per year Turner/Machist,Store Keeper &
d) Shoe Brush 2 Nos. Per year Matl. Chasers.
2. PANT & SHIRT :- 2 Pairs per year Lancer/G.C. &Welder/G.C.
Arvind Mills Jeans (Denim) cloth,Quality No. 30499 (Blue Colour).
3. a) PANT : BSL make "Airmarshal" brand 2 Pairs per year Ministerial Staff(PV 67:33), Width : 145-147 Cms, (Male).Shade : Black
b) SHIRT : BSL make "Softwear plus" 2 Pairs per yearbrand, (PV 67 : 33), Width : 89 Cms.,Shade : Sky Blue.
c) SHOE : BATA Economy Live, or 1 Pair per yearequivalent, if not available,
d) SHOE POLISH (BIG) 2 Tins per yeare) SHOE BRUSH 2 Nos. per year
a) SAREE : Vimal make "Riasilbu" saree 2 Nos. per year Ministerial staffShade : Peacock Blue. (Female)
b) BLOUSE : Rubia 2x2 (1 Mtr.), of 2 Nos. per yearMafatlal make, Shade : Peacock Blue.
c) CHAPPAL : 664-0901 "Mayfair" of 1 Pair per yearBATA, or equivalent, if not available.
4. a) FOR PANT & SHIRT 2 Pairs per year LMV Drivers &BSL make "Airmarshal" brand (PV 67 : 33) Security GuardsWidth : 145-147 Cms. Shade : KHAKHI(Except LMV Drivers of Corp. Office)
b) Woolen Uniform (1 Pant & 1 High neck 1 Pair inCoat) - Navy blue colour. alternate years.
c) Shoe Polish (Big) 2 Tins per yeard) Shoe Brush 2 nos. per yeare) "P" Caps (Except Security Guards) 1 no. per year
7.15.4
S.No.UNIFORMS TO BE PROVIDED
WITH SPECIFICATION CATEGORYFREQUENCY
5. BSL make "Airmarshal" brand (PV 67:33) 2 Pairs per year LMV Drivers ofWidth : 145-147 Cms, Shade : WHITE Corporate Office
6. a) "BB Caps" 1 no. per year All Securityb) Leinyard 2 lengths per Guards
yearc) Whistle 1 no. every yeard) Belt (Leather broad with steel buckle 1 no. every year
7. a) PANT : BSL make "Airmarshal" brand 2 Pairs per year Peon/Office(PV 67:33), Width : 145-147 Cms, Attendants.Shade : White
b) SHIRT : BSL make "Softwear plus" 2 Pairs per yearbrand, (PV 67 : 33), Width : 89 Cms.,Shade : White
c) Shoe : BATA Economy Live, or 2 Pair per yearequivalent, if not available,
d) Shop Polish (Big) 2 Tins per yeare) Shoe Brush 2 Nos. per year
8. a) Saree : Vimal make WHITE print saree 2 Nos. per year Female OfficeAttendant
b) Blouse : Rubia 2x2 (1 Mtr.) of Mafatlal 2 Nos. per yearColour : White.
c) Chappal : BATA Jubilee, or equivalent, 2 Pairs per yearif not available.
9. a) Rain Coat : "Duckback" make 'Regal' Once in 5 Years All categories ofJacket with Hood & employees.Legging (Pant & Shirt Model.)
b) Rain Cost : "Duckback" make "Parision" Once in 5 Years All female staff.
10. Bar Soap 6 Nos. per month All categories ofemployees.
11. Nylon Socks of "Smart" brand of BATA, 2 Pairs per years. All employeesor equivalent, if not available (Ladies getting SafetyNylon Socks for Female staff.) Shoes/Shoe.
including FemaleStaff.
SCHEME FOR PROVIDING LEGAL ASSISTANCE TO THEDRIVERS/DUMPER, CRANE OPERATORS ETC.,WHO MAY
BE INVOLVED IN ACCIDENTS DURINGTHE COURSE OF EMPLOYMENT
Following Legal Assistance will be provided to all those Drivers/Operators andemployees authorized to drive company’s vehicles, who may get involved in accidents arising outof and in the course of employment and in the event of prosecution by the police for criminaloffence, provided that it is established by a fact finding committee that prima-facie the accident wasnot caused due to negligence of the concerned employee:-
1. As soon as such accident occurs and it is brought to the notice of the Management, theManagement will immediately appoint Enquiry Committee(s) in order to enquire andestablish prima-facie whether the accident was caused due to the negligence of theconcerned employee or otherwise. If it is prima-facie established by the EnquiryCommittee that the accident was not caused due to negligence of the concernedemployee, then the legal assistance will be provided to the concerned employee.
2. The legal aid would be provided on a specific written request from the employeeconcerned and the undertaking furnished by him in the format at Annexure-I.
3. The legal expenses that may be incurred by the company in the case of an individual,would be recovered from the eployee’s salary on the basis of the undertaking submittedby him, if he is found guilty by the Hon’ble Court of Law, or any other authority in thefirst trial.
4. Legal assistance would be provided through company’s approved Lawyers.
5. Legal advise and appropriate briefing, if needed, would be provided by company’s LawDepartment to the individual concerned or any other officer/employee of the companycalled by the Court to give witness to the case.
6. The employee concerned/witnesses, if any, will be granted Special Casual Leave for theday/days of absence to appear in the court, for the case.
7.16.1
ANNEXURE-I
To
Sub :- Undertaking to avail Legal Assistance.
Sir,
This is to inform you that on ____________, while Iwas in __________shift, and driving/operating the vehicle/equipment no._______________________, an accident had takenplace,causing injury to/death of ____________. The accident had taken place out of and in the course ofmy employment.
I have been prosecuted by the Police/Summoned by the Trial Court at__________________on____________. I would request you to provide necessary legal aid/assistance to meto contest the case in the above court.
I hereby undertake to refund the entire legal expenses incurred by the Company in theabove case by providing legal aid to me, if I am found guilty by the first trial court or authorise thecompany to deduct the amount from my salary or other dues payable to me, within 15 days fromthe date of final judgement of the first Trial Court.
Thanking you,
Yours faithfully
__________
(Signature)
Name : ____________________
Desig : ____________________
T.No. : ____________________
Witness (FSNL Employees)
1. Signature : ______________________
Name : ______________________
Desig. : ______________________
T.No. : ______________________
2. Signature : ______________________
Name : ______________________
Desig. : ______________________
T.No. : ______________________
7.16.2
RULES REGARDING LEASE HOLD ACCOMMODATION
1. ELIGIBILITY
a) Officers in the grade of E-0 and above.
b) Officers on deputation, if terms of deputation so specify.
2. PLACES WHERE PERMISSIBLE
All the places where FSNL Units/Offices are functioning.
3. FINANCIAL LIABILITY OF COMPANY
a) The ceiling rates for company leased accommodation will be as follows:
i) For unclassified cities, Executives will be eligible for lease hold accommodation @22.5% of the maximum of their scales of pay subject to recovery of 10% of theirbasic pay towards house rent.
ii) For classified cities, the rental ceilings for various categories of Executives at differentlocalities would be as under:
(Rs./month)
Scale Delhi/Mumbai/ Classification of cities HouseKolkata/ Rent
Chennai Other “A” “B” Class “C” Class Recovery
Class Rates
E-0 3100 2700 2100 1800 360
E-1 3100 2700 2100 1800 430
E-2 3300 2900 2300 2000 590
E-3 4200 3700 2800 2500 679
E-4 4200 3700 2800 2500 688
E-5 5000 4500 3500 3000 718
E-6 5600 5000 3900 3300 748
House rent recovery would be as indicated, or 10% on the basic pay, whichever isless.
iii) Where employees are drawing deputation allowance, they would be required tobear first 10% of the pay plus deputation allowance.
iv) If the rent of the accommodation leased is in excess of the ceiling rates indicatedabove, the excess will be payable by the employees.
7.17.1
v) The above limits are subject to the condition that the accommodation leased is inthe name of the company so that the accommodation can be allotted to otherofficers in the event of the officer to whom the accommodation is allotted vacatesthe leased accommodation.
b) The company will reimburse broker’s fees, stamp duty and registration charges, if any,incurred by the employee in respect of leased accommodation only once at his place ofduty. If, subsequently, the employee has to vacate the accommodation either at theinstance of the landlord or company, re-imbursement of brokerage, stamp duty andregistration charges, if any, would again be admissible.
c) The company would pay advance, if required, equivalent to the rent on the basis ofceiling rates upto a maximum of three months, adjustable in not more than 12 equalmonthly instalments, the first instalments of the recovery commencing from the rent for thefirst month of occupation of the house.
d) The executives having leased accommodation, would be entitled to reimbursement ofexpenses towards repairs/maintenance, upto 1/12 of the annual lease rent, on productionof the certificate.
4. RETENTION OF LEASED ACCOMMODATION
The following procedure will be adopted for allowing the employees to stay in the co.’sleased accommodation/quarters (allotted to them while in service) after theirsuperannuation/transfer/ VR / Medical unfitness / Death or Resignation / Dismissal fromservice.
S.No. PERIOD HOUSE ELECTRICITY APPROVING
RENT CHARGES AUTHORITY
1. Permissible period of two Normal Normal rate No approvalmonths in case of super- rent required -annuation/Medical Prior intimationUnfitness or death/ to be giventransfer and seven to thedays in case of Managementresignation/ dismissal.
2. Additional three months beyond Five times Market rate M.D.the above permissible the normallimit. rent
3. Second extension upto three Ten Market rate M.D.months beyond (2) above times the
normal rent
7.17.2
a) No permission for extension of stay will be granted beyond the above period.
b) Any extension of stay beyond the approved limit should be obtained from the competentauthority atleast seven days before the expiry of the previous sanctioned limit.
c) The co.’s quarter/leased accommodation is to be handed over to the appropriate authorityon or before the last day of authorised stay, failing which, monthly rent @ Rs. 1.50 perSq.ft. of plinth area of the quarters (including outhouse, garrage etc) , will be chargedalongwith the market rate of electricity charges. In addition, legal proceedings for evictionmay also be initiated.
d) Apart from the above, the company will be within its right to proceed with disciplinaryaction and inflict punishment on employees as per co.’s rules in transfer cases.
e) Final settlement dues will not be released till the quarter is finally vacated.
5. HOUSE OWNED BY RELATIVES / SELF-LEASE
The Company may for an employee take on lease accommodation owned by relations ofthe employee as defined in the Conduct Rules of the Company and allot the same to theemployee, subject to the condition that the property is wholly owned by the relative andthe employee has no share in its ownership.
The Company may also take on lease the house owned by Executives or in which theyhave share in ownership. The house so taken on lease shall be allotted to the ownerexecutive working in the company. This facility of company leased accommodation will beapplicable for those executives who are posted in specified localities, and not at the steelplant locations.
The above allotments shall be subject to the following conditions:-
i) The rent of such houses shall be assessed by a Committee, consisting of arepresentative of Corporate P&A and Finance Department.
ii) The normal procedure for lease is followed.
iii) No undue advantage accrues to the relative.
iv) The rent is fair and reasonable.
v) No brokerage would be payable.
Such cases would require prior clearance from vigilance angle.
7.17.3
8.0
RETIREMENT BENEFITS
RULES FOR RETIREMENT OF EMPLOYEES ON
SUPERANNUATION
The effective date of retirement of employees on superannuation will take effect from
the afternoon of the last day of month in which the employees concerned attains the age of
superannuation i.e. 60 years and employees shall get full months wages alongwith other benefits.
Employees whose date of birth is the first of a month shall retire from the service of the
company on the afternoon of the last day of the preceeding month in which they attain the age of
superannuation.
8.1.1
VOLUNTARY RETIREMENT SCHEME - EXECUTIVES
1.0 OBJECTIVE
To provide certain benefits to:
i) The employees of the Company who may opt to retire voluntarily for personal reasonsafter 25 years of service in the Company.
ii) The employees of the Company who may be considered for pre-mature retirement by theManagement.
2.0 SCOPE
The Scheme shall apply to all regular/permanent employees of the Company.
3.0 ELIGIBILITY
3.1 An employee who has completed 10 years of service in the company and who is atleast50 years of age or an employee who has completed 25 years of service in the Company(with no age limit) will be eligible.
NOTE :
Period of training of Graduate Apprentice / Graduate Engineers / Management Trainee /SOTs / JOTs appointed initially on consolidated stipend and subsequently absorbed inregual grade in continuation of training, will also be taken into account for reckoninglength of service.
3.2 An employee who is due to retire on superannuation in the normal course within threeyears of the date of application will not be covered by the Scheme.
NOTE :
These conditions may be relaxed by the Chairman in deserving cases.
4.0 COMPETENT AUTHORITIES
4.1 The authorities mentioned in 4.2 will be competent authority to accept or reject anapplication for voluntary retirement under the Scheme.
4.2 The Competent authority in all cases will be Chairman or such other officer(s) to whomthe powers may be delegated.
5.0 BENEFITS UNDER THE SCHEME
An employee whose offer for voluntary retirement is accepted, will be entitled to thefollowing benefits:
a) Pay for the notice period of one month/three months as may be applicable to him underhis terms and conditions of service, plus leave salary for unavailed earned leave. The
8.2.1
quantum of leave salary will not exceed the maximum limit to which earned leave can beaccumulated under the leave rules applicable to the employee.
b) Full Provident Fund contribution of the employer with acceretions thereto in the accountof the employee subject to provisions of the Provident Fund rules applicable.
c) Gratuity for each completed year of service or part thereof as admissible under theGratuity rules.
d) Transfer benefits for self and family for proceeding to home town or to the place where heintends to settle in India as admissible under the TA rules.
6.0 PROCEDURE
An eligible employee may submit an application for Voluntary Retirement under theScheme to the Competent Authority thruProper Channel.
7.0 TENURE
The Scheme shall come into force with immediate effect and shall supersede any schemeof this nature in force immediately before the commencement of this scheme. Thecompany also reserves to itself the right to modify/alter/ammend the scheme in anymanner or to withdraw the scheme without any notice and without assigning reasonstherefor.
8.0 Notwithstanding any of the provisions of the scheme, the company, reserves to itself theabsolute right to reject any application for Voluntary Retirement there under withoutassigning any reason therefor.
8.2.2
VOLUNTARY RETIREMENT SCHEME - NON-EXECUTIVES
1.0 OBJECTIVE
To achieve manpower optimisation for effective utilization of Human Resources,improved productivity, cost reduction and quality of work life.
2.0 SCOPE
The scheme shall apply to all regular/permanent Non-executive of the Company, exceptthe Casual Workers.
Note
The Voluntary Retirement Scheme would be extended only to those employees whoseservices may be dispended without detriment to the Company.
3.0 ELIGIBILITY
An employee who has completed 10 years of service or completed 40 years of age, iseligible to seek Voluntary Retirement by a written request.
Note
The period of service rendered by an employee in other Public Sector Enterprise would betaken into account for reckoning length of service in FSNL, provided cash equivalent toEarned Leave, Provident Fund & Gratuity has been transferred by the concerned PSE toFSNL.
4.0 COMPETENT AUTHORITY
4.1 The Competent Authority for Voluntary Retirement scheme will be M.D., FSNL, and willhave full discretion to accept or reject an application for Voluntary Retirement under thescheme.
5.0 BENEFITS UNDER THE SCHEME
5.1 An employee whose request for Voluntary Retirement is accepted, will be entitled to thefollowing benefits :-
TERMINAL PAYMENTS
a) Balance in his Provident Fund Account payable as per the CPF regulation;
b) Cash equivalent of accumulated unavailed Earned Leave as per the rules of thecompany (to be paid after adjustment of outstanding dues, if any);
c) Encashment of Half-pay leave, as per rules of the company;
8.2.3
d) Gratuity for each completed year of service or part thereof, as admissible underthe Gratuity Rules (to be paid after adjustment of outstanding dues, if any);
e) Notice pay as per conditions of service applicable to him.
5.2 EX-GRATIA PAYMENT
In addition, an employee whose request for Voluntary Retirement is accepted,would beentitled to an ex-gratia payment equivalent to 60 days salary for each completed year ofservice or the salary for the number of months service left, whichever is less. Salary for thepurpose of VRS shall consist of basic pay and DA only and no other element.
5.3 TRANSFER BENEFITS
Transfer benefits for self & family, as admissible under the T.A. Rules on superannuation.
5.4 The compensation under VRS will be in addition to terminal benefits.
6.0 PROCEDURE FOR AVAILING V.R.
Written application for availing Voluntary Retirement is to be submitted by the concernedemployee to the concerned P&A Department, through Deptt./Unit Head, which will inturn, be sent to Corporate Office for approval/acceptance of the competent authority.
7.0 WITHDRAWL OF APPLICATION
An employee who submits application for Voluntary Retirement under the scheme, canwithdraw the application before the management notifies in writing to him about thedecision to accept his application for V.R.
8.0 RE-EMPLOYMENT
An employee availing VR under this scheme will not be eligible for re-employment inFSNL / its joint ventures.
9.0 TENURE
The scheme shall come into force as notified by the management from time to time.
10.0 RIGHT OF MANAGEMENT
Not withstanding any of the aforesaid provisions, the Scheme does not confer any right onan employee to have his request for Voluntary Retirement accepted by the Management.Management will have full discretion to accept or reject the request from any employee forVoluntary Retirement.
8.2.4
GRATUITY RULES
1.0 DEFINITIONS
In these rules, the following expressions will, unless excluded by or repugnant to theircontext, have the following meanings:-
(a) “Apprentice” means a person who is declared to be an apprentice by the authorityspecified in this behalf by the appropriate Government.
(b) “Casual Employee” means an employee who is engaged for work of a casual oroccasional nature.
(c) “M.D.” means the Managing Director of Ferro Scrap Nigam Limited.
(d) “Completed year of service” means qualifying service for one year.
(e) “Emoluments” for the purpose of these rules shall mean the pay including basic pay,personal pay, special pay, charge allowance, non-practising pay and dearness allowance.Emoluments last drawn by the employee be taken into account for the purpose for Rule3.2.1 of the Gratuity Rules. There will be no ceiling as reckonable emoluments forcalculating gratuity.
Deputation allowance which an employee may have been drawing on the date of hissuperannuation from the services of the company will not be included in his emolumentsfor computation of Gratuity under the Rules of the company.
(f) “Family” shall include the following:
i) Wife/Husband of the employee.
ii) Sons, including step-sons and adopted sons.
iii) Unmarried and widowed daughter including step-children and adopted children.
iv) Brother below the age of 18 years and unmarried and widowed sisters.
v) Father
vi) Mother
vii) Married daughter; and
viii) Children of a pre-deceased son
(g) “Qualifying service” means uninterrupted service rendered in the company aftercompletion of 18 years of age except the period of service rendered as apprentice butincludes the period of training in case of Management Trainees, Sr.Operative Traineesand Junior Operative Trainees engaged by the company. The period will also includeservice which is interrupted by authorised leave and cessation of work, not due to theemployee’s fault.
(h) “The Board of Director” means the Board of Directors of the company.
(i) “Superannuation” means the retirement of the Company’s employee from service onreaching the age of Sixtyyears.
8.3.1
(j) “Retirement” means termination of service of the employees other than onsuperannuation.
2.0 SCOPE
These rules shall apply to all employees of the company except casual employees,Government Servants and others employed on deputation terms, Apprentices and ForeignTechnicians.
DECISIONS
These rules are applicable to all employees of the company except in so far as they maybe inconsistent with the provisions of the payment of Gratuity Act and Rules framedthereunder and the provisions of the Memorandum of Agreement, which are reproduced:
RETIRING GRATUITY - COMPUTATION OF AMOUNT
(a) Retiring gratuity shall be calculated at the rate of half month’s wage (i.e. basic payplus DA) last drawn by the employees for every completed year of service.
(b) For service beyond 30 years, gratuity shall be calculated at the rate of one month’swage (i.e. basic pay plus DA) last drawn by the employees for every completed yearof service in excess of 30 years.
(c) Training period of the employees would be considered for the purpose ofcomputation of gratuity where it is followed by regular employee on successfulcompletion of the training. This shall not, however, include period of apprenticeshipunder the Apprenticeship Act.
(d) If temporary/NMR employee puts in a minimum of 240 days work in a year, theyear will be counted for computation of gratuity provided that the employee getsregular employments in continuation of his temporary period of service.
(e) For the purpose of computation of gratuity in continuation of service, requirementof 240 days will be for the first year of service only and not for subsequent years.
(f) During the last year of service before retirement on attaining the age ofsuperannuation the gratuity will be given for full year, if service in the last year ofservice is 180 days or more. If the service is less than 180 days in the last year ofservice, proportionate payment of Gratuity will be made.
(g) In case of employees superannuating from the services of the company on 30thJune and 31st December in any year, the increment falling due on the following dayi.e. 1st July and 1st January respectively, would be calculated in the pay forcomputation of Gratuity.
3.0 PAYMENT OF GRATUITY
3.1 Gratuity shall be granted to the employees of the Company for good, efficient and faithfulservice and shall be admissible on termination of his employment after he has renderedqualifying service for not less than five years on:
8.3.2
(a) Superannuation
(b) Discharge on abolition of post
(c) Retirement or resignation after five years qualifying service in the company;
(d) Death or permanent incapacity due to bodily or mental infirmity as to which theopinion of the authorised medical officer nominated by the company shall be finaland binding. In this case the condition regarding completion of qualifying service offive years shall not be necessary.
3.2.1 AMOUNT OF GRATUITY
The amount of gratuity shall be equal to 15 days’ emoluments for each completed year ofservice or part thereof in excess of six months subject to maximum limit of 20 monthsemoluments or Rs. 3,50,000/- whichever is less provided that:
(a) In case of death, Gratuity shall be calculated as mentioned above and as givenbelow and higher of the two will be admissible:
(i) Death during the first year of service 2 months emoluments
(ii) Death after one year but before 5 years service 6 months emoluments
(iii) Death after completion of 5 years service 12 months emoluments
For the purpose of computation of gratuity under the Payment of Gratuity Act, 1972, amonth should be reckoned as consisting of 26 working days and the daily wage calculatedon this basis. In other words, 15 days wages would be computed in the following mannerin respect of both excutives and non-executives who qualify for payment of gratuity underthe rules:
15 days wages = Monthly wage x 15/26
(b) The Gratuity shall be admissible to an employee only to the extent of 50% of the amountto which he is entitled under the rules, whose services are terminated for misconduct,insolvency or inefficiency after five years of qualifying service. The company will have theright to deduct from Gratuity payable to an employee who has been discharged ordismissed for misconduct such amount as might be considered as loss caused due tomisconduct of the employee.
(c) The company will always have the right to deduct from the Gratuity payable andadmissible under these rules to an employee, such amount as may be due from theemployee.
(d) In case of re-employed military personnel, Government employees and employees ofother Public Sector Undertakings, Gratuity payable by the company plus Gratuity alreadyreceived by the employee from the previous employer, if any, shall not exceed 20 monthsemoluments or Rs. 3,50,000/- whichever is less.
(e) Gratuity would not be paid to an employee unless the employee surrenders the Co.’saccommodation provided to him on his separation from the company.
8.3.3
3.2.2 NOMINATION FOR PAYMENT OF GRATUITY
Employees shall make nomination in the prescribed form these rules conferring on one ormore persons of his family the right to receive gratuity in the event of his death while inservice or after quiting service but before payment of the gratuity is made, indicating theshares payable to each member. In the case of an employee having no family, thenomination may be made in favour of person or persons or body of person, corporate orincorporate. In the event of there being no nomination, the gratuity on death be paid inthe manner indicated below:
(a) If there are one or more surviving members of the family as (i) to (iii) in Rule 1 (f)above, it shall be paid to all such members other than a widowed daughters in equalshares.
(b) If there are no such surviving members of the family, but there are one or moresurviving widowed daughters and/or one or more surviving members of the familyas mentioned in (iv) to (viii) in Rule 1 (f) above, the Gratuity shall be paid to suchmembers, in equal shares.
4.0 APPLICATION FOR GRATUITY
Application for the grant of Gratuity shall be submitted in the prescribed form.
5.0 INTERPRETATION
In the event of any dispute as to the interpretation of these rules, the decision of M.D.,thereon shall be final and binding.
8.3.4
8.4.1
PROVIDENT FUND RULES OF FERRO SCRAP NIGAMLIMITED STAFF PROVIDENT FUND
Rule. 1. Commencement :
These Rules may be known as ‘FERRO SCRAP NIGAM LIMITED STAFF PROVIDENT FUNDRULES’ and will come into force with immediate effect.
Rule 2. Interpretation :
In these Rules unless there is some thing repugnant in the subject or context, the followingexpressions shall the following meanings :
a) Act : Unless the context otherwise requires ‘Act’ means the Employees’ Provident Fundand Miscellaneous Provision Act, 1952.
b) ‘CHILDREN' means legitimate children and includes adopted children, if the Board issatisfied that under the personal Law of the member, adoption of a child is legallyrecognised.
c) ‘CONTINUOUS SERVICE’ means uninterrupted service under the company andincludes service , which is interrupted by sickness, accident whilst on duty, authorisedleave, strike which is not illegal, or cessation of work not due to the employees fault.
Note : The period of sickness or interruption due to an accident whilst in duty should be certifiedby a competent authority under the medical benefits rules of the company.
d) ‘EMPLOYEE‘ means any person, who is employed for wages in any kind of work,manual or otherwise in or in connection with the work of the company and who gets hiswages from the company.
e) ‘EMPLOYER’ shall mean ‘FERRO SCRAP NIGAM LIMITED ‘and include any othercompany which may purchase , amalgamate or otherwise take over ‘FERRO SCRAPNIGAM LIMITED’.
f) ‘EXCLUDED EMPLOYEE’ means :
i) An employee, who having been a member of the fund withdraws the full amount ofhis accumulations of the fund under Rules 25.
ii) An employee employed by a contractor in any operation not directly connected withany processing work carried out at the units/establishments of the company.
iii) An apprentice;
Explanation :- “An apprentice” means a person who according to the certifiedStanding Orders applicable to the factory or establishment,is an apprentice or who isdeclared to be an apprentice by the authority specified in this behalf by theappropriate government.
g) ‘FAMILY’ shall mean :
i) In the case of a male member , the wife , children , whether married or un-married,dependent parents of the member and the widow and children of a deceased son ofthe member;
ii) In the case of a female member ,the husband and the children of the member ,dependent parents of the member or of the husband and the widow and children ofa deceased son of the member ; provided that if a member by notice in writing tothe Board expresses her desire to exclude her husband from her family , thehusband and his dependent parents shall no longer be deemed to be part of thefamily for the purpose of these Rules , unless the member subsequently cancels inwriting any such notice.
h) ‘FINANCIAL YEAR’ means the year commencing from First April every year.
i) ‘The FUND’ shall mean ‘FERRO SCRAP NIGAM LIMITED STAFF PROVIDENT FUND’.
j) ‘The TRUSTEE’ shall mean and include the trustees for the time being and from time totime of the Fund .
k) 'MEMBER’ shall mean an employee who has been duly admitted to member-ship of theFund in accordance with the provisions of Rule 7 hereof and who remains a member ofthe Fund.
l) ‘NOMINEE’ or ‘NOMINEES’ shall mean , in the event of a person having a family ,any person belonging to his/her family and in the event of their absence , any person orpersons who may be appointed in writing by the member to receive the amount that maybecome payable from the Fund to the estate of the member in the event of the member’sdeath before the termination of his service with the company.Words of masculine gendershall be taken to include the feminine and vice versa. Words of the plural number shall betaken to include the singular number and vice versa.
m) ‘PERIOD OF MEMBERSHIP’ means in respect of member the period being with theday on which he was employed in the company where from he qualifies for themembership of the Fund and ending with the date on which the amount standing to hiscredit in the Fund is paid under Rule 25.
Provided that in case of a member whose accumulations in the past provident fund hasbeen transferred to the Fund under Rule 9, his period of the membership of the fund shallbe deemed to have commenced from the date of his employment in the previousestablishment/Company/Organisation as the case may be wherein he became a subscriberof the provident fund from which his accumulations are transferred to the fund.
Rule 3. Administration Expenses :
The costs,charges and expenses of administering the fund and of the determination of any questionaris-ing under these rules or otherwise including all expenses incurred by the Trustees in thedischarge of their duties shall be chargeable to the Employer.
8.4.2
Rule 4. ‘MANAGERS’ :
The Trustees shall have power to employ any person or persons (including any one or more oftheir number and any one or more of the members of the fund) to act as Managers of the fund forthe purpose of carrying out any secretarial,legal,accounting,or other work which the Trustees mayconsider necessary or expedient in connec-tion with the management of the fund and may fromtime to time remove any person or persons so employed and appoint another or others in his ortheir place.
Rule 5. ‘BANKERS AND OPERATION OF BANK ACCOUNT’ :
Any Branch of State Bank of India at Bhilai or such other Scheduled Bank at other places as theTrustees may from time to time select shall be the Bankers of the Fund. Sums may be withdrawnfrom the Bank Account at any time by the Trustees for making payment and investing moneys inaccordance with these rules and the Government of India directives from time to time in thisregards and such accounts shall be operated on only by Cheque bearing the signatures of any twoof the Trustees who shall be nominated from time to time by the Trustees for that purpose and suchnomination shall be recorded in the Minute Book of the Board of Trustees Meeting.
Rule 6. MANAGEMENT OF THE FUND :
a) MANAGEMENT : The custody,control and management of the fund shall be vested in aBoard of Trustees, constituted according to the provisions of Rule 6(b).
b) TRUSTEES :
i) The number of the Trustees of the Fund shall not be less than six or more thanfourteen. Half of the number of the Trustees shall be nominated by the employerfrom amongst the Officers employed in Managerial or administrative capacity in theCompany and the remaining shall be filled by election / nomi nation from amongstmembers of the recognised / representative union. One of the Trustees shall benominated as Chairman by the Company. Term of the office of Board of Trustees,shall be for a period of five years.
ii) No act or proceeding of the Board shall be deemed to be invalid by reason merelyon account of any vacancy or any defect in the constitution of the Board.
iii) If and whenever, any Trustee or Trustees shall die, resign, refuse or becomedisqualified under the Indian Trust Act, 1882 or become incompetent or incapableof the acting or shall permanently leave India or shall cease to be an employee ofthe company, the vacancy there by caused would be filled in by direct nominationby the company if the vacancy / vacancies relate to employers representa tive /representatives, and in case of such vacancies relating to the employees’representatives, by election from amongst the members or if there is a recognised/representative union by nomination by the recognised/ representative union as laiddown in Rule 6(b)(i) and such Trustee and Trustees shall hold office for theremainder of the terms of the Office of the Trustee or Trustees in whose place they
8.4.3
are nominated / elected. On every such appointment the fund of the FUND shallipso-facto vest in the new Trustee/ Trustees jointly with the surviving or continuingTrustee/ Trustees.
iv) LIABILITY AND INDEMNIFICATION OF TRUSTEE :
In the discharge of their duties for the administration of the Fund, the trustees shallbe indemnified by the Fund against all proceedings, costs, damages, charges,expenses, claims, demands, losses and liabilities caused otherwise than through theiror his negligence or fraud. The Trustees shall not be responsible for any breach oftrust committed by a Co- Trustee or by a Banker, Broker or other persons withwhom any of the assets/fund may have been deposited nor for any loss unless thesame happens through their or his own willful act or omission.
c) MEETING OF BOARD OF TRUSTEES :
The Board of Trustees subject to the provision in (i) below meet at such place and time asmay be appointed by the Chairman. Provided that the Board of Trustees shall meet atleast once in every quarter and four times in every financial year. The Chairman topreside at meetings.
The Chairman may, whenever he thinks fit, and shall within fifteen days of the receipt of arequisition in writing from not less than four members excluding the Chairman, call ameeting thereof.
In the event of equality of votes on some issue, the Chairman shall exercise his castingvote.
i) NOTICE OF A MEETING AND LIST OF BUSINESS :
Notice of not less than fifteen days from the date of posting containing the date timeand place of every ordinary meeting together with a list of business to be conductedat the meeting shall be despatched by registered post or by special messenger toeach Trustee present in India.
Provided that when the Chairman calls a meeting for considering any matter whichin his opinion is urgent, a notice giving such reasonable time as he may considernecessary shall be deemed sufficient.
ii) At any meeting of Trustees, four Trustees excluding Chairman shall constitute aquorum provided at least two of them is from amongst the Trustees representingemployees.
Any decision taken in representing employees a meeting of the Trustees in whichquorum is present shall be deemed to be a decision of all the Trustees and shall befinal and binding on them.
The Chairman shall have a casting vote, in addition to and not instead of his ownvote as Trustee.
The decision of a majority at any meeting of the Trustees at which quorum ispresent shall be final and binding on the Trustees. Where no casting vote isexercised but the opinion of the representatives is equally divided and if any
8.4.4
member wants the matter to be referred to, it shall be referred to the R.P.F.C.having jurisdiction over the fund whose decision shall be final binding on all theparties.
If at any meeting, the number of Trustees present is less than the required quorumthe Chairman shall adjourn the meeting to a date not later than fifteen days fromthe date of original meeting, informing the Trustees of the date, time and place ofthe adjourned meeting and it shall there upon be legal to dispose of the business atsuch adjourned meeting, irrespective of the number of Trustees present.
d) TEMPORARY ABSENCE OF A TRUSTEE. POWER OF CO-TRUSTEES :
Trustees on temporary absence from India may appoint an Attorney (not being one of theCo-Trustees) to act in his place but the appointment of such Attorney shall be terminatedimmediately on the return of his principal to India.
If a Trustee fails to attend three consecutive meetings of the Board of Trustees withoutobtaining leave of absence from the Chairman of the Board, he shall ceased to be aTrustee.
Provided that the Chairman of the Board in exceptional cases may restore him toTrusteeship.
In the absence of any specific provisions in these Rules the corresponding provisions ofthe Employees Provident Fund Scheme, 1952 shall prevail mutatis mutandis.
e) MINUTES OF MEETINGS :
i) The minutes of a meeting of the Board of Trustees showing inter alia the names ofthe Trustees present thereat shall be circulated to all Trustees present in India notlater than one month from the date of the meeting. The minutes shall thereafter berecorded in a Minute Book as a permanent record.
ii) The record of the minutes of each meeting shall be signed by the Chairman afterconfirmation with such modifications if any, as may be considered necessary at thenext meeting.
f) TRUSTEES CORRESPONDENCE :
All correspondence in relation to the management of the Fund may be conducted byChairman (B.O.T.) or in his absence and in lieu of him by any two Trustees on behalf ofall the Trustees.
Rule 7: MEMBERSHIP
i) Membership of the Fund shall be open to all employees of the Company except thefollowing categories of the employees:
a) Personnel of State and Central Govt. Departments and other industrial concernsworking with the Company on foreign service terms.
b) Pensioners and superannuated persons of State and Central Govt. Departments re-employed by the Company unless provided in terms of their employment.
8.4.5
c) Casual employees whether daily rated or monthly rated engaged for specificperiods, against adhoc jobs.
d) Excluded employees as defined in Rule 2(f).
Note:” Persons coming under categories (d) above may, if they choose, be allowedto subscribe to the Fund but on the stipulation that no contribution will be payableby the Company under Rule 11 B of these Rules.
ii) Employees of the Company other than those governed by contracts providing for thepersonnel to join the fund compulsorily from the first day of their service under theCompany and qualified for membership of the fund from the date of their service with theCompany.
The Company’s contribution shall commence from the date on which they shouldcompulsorily join the fund.
iii) Every employee becoming a member must remain a member until he ceases to bemember of the Fund and must abide by all the Rules and Regulations from time to time inforce.
iv) The Board of Trustees shall promptly allot an account number to each employeequalifying to become a member and shall communicate the account number to themember through the employer. The account number once allotted to a member shallremain valid for the total service period of the member with the company.
Rule 8 : ”NOMINATION
i) Upon becoming a member of the Fund each member shall send in writing to the Board ofTrustees a nomination in the prescribed proforma conferring on one or more persons theright to receive the amount that may stand to his credit in the Fund in the event of his/herdeath before the amount has become payable or having become payable has not beenpaid to him.
Provided that in the case of a member having a family a nomination shall be made infavour of one or more persons belong ing to his/her family. If the member has no familyon the date of his/her becoming a member of the Fund the nomination may be made infavour of any person or persons, but if the member subsequently acquires a family, suchnomination shall forthwith be deemed to be invalid and the member shall make freshnomination in favour of one or more persons belonging to his/her family.
ii) If a member nominates more than one person under the above provision (i) he/she shallspecify in the nomination the amount or share payable to each of the nominee in suchmanner as to cover the whole of the amount that may stand to his/her credit in the Fundat any time.
iii) Every nomination shall be in such forms as the Trustees from time to time prescribe.
iv) A nomination shall take effect from the date it is handed over to the Board for registration.No nomination shall be received for registration after the death of the member.
8.4.6
v) A member may any time cancel a nomination by sending a notice in writing to the Boardof Trustees, provided that the member shall along with the notice send a fresh nominationin accordance with these Rules. Original nomination will stands cancelled only after therevised nomination is found valid.
vi) When the nominee is a minor, the member shall name the person appointed to receivethe benefit on behalf of the minor in case the amount becomes payable before the minornominee(s) attends majority.
vii) The signature of the member in the nomination form shall be attested by two witnesses.
viii )In case the nominee predeceases the member, the right conferred on the nominee shallrevert to the member until fresh nomination is made.
Rule 9. TRANSFER FROM OTHER COMPANIES :
In the case of the transfer of the service of an employee (otherwise qualified for membership underRule 7 hereof) who is either a member of a Provident Fund covered by provisions of EmployeesProvident Fund Act, 1952, or who is transferred from any of the companies or association ofpersons which maintain a Provident Fund recognised within the meaning of Section 2(38) of theIndian Income Tax Act, 1961, to the Company, the entire amount standing to his credit in theformer Provident Fund with such Company or association of persons (including the employer’s contribution and interest thereon) shall be transferred and paid to this Provident Fund by the employeewho shall become a member of this Fund.
Nothing in this Rule shall be deemed to provide that the amount of such transferred balance shallbe taken into account in determining the contributions to be made by the Company to the Fundunder Rule 11 B hereof so that the Company shall be under no liability whatsoever on suchpayment or transfer to this Provident Fund to make any equivalent contribution to the fund.Subject to as aforesaid, any such transferred balance shall be credited to the account of suchjoining member and subject to the provisions of the Rules for the time being of the fund.
Notwithstanding anything contained in these Rules an employee who is already a member ofEmployees Provident Fund Scheme by virtue of his service under any other employer shall beadmitted to the benefits of the Provident Fund by the Company from the date of his appointmentand in respect of such an employee the Fund shall accept his past Provident Fund accumulation.
Rule 10.
A : THE FUND SHALL CONSIST OF :-
a) Contribution by the members out of their salary or wages or other emoluments asprovided in Rule 11 A.
b) Contribution by the Company under Rule 11 B.
c) Interest / commission etc. which investments may yield from time to time.
d) Balances transferred from other provident fund where such transferred are permittedby this Rules,
8.4.7
e) Any contributions or donations made by the Company and
f) Any capital gains arising from sale, exchange or transfer of Securities.
B : The assets of the Fund and its administration shall constitute a Trust which shall beirrevocable save with the consent of all the beneficiaries of the Fund and RPFC save incases prescribed by Fourth Schedule Part A of the Indian Income Tax Act, 1961. NoMoneys belonging to the Fund in the hand of the Trustee shall be recoverable by theCompany under any pretext what so ever nor shall the company have any lien or chargeof any description on the same.
C : INVESTMENT OF FUNDS
The Trustees shall from time to time deposit all moneys received by them into the savingsbank account with State Bank of India or such other scheduled bank as they shall fromtime to time determine.
All moneys to the credit of such account shall be dealt with in accordance with these Rulesand such account shall be operated only by Cheque bearing the signature of any twoauthorised Trustees for this purpose.
The moneys of the Fund not immediately required for the purpose of Fund shall within aperiod of 2 weeks from the date of receipt of contribution from the employer, be investedin accordance with the Notification issued by the Central Government / Central ProvidentFund Commissioner from time to time.
D : REALISATION OF INVESTMENT
The Trustees may from time to time sell securities held by the Fund for raising such sumsas may be required for making obligatory payments.
Rule 11 : CONTRIBUTION TO THE FUND :
A : MEMBERS CONTRIBUTION
i) The emoluments qualifying for calculating the contribution to the fund shall be,
a) Pay and Dearness Allowance (shall include the cash value of food concession andretaining allowance , if any)
b) Pay shall include Special pay, Personal pay, Deputation pay and non practicingpay/Allowance
c) Subsistence Allowance payable to an employee during the period of the suspensionshould be included in the term emoluments qualifying for calculating thecontributions to the fund.
ii) The compulsory contribution of a member shall be 12% (w.e.f 22nd Sept ’97 vide o/o no.FC/6188/97 dtd.23-10-97) or other such percentage as may be decided from time to timeof the emolu ments while on duty or the leave salary or emoluments drawn while on leavecorresponding to the categories mention in (i) above as prescribed by the ‘Act’.
8.4.8
iii) Voluntary contributions :
Explanation :
However, a member may, if he so chooses, subscribe at a rate more than prescribed ratewithout any limit as voluntary contribution for which company will not pay any matchingcontribution. The amount of subscription shall be calculated to the nearest Rupee, 50paise and above being rounded off to the next higher rupee and less than 50 paise will beignored. A member who is permitted to contribute to provident fund an amount exceeding10% (Ten) of his total monthly Basic Pay and D.A shall be allowed to change the rate ofvoluntary contribution on his applying for such change in contribution only at intervals ofa minimum period of one year.
B : COMPANY’S CONTRIBUTIONS
The company’s contributions for a member shall be 10% or such percentage of theemoluments qualifying for the employees contributions under Rule 11 A(ii) above. Theamount of company’s contribution shall be calculated to the nearest rupee, 50 paise ormore being counted as a next rupee and less than 50 paise being ignored.
The company’s contribution for a member during his period of leave shall be based on hisleave salary or wages and no contribution shall be made by the company for any periodof leave for absence without pay. The company shall not contribute any thing on thecontribution made by the member more than 10% or other prescribed percentage of theemoluments .
The members contribution shall be deducted from the salary and wage bill, as the casemay be, and made available to the Trustee alongwith the company’s contributions forcredit to the individual account of the member before the 15th of the month following thatin which the member’s contribution is deducted from his salary or wages.
Provided that if a member quits the service or dies during any month, the company’scontribution for the period between the close of the preceding month and date of thequitting the service or the casualty as the case may be shall be made available to theTrustee within a fortnight after the event for credit to the member ac count alongwith themember’s contribution deducted from his wage or salary.
Rule 12 : CREDITING THE INTEREST TO THE MEMBER’S ACCOUNTS:
INTEREST : Calculation of interest shall be based on progressive monthly bearing balance asamended since 1993-94.
The calculation for crediting the interest will be made as follows :
i) As on 31st March of each year, the account of fund shall be closed.
a) Interest shall be credited to the members’ account on monthly running balance basiswith effect from the last day in each year in the following manner:
b) on the amount at the credit of a member on the last day of the preceding year, lessany sums withdrawn during the current year interest for 12 months;
8.4.9
c) on sums withdrawn during the current year interest from the beginning of thecurrent year up to the last day of the month preceding the month of withdrawal;
d) on all the sums credited to the members accounts after the last day of the precedingyear - interest from the first day of the month succeeding the month of credit to theend of the current year;
e) The total amount of interest being the sum of (i), (ii) and (iii) above shall berounded to the nearest whole rupee (50 paise and above counting as the nexthigher rupee and less than 50 paise ignored)
The credit for the interest shall be afforded separately under company’s contributionand member’s contribution. The rate of interest payable to a member for any yearshall not be lower than the rate declared by the Central Government for the yearunder the Employee’s Provident Fund Scheme, 1952. Deficiencies if any, shall bemade good by the company, if surplus available is not sufficient for crediting intereston monthly running balances in the member’s account at a rate declared by theGovernment.
ii) When the amount standing at the credit of a subscriber becomes
a) payable to a member in the middle of the financial year, interest shall be credited upto the end of the month preceding that in which payment is made at the rateapplicable for that year.
b) transferable to any other recognised fund, interest shall be allowed in the samemanner as mention in above para (a).
iii) When the amount is received in the account of any employee on transfer from any otherrecognised Provident Fund during the course of a year, interest shall be allowed for theyear on the transferred balance from the 1st of the month in which it is received or in casethe amount is received from the transferor in the same month upto which they haveallowed the interest, it will be allowed from the 1st of the month following the month inwhich the amount is received till the end of the year.
Rule 13 : INSPECTION OF THE CARDS BY MEMBERS :
Any member making a request in this behalf to the Board of Trustees through the managementshall be permitted to inspect his card himself or to have the same inspected by any person dulyauthorised by him in writing within seven days of making such request provided that no suchrequest shall be entertained more than once every six calendar months.
Rule 14 : RESPONSIBILITIES OF THE TRUSTEES :
The function and responsibility of the Trustees shall be to manage the fund according to theseRules.
8.4.10
Rule 15 : CONTROL OF FUND VESTED IN TRUSTEES :
In the matter of any dispute arising under these Rules and regulations as to the interpretationthereof, the decision of the Trustees shall be final and binding and such decision shall be recordedand signed by the Trustees in a Special Minute Book to be maintained for the purpose. If howeverthe B.O.T have any doubt about interpretation of any clause of this Rules it may refer the matter inthe first instance to the Chairman/ M.D. of the Company whose decision should normally beacceptable to the Board of Trustees if not the mater shall be referred to the RPFC whose decisionshall be final & binding.
Rule 16 : ACCOUNTS OF THE FUND :
The following accounts shall be maintained in the books of the Fund :
i) an account of each member in the form prescribed in Rule 74 of the Indian Income Tax(Recognised Provident Fund) Rules consisting of the members contributions, company’scontribution, interest accrued, withdrawals, repayments, etc. which shall show:
a) the member’s subscription/contributions,
b) the employer’s subscription/contribution,
c) interest accrued,
d) any amount transferred from his previous employer having a Recognised ProvidentFund,
e) any amount paid / refunded against withdrawal.
ii) a revenue account showing the credits on account of interest from investments and otherincome received or accrued up to 31st March of each year .
iii) an investment realisation and valuation account showing the credits on account of profitsrealised from sale of investments, surplus at the annual valuation of investment, at cost orproper market value which ever is lower and debits on account of losses realised on salesand annual valuation on the same basis as indicated above;
iv) the investment account showing particulars of investment; and
v) any other account which the Board of Trustees may decide to open for the correctexhibition of the transactions of the Fund
Rule 17 : AUDIT OF ACCOUNT
B.O.T shall have the accounts of the Fund audited every year by a person / Firm, authorised toaudit accounts of a Company under Section 226 of the Companies Act 1956.
Rule 18 : STATEMENT OF ACCOUNTS TO MEMBERS:
As soon as possible after accounts have been audited as aforesaid the Trustees shall furnish to eachmember a statement of the amount shown by the books of the Fund standing to the credit of hisaccount as at the date of such Balance Sheet and Revenue account. Such statement shall beaccepted as correct and binding on the member save that if any manifest error shall be found
8.4.11
therein and notified by the member to the Trustees in writing within two months of the receipt ofthe statement.
Rule 19 :” CIRCUMSTANCES IN WHICH WITHDRAWALS MAY BEPERMITTED
The qualifying period for eligibility of any loan whether refundable or non-refundable under thisrule will be three years inclusive of period of membership of previous trust in case of the memberswhose PF accumulations have been transferred from the previous trust to this trust.
(1) Withdrawals by employees may be allowed by the trustees of the provident fund in thefollowing circumstances:-
(a) to pay expenses incurred in connection with the illness of the employee or memberof his family.
(aa) meeting the cost of higher education, including where necessary, the travelingexpenses of any child of the employee actually dependent on him in thefollowing cases, namely:-
(i) education outside India for academic, technical, professional or vocationalcourses beyond the (matriculation) stage, and
(ii) any medical, engineering or other technical or specialised course in India(beyond the matriculation state)
(b) to pay for the cost of passage to a place out of India of an employee or any memberof his family:
(c) to pay expenses in connection with marriages, funerals or ceremonies, which by thereligion of the employee it is incumbent upon him to perform.
(d) to meet the expenditure on building a house, or purchasing a site or a house and asite and also on additions, substantial alterations or improvements necessary to ahouse
Provided that the employee furnishes an undertaking to the trustees not toencumber or alienate such house or site or house and site, as the case may be:
(i) Provided further such house or site or such house and site shall not bedeemed to be an encumbered property merely because such house or site orsuch house and site is mortgaged, solely for having obtained funds for thepurchase of the said house or site or the said house and site or for the buildingof such house to any of the following agencies, namely,(a)the CentralGovernment;(b) a State Government;(c)a co-operative society being a societyregistered under the Co-Operative Societies Act,1912, or under any other lawfor the time being in force in any State relating to Co-operative societies: (d)an institution; (e)a trust; (f)a local body;or(g) a housing finance corporation;or
(ii) held in the name of any of the aforesaid agencies and the employee isprecluded from transferring or otherwise disposing of that house or site or thathouse and site without the prior approval of such agency.
8.4.12
(e) to pay premia on policies of insurance on the life of the employee or of his wifeprovided that the policy is assigned to the trustees of the fund or at their discretiondeposited with them and that the receipts granted by the insurance company for thepremia are from time to time handed over to the Trustees for inspection by theAssessing Officer;
(f) to meet the cost of legal proceedings instituted by the employee for vindicating hisposition in regard to any allegations made against him in respect of any act done orpurporting to be done by him in the discharge of his official duty or or to meet thecost of his defence when he is prosecuted by the employer in any court of law inrespect of any official misconduct on his part:
Provided that the advance under this clause shall not be admissible to an employeewho institutes legal proceedings in any court of law either in respect of any matterunconnected with his official duty or against the employer in respect of anycondition of service or penalty imposed on him;
(g) to meet the expense of the damage caused to the movable or immovable propertyof the employees as a direct result of flood, cyclone, earthquake or other convulsionof nature:
(h) (i) to meet his household expenses if a factory or other establishment, wherein heis working, is locked up or closed down for more than fifteen days for reasonsother than a strike rendering him unemployed without any compensation or ifhe is not in receipt of wages for a continuous period of two months or more;
(ii) to meet his household expenses if the factory or other establishment whereinhe is working, suffers cut in supply of electricity resulting in a loss of one-fourth or more of the total wages of the employee;
(iii) to meet the cost of purchasing an equipment required by a physicallyhandicapped employee which will minimise his hardship on account of thehandicap.
2. For the purposes of sub-rule (1),”family” means any of the following persons who arewholly dependent on the employee, namely:- the employee’s wife, legitimate children,step-children, parents, sisters and minor brothers.
Rule : 20. CONDITIONS FOR WITHDRAWAL FOR VARIOUSPURPOSES.
(1) The withdrawal in connection with Rule 19(1)(c) shall be subject to the followingprovisions:-
(i) The maximum admissible amount shall be 75% of own contribution plus interest onown contribution of the employee upto the previous month.
(ii) After sanctioning of the loan at least Rupees One thousand should be in theemployees own contribution account.
8.4.13
(2) The withdrawal for the purpose specified in clause (d) of sub-rule (1) of Rule 19, by anyemployee shall be subject to the following conditions, namely:-
(i) the amount of withdrawal shall not exceed-
(a) the employee’s basic wages and dearness allowance for thirty six months or
(b) the actual cost of building the house or of purchasing the house or the site orthe house and the site; or
(c) the employee’s contribution to the fund together with the specified percentageof the employer’s contributions to that fund with interest thereon;
whichever is less.
Explanation: For the purposes of sub-clause(c)” specified per centage” means-
(1) 75 percent of the employee’s contribution forming part of the accumulation ason the date of the authorisation of payment, if the period of membership ofthe employee in the fund is five years or more, but less than ten years;
(2) 85 percent of such contribution, if the period of membership of the employeein the funds ten years or more but less than fifteen years;
(3) 100 percent of such contribution, if the period of membership of theemployee in the fund is fifteen years or more.
(ii) the employee shall have completed three years of service or is due to retire withinthe next ten years;
(iii) the withdrawal shall be permitted only if the house and/or site is free fromencumbrances;
(iv) no withdrawal shall be permitted for purchasing a share in a joint property or abuilding or a house or land whose ownership is divided except where a site isowned jointly with the spouse;
(v) where the withdrawal is for construction of a house, the payment of the withdrawalmay be sanctioned in such number of installments (not exceeding four) as thetrustees of the fund think fit;
(vi) where the withdrawals is for the construction of a house, the construction of thehouse should be commenced within six months of the withdrawal and should becompleted within twelve months of the withdrawal of final installment;
(vii) if the withdrawal is made for the purchase of a house and/or a site for a house, thepurchase should be made within six months of the withdrawal;
(viii) if the amount withdrawn exceeds the actual cost of the purchase or construction ofthe house and/or site or if the amount is not utilised for the purpose for which it iswithdrawn, the excess or the whole amount, as the case may be, shall be refundedto the trustees forthwith in one lump sum together with interest from the month ofsuch withdrawal at the rate prescribed in sub-rule(4) of Rule 22. The amount sorefunded shall be credited to the employer’s share of contribution in the member’saccount in the fund to the extent of withdrawal granted out of the said share and
8.4.14
balance, if any, shall be credited to the member’s share of contribution in hisaccount.
3) ADVANCE FOR ADDITIONS, SUBSTANTIAL ALTERATIONS OR IMPROVEMENTS
A withdrawal for additions, substantial alterations or improvements necessary to the houseowned by the employee or jointly owned by the employee and the spouse may begranted up to twelve months’ basic wages and dearness allowance or the employee’s ownshare of contribution with interest thereon or the amount standing to his credit in the fund,whichever is less:
Provided that the said withdrawal shall be admissible only after a period of five years fromthe date of purchase or completion of the house:
Provided further that where the amount withdrawn is not utilised in whole or in part forthe purpose for which it was withdrawn, the excess or the whole amount, as the case maybe, shall be refunded to the trustees forthwith in one lump sum together with interest fromthe month of such withdrawal at the rate prescribed in sub-rule (2) of Rule 22 and theamount so refunded shall be credited to the employee’s account in the fund.
(4) The withdrawal for the purpose specified in clause (f) of sub- rule (1) of Rule 19 , shall notexceed three months’ pay or Rs.500 , which is greater, but shall in no case exceed half theamount to the credit of the employee.
(5) The withdrawal for any other purpose referred to in sub-rule (1) of Rule 19 [except asprovided in sub-rule (1),(2),(3),(4) & (6) of Rule 20] shall not exceed THREE MONTHSpay or the total of the accumulation of exempted contributions and exempted interestlying to the credit of the employee, whichever is less.
(6) The amount of advance under the rule 19(i)(a) shall not exceed the basic wages anddearness allowance of six months or his own contribution with interest in the fund,whichever is less. (Inserted vide RPFC letter no.SRO/JSR/EB-II/BR/1370/Misc/2038 dtd. 7/8/98 and board resolution dtd. 17/8/98.)
Rule : 21. Second withdrawal.
(1) Save as in sub-rule (2) (and sub rule (3), a second withdrawal shall not be permitted untilthe sum first withdrawn has been fully repaid.
(2) A withdrawal may be permitted-
(a) for any purpose specified in clause (d) or (e) of sub-rule (1) of Rule 19notwithstanding that any sum withdrawn earlier for any purpose specified in clause(d) or clause (e) of the said sub-rule (1) has not been repaid).
(3) A withdrawal, referred to in clause (a) of sub-rule (2) of an amount equal to the differencebetween the amount of withdrawal admissible under sub-rule (2) of Rule 20 as on the dateof application and the amount actually withdrawn by the employee for the purposespecified in clause (d) of sub-rule (1) of Rule 19 any time during six years preceding the3rd day of October, 1981, may be permitted to the employee, subject to the followingcondition, namely:-
8.4.15
(i) the employee had availed of the first withdrawal for purchase of a site and nowproposes to construct a house on the site so purchased; or
(ii) the employee had availed of the first withdrawal for making initial payment towardsallotment or purchase of a house from any of the agencies referred to in the secondproviso to clause (d) of sub rule (1) of Rule 19 and now proposes to withdraw theamount for completing the transaction and for acquiring ownership of the house sopurchased; or
(iii) the employee had availed of the first withdrawal for construction of a house but thesaid construction could not be completed due to shortage of funds.
Rule : 22. REPAYMENT OF AMOUNTS WITHDRAWN
(1) Advances sanctioned under these Rules should normally be non- refundable, however,loan taken under Rule 19(1)(d), Rule 21 and for marriages under Rule 19(1)(c) be leftoptional to the members for opting either refundable or non-refundable.
Refundable advance may also be sanctioned for the purpose as mentioned in Rule19(1)(h) subject to Rule 22(2) for refund.
(2) In respect of withdrawals referred to in sub-rules (1) and of the amount referred to inclause (viii) of sub rules (2) or the second proviso to sub rule (3) of Rule 20 interest shallbe paid in accordance with the following Table :
TABLE
1 2
Where the amount is repaid in not more One additional installment of 4% on thethan 12 monthly installments amount withdrawn
Where the amount is repaid in more than Two additional installments of 4% on the12 monthly installments but not more amount withdrawn.than 24 monthly installments.
Where the amount is repaid in more than Three additional installments of 4% on the24 monthly installments but not more than amount withdrawn36 monthly installments
where the amount is repaid in more than four additional installments of 4% on the36 monthly installments but not more amount withdrawnthan 48 monthly installments
where the amount is refunded under clause 4% of the amount which is refundable.(viii) of sub-rule (2) of Rule 20
8.4.16
Provided that at the discretion of the trustees of the fund, interest may be recovered onthe amount aforesaid or the balance thereof outstanding from time to time at one percentabove the rate which is payable for the time being on the balance in the fund at the creditof the employee.
(3) The employer shall deduct the installments aforesaid from the employee’s salary, and paythem to the trustees of the fund. These deductions shall commence from the secondmonthly payment of salary made after the withdrawal or, in the case of an employee onleave without pay, from the second monthly payment of salary made after his return toduty.
Rule : 23 : Amount withdrawn but not repaid may be deemed as income.
In case of default of repayment of installments due under sub-rule (1) or sub rule (2) of Rule 22 orwhere the amount withdrawn is not utilised for the purpose for which it is withdrawn, the ChiefCommissioner or Commissioner of Income Tax may at his discretion order that the amount of thewithdrawal or the amount outstanding shall be added to the total income of the employee for theyear in which the default occurs or the withdrawn amount is finally held not to have been utilisedfor the purpose for which it is withdrawn, and the Assessing Officer shall assess the employeeaccordingly.
Rule 24 : Withdrawal on leave preparatory to retirement.
Notwithstanding anything contained in Rule 19 to Rule 23, it shall be open the Provident FundTrust to permit withdrawal of the amount standing at the credit of an employee if the employeetakes leave preparatory to retirement, provided that if he rejoins duty on the expiry of his leave heshall refund the amount drawn together with interest at the rate allowed by the fund.
RULE 25 : PAYMENT ON CESSATION OF MEMBERSHIP
A member of the fund shall continue to be a member until he withdraws under Rule 25 A theamount standing to his credit in the Fund.
A : The amount withdrawable by or on his behalf of a member from the fund shall becomepayable in the following circumstances :-
(1) on discharge due to reduction in Establishment or on termination of service through ill-health etc.
In the event of any member being discharged permanently from service as a result ofreduction by the company of its establishment or his becoming permanently incapacitatedowing to injury sustained whilst in the service of the Company through no fault orcarelessness or negligence on his part or if, a member’s service is terminated on account ofcontinued illness not due to his own fault, neglect or account of continued illness not dueto his own fault, neglect or carelessness (as to which the decision of Medical Officernominated by the Company shall be final) he shall be entitled to the whole amountstanding to the credit of his account as at the date of the termination of his service / or forany of the reasons herein specified.
8.4.17
(i) A member may withdraw the full amount standing to his credit in the Fund:
(a) on retirement from service at any time, at or after the age of superannuation.For this purpose, a member shall be deemed to have attained the age ofsuperannuation on completing the age of 58 years or such other age as maybe prescribed by the Company’s Rules. Provided the full payment, however,shall be made in case where the member applied for settlement of hisProvident Fund after leaving the service of the company on attaining the ageof superannuation.
(b) On a member suffering from Tuberculosis or Leprosy even if contracted afterleaving the service of the company on grounds of illness but before paymenthas been authorised.
(c) On a member becoming permanently incapacitated owing to injury sustainedwhilst in service of the Company through no fault or carelessness ornegligence on his part or if a member’s service is terminated on account orcontinued illness not due to his own fault, negligence or carelessness (as towhich the decision of the Medical Officer Nominated by the Company shall befinal)
(2) ON TERMINATION OF THE CONTRACT OF SERVICE.
In the event of member ceasing to be in the service of the company because of thetermination, of his contract of service, he shall be entitled to the whole amount standing tothe credit of his account as at the date of the termination of the contract.
(3) ON ACCEPTANCE OF VOLUNTARY RESIGNATION OR RETIREMENT, OF ANYMEMBER FROM THE SERVICE OF THE COMPANY UNDER THE SCHEMEAPPROVED BY THE BOARD OR OTHERWISE.
(4) On dismissal of a member from the service of the company for misconduct.
(5) In cases other than those specified above the Trustees may permit a member to withdrawthe amount standing to his credit in the Fund, if
a) he being a national of a country other than India is leaving India at least for a year;or
b) he has not been employed in any factory or other establishment to which the‘Employees Provident Fund and Miscellaneous Provisions Act,1952' applied for acontinuous period of not less than two months immediately preceding the date onwhich he makes the application for withdrawal.
EXPLANATION : A declaration in writing made by a member affirming the fact of non-employment as aforesaid may be accepted as proof thereof.
6) On transfer to other companies
In the event of a member being transferred permanently to any other organisation orGovernment Departments, the amount standing to the credit of his account in the Fundmay be transferred with his concurrence to the credit of his account in the ProvidentFund, if any, to be maintained by such other organisation or Government provided that
8.4.18
the Fund of the other organisation is a recognised within the meaning of section 2(38) ofthe Indian Income Tax Act, 1961. Thereupon the rules of such Provident Fund apply tothe member or to such transferred amount and the rules of this Provident Fund shall ceaseto apply accordingly.
(7) WITHDRAWAL BEFORE SUPERANNUATION
The Board of trustee may on an application from a member in the prescribed form permitwithdrawal of upto 90% of the amount standing at his credit, at any time after attainmentof the age 54 years by the member or within one year before his actual retirement onsuperannuation which ever is later. (Inserted vide RPFC letter no.SRO/JSR/EB-II/BR/1370/Misc/2038 dtd. 7/8/98 and board resolution dtd. 17/8/98.)
B : DEATH OF THE MEMBER
On the death of a member whatsoever his length of service the Trustees shall pay thewhole amount standing to the credit of the member at his death, including the companycontribution with interest thereon to the person or persons entitled to receive the same.
RULE 26 : ACCUMULATIONS OF A DECEASED MEMBER TO WHOMPAYABLE
On the death of a member before the amount standing to his credit has become payable, or wherethe amount has become payable, but payment has not been made is to be paid as follows:-
(i) if a nomination made by the member in accordance with the Rule 8 subsists, the amountstanding to his credit in the fund or that part thereof to which the nomination relates, shallbecome payable to his nominee or nominees in accordance with such nomination;
(ii) if no nomination subsists or if the nomination relates only to a part of the amount standingto his credit in the Fund, the whole amount or the part thereof to which the nominationdoes not relate, as the case may be, shall become payable to the members of his family inequal shares.
Provided that no share shall be payable to-
(a) sons who have attained majority:
(b) sons of a deceased son who have attained majority;
(c) married daughters whose husbands are alive;
(d) married daughters of a deceased son whose husbands are alive,
if there is any members of the family other than those specified in clauses (a), (b),(c) and (d).
Provided further that the widow or widows, and the child or children of a deceasedson shall receive between them in equal parts only the share which that son wouldhave received if he had survived the member and had not attained the age ofmajority at the time of the member’s death.
8.4.19
(iii) In any case to which the provisions of clause (i)and(ii) do not apply the whole amount(that would have been otherwise payable in his case) shall be payable to the personlegally entitled to it .
Explanation : For the purpose of this paragraph a member’s posthumous child if bornalive, shall be treated in the same way as a surviving child born before the member’sdeath.
RULE 27 : APPLICABILITY OF PROVISIONS OF EMPLOYEES’PROVIDENT FUND SCHEME 1952
In the absence of any specific provisions in these Rules, the corresponding provisions of theEmployees’ Provident Fund Scheme, 1952 shall apply mutatis mutandis.
RULE 28 : SAVE CLAUSE
Save as modified and/or varied and/or supplemented as aforesaid the Trust Deed and Rules shallremain in force and virtue.
8.4.20
9.0
CDA RULES /
STANDING ORDERS
CONDUCT, DISCIPLINE & APPEAL RULES, 1982
Rule 1. SHORT TITLES AND COMMENCEMENT
(i) These rules may be called Ferro Scrap Nigam Limited Conduct, Discipline and AppealRules, 1982.
(ii) These rules shall come into force with effect from 7.12.1982.
Rule 2. APPLICATION
These rules shall apply to the employees in the Executive grade who are not governed by theStanding Orders of the Company.
Rule 3. DEFINITIONS
In these rules, unless the context otherwise requires -
a) Employee means -
(i) A person in the employment of the Company including employees whose servicesare temporarily placed at the disposal of Government or Holding Company or aSubsidiary or any Public Undertaking, but does not include casual employeesworkcharged or contingent staff or workmen as defined in the IndustrialEmployment (Standing Orders) Act, 1946; and
(ii) Persons on deputation to the Company from Government or Holding Company ora Subsidiary or any other Public Undertaking;
b) Company - means the Ferro Scrap Nigam Limited (FSNL).
c) Board -means the Board of Directors for the time being of FSNL and includes in relationto the exercise of powers, any committee of the Board/Management or any officer of theCompany to whom the Board delegates any of its powers;
d) Chairman - means the Chairman for the time being of the Board of Directors.
e) Managing Director - means the Managing Director of the Company.
f) Disciplinary Authority - means the authority specified in the Schedule appended to theseRules and Competent to impose specified penalties enumerated in Rule 23;
g) Competent Authority - means the authority specified in the Schedule appended to theserules.
h) Government - means the Government of India or the Government of a State, as the casemay be.
i) Appellate Authority - means the authority specified in the Schedule appended to theseRules.
j) Reviewing Authority - means the authority specified in the Schedule appended to theseRules.
k) Family - in relation to an employee includes :-
9.1.1
i) The wife or husband, as the case may be, of the employee, whether residing withhim or not but does not include wife or husband, as the case may be, separatedfrom the employee by a decree or order of a competent court;
ii) Son or daughter or step-son or step-daughter of the employee and whollydependent on him, but does not include a child or step-child who is no longer inany way dependent on the employee or of whose custody the employee has beendeprived by or under any law;
iii) Any other person related, whether by blood or marriage to the employee or to suchemployee's wife or husband and wholly dependent on such employee;
l) Public servant - shall mean and include a person as mentioned in Section 21 of IndianPenal Code as amended from time to time;
j) Schedule - means the Schedule appended to these Rules and includes any amendmentmade by Chairman from time to time.
k) Subsidiary Company - means a subsidiary of M.S.T.C. Limited.
l) Holding Company - means MSTC Limited.
Rule-4 GENERAL :
(1) Every employee of the Company shall at all times -
(i) Maintain absolute integrity;
(ii) Maintain devotion to duty; and
(iii) Conduct himself at all times in a manner which will enhance the reputation of theCompany.
(2) Every employee of the Company holding a Supervisory post shall take all possible steps toensure the integrity and devotion to duty of all employees for the time being under hiscontrol and authority.
Rule-5 MISCONDUCT :
Without prejudice to the generality of the term "misconduct" the following acts of omissionand commission shall be treated as misconduct:-
1) Theft, fraud or dishonesty in connection with the business or property of the Company orof a subsidiary or of property of another person within the premises of the Company;
2) Taking or giving bribes or any illegal gratification;
3) Possession of pecuniary resources or property disproportionate to the known sources ofincome by the employee or on his behalf by another person which the employee can notsatisfactorily account for;
4) Furnishing false information regarding name, age, father's name, qualifications, ability orprevious service or any other matter germane to the employment at the time ofemployment or during the course of employment;
5) Acting in a manner prejudicial to the interests of the Company;
9.1.2
6) Wilful insubordination or disobedience, whether or not in combination with others, of anylawful and reasonable order of his superior;
7) Absence without leave or over-staying the sanctioned leave for more than fourconsecutive days without sufficient grounds or proper or satisfactory explanation;
8) Habitual late or irregular attendance or wilful absence from duty;
9) Neglect of work or negligence in the performance of duty including malingering or slowingdown of work;
10) Damage to any property of the Company;
11) Interference or tampering with any safety devices installed in or about the premises of theCompany;
12) Drunkness or riotous or disorderly or indecent behaviour in the premises of the Companyor outside such premises where such behaviour is related to or connected with theemployment.
13) Gambling within the premises of the establishment.
14) Smoking within the premises of the establishment where it is prohibited.
15) Collection without the permission of the Competent Authority of any money within thepremises of the Company except as sanctioned by any law of the land for the time beingin force or rules of the Company.
16) Sleeping while on duty.
17) Commission of any act which amounts to a criminal offence involving moral turpitude.
18) Absence from the employee's appointed place of work without permission or sufficientcause.
19) Purchasing properties, machinery, stores etc.from or selling properties, machinery, storesetc.to the Company without express permission in writing from the competent authority.
20) Commission of any act subversive of discipline or of good behaviour.
21) Abetment of or attempt at abetment of any act which amounts to misconduct.
22) Sexual harassment of the working women of the company. For this purpose, sexualharassment includes such unwelcome sexually determined behaviours (whether directly orby implication) as:-
a) Physical contact and advances;
b) A demand or request for sexual favours;
c) Sexually coloured remarks;
d) Showing pornography;
e) Any other unwelcome physical, verbal or non-verbal conduct of sexual nature.
Note : The above instances of misconduct are illustrative in nature and not exhaustive.
9.1.3
Rule-6 : EMPLOYMENT OF NEAR RELATIVES OF THE EMPLOYEES OFTHE COMPANY IN FSNL AND/OR IN PRIVATE UNDERTAKINGSENJOYING PATRONAGE OF THE COMPANY.
(1) No employee shall use his position or influence directly or indirectly to secure employmentfor any person related, whether by blood or marriage to the employee or the employee'swife or husband, whether such a person is dependent on the employee or not.
(2) No employee shall, except with the previous sanction of the competent authority, permitany member of his family to accept employment with FSNL and/or any private firm withwhich he or she has official dealings, or with any other firm having official dealings withthe company or holding company or a subsidiary company.
Provided that where the acceptance of the employment can not await the prior permissionof the competent authority, the employment may be accepted provisionally, subject to thepermission of the competent authority, to whom the matter shall be reported forthwith.
(3) No employee shall, in the discharge of his official duties, deal with any matter or give orsanction any contract to any firm or any other person if any of his relatives is employed inthat firm or under that person or if he or any of his relatives is interested in such matter orcontract in any other matter and the employee shall refer every such matter or contract tohis official superior and the matter or the contract shall thereafter be disposed of accordingto the instructions of the authority to whom the reference is made.
(N.B:-For purposes of this clause, relative will be as defined in Indian Companies Act).
Rule-7(a) TAKING PART IN POLITICS AND ELECTIONS :-
Except in so far as may otherwise be specifically authorized by any law, no employee shall bea member of, or be otherwise associated with, any political party or any organization which takespart in politics, or assist any political movement or activity, or stand for election, without thepermission of the company, as a member of a local authority or a legislative body.
(b) Taking part in demonstrations :
No employee of the Company shall engage himself or participate in any demonstrationwhich involves incitement to an offence.
Rule-8 CONNECTION WITH PRESS OR RADIO
(1) No employee of the Company shall, except with the previous sanction of the competentauthority, own wholly or in part, or conduct or participate in the editing or managementof, any newspaper or other periodical publication.
(2) No employee of the Company shall, except with the previous sanction of the competentauthority, or in the bona fide discharge of his duties, participate in a radio broadcast orwrite or publish a book or contribute an article or write a letter either in his own name or
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anonymously, pseudonymously or in the name of any other person to a newspaper orperiodical.
Provided that no such sanction shall be required if such broadcast or such contribution isof a purely literary, artistic or scientific character.
Rule-9 CRITICISM OF GOVERNMENT AND THE COMPANY
No employee shall, in any radio broadcast or in any document published under his name orunder any pen name or pseudonym or in any communication to the press, or in any publicutterances, make any statement :
a) which has the effect of adverse criticism of any policy or action of the Government or ofthe Company; or
b) which is capable of embarrassing the relations between the Company and the public orbetween the Company and the Government.
Provided that nothing in his rule shall apply to any statement made or views expressed byan employee, of a purely factual nature which are not considered to be of a confidentialnature, in his official capacity or in due performance of the duties assigned to him.
Provided further that nothing contained in this rule shall apply to bona fide expression ofviews by him as an office-bearer of a recognized trade union, the purpose of safeguardingthe conditions of service of such employees or for securing an improvement thereof.
Rule-10 : EVIDENCE BEFORE COMMITTEE OR ANY OTHERAUTHORITY
(1) Save as provided in sub-rule (3), no employee of the Company shall, except with theprevious sanction of the competent authority, give evidence in connection with anyenquiry conducted by any person, committee or authority.
(2) Where any sanction has been accorded under sub-rule(1), no employee giving suchevidence shall criticize the policy or any action of the Government, or of the Company.
(3) Nothing in this rule shall apply to -
a) evidence given at any enquiry before an authority appointed by the Government,Parliament or a State Legislature or the Company or Holding Company or aSubsidiary Company;
b) evidence given in any judicial enquiry
or
c) evidence given at any departmental enquiry; ordered by authorities subordinate tothe Government;
d) evidence given at any departmental enquiry ordered by any Public Sectorundertaking.
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Rule-11 : UNAUTHORIZED COMMUNICATION OF INFORMATION
No employee shall, except in accordance with any general or special order of the Companyor in the performance in good faith of the duties assigned to him, communicate, directly orindirectly any official document or any part thereof of information to any person to whom he is notauthorized to communicate such document or information.
Rule-12 : GIFTS
(1) Save as otherwise provided in these rules, no employee of the Company shall accept orpermit any member of his family or any person acting on his behalf, to accept any gift.
Explanation:- The expression "gift" shall include free transport, board, lodging or otherservice or any other pecuniary advantage when provided by any person other than a nearrelative or a personal friend having no official dealings with the employee.
Note :
(i) A casual meal, lift or other social hospitality shall not be deemed to be a gift.
(ii) An employee shall avoid acceptance of lavish or frequent hospitality from anyindividual or firm having official dealings with him.
(2) On occasions such as weddings, anniversaries, funerals, or religious functions, when themaking of a gift is in conformity with the prevailing religious or social practice, anemployee of the Company may accept gifts from his near relatives but he shall make areport to the competent authority if the value of the gift exceeds Rs.1,000/=.
(3) On such occasions, as are specified in sub-rule(2), an employee of the Company mayaccept gifts from his personal friends having an official dealings with him, but he shallmake a report to the competent authority if the value of any such gift exceeds Rs.400/=.
(4) In any other case, an employee of the Company shall not accept any gifts without thesanction of the competent authority if the value thereof exceeds Rs.400/=.
Provided that when more than one gift has been received from the same person/ firmwithin a period of 12 months, the matter shall be reported to the competent authority ifthe aggregate value of the gift exceeds Rs.400/=.
Rule-12 A GIVING OR TAKING DOWRY:
No employee of the Company shall -
(1) give or take or abet giving or taking of dowry; or
(2) demand, directly or indirectly from the parents or guardian of a bride or bridegroom, asthe case may be, any dowry.
Explanation : For the purpose of this rule, 'dowry' has the same meaning as in the DowryProhibition Act, 1961 (28 of 1961).
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Rule-13 PRIVATE TRADE OR EMPLOYMENT :
(1) No employee of the Company, shall, except with the previous sanction of the competentauthority, engage directly or indirectly in any trade or business or undertake any otheremployment or negotiate for taking an employment.
Provided that an employee may, without such sanction, undertake honorary work or asocial or charitable nature or occasional work of a literary, artistic or scientific character,subject to the condition that his official duties do not thereby suffer.
(2) Every employee of the Company shall report to the competent authority if any member ofhis family is engaged in any trade or business or owns or manages an insurance agency orcommission agency.
(3) No employee of the Company shall, without the previous sanction of the competentauthority, except in the discharge of his official duties, take part in the registration,promotion or management of any bank or other company which is required to beregistered under the Companies Act, 1956 (1 of 1956) or any other law for the time beingin force or any-co-operative society for commercial purposes.
Provided that an employee of the Company may take part in the registration, promotionor management of a Consumer/House Building Co-operative Society substantially for thebenefit of employees of the Company or a subsidiary company, registered under the Co-operative Societies Act, 1912 (2 of 1912) or any other law for the time being in force or ofa literary, scientific or charitable society registered under the Societies Registration Act,1860 (21 of 1860) or any corresponding law in force.
(4) No employee of the Company may accept any fee or any remuneration or any pecuniaryadvantages for any work done by him for any public body or any private person withoutthe sanction of the competent authority.
Rule-14 INVESTMENT, LENDING AND BORROWING:
No employee shall, save in the ordinary course of business with a bank, the Life InsuranceCorporation or a firm of Standing, borrow money from or lend money to or otherwiseplace himself under pecuniary obligation to any person with whom he has or is likely tohave official dealings or permit any such borrowing, lending or pecuniary obligation in hisname or for his benefit or for the benefit of any member of his family.
Rule-15 INSOLVENCY AND HABITUAL INDEBTEDNESS :
(1) An employee of the company shall avoid habitual indebtedness unless he proves that suchindebtedness or insolvency is the result of circumstances beyond his control and does notproceed from extravagance or dissipation.
(2) An employee of the company who applies to be, or is adjudged or declared insolvent,shall forthwith report the fact to the competent authority.
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Rule-16 MOVABLE, IMMOVABLE AND VALUABLE PROPERTY :
(1) No employee of the company shall, except with the previous knowledge of the competentauthority, acquire or dispose of any immovable property by lease, mortgage, purchase,sale, gift or otherwise, either in his own name or in the name of any member of his family.
(2) No employee of the company shall, except with the previous sanction of the competentauthority, enter into any transaction concerning any immovable or movable property witha person of a firm having official dealings with the employee or his subordinate.
Explanation No.1
The term 'every transaction concerning movable property owned or held by him' includesall transactions of sale or purchase. For purpose of this sub-rule, the definition of movableproperty would include -
a) Jewellery, insurance policies, the annual premia of which exceeds Rs.2,500/= orone sixth of the total annual emoluments received from the company, whichever isless, shares, securities and debentures;
b) Loans advanced by such employee whether secured or not;
c) Motor cars, motor cycles, horses or any other means of conveyance; and
d) Refrigerators, radios (radiogram and television sets).
Explanation No.2
Transaction entered into by the spouse or any other members of family of an employee ofthe Company out of his or her on funds (including stridhan, gifts, inheritance etc.), asdistinct from the funds of the employee of the Company himself, in his or her own nameand in his or her own right, would not attract the provisions of the above sub-rule.
(3) Every employee of the Company shall, within one month, report to the competentauthority every transaction concerning movable property owned or held by him in hisown name or in the name of a member of his family, if the value of such property exceedsRs.10,000/=.
(4) Every employee shall, on first appointment in the Corporation/Company, submit a returnof assets and liabilities in the prescribed form, giving the particulars regarding -
a) the immovable property inherited by him, or owned or acquired by him or held byhim on lease or mortgage, either in his own name or in the name of any member ofhis family or in the name of any other person;
b) shares, debentures and cash including bank deposits inherited by him or similarlyowned acquired or held by him;
c) other movable property inherited by him if similarly owned, acquired or held byhim, if the value of such property exceeds Rs.10,000/=;
d) debts and other liabilities incurred by him directly or indirectly;
e) every employee shall, beginning 1st January, submit a return of immovableproperty inherited/owned/acquired every year.
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(5) The competent authority may, at any time, by general or special order require an mployeeto submit within a period specified in the order, a full and complete statement of suchmovable or immovable property held or acquired by him or on his behalf or by anymember of his family, as may be specified in the order. Such statement shall, if so requiredby the competent authority, include details of the means by which, or the source fromwhich such property was acquired.
Rule-17 CANVASSING OF NON-OFFICIAL OR OTHER INFLUENCE
No employee shall bring or attempt to bring any outside influence to further his interest inrespect of matters pertaining to his service in the Company.
Rule-18 BIGAMOUS MARRIAGES
(1) No employee shall enter into, or contract a marriage with a person having a spouse living;and
(2) No employee, having a spouse living, shall enter into, or contract, a marriage with anyperson;
Provided that the Board may permit an employee to enter into, or contract any suchmarriage as is referred to in Clause(1) or Clause (2), if it is satisfied that -
a) Such marriage is permissible under the personal law applicable to such employeeand the other party to the marriage; and
b) there are other grounds for so doing.
(3) An employee, who has married or marries a person other than an Indian National, heshall forthwith intimate the fact to the Competent Authority.
Rule-19 CONSUMPTION OF INTOXICATING DRINKS AND DRUGS
An employee of the Company shall -
a) Strictly abide by any law relating to intoxicating drinks or drugs in force in any area inwhich he may happen to be for the time being;
b) not be under the influence of any intoxicating drink or drug during the course of his dutyand shall take due care that the performance of his duties at any time is not affected anyway by the influence of such drinks or drug;
c) refrain from consuming any intoxicating drink or drug in a public place;
d) not appear in a public place in a state of intoxication;
e) not use any intoxicating drink or drugs to excess.
EXPLANATION :
For the purpose of this rule, 'public place' means any place or premises (including Clubs,even exclusively meant for members where it is permissible for the members to invite non-members as guests, bars and restaurants, conveyance), to which the public have or arepermitted to have access, whether on payment or otherwise.
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Rule-20 : SUSPENSION
1. The appointing authority or any authority to which it is subordinate or the disciplinaryauthority or any other authority empowered in that behalf by the Board by general orspecial order may place an employee under suspension:-
a) where a disciplinary proceeding against him is contemplated or is pending; or
b) where a case against him in respect of any criminal offence is under investigation ortrial.
2. An employee who is detained in custody, whether on a criminal charge or otherwise, for aperiod exceeding 48 hours shall be deemed to have been suspended with effect from thedate of detention, by an order of the appointing authority, and shall remain undersuspension until further orders.
3. Where a penalty of dismissal or removal from service imposed upon an employee undersuspension is set aside on appeal or on review under these rules and the case is remittedfor further enquiry or action or with any other directions, the order of his suspension shallbe deemed to have continued in force on and from the date of the original order ofdismissal or removal and shall remain in force until further orders.
4. Where a penalty of dismissal or removal from service imposed upon an employee is setaside or declared or rendered void in consequence of or by a decision of a court of la andthe disciplinary authority, on consideration of the circumstances of the case, decides tohold a further inquiry against him on the allegations on which the penalty of dismissal orremoval was originally imposed, the employee shall be deemed to have been placedunder suspension by the appointing authority from the date of the original order ofdismissal or removal and shall continue to remain under suspension until further orders.
5. An order of suspension made or deemed to have been made under this rule may, at anytime, be revoked by the authority which made or is deemed to have made the order of byany authority to which that authority is subordinate.
CLARIFICATION :-
i) If an employee is connected with the registration of the Police case under Section304 B of IPC viz., involvement in case of 'dowry death', he shall be placed undersuspension immediately, irrespective of the period of detention.
ii) If he is not arrested by the Police in dowry death case, he shall be placed undersuspension on submission of a Police Report under Sub-Section(2) of Section 173of the Code of Criminal Procedure, 1973, to the Magistrate, if the report prima-facieindicates that the offence has been committed by the employee.
Section 304 B of IPC is reproduced below for information:-
304-B(1) : Where the death of a woman is caused by any burns or bodily injury oroccurs otherwise than under normal circumstances within seven years of hermarriage, and it is shown that soon before her death she was subjected to cruelty orharassment by her husband or any relative of her husband for, or in connection
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with, any demand for dowry, such death shall be called 'dowry death' and suchhusband or relative shall be deemed to have caused her death.
EXPLANATION :-
For the purpose of this sub-section, 'dowry death' shall have the same meaning as inSection-2 of the Dowry Prohibition Act, 1961.
Rule-21 SUBSISTENCE ALLOWANCE :-
1. An employee under suspension shall be entitled to draw subsistence allowance equal to 50percent of his basic pay, provided the disciplinary authority is satisfied that the employeeis not engaged in any other employment or business or profession or vocation. Inaddition, he shall be entitled to Dearness Allowance and any other compensatoryallowance admissible on such subsistence allowance of which he was in receipt on thedate of suspension provided the suspending authority is satisfied that the employeecontinues to meet the expenditure for which the allowance was granted.
2. Where the period of suspension exceeds six months, the authority which made or isdeemed to have made the order of suspension, shall be competent to vary the amount ofsubsistence allowance for any period subsequent to the period of the first six months asfollows:-
i) The amount of subsistence allowance may be increased to 75 percent of basic payand allowance thereof if, in the opinion of the said authority, the period ofsuspension has been prolonged for reasons to be recorded in writing not directlyattributable to the employee under suspension;
ii) The amount of subsistence allowance may be reduced to 25 percent of basic payand allowances thereof if in the opinion of the said authority, the period ofsuspension has been prolonged due to the reasons to be recorded in writing, directlyattributable to the employee under suspension;
3. If an employee is arrested by Police on a criminal charge and bail is not granted, nosubsistence allowance is payable. On grant of bail, if the competent authority decides tocontinue the suspension, the employee shall be entitled to subsistence allowance from thedate he is granted bail.
Rule-22 TREATMENT OF THE PERIOD OF SUSPENSION :-
1. When the employee under suspension is re-instated, the competent authority may grant tohim the following pay and allowances for the period of suspension -
a) If the employee is exonerated and not awarded any of the penalties mentioned inRule-23, the full pay and allowances which he would have been entitled to, if hehad not been suspended, less the subsistence allowance already paid to him; and
b) If otherwise, such proportion of pay and allowances as the competent authority mayprescribe.
9.1.11
2. In a case falling under sub-clause (a) the period of absence from duty will be treated as aperiod spent on duty. In case falling under sub-clause(b), it will not be treated as a periodspent on duty unless the competent authority so directs.
Rule-23 : PENALTIES
The following penalties may be imposed on an employee, as hereinafter provided, formisconduct committed by him or for any other good and significant reasons.
MINOR PENALTIES :-
a) Censure;
b) With-holding of increments of pay with or without cumulative effect;
c) With-holding of promotion;
d) Recovery from pay of the whole or part of any pecuniary loss caused to the Corporation /Company by negligence or breach of order;
e) Reduction to a lower stage in the time-scale of pay for a period not exceeding 3 years,without cumulative effect and not adversely affecting his terminal benefits.
MAJOR PENALTIES :-
f) Same as provided in clause (e) reduction to a lower stage in the time-scale of pay for aspecified period, with further directions as to whether or not the employee will earnincrements of pay during the period of such reduction and whether on expiry of suchperiod, the reduction will or will not have the effect of postponing the future increment ofpay;
g) Reduction to a lower time scale of pay, grade, post of service which shall ordinarily be abar to the promotion of the employee to the time-scale of pay, grade, post from which hewas reduced, with or without further directions regarding conditions of restoration to thegrade or post from which the employee was reduced and his seniority and pay on suchrestoration to that grade or post;
h) Compulsary retirement;
i) Removal from service which shall not be a disqualification for future employment underthe Govt. or the Corporation / Company owned or controlled by the Govt.;
j) Dismissal from service which shall ordinarily be a disqualification for future employmentunder the Govt. or the Corporation / Company owned or controlled by the Govt.;
Provided that, in every case in which the charge of possession of assets disproportionateto known sources of income or the charge of acceptance from any person of anygratification, other than legal remuneration, as a motive or reward for doing or forbearingto do any official act is established, the penalty mentioned in clause (i) or (j) shall beimposed;
Provided further that in any exceptional case and for special reasons recorded in writing,any other penalty may be imposed.
Explanation : The following shall not amount to a penalty within the meaning of this rule :-
9.1.12
i) with-holding of increment of an employee for his failure to pass a prescribed test orexamination;
ii) stoppage of an employee at the efficiency bar in the time scale, on the ground of hisunfitness to cross the bar;
iii) non-promotion, whether in an officiating capacity or otherwise of an employee to ahigher post for which he may be eligible for consideration but for which he is foundunsuitable after consideration of his case;
iv) revision to a lower grade or post, of an employee officiating in a higher grade or post, onthe ground that he is considered, after trial, to be insuitable for such higher grade or post,or on administrative grounds unconnected with his conduct;
v) revision to his previous grade or post, of an employee appointed on probation to anothergrade or post, during or at the end of the period of probation, in accordance with theterms of his appointment;
vi) Termination of Service -
a) of an employee appointed on probation, during or at the end of the period ofprobation, in accordance with the terms of his appointment;
b) of an employee appointed in a temporary capacity otherwise than under a contractor agreement, on the expiration of the period for which he was appointed, or earlierin accordance with the terms of his appointment;
c) of an employee appointed under a contract or agreement, in accordance with theterms of such contract or agreement; and
d) of an employee on reduction of establishment.
CLARIFICATION :-
Where disciplinary proceedings have been held under these rules, warning should not beissued as a result of such proceedings. If it is found, as a result of the proceedings that some blameattaches to the employee, atleast the penalty of 'censure' should be imposed.
Rule-24 DISCIPLINARY AUTHORITY
The Board of the Disciplinary Authority, as specified in the schedule, may impose any of thepenalties specified in Rule-23 on any employee.
Rule-25 PROCEDURE FOR IMPOSING MAJOR PENALTIES
1. No order imposing any of the major penalties specified in clauses (f), (g), (h), (i) and (j)of Rule-23 shall be made except after an inquiry is held in accordance with this rule.
2. Whenever the disciplinary authority is of the opinion that there are grounds for inquiringinto the truth of any imputation of misconduct or misbehaviour against an employee, itmay itself enquire into or appoint any Executive of the Company or any Executive of SteelAuthority of India Limited or any Public Servant (hereinafter called the InquiringAuthority) to inquire into the truth thereof.
9.1.13
3. Where it is proposed to hold an inquiry, the disciplinary authority shall frame definitecharges, on the basis of the imputations of misconduct or misbehaviour against theemployee. The charges, together with a statement of the imputations of misconduct ormisbehavious on which they are based, a list of documents by which and a list of Witnessby whom, the articles of charges are proposed to be sustained, shall be communicated inwriting to the employee, who shall be required to submit within such time as may bespecified by the Disciplinary Authority (not exceeding 15 days), a written statementwhether he admits or denies any of or all the Articles of Charge.
EXPLANATION:-
It will not be necessary to show the documents listed with the chargesheet or any otherdocument to the employee at this stage.
4. On receipt of the written statement of the employee, or if no such statement is receivedwithin the time specified, an enquiry may be held by the Disciplinary Authority itself, or byany other Executive appointed under sub-clause (2) after taking such evidence as it maydeem fit. Provided that it may not be necessary to hold an inquiry in respect of thecharges admitted by the employee in his written statement. The disciplinary authorityshall, however, record its findings on each such charge after taking such evidence as itmay think fit.
5. Where the disciplinary authority itself inquires or appoints an inquiring authority forholding an inquiry, it may, by an order, appoint a public servant to be known as the"Presenting Officer" to present on its behalf the case in support of the articles of charge.
6. The employee may take the assistance of any other public servant to present the case onhis behalf but may not engage a legal practitioner for the purpose.
Note:- The employee shall not take the assistance of any other public servant who has twopending disciplinary cases on hand in which he was to give assistance.
7. On the date fixed by the inquiring authority, the employee shall appear before theInquiring Authority at the time, date and place specified in the notice. The inquiringauthority shall ask the employee whether he pleads guilty or has any defence to make andif he pleads guilty to any of the articles of charge, the inquiring authority shall record theplea, sign the record and obtain the signature of the employee concerned thereon. TheInquiring Authority shall return a finding of guilt in respect of those articles of charge towhich the employee concerned pleads guilty
8. If the employee does not plead guilty, the inquiring authority shall adjourn the case to alater date not exceeding thirty days, after recording an order that the employee may, forthe purpose of preparing his defence:-
(i) inspect the documents listed with the chargesheet;
(ii) submit a list of additional documents and witnesses that he wants to examine; and
(iii) be supplied with the copies of the statements of witnesses, if any, listed in thechargesheet.
9.1.14
Note :
Relevancy of the additional documents and the witnesses referred to in sub-clause 8 (ii)above will have to be given by the employee concerned and the documents and thewitnesses may be summoned if the inquiring authority is satisfied about their relevance tothe charges under inquiry.
9. The Inquiring authority shall ask the authority in whose custody or possession thedocuments are kept, for the production of the documents on such date as may bespecified.
10. The authority in whose custody or possession the requisitioned documents are, shallarrange to produce the same before the inquiring authority on the date, place and timespecified in the requisition notice. Provided that the authority having the custody orpossession of the requisitioned documents may claim privilege if the production of suchdocuments will be against the public interest or the interest of the Company. In that event,it shall inform the inquiring authority accordingly. The Inquiring Authority shall, on beingso informed, communicate the information to the employee concerned.
11. On the date fixed for the inquiry, the oral and documentary evidence by which the articlesof charge are proposed to be proved, shall be produced by or on behalf of the disciplinaryauthority. The witnesses shall be examined by or on behalf of the Presenting Officer andmay be cross-examined by or on behalf of the employees. The Presenting Officer shall beentitled to re-examine the witnesses on any points on which they have been cross-examined, but not on a new matter, without the leave of the Inquiring Authority. Theinquiring authority may also put such questions to the witnesses as it thinks fit.
12. Before the close of the prosecution case, the inquiring authority may, in its discretion,allow the Presenting Officer to produce evidence not included in the articles of charge ormay itself call for new evidence or recall or re-examine any witness. In such case theemployee shall be given an opportunity to inspect the documentary evidence before it istaken on record; or to cross-examine a witness, who has been so summoned.
13. When the case for the disciplinary authority is closed, the employee may be required tostate his defence, orally or in writing, as he may prefer. If the defence is made orally, itshall be recorded and the employee shall be required to sign the record. In either case acopy of the statement of defence shall be given to the Presenting Officer, if any appointed.
14. The evidence on behalf of the employee shall then be produced. The employee mayexamine himself in his own behalf if he so prefers. The witnesses produced by theemployee shall then be examined and shall be liable to cross-examination, re-examinationand examination by the inquiring authority according to the provision applicable to thewitnesses for the disciplinary authority.
15. The Inquiring Authority, may after the employee closes his case, and shall, if the employeehas not examined himself, generally question him on the circumstances appearing againsthim in the evidence for the purpose of enabling the employee to explain anycircumstances appearing in the evidence against him.
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16. After the completion of the production of evidence, the employee and the PresentingOfficer may file written briefs of their respective cases within 15 days of the date ofcompletion of the production of evidence.
17. If the employee does not submit the written statement of defence referred to in sub-rule (3)on or before the date specified for the purpose or does not appear in person, or throughthe assisting officer or otherwise fails or refused to comply with any of the provisions ofthese rules, the inquiring authority may hold the enquiry ex-parte.
18. Whenever any inquiring authority, after having heard and recorded the whole or any partof the evidence in an inquiry cases to exercise jurisdiction therein, and is succeeded byanother inquiring authority which has, and which exercises such jurisdiction, the inquiringauthority so succeeding may act on the evidence so recorded by its predecessor, or partlyrecorded by itself. Provided that if the succeeding inquiring authority, is of the opinion thatfurther examination of any of the witness whose evidence has already been recorded isnecessary in the interest of justice, it may recall, examine cross examine and re-examineany such witnesses as hereinbefore provided.
19 (i) After the conclusion of the inquiry, report shall be prepared and it shall contain:-
(a) a gist of the articles of charge and the statement of the imputations of misconduct ormisbehaviour;
(b) a gist of the defence of the employee in respect of each article of charge;
(c) an assessment of the evidence in respect of each article of charge;
(d) the findings on each article or charge and the reasons therefor.
Explanation :-
If in the opinion of the Inquiring Authority the proceedings of charge different from theoriginal articles of the charge, it may record its findings on such article of charge;
Provided that the findings on such article of charge shall not be recorded unless theemployee has either admitted the facts on which such article of charge is based or has hada reasonable opportunity of defending himself against such article of charge.
(ii) The inquiring authority, where it is not itself the disciplinary authority, shall forwardto the disciplinary authority the records of inquiry which shall include:-
a) the report of the inquiry prepared by it under sub-clause (i) above;
b) the written statement of defence if any, submitted by the employee referred to insub-rule (13);
c) the oral and documentary evidence produced in the course of inquiry;
d) written briefs referred to in sub-rule (16), if any; and
e) the orders, if any, made by the disciplinary authority and the inquiring authority inregard to the inquiry.
Rule-26 ACTION ON THE INQUIRY REPORT
1. The disciplinary authority, if it is not itself the inquiring authority may, for reasons to be
9.1.16
recorded by it in writing remit the case to the same or another inquiring authority for freshor further inquiry and report and the inquiring authority shall thereupon proceed to holdthe further inquiry according to the provisions of rule 25 as far as may be.
2. The disciplinary authority shall, if it disagrees with the findings of the inquiring authorityon any articles of charge, record its reasons for such disagreement and record its onfinding on such charge, if the evidence on record is sufficient for the purpose.
3. If the disciplinary authority having regard to its findings on all or any of the articles ofcharge is of the opinion that any of the penalties specified in rule-23 should be imposedon the employee, it shall, notwithstanding anything contained in rule-27, make an orderimposing such penalty.
4. If the disciplinary authority having regard to its finding on all or any of the articles ofcharge, is of the opinion that any penalty is called for, it may pass an order exoneratingthe employee concerned.
Rule-27 PROCEDURE FOR IMPOSING MINOR PENALTIES
1. Where it is proposed to impose any of the minor penalties specified in clauses (a) to (e) ofRule-23, the employee concerned shall be informed in writing of the imputations ofmisconduct or misbehaviour against him and given an opportunity to submit his writtenstatement of defence within a specified period not exceeding 15 days. The defencestatement, if any, submitted by the employee shall be taken into consideration by thedisciplinary authority before passing orders.
2. The record of the proceedings shall include:-
i) a copy of the statement of imputations of misconduct or misbehaviour delivered tothe employee;
ii) his defence statement, if any; and
iii) the orders of the disciplinary authority together with the reasons therefor.
Rule-28 COMMUNICATION OF ORDERS
Order made by the Disciplinay Authority under Rule 26 or Rule 27 shall be communicatedto the employee concerned, who shall also be supplied with a copy of the report of inquiry, if anyas also reasons for disagreement, if any, with the Inquiring Authority.
Rule-29 COMMON POCEEDINGS
Where two or more employees are concerned in a case, the authority competent to impose amajor penalty on all such employees may make an order directing that disciplinary proceedingsagainst all of them may be taken in a common proceedings and the specified authority mayfunction as the disciplinary authority for the purpose of such common proceedings.
Rule-30 SPECIAL PROCEDURE IN CERTAIN CASES
Not withstanding anything contained in Rule-25 or 26 or 27, the disciplinary authority may
9.1.17
impose any of the penalties specified in Rule-23 in any of the following circumstances:-
i) the employee has been convicted on a criminal charge, or on the strength of facts orconclusions arrived at by a judicial trial; or
ii) where the disciplinary authority is satisfied for reasons to be recorded by it in writing that itis not reasonably practicable to hold an enquiry in the manner provided in these Rules; or
iii) where the Board/Chairman is satisfied that in the interest of the security of the company itis not expedient to hold any inquiry in the manner provided in those rules.
Rule-31 EMPLOYEES ON DEPUTATION FROM THE CENTRALGOVERNMENT OR THE STATE GOVERNMENT OR SUBSIDIARIESETC.
i) Where an order of suspension is made or disciplinary proceeding is taken against anemployee, who is on deputation to the Company from the Central or State Governmentor Holding Company or a Subsidiary or another public undertaking, or a local authority,the authority lending his services (hereinafter referred to as the "Lending Authority") shallforthwith be informed of the circumstances leading to the order of his suspension, or thecommencement of the disciplinary proceeding, as the case may be.
ii) In the light of the findings in the disciplinary proceeding taken against the employee:-
a) if the Disciplinary Authority is of the opinion that any of the minor penalties shouldbe imposed on him, it may pass such orders on the case as it deems necessary afterconsultation with the Lending Agency;
Provided that in the event of a difference of opinion between the DisciplinaryAuthority and the Lending Authority, the services of the employee shall be placed atthe disposal of the Lending Authority.
b) if the Disciplinary Authority is of the opinion that any of the major penalties shouldbe imposed on him, it should replace his services at the disposal of the LendingAuthority and transit to it the proceedings of the enquiry for such action as it deemsnecessary.
iii) if the employee submits an appeal against an order imposing a minor penalty on himunder sub-rule(ii)(a), it will be disposed of after consultation with the Lending Authority.
Provided that if there is a difference of opinion between the Appellate Authority and theLending Authority, the services of the employee shall be placed at the disposal of theLending Authority, and the proceedings of the case shall be transmitted to that authorityfor such action as it deems necessary.
Rule-32 PROVISION REGARDING EMPLOYEES LENT TOGOVERNMENT SUBSIDIARY OR OTHER PUBLIC UNDERTAKING, ETC.
1) Where the services of an employee are lent to the Government or any authoritysubordinate thereto or to a Subsidiary or to any other public undertaking (hereinafter
9.1.18
referred to as the "borrowing authority" the borrowing authority shall have the powers ofthe appointing authority for the purpose of placing such an employee under suspensionand of the disciplinary authority for the purpose of conducting disciplinary proceedingagainst him.
Provided that the borrowing authority shall forthwith inform FSNL (hereinafter referred toas the Lending Authority) of the circumstances leading to the order of suspension of anemployee or the commencement of the disciplinary proceedings, as the case may be.
2) In the light of the findings of the inquiring authority against the employee:-
i) If the borrowing authority is of the opinion that any of the penalties specified inClauses (a), (b), (c), (d) or (e) of Rule-23 (minor penalties) should be imposed onthe employee, it may, after consultation with the lending authority, make suchorders in the case, as it deems necessary.
Provided that in the event of a difference of opinion between the borrowingauthority and the lending authority, the services of the employee shall be replaced atthe disposal of the lending authority.
ii) If the borrowing authority is of the opinion that any of the penalties specified inclauses (f), (g), (h), (i) & (j) of Rule-23 (major penalties) should be imposed on theemployee, it shall replace his service at the disposal of the lending authority andtransmit to it the proceedings of the enquiry for such action as deemed necessary.
Explanation :-
The disciplinary authority may make an order under this clause on the record ofinquiry transmitted to it by the borrowing authority or by holding such furtherenquiries, as it may deem necessary, as far as may be, in accordance with Rule-25,26 or 27.
Rule-33 APPEALS
i) An employee may appeal against an order imposing upon him any of the penaltiesspecified in Rule-23 or against the order of suspension referred to in Rule-20. The appealshall lie to the authority specified in the schedule.
ii) An appeal shall be preferred within one month from the date of communication of theorder appealed against. The appeal shall be addressed to the Appellate Authority specifiedin the schedule and submitted to the authority whose order is appealed against. Theauthority whose order is appealed against, shall forward the appeal together with itscomments and the records of the case to the appellate authority within 15 days. Theappellate authority shall consider whether the findings are justified or whether the penaltyis excessive or inadequate and pass appropriate orders within three months of the date ofappeal.
The appellate authority may pass order confirming, enhancing, reducing or setting asidethe penalty or remitting the case to the authority which imposed the penalty or to anyother authority with such direction as it may deem fit in the circumstances of the case.
9.1.19
Provided that if the enhanced penalty which the appellate authority proposes to impose isa major penalty specified in clauses (f), (g), (h), (i) and (j) of Rule-23 and an inquiry asprovided in Rule-25 has not already been held in the case, the appellate authority shalldirect that such an enquiry be held in accordance with the provisions of Rule-25 andthereafter consider the record of the enquiry and pass such orders as it may deem proper.If the appellate authority decides to enhance the punishment but an enquiry has alreadybeen held as provided in Rule-25 the appellate authority shall give a show-cause notice tothe employee as to why the enhanced penalty should not be imposed upon him. Theappellate authority shall pass final order after taking into account the representation, ifany, submitted by the employee.
Rule-34 REVIEW
Notwithstanding anything contained in these rules, the reviewing authority as specified in theschedule may call for the record of the case within six months of the date of the final order andafter reviewing the case pass such orders thereon as it may deem fit.
Provided that if the enhanced penalty, which the reviewing authority proposes to impose is amajor penalty specified in clauses (f), (g), (h), (i) and (j) of Rule-23 and an enquiry as providedunder Rule-25 has not already been held in the case, the reviewing authority shall direct that suchan enquiry be held in accordance with the provisions of Rule-26 and thereafter consider the recordof the enquiry and pass such orders as it may deem proper. If the reviewing authority decides toenhance the punishment but an enquiry has already been held in accordance with Rule-25, thereviewing authority shall give show cause notice to the employee as to why the enhanced penaltyshould not be imposed upon him. The reviewing authority shall pass final order after taking intoaccount the representation, if any, submitted by the employee.
Rule-35 SERVICE OF ORDERS, NOTICES ETC.
Every order, notice and other process made or issued under these rules shall be served inperson on the employee concerned or communicated to him by registered post at his last knownaddress.
Rule-36 POWER TO RELAX TIME LIMIT AND TO CONDONE DELAY
Save as otherwise expressly provided in these rules, the authority competent under theserules to make any order may, for good and sufficient reasons or if sufficient cause is shown, extendthe time specified in these rules, for anything required to be done under these rules or condone anydelay.
Rule-37 SAVINGS
1) Nothing in these rules shall be construed as depriving any person to whom these rulesapply of any right of appeal which had accrued to him under the rules, which have beensuperseded by these rules.
9.1.20
2) An appeal pending at the commencement of the rules against an order made before thecommencement of these rules shall be considered and orders thereon shall be made, inaccordance with these rules.
3) The proceedings pending at the commencement of the rules shall be continued anddisposed as far as may be, in accordance with the provisions of these rules, as if suchproceedings were proceedings under these rules.
4) Any misconduct, etc., committed prior to the issue of these rules which was a misconductunder the superseded rules shall be deemed to be a misconduct under these rules.
Rule-37 (A)
i) Disciplinary proceedings, if instituted while the employee was in service, whether beforehis retirement or during his re-employment, shall, after the final retirement of theemployee, be deemed to be proceeding and shall be continued and concluded by theauthority by which it was commenced, in the same manner as if the employee hadcontinued in service.
ii) During the pendency of the disciplinary proceeding, the disciplinary authority may with-hold payment of gratuity, for ordering the recovery from gratuity of the whole or part ofany pecuniary loss caused to the Company, if the employee is found in a disciplinaryproceeding or judicial proceeding to have been guilty of offense/misconduct as mentionedin sub-section (6) of Section-4 of the Payment of Gratuity Act, 1972 or to have causedpecuniary loss to the company by misconduct or negligence, during his service includingservice rendered on deputation or on re-employment after retirement. Howwever, theprovisions of Section 7(3) and 7(3)A of the Payment of Gratuity Act, 1972 should be keptin view in the event of delayed payment, in case the employee is fully exonerated.
Rule-37 (B)
No functional Director of the Company, including the Chief Executive, who has retired fromthe service of the Company, after such retirement, shall accept any appointment or post, whetheradvisory or administrative, in any firm or company, whether Indian or foreign, with which thecompany has or had business relations, within two years from the date of his retirement withoutprior approval of the Government.
Rule-38 REMOVAL OF DOUBTS
Where doubt arises as to the interpretation of any of these rules, the matter shall be referredto the Board for final decision.
Rule-39 PROCEDURE FOR PREMATURE RETIREMENT OFEXECUTIVES
In accordance with Clause 1.0 (ii) of the Voluntary Retirement Scheme, an executive whohas attained the age of 50 years and is considered to be medically unfit, inefficient or of doubtful
9.1.21
integrity, may be prematurely retired by the competent authority, viz., Managing Director.
The criteria for judging the medical unfitness, inefficiency or doubtful integrity of executivesproposed to be prematurely retired, are as follows:-
(i) INEFFICIENCY :
Inefficiency would be evaluated on the basis of the appraisal reports. An employee whohas secured consecutively "C" rating for three years in his Appraisal Reports, may bedeemed as a fit case for premature retirement.
(ii) DOUBTFUL INTEGRITY :
An employee who gets an adverse comment consecutively for three years on his integrityin his CCR would be recommended for premature retirement.
(iii) MEDICAL UNFITNESS :
a) If an employee has been continuously on leave on medical grounds for a period of12 weeks (including Sundays and holidays) or he has been on leave for reasons ofsickness for a total period of 120 days (including Sunday and holidays) or moreduring a continuous period of six months or if a person though attending duties butis found to be mentally deranged, his departmental head may refer him to a medicalboard for his thorough medical check-up and report:-
- The disease he is suffering from;
- Whether it is curable or incurable;
- Whether the disease is infectious/contagious;
- In case of curable disease whether the person is likely to be fit to resume hisnormal duties within a period of 12 months.
b) If the person is not fit to resume his duties within a period of 12 months and in casesof employees suffering from incurable and infectious/contagious disease or sufferingfrom lunacy or mental derangement and whose services can not be utilized by theCompany or whose attendance is likely to pose health hazard to others as may becertified by the Medical Board, premature retirement will be considered onrecommendations of Managing Director.
c) This premature retirement on medical grounds is independent of and withoutprejudice to the right of the Company under the contract of employment to dispensewith the services of an employee on three months notice inter-alia on grounds ofmedical unfitness in case of an employee who might not have even attained the ageof 50 years as is being presently done.
BENEFITS UNDER THE SCHEME :
An employee who is prematurely retired, will be entitled to the following:-
a) Pay for the notice period of one month/three months, as may be applicable to him underhis terms and conditions of service, plus leave salary for unavailed Earned Leave. Thequantum of leave salary will not exceed the maximum limit to which Earned Leave can beaccumulated under the Leave Rules applicable to the employee.
9.1.22
b) Full Provident Fund contribution of the employer with accretions thereto in the account ofthe employee subject to the provision of the Provident Fund Rules applicable to him.
c) Gratuity for each completed year of service or part thereof as admissible under theGratuity Rules.
d) Transfer benefits for self and family for proceeding to Home-town or to the place where heintends to settle in India as admissible under the T.A.Rules.
DECISION :
Appraisal Reports of those executives who have been graded as "C" or whose integrity hasbeen considered doubtful, will be put up together every year to the Chief Executive, if such reportshave not otherwise been put up to him as Reviewing Officer or as Higher Authority.
Rule-40 AMENDMENTS
The Board may amend, modify or add to these rules, from time to time, an all suchamendments, modifications or additions shall take effect from date stated thereon.
SCHEDULE
S.No SCALE OF PAY DISCIPLINARY/ PENALTY APPALL-ATE REVIEWING
AUTHORITY IT CAN AUTHORITY AUTHORITY
COMPETENT IMPOSE
AUTHORITY
1 Executive whose President All - President
appointments are
made by the
President of India.
2 Executives in grades Chairman/ All Board Board
below those covered Managing
by Sl.No.1, but above Director
Rs.17500-400-22300/=.
3. Executives between Managing All Chairman Chairman
and including the grades Director
of Rs.6550-200-11350/=
& Rs.17500-400-22300/=.
9.1.23
WORKS STANDING ORDERS
VISAKHAPATNAM
1. APPLICABILITY :
These Standing Orders shall come into force in accordance with the provisions of Section-7of the Industrial Employment(Standing Orders) Act, 1946 shall apply to all the workmen of FerroScrap Nigam Limited, Visakhapatnam, A.P.
2. DEFINITIONS :
In these orders, unless there is anything repugnant to the subject or context,
a) "NIGAM" means Ferro Scrap Nigam Limited, Visakhapatnam, A.P.
b) "HEADQUARTERS OFFICE" means Headquarters office of Ferro Scrap Nigam Limited,situated at Bhilai, P.O.Box-37, Equipment Chowk, Central Avenue, Bhilai, 490-001,Chattisgarh.
c) "ESTABLISHMENT" means Headquarters office and Administrative Offices of the FerroScrap Nigam Limited, Visakhapatnam.
d) "MANAGING DIRECTOR" means person designated as Managing Director from time totime.
e) "COMPETENT AUTHORITY" means the person incharge of Ferro Scrap Nigam Limited,Visakhapatnam, presently designated as Dy.General Manager and who is also DisciplinaryAuthority for Ferro Scrap Nigam Limited, Visakhapatnam.
f) "APPELLATE AUTHORITY" means the person presently designated as GeneralManager(Operations), Corporate Office, Ferro Scrap Nigam Limited, Bhilai.
g) "REVIEWING AUTHORITY" means the person designated as Managing Director of FerroScrap Nigam Limited, Bhilai.
h) "MANAGEMENT" means the head of the works under the Nigam or any other Officerauthorized to act in his place, or to whom any of his powers is delegated.
i) "WORKMAN" means any person (including an apprentice) employed in Ferro ScrapNigam Limited, Visakhapatnam to do any manual unskilled, skilled, technical,Operational, Clerical or Supervisory works for hire or reward, whether the terms ofemployment be expressed or implied, but does not include any such person -
i) Who is employed, mainly in managerial or administrative capacity or
ii) Who being employed in a supervisory capacity, draws wages exceeding Rs.1,600/=per mensum or exercises either by the nature of the duties attached to the Office/Post or by reason of the powers vested in him functions mainly of a managerialnature.
9.2.1
j) "NOTICE" means notice in writing required to be given and exhibited on the notice boardsfor the purpose of these standing orders. A copy of the notice shall be served on theGeneral Secretary of each registered Trade Union.
k) "NOTICE BOARD" means the notice board specially maintained in conspicuous place ator near each of the main entrance to the works and at the time offices for the purpose ofdisplaying notice required to be pasted or affixed under the provisions of these StandingOrders.
l) "WAGES" means wages as defined under the Payment of Wages Act, 1936 and asamended from time to time.
m) "WORKS" means unit of the Ferro Scrap Nigam Limited, Visakhapatnam.
n) Words imparting the Masculine Gender shall include the Feminine gender.
o) Words imparting the Singular number shall include the Plural number and vice-versa.
3. CLASSIFICATION OF WORKMEN :
For the purpose of these standing orders, the workmen shall be classified as Permanent,Probationer, Badli, Temporary, Casual and Apprentice.
a) PERMANENT WORKMEN :
A permanent workman is a workman who has been engaged on permanent basis andincludes any person who has satisfactorily completed a Probationary period of six monthsin the same or another occupation in Ferro Scrap Nigam Limited, Visakhapatnam,including breaks due to sickness, accident, leave, lockout, strike (not being an illegal strike)or involuntary closure of the Nigam.
b) PROBATIONER :
A probationer is workman who is provisionally employed to fill a permanent vacancy in apost and has not completed six months of service therein. If a permanent workman isemployed as a Probationer in any other post he may at any time during the probationperiod of three months be reverted to his previous permanent post in case hisperformance is not satisfactory in the event the work or conduct of a probationer beingfound unsatisfactory, the management may extend the period of probation for furtherperiod not exceeding six months in spells of three months each. In exceptional case, if thework and conduct of a probationer is not found satisfactory during the extended period ofprobation, the management may extend his probation for a further period not exceedingsix months, after recording the reasons for the same in writing successful completion orotherwise of the period of probation or as the case may be, extended period of probationshall be communicated to the workman concerned in writing by the management.
c) BADLI :
A Badli is a workman who is appointed in the post of a Permanent workman orProbationer who is temporarily absent.
9.2.2
d) TEMPORARY WORKMAN :
A Temporary workman is a workman who has been engaged for work which is ofProfessionally temporary in nature, likely to be completed with the limited period.
e) CASUAL WORKMAN :
A Casual workman is a workman whose employment is of a casual nature.
f) APPRENTICE :
An apprentice is a learnemr who is paid stipend or allowance during the period of trainingin work but does not include under Apprentice Act, 1961 or any Scheme ofApprenticeship introduced by the Central or State Government.
4. RECORD OF AGE :
Every workman shall indicate his exact date of birth to the Management at the time ofentering into service. The Management shall insist the workmen to produce the following beforeentering his date of birth in his service card:-
i) His Matriculation or School leaving Certificate granted by the Board of SecondaryEducation or similar Educational Authority;
OR
ii) A certified copy of his date of birth as recorded in the registers of Municipality, LocalAuthority o Panchayat or Registrar of Births.
iii) In the absence of either of the aforesaid two categories of certificates, the Managementshall insist the workman to furnish a certificate from a Government Medical Officer notbelow the rank of an Asst.Surgeon, indicating the probable age of the workman, providedthe cost of obtaining such certificate is borne by the Management.
iv) Where it is not practicable to obtain a certificate from the Government Medical Officer, anAffidavit sworn either by the workman or his parents, or by a near relative who is in aposition to know about the workman's actual or approximate date of birth, before a firstclass Magistrate or Date Commissioner as evidence in support of the date of birth given byhim.
v) Date of birth of a workman once entered in the service card of the company shall be soleevidence of his age in relation to all matters pertaining to his service including fixation ofthe date of his retirement from the service of the company. All formalities regardingrecording of the date of birth shall be finalized within three months of the appointment ofa workman.
vi) Cases where date of birth of any workman had already been decided on the date of thesestanding orders come into force shall not be reopened under these provisions.
NOTE :
Where exact date of birth is not available and the year of birth is only established, then thefirst July of the said year shall be taken as the date of birth.
9.2.3
5. IDENTITY CARDS AND PERMITS :
i) Every workman shall be provided with an Identity Card, Badge, Token or Permit bearingsuch particulars as may be prescribed by the management for purpose of identification ofthe workman for entry into the works or offices, as the case may be, which shall not betransferable.
ii) Every workman shall keep the Identity Card, Badge, Token or Permit issued in his favourwhile entering or leaving the Nigam and also while he is within the precincts of the Nigamand shall produce/present the Identity Card, Badge or Permit, if they required to do so, toany member of the Security Staff or any other Officers of the Management authorized inthis behalf.
iii) If a workman loses his Identity Card, Badge, Token or Permit, he shall immediately reportto the issuing authority, and a new Card, Badge, Token or Permit shall be issued to himon payment of a sum not exceeding Rs.5/=, as may be directed by the management.
iv) The Identity Card, Badge, Token or Permit issued to workmen will remain Nigam'sproperty and every workman shall surrender the same to the Issuing Authority ontermination of his service/Retirement/Resignation and on expiry of the terms of theIdentity Card, Badge, Token or Permit.
6. PUBLICATION OF WORKING TIME :
All instructions issued from time to time relating to attendance checking or arrival anddeparture, the periods and hours of work for all classes of workmen in each shifts as may be fixedfrom time to time shall be exhibited in English, Hindi and in the principal language of the workmenemployed in the establishment on to Notice Board.
7. ENTRY, EXIT & SEARCH :
All workmen shall enter and leave the works premises only by gates provided for the purpose.These gates may be closed during the working hours at the discretion of the management and theworkmen shall not leave the works premises during such hours, except during rest intervals, withoutthe permission in writing of their incharge, which shall be shown at the gate.
On entering or leaving the works, and at any other time in special circumstances, allworkmen in case of reasonable suspicion, are liable to be detained and searched by the SecurityStaff at the discretion of the management. Female workers shall be searched with due regard bytheir modesty by a female authorized in this behalf by the management.
8. ATTENDANCE AND LATE COMING :
a) All workmen shall be at work at the time fixed as prescribed by the company from time totime for each section or Department etc., which will be displayed on the Notice Board.
b) Workmen who are required to use time card shall punch the card in the Time Clock at thetime of reporting for duty and on leaving duty or in the manner prescribed by themanagement from time to time.
9.2.4
c) Workmen who are required to sign in an attendance register, will mark the hour ofreporting on duty and of leaving duty.
d) A Workman who is absent from duty, shall be liable for proportionate deduction of wagesas provided in the Payment of Wages Act. Similarly, workman who, after presentinghimself for duty at the beginning, is found absent from the place of his work or duty at anytime during the working hours without permission, shall be liable to have wages deducted.
e) If a workman is late by more than fifteen minutes, he may be liable to be shut out for thatday. However, such workman may be allowed upto half-an-hour after the starting of theshift by the Incharge of the shift or Departmental Head or officer concerned at his owndiscretion, subject to wages deduction as per the Provisions of Payment of Wages Act,1936.
9. SHIFT WORKING :
a) Shift working shall be regulated in accordance with the provisions of the Factories Act.More than one shift may be worked in any department or section of a department at thediscretion of the management. Notice showing shift shall be exhibited on the NoticeBoard.
b) The management may alter or vary the shift and the hours of working of each shift bynotice in accordance with the provisions of the Factories Act at their discretion andworkmen shall be liable to be transferred from one shift to another at the discretion of themanagement. Workmen shall neither be allowed to change their shift nor shall they leavetheir job at the end of a shift without the permission of their incharge and until otherworkmen have taken over from them.
c) No shift working shall be discontinued without two months notice being given in writing tothe workmen prior to such discontinuance, provided that no such notice shall benecessary if the closing of the shift is under the agreement with the union/ workman. If asa result of the discontinuance of the shift working any workmen are to be retrenched, suchretrenchment shall be effected in accordance with the provisions of the Industrial DisputesAct, 1947 and the rules made thereunder. If shift working is restarted, the workmen shallbe given notice and re-employed in accordance with the provision of the said Act and saidrules.
d) Any notice of discontinuance or of restarting of a shift working or any notice of change inshift working shall be served upon the General Secretary of each Registered Trade Union.
10. PAYMENT OF WAGES
a) All workmen shall be paid wages on a working day before expiry of the seventh day afterthe last day of the wage period in respect of which the wages are payable.
b) Any wage due to a workman but not paid on the usual day on account of their beingunclaimed, shall be paid on an unclaimed wage payment day notified for the purposewithin three days. Payment can be made to a co-worker also if he is duly authorized bythe workman whose wages are due.
9.2.5
c) Any wage due to a deceased workman shall be paid to his nominee before the expiry ofthe thirtieth working day after the day on which a valid claim is presented by his nominee,or on their behalf by their legal representative. Management shall take all steps to ascertainnominee of each workman within 30 days of his employment. The management may,however, authorize payment of claims upto Rs.500/= without production of the usuallegal authority after such enquiry into the rights and title of the claimant as may bedeemed necessary.
11. PUBLICATION OF PAY DAYS :
A notice, specifying the days on which wages are to be disbursed, shall be displayed on theNotice Board.
12. LEAVE :
The grant of leave to a workman shall depend upon the exigencies of the Nigam and shall beat the discretion of the management. All workmen, other than Apprentice, shall be entitled to leaveas follows:-
a) EARNED LEAVE :
Earned leave with pay shall be allowed in accordance with Law.
b) CASUAL LEAVE :
An employee shall be entitled to 8 days Casual Leave with full wages in each calendaryear provided that the services of the workman can be spared without detriment to hisduties. Such leave cannot be carried forward to the following year and shall lapse if notavailed during the year. Casual leave is intended to meet urgent specific or unforeseencircumstances for which provision cannot be made by exact rules. Except for emergentreasons maximum grant of CL at a stretch will be as per the prevalent settlement/agreement, as the case may be.
Casual leave shall not be combined with any other kind of leave.
c) SPECIAL CASUAL LEAVE :
Special Casual Leave may be granted to a workman for the day or days on which he isunable to attend duty in special circumstances (but not for purely personal reasons as isthe case with leave), for instance due to civil disturbance, curfew or strike other thanstriked sterilization operation under the Family Planning scheme, subject to a maximumperiod of 30 days in a Calendar Year.
d) HALF-PAY LEAVE :
Half-pay leave @ 20 days for each calendar year which may be granted either on medicalcertificate or on private affairs provided that in the first year of service of workman itshould be calculated proportionately according to the period of service put in by him. Thisleave shall be accumulated upto 240 days.
9.2.6
e) COMMUTED LEAVE :
Commuted Leave not exceeding half the amount of half-pay leave due, only onsubmission of a medical certificate, may be granted subject to the following conditions:-
A) Twice the amount of such leave shall be debited against half-pay leave due, and
B) The sanctioning authority has reasons to believe that the workman will return toduty on its expiry.
No medical certificate is required to be produced if a workman remains on leave for twodays on medical grounds.
f) MATERNITY LEAVE :
Maternity Leave to the female worker shall be granted as per the provision of MaternityBenefit Act, 1961.
g) EXTRA-ORDINARY LEAVE :
Extra-ordinary leave means - Leave is granted under special circumstances but withoutpay:-
i) Extraordinary leave may be granted for a period not exceeding three months inspecial circumstances when no other leave is by rule admissible or when other leaveis admissible but the workman concerned applied in writing for the grant of extra-ordinary leave.
ii) In the case of a workman who has been in continuous service for a periodexceeding one year and is undergoing treatment for leprosy, cancer or tuberculosisin a recognized sanatorium or institute or by a company's recognized sanatorium orinstitute of Government or a Civil Surgeon extraordinary leave not exceeding 12months on any one occasion may be granted subject to the following conditions:-
a) that the post from which the workman proceeds on leave is likely to last till hisreturn to duty and
b) the leave shall be granted on the production of a certificate from therecognized Medical Officer incharge of the sanatorium or institute orcompany's recognized doctor or in the employ of the Govt., or Civil Surgeonas the case may be, specifying the period for which leave is recommended.
iii) In the case of a workman who has been in continuous service for a periodexceeding one year and is undergoing treatment for a serious disease in theNIGAM's recognized Hospital as an Indoor patient and when no other leave is due,extraordinary leave not exceeding 12 months on any one occasion may be grantedsubject to the following conditions:-
a) that the post from which the workman proceeds on leave is likely to last till hisreturn to duty and
b) the leave shall be granted on the specific recommendations of the MedicalOfficer of the company's recognized Hospital and production of a certificatefrom him specifying the period for which leave is being recommended. The
9.2.7
leave shall be further subject to the patient's continuing to have treatment inthe company's recognized hospital.
h) QUARANTINE LEAVE :
Quarantine leave which may be granted to a workman who is necessitated by order not toattend duty in consequence of the presence of any infectious disease in the family orhousehold, such leave is granted on the certificate of a Medical Officer or Public HealthOfficer of NIGAM's recognized hospital or of the Government Medical Officer or PublicHealth Officer of the local area concerned, for a period not exceeding 21 days or inexceptional circumstances 30 days
NOTE :-
A) Quarantine leave is not debited to the Leave Account;
B) Quarantine leave may, if necessary, be combined with other kinds of leave but thetotal leave should not exceed the maximum limits prescribed in this clause.
C) Any leave necessary for quarantine purpose in excess of the prescribed limits, istreated as ordinary leave.
D) Quarantine leave is not admissible to a workman if he himself suffers from anyinfectious disease. Should be granted leave admissible under clause (a), (b), (d) &(e).
E) Cholera, Small-pox, Plague, Diptheria, Typhus fever and Ceribro-spinal meningitismay be considered as infectious disease for the purpose of this clause. Any otherdisease as may have been declared by the State Government concerned as aninfectious disease for the purpose of their quarantine leave rules may also beconsidered as an infectious disease for the purpose of this clause. In the case ofchicken-pox, quarantine leave should not be sanctioned unless the Health Officerresponsible considers that because of doubts as the true nature of the disease, e.g.,small-pox, there is reason for the grant of such leave.
F) The term "HOUSE HOLD" used in this clause includes all individuals residing in thesame house, irrespective of whether or not they belong to the same family.
13. LEAVE SALARY :
A workman shall be entitled to leave salary as follows:-
a) During Earned Leave at a rate equal to the daily wage average of his total full timeearnings for the day in which he worked during the month immediately preceding hisleave, exclusive of any overtime and bonus but inclusive of dearness allowance.
b) During Half-pay leave at a rate equal to half the amount admissible under clause(a).
c) During Commuted Leave of equal to twice the amount admissible under clause(b).
d) During Extra Ordinary leave no leave salary.
e) During Casual leave the rate of wages drawn by the workman on the day immediatelypreceding the day on which the leave commences.
9.2.8
f) During quarantine leave equal to the amount admissible under clause (a).
14. PUBLIC HOLIDAYS :
i) Subject to the exigencies of work, workmen shall be granted holidays with wages onRepublic Day, Independence Day, Gandhi Jayanti and May Day. Whenever a workmanworks on a National Holiday and Public Holidays, he shall at his option, be entitled toeither thrice the wages for the day or twice the wages for the day on which he works andin addition to availing himself of a substituted holiday with wages on any other day.
Further, those who have their weekly off on any of the above closed holidays, shall beallowed a compensatory holiday on any day within the calendar year or one day's wagein lieu thereof at the convenience of the management.
ii) The days observed as public holidays shall be exhibited on the Notice Board.
iii) In addition, 6 days Restricted Holidays shall also be allowed which shall be availed on thefestival days as notified by the management from time to time.
iv) A copy of the notice shall be served upon the General Secretary of each Registered TradeUnion.
15. LEAVE TO APPRENTICES/TRAINEES :
Apprentices/Trainees shall be entitled to leave as follows:-
a) Leave on full stipend upto 15 days in any year of Appenticeship/Training.
b) Leave on half stipend on medical certificate upto 20 days in any year of Apprenticeship/Training.
c) Casual Leave upto seven days in a calendar year on full stipend.
NOTE :
If for any reasons it is proposed to terminate the Apprenticeship/Training of an appentice/trainee, any leave which may be granted to him should not exceed beyond the date onwhich the period of Apprenticeship/training is already sanctioned or extended expires orany earlier date on which his Apprenticeship/Training may be terminated.
16. APPLICATION FOR LEAVE :
i) A workman who desires to obtain leave of absence shall apply in writing to sanctioningauthority.
ii) Except in an emergency, applications for leave for three days or less should be madeatleast 24 hours before the time from which the leave is required.
iii) Application for leave more than three days should ordinarily be made atleast 5 workingdays before the date from which the leave is required.
iv) Application for leave under clause(ii) shall be disposed off on the same day. Applicationfor leave under clause (iii) shall be disposed off within 3 working days.
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v) The number of times in which earned leave can be taken during any year shall not exceedfour.
vi) Orders granting or refusing leave shall be passed by the authority in writing. If leave issanctioned, the workman shall be given a leave pass and in case leave is refused, thereason for refusal shall be communicated to the workman in writing.
vii) All applications for leave must bear the leave address.
viii) A workman who desires to extend his leave, shall make an application in writing to thesanctioning authority before the expiry of the leave already sanctioned.
ix) Application for leave or extending leave on medical grounds shall be supported with acertificate from a Medical Officer of the Company's recognized hospital or where there isno such officers, a Govt.Medical Officer, or failing him from a registered medicalpractitioner stating the period for which leave is recommended. On receipt of suchapplication the sanctioning authority shall immediately inform the workman in writingwhether the leave or extension of leave has been granted and if so, for what period.
A workman who has been sanctioned leave or an extension of leave on medical groundfor a period exceeding fourteen days at a time, shall not be allowed to resume duty unlesshe produces a certificate of fitness from the Govt.Medical Officer or the Registered Medicalpractitioner, who issued the sick certificate, as the case may be. In case a workman suffersfrom infectious/contagious disease and he takes leave, he will be allowed to join duty onlyon production of fitness certificate from Nigam's recognized doctor irrespective of theduration of leave.
x) The sanctioning Authority will have the discretion to refuse, curtail or revoke leave at anytime according to the exigencies of the Nigam's work, giving reasons for such refusal,curtailment or revocation of leave.
xi) If the workman remains absent beyond the period of leave originally granted orsubsequently extended, shall lose his lien on his appointment unless he :-
a) returns within 21 days of the expiry of the sanctioned leave and (b) explains to thesatisfaction (of the employer or the officer specified in this behalf by the employer)his inability to return before the expiry of his leave. In case the workman loses hislien on his appointment, he shall be entitled to be kept on the badli list.
17. CHANGE OF ADDRESS :
A workman shall notify the management immediately of any change of his residentialaddress. Non delivery or mis-delivery of any letters or communication to the workman at theaddress given by him earlier by reasons of his having changed his residence without dulycommunicating the same to the management shall not be accepted as valid excuse for the non-compliance with the order or communication as the case may be.
9.2.10
18. OVERTIME :
a) Subject to the provisions of the law applicable to the works, the management may requirein writing any workman to work overtime (Including work on weekly holidays and Publicholidays as provided in these Standing Orders).
b) Subject to the provisions of Law applicable to the works, a workman shall be paidovertime allowance at the ordinary rate of wage for work done by him in excess of hisnormal hours of work, but within the permissible daily/weekly limits laid down by the Lawand at twice the ordinary rate of wages for work done by him in excess of those limits, thehourly rate of wages being calculated by dividing the total monthly wages by 208.
NOTE :
i) For the purpose of this Standing Orders, Bonus if any shall not form part of wages.
ii) In the case of Apprentices, overtime will be admissible only when they workindependently against a working post.
19. MEDICAL FITNESS :
The management may, in its discretion, require a workman to undergo a medical checkup ifhe/she is suspected to be suffering from infectious disease or serious illness or to test his/he medicalfitness for the job whenever there are reasons to believe that the workman is not fit to carryout his/her duties satisfactorily. In case a workman is found medically unfit by the Medical Board dulyconstituted by K.G.Hospital (Govt.Hospital), Visakhapanam, he may be discharged from theservices of the Nigam.
20. STOPPAGE AND SHUT-DOWN OF WORK :
Subject to the provisions of the Industrial Disputes Act, 1947 and the rules madethereunder :-
a) The Management may, at any time, in the event of fire, catastrophe, breakdown ofmachinery, or stoppage of power supply, epidemics, civil commotion or other causebeyond their control stop any section or sections of the works, wholly or partially fo anyperiod or periods without any notice;
b) In the event of such stoppage during working hours, the workmen affected shall benotified by notices put up on the notice board in the department concerned as soon aspracticable, when work will be resumed and whether they are to remain or leave theirplace of work. The workman shall not ordinarily be required to remain for more than twohours after the commencement of the stoppage.
If the period of detention does not exceed one hour, the workmen so detained shall not bepaid for the period of detention. If the period of detention exceeds one hour, the workmenso detained shall be entitled to receive wages for the whole of the time during which theyare detained as a result of the stoppage. No other compensation will be admissible in caseof such stoppage. Whenever practicable, reasonable notice shall be given for resumptionof normal work.
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c) In case where workmen are laid off for short periods on account of reasons given underthe para(s) above, the period of unemployment shall be treated as compulsory leaveeither with or without pay, as the case may be. When however, workmen have to be laidoff for an indefinitely long period, their services may be terminated after giving them duenotice of pay in lieu thereof.
d) The Management may in the event of a strike affecting either wholly or partially anysection or department of the establishment, close down either wholly or partially suchsection or department and any other section or department affected by such closing down.The fact of such close down shall be notified by notices put on the notice boards in thesection or department concerned, as soon as practicable. The workmen concerned shallalso be notified by a general notice, prior to resumption of the work as to when work willbe resumed.
21. SAFETY PRECAUTIONS :
All workmen shall observe all safety rules or orders that may be notified from time to time bythe Nigam and use safety equipment provided by the company.
22. SECRECY :
No workman shall take any paper, booklets, drawing, photographs, instrument, apparatus,document or any other property of the Nigam out of the works premises except with the writtenpermission of the management nor he shall be in any way pass or cause to be passed or disclosedor cause to be disclosed any information or matter concerning the manufacturing process, tradesecrets and confidential documents of the Nigam to any unauthorized person, company orcorporation without the written permission of the management.
23. BEHAVIOUR & CONDUCT :
A workman employee shall, at all times, conduct himself soberly and tempartely while on theworks premises and with all proper respect and civility to all persons having any dealing with theNigam and shall in all things use his best endeavour to promote the interest of the Nigam and tomaintain and promote the good reputation thereof.
A workman employee shall avoid habitual indebtedness and where a workman applies to beor is adjudged insolvent, he shall within 3 days report the fact to the departmental head.
24. ACTS OF MISCONDUCT :
Without prejudice to the general meaning of the terms Misconduct, the following acts andomissions shall be treated as misconduct :-
i) Willful insubordination o disobedience, whether alone or in combination with others, toany lawful and reasonable order of a superior.
ii) Theft, fraud or dishonesty in connection with the Nigam's business or property.
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iii) Non-observance of safety measures or rules on the subject put upon the notice board,interference with safety devices or firefighting equipment.
iv) Giving false information regarding one's name, father's name, age, qualification, previousservice, address etc., at the time of employment.
v) Habitual late attendance and/or habitual absence from duty without leave or withoutsufficient cause.
vi) Neglect or negligence of duty, malingering absconding, slowing down of work or sleepingon duty including not doing work without a reasonable cause while being present for dutyat the work spot.
vii) Transfer of identity card, medical card, to another person.
viii) Taking or giving bribes or illegal gratification or indulging in corrupt practices.
ix) Assaulting or use abusive language or intimidating any workman or officer of the Nigamwithin the works premises of in the Nigam's estate subversive of discipline.
x) Gambling, drunkenness, fighting, riotous, disorderly or indecent behaviour in workspremises or any act subversive of discipline or including in Satta, Matka etc.
xi) Smoking in prohibited area notified by the management.
xii) Sabotage or willful damage to or loss of Nigam's goods or property.
xiii) Willful failue to inform the management of any contagious or notifiable disease (notifiedby the management in this behalf) contracted by a workman or any person residing withhim.
xiv) Carrying on directly, indirectly or benami (a) money lending business and/or (b)otherprivate business prejudicial to the Nigam's interests, and running chitfunds.
xv) Deliberately spreading false information with a view to bring about disruption to Nigam'snormal work.
xvi) Holding meeting within the works premises or any of the premises owned by the Nigamwithout the previous written permission of this management.
xvii) Striking work or inciting others to strike work without any provocation in contravention ofthe provision of any law or rule having the force of law.
xviii) Wrongfully restraining and confining the managerial personnel with a view to pressurizeinfluence or make him conceding the demand and physically preventing or pressurizingany worker or executive from discharging his duties.
xix) a) Unauthorized use or occupation of Nigam's land, quarters or properties. Extension ofNigam's quarter and construction on Nigam's land.
b) Unauthorized sub-letting of the quarters allotted to an employee.
xx) Conviction in any court of law for any criminal offense involving moral turpitude.
xxi) Breach of any law applicable to the works.
xxii) Breach of any Standing Order.
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xxiii) Collecting or canvassing for the collection of any money within the works premises.Distributing or exhibiting within working place news papers, pamphlets, hand-bills, postersor other visible representations except on the notice board specified for the purpose.
xxiv) Refusal to be searched by the Security personnel or any authorized person.
xxv) Possession or carrying of lethal weapons within the Nigam's premises.
xxvi) Adjudged insolvency not warranting the continuance of management's trust andconfidence which the duties of the workman call for.
xxvii) Abetment or attempt to commit any of the above acts of misconduct.
xxviii) Intentionally giving false information prejudicial to the interest of the Nigam.
xxix) Refusal to accept or receive chargesheet/show cause notice or any other notice or letter ofcommunication or instruction or transfer order and carry out the orders, what so ever,from the management o not giving receipt after receiving the same or not reply to thesame, if required to do so.
xxx) Leaving the head quarters even during holidays and period of suspension without priorpermission of the management, without giving his address on which he is likely to beavailable in case of emergency.
xxxi) Possession, Sale or Purchase of intoxicants, liquor, drugs, narcotics etc., within theNigam's premises.
26. PENALTIES FOR MISCONDUCT :
The following penalties may, for good and sufficient reasons, be imposed on employees formisconduct:-
i) The following shall constitute minor penalties :-
(a) Censure (b) fine (c) Suspension without pay for a period not exceeding 4 days.
ii) The following shall constitute major penalties:-
a) Stoppage of increment.
b) Reduction to a lower grade or post or lower stage in a time scale.
c) Removal from services which does not disqualify for future employment.
d) Dismissal from service which disqualifies for future employment.
EXPLANATION :
Stoppage of increment at an Efficiency Bar shall not constitute a penalty.
26-A. SUSPENSION :
Where a disciplinary proceeding against a workman is contemplated or is pending or wherecriminal proceedings against him in respect of any offence are under investigation or trial and thedisciplinary authority is satisfied that it is necessary or desirable to place the workman undersuspension, he may, by order in writing, suspend him with effect from such date as may bespecified in the order. A statement setting out in detail the reasons for such suspension shall besupplied to the workman within a week from the date of suspension. During the period of
9.2.14
suspension, the suspended workman shall not enter the work premises except with the specialpermission of the management or when he is specially called by the management in connectionwith the enquiry.
During the period of suspension, the suspended workman shall not take up any employmentand shall not leave the headquarters without the prior permission of the management. During theperiod of suspension, the suspended workman will be paid subsistence allowance at the ratementioned below, subject to the declaration by him that he was not engaged in any other gainfulemployment during the period for which subsistence allowance is paid.
27. PAYMENT OF SUBSISTENCE ALLOWANCE
Subject to the provisions contained in Section-10(A) of the Industrial Employment (StandingOrders) Act, 1946, the workman under suspension shall be entitled to receive from theManagement Subsistence Allowance:-
a) At the rate of fifty percent of the wages which the workman was entitled to immediatelypreceding the date of such suspension, for the first ninety days of suspension; and
b) At the rate of seventy five percent of such wages for the remaining period of suspension ifthe delay in the completion of disciplinary proceedings against such workman is notdirectly attributable to the conduct of such workman.
28. TREATMENT OF THE PERIOD OF SUSPENSION
When the workman under suspension is allowed to resume duties, he shall be entitled to thefollowing pay and allowances for the period of suspension:-
a) If the workman is exonerated of the charge, he shall be treated as on duty and shall beentitled to full pay and allowances which he would have been entitled to had he not beenplaced under suspension, less subsistence allowance already paid to him.
b) If the workman is adjudged guilty of misconduct and punishment is awarded, theworkman shall be deemed to be absent from the date of suspension and shall not beentitled to any wages for such period except the subsistence allowance.
29. PROCEDURE FOR IMPOSING PENALTIES FOR MISCONDUCT
a) i) No order imposing penalty whatsoever shall be made unless the workmanconcerned is informed in writing of the misconduct alleged against him and is givenan opportunity to explain the circumstances.
ii) Chargesheet shall be served to the workman. It shall clearly state the particularsnecessary for identifying the acts or omissions constituting the misconduct.
iii) In case of suspension, the chargesheet will be served within seven days from thedates of suspension provided that in exceptional circumstances the time limit maybe extended for a further period not exceeding twenty one days with intimation tothe workman concerned in writing giving reasons for the same.
9.2.15
b) i) Ordinarily the workmen shall be given fifteen working days time to submit hisexplanation. If the date on which the explanation is due is a holiday, it shall besubmitted by the workman on the following working day.
ii) If the workman asks for extension of time for giving his explanation, it may begranted once for a period not exceeding seven days and thereafter at the discretionof the disciplinary authority.
iii) If the disciplinary authority considers that the workman's explanation is acceptable,then the charge may be dropped and the workman informed accordingly.
iv) If the explanation submitted by the workman is found not satisfactory or if theworkman fails to submit his explanation within the stipulated period, the disciplinaryauthority may appoint an enquiry officer to enquire into the charges levelled againstthe workman under intimation to him.
c) i) The disciplinary authority may, by an order, appoint a Presenting Officer to presentthe case in support of the allegation of misconduct on behalf of the management.The enquiry officer, on written request of the chargesheeted workman, may allowany co-worker of the FERRO SCRAP NIGAM LIMITED, Visakhapatnam to assisthim in his defence.
Proceedings of the Enquiry shall be recorded in English and the English version shallbe explained to the delinquent workman in the local language understood by himbefore recording.
ii) The enquiry officer shall by a notice in writing inform the date, time and place ofenquiry poceedings where the workman should appear in person, with a copy to thePresenting Officer for necessary action.
iii) If the workman admits the charge unconditionally of his own volition free will duringthe enquiry proceedings, the enquiry officer may not examine any oral/documentary evidence in support of the allegations of misconduct. However, if theworkman does not admit the charge, the enquiry officer after recording thepreliminaries, should proceed with the examination of the witnesses as produced bythe Presenting Officer and also documentary evidence, if any, in this regard.
iv) There should be only one witness at one time. The other witness must not bepresent when any other witness is being examined or cross-examined. The generalpractice is that the witnesses of the management are examined first and the accusedworkman's later. At the end of each statement of the management's witnesses theaccused workman should be allowed to cross-examine them. If he avails of theopportunity, then he should be allowed to do so, and if he does not avail of this,then the enquiry officer shall record a note to that effect and obtain signature of theaccused workman. While examining the witnesses it should be ensured that after thestatement of such management witness has been recorded, the accused workmangets an opportunity to cross-examine such witnesses on their oral statements ordocuments produced by them. After all the witnesses-documents have beenproduced by the Presenting Officer, the Enquiry Officer shall give an opportunity to
9.2.16
the accused workman to do the same in his defence and the Presenting Officer willbe permitted to cross-examine the witnesses so produced and the documentsadduced in this regard. The Witnesses may be re-examined, with the permission ofthe Enquiry Officer. The Enquiry Officer may also put such questions to thewitnesses as he deems necessary, to elucidate any point or matter or issue.
v) A copy of each of the day to day proceedings of the enquiry and statement each ofthe management's as well as defence witnesses shall be supplied to the accusedworkman at the end of the day's proceedings.
vi) If the accused workman fails to appear within the specified time, date and place orfails to produce the evidence by which proposes to rebut the charge levelled againsthim, the Enquiry Officer may adjourn the case to a later date after recording anorder that there are reasonable grounds for the accused having been unable toattend the proceedings. However, in case where the accused workman does so witha view to cause vexatious delay, the Enquiry Officer may after giving one moreopportunity through a notice and on failure of the accused workman again conductthe enquiry ex-parte.
vii) The Enquiry Officer may, after the accused workman closes his evidence and shall ifthe workman has not examined himself, generally question him on the statementsetc., against him in the evidence for the purpose enabling the workman to explainthe same. After completion of the evidence on both sides the Presenting Officer andthe accused workman may submit written or oral briefs of their respective cases, ifthey so desire.
viii) After completion of the enquiry, the report/findings shall be prepared by the EnquiryOfficer and sent to the Disciplinary Authority. A copy of the same shall be suppliedto the accused workman.
d) i) The Disciplinary Authority shall, if he disagrees with the finding of the EnquiryOfficer on any charge of the misconduct, record its reasons for such disagreementand record his findings on such charge of misconduct, if the evidence on record issufficient for the purpose.
ii) The Disciplinary Authority may before passing orders on the enquiry report forreasons to be recorded in writing, remand the case to these enquiry officer forfurther enquiry and report.
iii) No penalty may be awarded to a workman unless proved guilty of misconduct onthe basis of findings of the Enquiry Officer. In awarding penalty under this StandingOrder, the Disciplinary Authority may take into account the gravity of misconduct,previous record of workman and any other extenuating or aggravatingcircumstances they may exist.
iv) Orders made by the Disciplinary Authority on the enquiry report shall becommunicated to the workman in writing.
9.2.17
30. APPEAL :
a) Any workman on whom any of the penalties mentioned above is imposed, shall have theright to appeal to the appellate authority. Appeal against punishment should be submittedwithin thirty days from the dates of receipt of the order of punishment by the workmanand it shall be disposed off by the appellate authority within thirty days from the date ofreceipt of appeal, the appellate authority shall consider all the relevant documents. Thedecision of the appellate authority shall be communicated to the appellant workman inwriting.
31. REVIEW :
If the concerned workman is aggrieved with the decision of the appellate authority, he maysend an application within thirty days from the date of receipt of the decision to the reviewingauthority for review. On receipt of the application the Reviewing authority shall after giving him anopportunity of personal hearing, review the case and decide to educe or enhance the punishmentor altogether set aside the same. The decision of the reviewing authority shall be final andcommunicated to the workman concerned within sixty days within the date of receipt of decision.
32.TERMINATION OF SERVICE :
Subject to the provisions of Law :
A) For termination of employment of a permanent workman, notice in writing shall be giveneither by the management or the workman one month's notice or one month's wages maybe paid in lieu of notice provided that the services of any permanent workman shall notbe terminated as punishment unless he has been given an opportunity to explain thecharge of misconduct alleged against him in the manner prescribed in these StandingOrders.
B) No temporary workman, probationer, casual or apprentice shall be entitled to any noticepay in lieu thereof if his services are terminated. But the services of temporary workmanshall not be terminated as a punishment unless has been given an opportunity ofexplaining the charges of misconduct, alleged against him.
C) Where the employment of any workman is terminated, the wages earned by him, wagesfor the earned leave at his credit and other dues, shall be paid to him before the expiry ofthe second working day on which his employment is terminated.
D) If a workman leaves the service of the NIGAM without a requisite notice, then withoutprejudice to any other action under his contact of his service, if any, the management maydeduct from his unpaid wages or any other dues the sum equivalent to the wages for theperiod of notice which he is required to give under para (a) above.
33. BIGAMOUS MARRIAGE :
No workman who has a spouse living, shall contract another marriage in contravention of theexisting law.
9.2.18
34. TRANSFER :
A workman may be transferred according to exigency of work from one department toanother from one station to another or from one unit to another under FERRO SCRAP NIGAMLIMITED.
35. PROVISION REGARDING EMPLOYEES BORROWED FROMOTHER SOURCES. :
In the application of these standing orders in relation to the workman whose services havebeen borrowed by the NIGAM from another organization, the operation of these standing ordersshall be subject to the terms and conditions on which their services have been loaned to theNIGAM.
36. SERVICE CERTIFICATE :
All workmen shall be entitled to a service certificate specifying the nature of work, designationand period of employment at the time of termination of his service as a result of resignation,retirement or discharge from service.
37. EXHIBITION AND SUPPLY OF STANDING ORDERS :
A text of the Standing Orders as finally certified shall be promptly displayed by themanagement in English and local language understood by the majority of workmen on the noticeboard.
38. INTERPRETATION OF STANDING ORDERS :
If there is any conflict between the standing order in English and those in any other languageor local language, the English version shall prevail and be followed.
39. SAVINGS :
Nothing contained on these standing orders shall operate in derogation of any law or to theprejudice of any right under written contract of services, settlement or award for the time being inforce nor shall any agreements or award between the employer and the workman prejudiciallyaffect the rights of the workmen under these standing orders.
9.2.19
WORKS STANDING ORDERS
ROURKELA, BURNPUR, BHILAI, BOKARO &DURGAPUR
1. SCOPE OF APPLICATION :
These Standing Orders shall come into force from a date determined in accordance with theprovisions of Section-7 of the Industrial Employment(Standing Orders) Act, 1946 and shall apply toall Employees/Workmen employed in Ferro Scrap Nigam Limited, Rourkela, Burnpur, Bhilai,Bokaro & Durgapur.
2. DEFINITIONS :
In these orders, unless there is anything repugnant to the subject or context,
a) "COMPANY" means Ferro Scrap Nigam Limited.
b) "WORKMAN" means any person (including an apprentice) employed in any industrialestablishment to do any skilled or unskilled manual, supervisory, technical or clerical workfor hire or reward, whether the terms of employment be expressed or implied, as definedin the Industrial Establishment (Standing Orders) Act, 1946.
c) "MANAGEMENT' means the Head of the works under the company, or any other officerauthorized to act in his place or to whom any of his powers is delegated.
d) "NOTICE" means notice in writing required to be given or pasted on the Notice Board forthe purpose of these standing orders.
e) "NOTICE BOARD" means the notice board specially maintained in conspicuous place ator near each of the main entrance to the works and at the time offices for the purpose ofdisplaying notice required to be pasted or affixed under the provisions of these StandingOrders.
f) "WAGES" means wages as defined under the Payment of Wages Act, 1936.
g) "WORKS" means all the units of the Ferro Scrap Nigam Limited at Rourkela, Burnpur,Bhilai, Bokaro & Durgapur, which come within the definition of "Industrial Establishment"as defined in the Industrial Employment (Standing Orders) Act, 1946.
h) Words imparting the Masculine Gender shall include the Feminine gender.
i) Words imparting the Singular number shall include the Plural number and vice-versa.
3. CLASSIFICATION OF WORKMEN :
For the purpose of these standing orders, the workmen shall be classified as follows:-
a) PERMANENT EMPLOYEE :
A permanent employee means employees on the sanctioned standard force of thecompany and who have successfully completed the Probationary period, if any,
9.3.1
prescribed for them, and includes those who have completed 12 months' continuousservice within the meaning of Industrial Disputes Act, 1947 in one or more posts inconnection with temporary increase in permanent work.
b) TEMPORARY EMPLOYEE :
Temporary Employees means employees who are employed for work which is essentiallyof a temporary nature or who are employed in connection with a temporary increase inpermanent work for a period not exceeding 12 months, provided that in case a temporaryemployee is placed on probation, the period of his temporary service shall count towardsthe probationary period.
c) CASUAL EMPLOYEE :
Casual employee means employees who are engaged for work of a casual nature.
d) APPRENTICE :
Apprentice means persons engaged for training with a view to their eventual employmentunder the company on satisfactory completion of training and who will be paid a stipendor allowance during the period of training. However, every apprentice undergoingapprenticeship training in a designated trade under the Apprentices Act, 1961 shall not begoverned by these Standing Orders.
e) PROBATIONER :
Probationers means persons who are provisionally employed to fill vacancies inpermanent posts for a period not exceeding 6 (six) months and who have not completedtheir probation period provided that the period of probation may be extended by themanagement beyond the original period by not more than 6 (six) months for reasons tobe recorded in writing.
f) SUBSTITUTE :
"Substituted" or "Badlis" means workmen who are employed in posts of permanent ortemporary workmen or probationers who are temporarily absent.
4. RECORD OF AGE :
At the time of appointment, every employee shall be required to declare his/her age/date ofbirth and the same shall be recorded by the Personnel Department of the company and such entryof the age shall be attested by the employees. The employees should, for this purpose, produce anyof the following documents in proof of their age in order or priority:-
i) His Matriculation/S.S.C./High School or Higher Secondary School leaving Certificate.
OR
Certificate of Board Examination, recognized by the Govt., provided they have appearedin the said Examination prior to date of appointment.
ii) Military discharge certificate where date of birth is indicated (Applicable only to Ex-ArmyPersonnel).
9.3.2
iii) Baptismal certificate.
An employee who is unable to produce above documentary evidence of his age, shalldeclare his date of birth/age, which would be subject to verification through medicalexamination by company's Medical Officer or Medical Board. The company, purely at itdiscretion, may accept any other document, as proof of age in the absence of otherdocuments, if they are satisfied with the same, a admissible after proper and thoroughinvestigation. Once date of birth and age is declared and accepted, it shall be treated asfinal and cannot be altered later nor can be questioned by the employee.
Similar procedure of age verification shall be followed in case of exiting employees, incase their age/date of birth is not available on records of the company.
5. IDENTITY CARDS AND PERMITS :
i) Every employee will be provided with an Identity Card, Badge, Token or Permit bearingsuch particulars as may be prescribed by the management for purpose of identification ofthe employee for entry into the works or offices, as the case may be, which shall not betransferable.
ii) Every employee shall show his Identity Card, Badge, Token or Permit to the SecurityGuard at the gate or gates when entering or leaving the works/or offices or whendemanded by the security men or other proper authority to produce it while he is insidethe works or offices.
iii) If an employee loses his Identity Card, Badge, Token or Permit, he shall immediatelyreport the loss to the issuing authority, and a new Card, Badge, Token or Permit shall beissued to him on payment of a sum not exceeding Re.1/=, as may be directed by themanagement.
iv) On the termination of services, or on being suspended from work, the workmanconcerned shall surrender his card, badge, token or permit to the issuing authority.
6. PUBLICATION OF WORKING TIME :
All instructions issued from time to time relating to attendance checking or arrival anddeparture, the periods and hours of work for all classes of employees in each shifts as may be fixedfrom time to time shall be exhibited in English, Hindi and in the principal language of theemployees employed in the establishment, on to Notice Board.
7. ENTRY, EXIT & SEARCH :
All employees shall enter and leave the works premises only by the gates provided for thepurpose. These gates may be closed during the working hours at the discretion of the managementand the employees shall not leave the works premises during such hours, except during restintervals, without the permission in writing of their incharge, which shall be shown at the gate.
On entering or leaving the works, and at any other time in special circumstances, allemployees in case of reasonable suspicion, are liable to be detained and searched by the Security
9.3.3
Staff at the discretion of the management. Female employees shall be searched with due regard totheir modesty by a female authorized in this behalf by the management.
8. ATTENDANCE AND LATE COMING :
a) All workmen/employees shall be at work at the time fixed as prescribed by the companyfrom time to time for each section or Department etc., which will be displayed on theNotice Board.
b) Employees who are required to use time card shall punch the card in the Time Clock atthe time of reporting for duty and on leaving duty or in the manner prescribed by themanagement from time to time.
c) Employees who are required to sign in an attendance register, will mark the hour ofreporting on duty and of leaving duty.
d) An employee who is absent from duty, shall be liable for proportionate deduction ofwages as provided in the Payment of Wages Act. Similarly, an employee who, afterpresenting himself for duty at the beginning, is found absent from the place of his work orduty at any time during the working hours without permission, shall be liable to havewages deducted.
e) If an employee is late by more than fifteen minutes, he may be liable to be shut out forthat day and may be treated as absent with consequent deductions of wages underPayment of Wages Act. Such absence may, however, be allowed to be offset against theleave due, if any, at the discretion of the management.
9. SHIFT WORKING :
a) Shift working shall be regulated in accordance with the provisions of the Factories Act.More than one shift may be worked in any department or section of a department at thediscretion of the management. Notice showing shift shall be pasted on the Notice Board.
b) The management may alter or vary the shift and the hours of working of each shift bynotice in accordance with the provisions of the Factories Act at their discretion andemployees shall be liable to be transferred from one shift to another at the discretion of themanagement. Workmen shall neither be allowed to change their shift nor shall they leavetheir job at the end of a shift without the permission of their incharge and until otherworkmen have taken over from them.
c) No shift working shall be discontinued without two months notice being given in writing tothe workmen prior to such discontinuance, provided that no such notice shall benecessary if the closing of the shift is under the agreement with the union/ workman. If asa result of the discontinuance of the shift working any workmen are to be retrenched, suchretrenchment shall be effected in accordance with the provisions of the Industrial DisputesAct, 1947 and the rules made thereunder. If shift working is restarted, the workmen shallbe given notice and re-employed in accordance with the provision of the said Act and saidrules.
9.3.4
Provided further where any recognized/registered trade union of workmen exists, a copyof the notice shall also be sent by registered post within 24 hours to the Secretary of suchunion.
10. PAYMENT OF WAGES
a) Wages due to an employee shall be paid in accordance with the provisions of thePayment of Wages Act, 1936 on a working day notified under standing order no.11.
b) Any wage due to an employee but not paid on the usual day on account of their beingunclaimed, shall be paid on an unclaimed wage payment day notified for the purposewithin three days. Payment can be made to a co-worker also if he is duly authorized bythe workman whose wages are due.
c) Any wage due to a deceased employee shall be paid to his nominee before the expiry ofthe thirtieth working day after the day on which a valid claim is presented by his nominee,or on their behalf by their legal representative, provided such claim is submitted withinthree years of the death of employee. Management willl take all steps to ascertain nomineeof each employee within 30 days of his employment. The management may, however,authorize payment of claims upto Rs.500/= without production of the usual legal authorityafter such enquiry into the rights and title of the claimant as may be deemed necessary.
11. PUBLICATION OF PAY DAYS :
A notice, specifying the days on which wages are to be disbursed, shall be pasted on theNotice Board.
12. LEAVE :
All leave is granted at the convenience of the management. Nothing can limit the freediscretion of the management to refuse, revoke or curtail leave subject to the exigencies of thework. All employees, other than an Apprentice, Casual, Substitute or Badli shall be entitled to leaveas follows:-
a) EARNED LEAVE :
Earned leave with pay shall be allowed in accordance with Law.
b) CASUAL LEAVE :
An employee shall be entitled to 8 days Casual Leave with pay in each calendar yearprovided that the services of the employee can be spared without detriment to his duties.Such leave cannot be carried forward to the following year and shall lapse if not availedduring the year. Normally it shall be obligatory on the part of the employee to inform hissuperior in time.
Casual leave may not be combined with any other kind of leave.
9.3.5
c) SPECIAL CASUAL LEAVE (Applicable only for Durgapur unit) :
Special Casual Leave may be granted to the employees for the day or days on whichemployee is unable to attend duty in special circumstances (but not for purely personalreasons s is the case with leave), for instance, due to civil disturbance, curfew or strike(other than strikes connected with the Works/Project) and for sterilization operation underthe Family Planning Scheme, subject to a maximum period of 30 days in a calendar year.
d) HALF-PAY LEAVE :
Half-pay leave @ 20 days for each calendar year which may be granted either on medicalcertificate or on private affairs provided that in the first year of service of an employee itshould be calculated proportionately according to the period of service put in by him. Thisleave may be accumulated upto 240 days.
Note :
In the case of temporary employee, half-pay leave will not be granted unless thesanctioning authority has reasons to believe that the employee will return to duty afterexpiry of the leave.
e) COMMUTED LEAVE :
Commuted Leave not exceeding half the amount of half-pay leave due, only onsubmission of a medical certificate, may be granted subject to the following conditions:-
i) Twice the amount of such leave shall be debited against half-pay leave due, and
ii) The sanctioning authority has reasons to believe that the employee will return toduty on its expiry.
f) MATERNITY LEAVE :
Maternity Leave to the female employee shall be granted as per the provision of MaternityBenefit Act, 1961.
g) EXTRA-ORDINARY LEAVE :
i) Extraordinary leave may be granted for a period not exceeding three months inspecial circumstances when no other leave is by rule admissible, or when otherleave is admissible but the workman concerned applied in writing for the grant ofextra-ordinary leave.
ii) In the case of an employee who has been in continuous service for a periodexceeding one year and is undergoing treatment for leprosy, cancer or tuberculosisin a recognized sanatorium or institute or by a company's recognized doctor in theemploy of the Government or a Civil Surgeon, extraordinary leave not exceeding12 months on any one occasion may be granted subject to the followingconditions:-
a) that the post from which the employee proceeds on leave is likely to last till hisreturn to duty and
9.3.6
b) the leave shall be granted on the production of a certificate from therecognized Medical Officer incharge of the sanatorium or institute orcompany's recognized doctor or in the employ of the Govt., or Civil Surgeonas the case may be, specifying the period for which leave is recommended.
iii) In the case of an employee who has been in continuous service for a periodexceeding one year and is undergoing treatment for a serious disease in theCompany's recognized Hospital as an Indoor patient and when no other leave isdue, extraordinary leave not exceeding 12 months on any one occasion may begranted subject to the following conditions:-
a) that the post from which the employee proceeds on leave is likely to last till hisreturn to duty and
b) the leave shall be granted on the specific recommendations of the MedicalOfficer of the company's recognized Hospital and production of a certificatefrom him specifying the period for which leave is being recommended. Theleave shall be further subject to the patient's continuing to have treatment inthe company's recognized hospital.
h) QUARANTINE LEAVE :
Quarantine leave which may be granted to an employee who is necessitated by order notto attend duty in consequence of the presence of any infectious disease in the family orhousehold. Such leave is granted on the certificate of a Medical Officer or Public HealthOfficer of Company's recognized hospital or of the Government Medical Officer or PublicHealth Officer of the local area concerned, for a period not exceeding 21 days or inexceptional circumstances 30 days
NOTE :-
A) Quarantine leave is not debited to the Leave Account;
B) Quarantine leave may, if necessary, be combined with other kinds of leave but thetotal leave should not exceed the maximum limits prescribed in this clause.
C) Any leave necessary for quarantine purpose in excess of the prescribed limits, istreated as ordinary leave.
D) Quarantine leave is not admissible to an employee if he himself suffers from anyinfectious disease; he should be granted leave admissible under clause (a), (b), (d) &(e).
E) Cholera, Small-pox, Plague, Diptheria, Typhus fever and Ceribro-spinal meningitismay be considered as infectious disease for the purpose of this clause. Any otherdisease as may have been declared by the State Government concerned as aninfectious disease for the purpose of their quarantine leave rules may also beconsidered as an infectious disease for the purpose of this clause. In the case ofchicken-pox, quarantine leave should not be sanctioned unless the Health Officerresponsible considers that because of doubts as to the true nature of the disease,e.g., small-pox, there is reason for the grant of such leave.
9.3.7
F) The term "HOUSE HOLD" used in this clause includes all individuals residing in thesame house, irrespective of whether or not they belong to the same family.
13. LEAVE SALARY :
An employee shall be entitled to leave salary as follows:-
a) During Earned Leave at a rate equal to the daily wage average of his total full timeearnings for the day on which he worked during the month immediately preceding hisleave, exclusive of any overtime and bonus but inclusive of dearness allowance.
b) During Half-pay leave at a rate equal to half the amount admissible under clause(a).
c) During Commuted Leave of equal to twice the amount admissible under clause(b).
d) During Extra Ordinary leave no leave salary.
e) During Casual leave the rate of wages drawn by the employee on the day immediatelypreceding the day on which the leave commences.
f) During quarantine leave equal to the amount admissible under clause (a).
14. PUBLIC HOLIDAYS :
i) Subject to the exigencies of work, employees shall be granted holidays with wages onRepublic Day, Independence Day, Gandhi Jayanti and Labour Day. Employees whocannot be spared on these holidays, will be granted a compensatory holiday with wageson another day within a month or will be paid a day's wages in lieu thereof at theconvenience of the management
Further, those who have their weekly off on any of the above closed holidays, shall beallowed a compensatory holiday on any day within the calendar year or one day's wagein lieu thereof at the convenience of the management.
ii) The days observed as public holidays shall be pasted on the Notice Board.
iii) In addition, 6 days Restricted Holidays shall also be allowed which shall be availed on thefestival days as notified by the management from time to time.
15. LEAVE TO APPRENTICES/TRAINEES :
Apprentices/Trainees shall be entitled to leave as follows:-
a) Leave on full stipend upto 15 days in any year of Appenticeship/Training.
b) Leave on half stipend on medical certificate upto 20 days in any year of Apprenticeship/Training.
c) Casual Leave upto seven days in a calendar year on full stipend.
NOTE :
If for any reasons it is proposed to terminate the Apprenticeship/Training of an appentice/trainee, any leave which may be granted to him should not exceed beyond the date onwhich the period of Apprenticeship/training is already sanctioned or extended expires orany earlier date on which his Apprenticeship/Training may be terminated.
9.3.8
16. LEAVE TO SUBSTITUTE AND CASUAL EMPLOYEES:
Substitute/Badlis and Casual employees shall be entitled to leave as per the provisions of theFactories Act.
17. APPLICATION FOR LEAVE :
i) A workman who desires to obtain leave of absence shall apply in writing to sanctioningauthority.
ii) Except in an emergency, applications for leave for three days or less should be madeatleast 24 hours before the time from which the leave is required.
iii) Application for leave more than three days should ordinarily be made atleast 5 workingdays before the date from which the leave is required.
iv) Application for leave under clause(ii) shall be disposed off on the same day. Applicationfor leave under clause (iii) shall be disposed off within 3 working days.
v) The number of times in which earned leave can be taken during any year shall not exceedfour.
vi) Orders granting or refusing leave shall be passed by the authority in writing. If leave issanctioned, the workman shall be given a leave pass and in case leave is refused, thereason for refusal shall be communicated to the workman in writing.
vii) All applications for leave must bear the leave address.
viii) A workman who desires to extend his leave, shall make an application in writing to thesanctioning authority before the expiry of the leave already sanctioned.
ix) Application for leave or extending leave on medical grounds shall be supported with acertificate from a Medical Officer of the Company's recognized hospital or where there isno such officers, a Govt.Medical Officer, or failing him from a registered medicalpractitioner stating the period for which leave is recommended. On receipt of suchapplication the sanctioning authority shall immediately inform the workman in writingwhether the leave or extension of leave has been granted and if so, for what period. Aworkman who has been sanctioned leave or an extension of leave on medical ground fora period exceeding fourteen days at a time, shall not be allowed to resume duty unless heproduces a certificate of fitness from the Govt.Medical Officer or the Registered Medicalpractitioner, who issued the sick certificate, as the case may be. In case an employeesuffers from infectious/contagious disease and he takes leave, he will be allowed to joinduty only on production of fitness certificate from company's recognized doctorirrespective of the duration of leave.
x) The sanctioning Authority will have the discretion to refuse, curtail or revoke leave at anytime according to the exigencies of the company's work, giving reasons for such refusal,curtailment or revocation of leave.
xi) If the workman remains absent beyond the period of leave originally granted orsubsequently extended, he shall lose his lien on his appointment unless he :-
9.3.9
a) returns within 8 days of the expiry of the leave and (b) explains to the satisfaction ofthe (employer or the officer specified in this behalf by the employer) his inability toreturn before the expiry of his leave. In case the workman loses his lien on hisappointment, he shall be entitled to be kept on the badli list.
18. CHANGE OF ADDRESS :
An employee must notify the management immediately of any change of his residentialaddress. Non delivery or mis-delivery of any letters or communication to the workman at theaddress given by him earlier by reasons of his having changed his residence without dulycommunicating the same to the management shall not be accepted as valid excuse for the non-compliance with the order or communication as the case may be.
19. OVERTIME :
a) Subject to the provisions of the law applicable to the works, the management may requirein writing any employee to work overtime (Including work on weekly holidays and Publicholidays as provided in these Standing Orders).
b) Subject to the provisions of Law applicable to the works, an employee shall be paidovertime allowance at the ordinary rate of wage for work done by him in excess of hisnormal hours of work, but within the permissible daily/weekly limits laid down by the Lawand at twice the ordinary rate of wages for work done by him in excess of those limits, thehourly rate of wages being calculated by dividing the total monthly wages by 208.
NOTE :
i) For the purpose of this Standing Orders, Bonus if any shall not form part of wages.
ii) In the case of Apprentices, overtime will be admissible only when they workindependently against a working post.
20. MEDICAL EXAMINATION :
The management reserves the right of getting a workman medically examined, as & when itfeels necessary in the interest of work. If during service a workman is found permanently unfit bythe authorized doctor or a Medical Board, he will be liable to be discharged from service. TheBard's decision shall be final in this regard.
21. STOPPAGE AND SHUT-DOWN OF WORK :
a) The Management may, at any time, in the event of fire, catastrophe, breakdown ofmachinery, or stoppage of power supply, epidemics, civil commotion, lock outs, strikesaffecting one or more department of the company's business, reduction of shifts andadverse trade conditions, periodical repairs, reconstruction or extension of any othercause beyond their control stop or shut down any works, departments or section, whollyor partially, for any period or periods. The fact of such stoppage or shutdown shall benotified by notice pasted on the notice board.
9.3.10
b) In the event of such stoppage or shut-down for any of the causes mentioned in clause (a)other than a lock out or strike:-
i) If occuring during working hours, the employees affected shall be notified by noticesput up on the notice board as soon as practicable, when work will be resumed andwhether they are to remain or leave their place of work. The employee shall notordinarily be required to remain for more than two hours after the commencementof the stoppage.
If the period of detention does not exceed one hour, the employees so detainedshall not be paid for the period of detention. If the period of detention exceeds onehour, the employees so detained shall be entitled to receive wages for the whole ofthe time during which they are detained as a result of the stoppage. No othercompensation shall be admissible in case of such stoppage. Whenever practicable,reasonable notice shall be given for resumption of normal work.
ii) If the management is unable to provide work for any of the employees affected, themanagement shall be entitled, without notice, to lay off from work or duty all or anysuch employee or employees as the management may select for any period orperiods.
c) The Management may in the event of a strike affecting either wholly or partially anysection or department of the works, close down either wholly or partially such section ordepartment and any other section or department affected by such closing down. The factof such close down shall be notified as soon as practicable. The workmen concerned shallalso be notified by a general notice, prior to resumption of the work as to when work willbe resumed.
d) Employees in case of retrenchment or lay off, will be given benefits as provided under theIndustrial Disputes Act, 1947.
22. SAFETY PRECAUTIONS :
Employees shall observe all safety rules or orders that may be notified from time to time bythe Company and use safety equipment provided by the company.
23. SECRECY :
No workman shall take any paper, booklets, drawing, photographs, instrument, apparatus,document or any other property of the Company out of the works premises except with thepermission of the management nor he shall be in any way pass or cause to be passed or disclosedor cause to be disclosed any information or matter concerning the manufacturing process, tradesecrets and confidential documents of the Company to any unauthorized person, company orcorporation without the permission of the management.
9.3.11
24. BEHAVIOUR & CONDUCT :
a) An employee shall, at all times, conduct himself soberly and temperately while on theworks premises and with all proper respect and civility to all persons having any dealingwith the company and shall in all things use his best endeavour to promote the interest ofthe company and to maintain and promote the good reputation thereof.
b) An employee shall avoid habitual indebtedness and where a workman applies to be or isadjudged insolvent, he shall within 3 days report the fact to the departmental head.
25. ACTS OF MISCONDUCT :
Without prejudice to the general meaning of the terms Misconduct, the following acts andomissions shall be treated as misconduct :-
i) Willful insubordination or disobedience, whether alone or in combination with others, toany lawful and reasonable order of a superior.
ii) Theft, fraud or dishonesty in connection with the Company's business or property.
iii) Non-observance of safety measures or rules on the subject put upon the notice board, orinterference with safety devices or fire fighting equipment.
iv) Giving false information regarding one's name, father's name, age, qualification, previousservice, address etc., at the time of employment.
v) Habitual late attendance and/or habitual absence from duty without leave or withoutsufficient cause.
vi) Neglect or negligence of duty, malingering absconding, slowing down of work or sleepingon duty including not doing work without a reasonable cause while being present for dutyat the work spot.
vii) Transfer of identity card, medical card, to another person or frequent loss of Identity card.
viii) Taking or giving bribes or illegal gratification or indulging in corrupt practices.
ix) Assaulting or intimidating any employee or officer of the Company within the workspremises of in the Company's estate subversive of discipline.
x) Gambling, drunkenness, fighting, riotous, disorderly or indecent behaviour in the workspremises or any act subversive of discipline.
xi) Smoking in prohibited area notified by the management.
xii) Sabotage or willful damage to or loss of Company's goods or property.
xiii) Willful failure to inform the management of any contagious or notifiable disease (notifiedby the management in this behalf) contracted by an employee or any person residing withhim.
xiv) Carrying on directly, indirectly or benami (a) money lending business and/or (b)otherprivate business prejudicial to the Company's interests.
xv) Deliberately spreading false information with a view to bring about disruption toCompany's normal work.
9.3.12
xvi) Holding meeting within the works premises or any of the premises owned by theCompany without the previous written permission of the management.
xvii) Striking work or inciting others to strike work without any provocation in contravention ofthe provision of any law or rule having the force of law.
xviii) Acceptance of gifts from subordinate employees, lending or borrowing money to or fromsubordinate employees.
xix) a) Unauthorized use or occupation of Company's land, quarters or properties.
b) Unauthorized sub-letting of the quarters allotted to an employee.
xx) Conviction in any court of law for any criminal offense involving moral turpitude.
xxi) Breach of any law applicable to the works.
xxii) Breach of any Standing Order.
xxiii) Collecting or canvassing for the collection of any money within the works premiseswithout the written permission of management or distributing or exhibiting in or about theworks premises any news papers, pamphlets, hand-bills, posters or the like without thewritten permission of the management.
xxiv) Contacting another marriage (while a wife is still alive) without first obtaining thepermission of the management notwithstanding that such subsequent marriage ispermissible under the personal law for the time being in force.
xxv) Marrying any person who has a wife living without first obtaining the permission of themanagement.
xxvi) Adjudged insolvency not warranting the continuance of management's trust andconfidence which the duties of the employee call for.
xxvii) Abetment or attempt to commit any of the above acts of misconduct.
xxviii) Intentionally giving false information prejudicial to the interest of the management.
26. PENALTIES FOR MISCONDUCT :
The following penalties may, for good and sufficient reasons, be imposed on employees formisconduct:-
i) The following shall constitute minor penalties :-
(a) Censure (b) fine (c) Suspension without pay for a period not exceeding 4 days.
ii) The following shall constitute major penalties:-
a) Stoppage of increment.
b) Reduction to a lower grade or post or lower stage in a time scale.
c) Removal from services which does not disqualify for future employment.
d) Dismissal from service which disqualifies for future employment.
EXPLANATION :
Stoppage of increment at an Efficiency Bar shall not constitute a penalty.
9.3.13
27. PROCEDURE FOR DEALING WITH CASES OF MISCONDUCT
a) When an employee is charged with a misconduct which may lead to the imposition ofmajor penalty, he shall be informed in writing of the allegations against him and within aperiod of not less than 7 days. On receipt of the employees explanation where theallegations are denied by him, an enquiry shall beheld by an officer or officers nominatedby the management. Such enquiry shall be conducted by an officer other than the officerwho has either reported the alleged misconduct or has issued the charge-sheet. At theenquiry, the employee concerned shall be afforded reasonable opportunity of explainingand defending his action with the assistance of a fellow workman. Where such enquiryrelates to the alleged misconduct of several employees, the enquiry may be held for all theemployees together. Copies of all relevant document in proceedings, findings of theEnquiry Officer etc.shall be supplied by the management to the employee concerned onrequest.
b) Where an employee is charged with serious misconduct and it is not considered desirablethat he should remain on duty, he may be suspended from duty pending enquiry. Theorder of suspension shall be given in writing and shall be followed within 7 days by acharge sheet setting out in precise terms the misconduct alleged against him. During theperiod of suspension, an employee shall not enter the works premises except with thepermission of the management nor shall he leave the station without the permission of themanagement.
c) If during the enquiry it is found that the employee is guilty of a misconduct other than thatstated in the order of suspension and/or the charge sheet, the employee shall be liable topunishment for such misconduct but before any punishment is imposed on him, he shallbe afforded a reasonable opportunity of explaining and defending his action in respect ofsuch misconduct.
d) Where any workman is suspended by the employer, pending investigation or inquiry intothe complaints or charges of misconduct against him, the employer shall pay to suchworkman subsistence allowance -
(a) at the rate of fifty percent of the wages which the workman was entitled toimmediately preceding the date of such suspension, for the first ninety days ofsuspension; and
(b) at the rate of seventyfive percent of such wages for the remaining period ofsuspension if the delay in the completion of disciplinary proceedings against suchworkman is not directly attributable to the conduct of such workman.
The payment of subsistence allowance will be subject to a written declaration by theemployee that he is not engaged in any other employment, business, profession orvocation.
e) If, after enquiry, an employee is adjudged guilty of the misconduct alleged against him orsome other misconduct brought out in the course of the enquiry and punishment isawarded, the employee shall not be entitled to any remuneration for such period otherthan the subsistence allowance already paid to him. If a penalty other than dismissal or a
9.3.14
removal is imposed on him, the punishment authority shall by order decide as to how theperiod of suspension shall be treated if however, he i found not guilty of the allegedmisconduct or any other misconduct, he shall be reinstated in his post and shall be paidthe difference between the subsistence allowance already paid and the emoluments whichhe would have received if he had not been suspended, the period of suspension beingtreated as duty.
f) No order of removal or dismissal from service shall be made by an authority lower thanthe appointing authority of the employee. In awarding the punishment, the managementshall take into account the gravity of the misconduct, the previous record of the workmanand any extenuating or aggravating circumstances that may exist. A copy each of theorders passed by the management shall be supplied to the workman concerned.
g) If an employee refuses to accept a charge-sheet or order of other communication servedon him in accordance with these standing orders, a copy thereof shall be sent byRegistered Post to his address as recorded by the management and another copy pastedon the Notice Board, and this shall constitute adequate service.
h) Subject to the provisions contained in clause (d) & (e) above, the Company reserves theright to suspend an employee accused in a Court of Law for any criminal offenceinvolving moral turpitude until the disposal of the trial
28. PROVISION REGARDING EMPLOYEES BORROWED FROMOTHER SOURCES.:
In the application of these standing orders in relation to the employees whose services havebeen borrowed by the company from another organization and who retain a lien on their parentorganization, the operation of these standing orders shall be subject to the terms and conditions onwhich their services have been loaned to the company.
29. APPEAL :
The authorities competent to impose various penalties mentioned in standing order no.26 aswell as appellate authorities shall be notified by the management from time to time. An employeeon whom any of the penalties is imposed, shall have the right of appeal to the authority notified inthis behalf. The appeal shall be submitted within 30 days of receipt of the order of the punishingauthority and the appellate authority shall dispose of the appeal within 30 days of receipt of theappeal. At the enquiry, if any, held in connection with the appeal, the employee concerned shall beafforded reasonable opportunity of explaining and defending his action with the assistance of co-worker.
30. DISCHARGE OR TERMINATION OF SERVICE -
Except as provided specifically in the contract of service or standing order No.31, the servicesof employees may be terminated under the following conditiions:-
9.3.15
i) In the case of permanent employee by giving one month's notice in writing or on paymentof one month's basic pay and DA.in lieu thereof from either side, unless the terms ofappointment stipulate for a longer period of notice which shall be followed.
ii) No notice or pay in lieu of notice shall be necessary in the case of casual workmen. Theemployment of a temporary workman shall be subject to termination on such notice, inwriting from either side as may be provided in the letter of appointment.
iii) The termination of service of apprentices and trainees will, however, be determined inaccordance with the terms of agreement to be arrived at between them and the company.
iv) Where the employment of any workman is terminated, all wages earned and unpaid shallbe paid to him within the period of time prescribed under the Payment of Wages Act,1936.
v) Notwithstanding anything contained in the order, no notice shall be necessary iftermination of service is under an agreement which has a specific date for suchtermination.
vi) If any workman, who has been laid off, fails to report without sufficient reason within eightdays of posting of the recall notice or of being otherwise notified, shall lien on hisappointment and his services shall automatically stand terminated.
vii) No notice shall be necessary for terminating the employment of a substitute or badli.
31. RESIGNATION :
a) Employees, other than those who have executed a bond to serve the company for aspecific period who wish to leave the company's service, must give the company the samenotice as the company is required to give them under standing order No.30. Themanagement may at its discretion accept the resignation with immediate effect or fromany time before expiry of the notice period.
b) If an employee leaves the services of the company without giving requisite notice withoutprejudice to any other action under his contract of service, if any, the management maydeduct from unpaid wage, a sum equivalent to the period of notice which he is required togive under clause (a).
32. SERVICE CERTIFICATE :
Every employee shall be entitled to a service certificate at the time of termination of hisservice as a result of resignation, retirement, discharge or dismissal for which he shall have to applyin writing.
33. LIABILITY OF THE MANAGEMENT :
The Chief Executive or any other responsible officer nominated by him shall be heldresponsible for the proper and faithful observance of these standing orders.
9.3.16
34. EXHIBITION AND SUPPLY OF STANDING ORDERS :
A copy of these Standing Orders in English as well as in regional language shall be pasted onthe main notice board and shall be kept in a legible condition. A copy of these standing orders shallbe supplied to each workman on demand.
35. INTERPRETATION OF STANDING ORDERS :
If there is any conflict between the standing order in English and those in any other languageor languages, the English version shall prevail and be followed.
36. SAVINGS :
Nothing contained on these standing orders shall operate in derogation of any law or to theprejudice of any right under written contract of services, settlement or award for the time being inforce nor shall any agreements or award between the employer and the workman prejudiciallyaffect the rights of the workmen under these standing orders.
9.3.17
10.0
MISCELLANEOUS
RULES REGARDING CHANGE OF NAME
1.0 OBJECTIVE
To regulate matters concerning change of Name of employees and matters connectedtherewith.
2.0 COVERAGE
These rules shall be applicable to all employees of Ferro Scrap Nigam Limited.
3.0 SCOPE
These rules shall be followed in respect of change in Name whether consequent to changeof religion or otherwise.
EXPLANATION
i) “Name” shall be construed as including Surname.
ii) ”Change” in Name shall mean addition, alteration or deletion in the Name of anemployee.
iii) Alteration in spellings shall also constitute a change in Name.
4.0 DEFINITIONS
4.1 “Company” means Ferro Scrap Nigam Limited and the Plants/Units/Offices under itscharge.
4.2 “Employee” means person employed by the company including those under probation,but does not include casual or part-time employee or trainee.
5.0 PROCEDURE
5.1 Employee desirous of changing his/her Name shall be required to take the following stepsprior to making a request to the company for recording the change in his/her name.
i) To swear an affidavit before a First Class Magistrate in support of the proposedchange in Name; and
ii) To get the copy of such Affidavit published in the official gazette of the Stateconcerned and also in a local language news paper having vide circulation.
5.2 The employee shall, thereafter, submit to his Controlling Officer, an application for changeof Name alongwith the printed copy of the notification in the State Gazette, as also theAffidavit in original alongwith Newspaper cutting.
5.3 The Company shall not entertain requests for change of Name unless the concernedemployee has taken above step as mentioned in clauses 5.1 & 5.2.
10.1.1
5.4 Application for change of Name shall be scrutinised by the respective Officer and shall beplaced before the concerned controlling officer who will forward the application with hisrecommendation to the Head of the Personnel Deptt for his approval.
6.0 CHANGE OF SURNAME OF FEMALE EMPLOYEES AFTERMARRIAGE
6.1 Above procedure shall not apply to female employee who wishes to change her nameafter marriage. A female employee shall be allowed to change name after her marriage onthe basis of written request to that effect giving particulars of her marriage. Such changemay be allowed with her approval of the Controlling Officer/Head of Deptt.
7.0 The Company reserves to itself the right to modify, cancel or amend any of therules without prior notice.
10.1.2
PROCEDURE FOR WEEDING OUT OF OLD RECORDS,RECORD RETENTION & DESTRUCTION
I. OBJECTIVE :
The objective of the procedure is to transfer records to the Central Records Room,preserve them for specified time and weed them out successively and systematically sothat the offices are not cluttered with dead records.
II. SCOPE :
The procedure for record retention/ destruction will be applicable to all the Departmentsof Corporate Office & Units.
III. PROCEDURE :
A) Closure of files:
Whenever action on the file or register or other record is complete in all respects,the same should be treated as closed and considered fit for transfer to a separateplace earmarked in the Section/Department, as per criteria mentioned in Annexure-I.
B) Weeding out files/records
i) The departmental head will take action to sort out the records which are duefor destruction, in accordance with the retention period given in Annexure-I,and inform to the Administration department for taking action for destructionof the files/registers.
ii) Any such record/file/register for which retention period has not been workedout/mentioned in Annexure-I, the concerned departmental head, inconsultation with Law Department, will fix-up retention period for the same,and after expiry of such retention period, he will inform Administrationdepartment for taking action for destruction of the same.
C) The Secret & confidential records will be retained with the Heads of Departments.However, these records may be burnt only after recommendations of a Committee,to be constituted by M.D., and subsequent approval thereof by the competentauthority. Other records may be disposed of in any other suitable manner also.
D) An exhaustive list of all those documents which are required to be destroyed/burnt,will be prepared by the departmental head on expiry of retention period of suchdocuments, and will be provided to Administration department for records.
E) (a) Where the records are not to be retained permanently, specific retentionperiod should be fixed with regard to legal needs and other relevant factors.
10.2.1
(b) Normally the retention period of non-permanent records should not exceed 35years. Most records may have retention period between 5 and 15 years.
(c) Retention period is to be counted from the date of closing of files or recordand not from the date of its opening.
F) Where it is considered advisable to condense the data in the records proposed to bedestroyed, this will be done by the officers concerned and such data will be kept ina proforma to be fixed by the Head of the Department.
IV. NATURE OF RECORDS NOT TO BE DESTROYED :
(a) Records which are important or likely to become important in future, as a source ofinformation on any aspect of technical or technological or scientific research in theproduction or maintenance process, should not be destroyed.
(b) Files/papers/records which are required in court case or are likely to be required inthe court as they are currently disputed, should not be destroyed.
(c) The following types of records should, on no account, be destroyed:-
(i) Records connected with expenditure which is within the period of limitationfixed by law;
(ii) Records connected with expenditure on projects, schemes or works notcompleted although beyond the period of limitation fixed by law;
(iii) Orders and sanctions of a permanent character until revised.
(iv) Files containing papers which are important or likely to become important infuture, however indirectly, as sources of information on any aspect of historywhether political, social, economic, etc., or which are or may in future proveto be of biographical or antiquarian interest.
V. PRESERVATION OF FILES/RECORDS :
(a) Record notes of all discussions & minutes of meetings, negotiations etc., whichultimately lead to the finalization of contracts, agreements and such other importantdocuments, should be properly attested and maintained preferably in the samemanner in which the minutes of the Board Meetings are recorded and maintainedunder the Companies Act.
(b) Vouchers, records, papers, etc., on the basis of which the books of account(pertaining to receipts and expenditure) are prepared, should be preserved for 8years, i.e., "as long as a book of account to which they are related are required tobe kept."
(c) The following shall be preserved for not less than the period specified against each:-
(i) Files, papers and documents leading and relating to contracts and agreementsetc. - 5 years after the contract/agreement is fulfilled or terminated.
10.2.2
(ii) In case where Audit OR Vigilance objections have been raised - the relevantfiles and documents shall not, in any circumstances, be allowed to bedestroyed till such time as the objections have been cleared to the satisfactionof the audit authorities or Vigilance authorities, as the case may be, or havebeen reviewed by the Committee on Public Undertakings.
(iii) In the case of disputed contracts - till the dispute is settled either mutually orthrough a court of law or arbitration, whichever is later.
VI.AMENDMENTS/ALTERATIONS
M.D.will be the competent authority for amendment/alteration in the above procedure.
m m m
10.2.3
ANNEXURE-I
PERSONNEL & ADMINISTRATION DEPARTMENT
1. Attendance register at the end of 3 -the calendar year
2. Leave roster and grant of -"- 3 -casual leave (including casualleave, festival leave,compensatory off, account)
3. Receipt Dak Register -"- 3 -
4. Issue/Despatch-dak register -"- 3 -
5. File movement register -"- 1 -
6. Post Office receipt for -"- 3 2telegrams,registered letters, etc.
7. File headings and index -"- 3 Permanentfiles register
8. Imprest Cash book -"- 3 6
9. Overtime allowance claims -"- 3 3(register and lists receivedfrom section)
10. Telephone call bills, electric -"- 3 2clocks, installation shiftingtransfer, payment of bills.
11. Assets register -"- 3 Permanent
12. Register for issue of stationery. -"- 1 -
13. Register for cases sent to central -"- Permanent -record room or destroyed.
14. Personal files 3 Years 7 years (after struck offWhen the employee is struck strength)off strength of the company ordeath/retrenchment
15. Officiating & regular promotion Yearly 3 years 11 yearsorder files
16. C.R.Dossiars/M.R.forms Yearly 3 Years Permanent
17. Pay fixation file Yearly 3 Years 12 Years
18. Disciplinary cases When the case 3 Years 12 Yearsis finalized
Main head of the file/ When does it close Retention period after closure ofregister file/register
After transfer torecord room(Yrs)
In the deptt.(Years)
10.2.4
PERSONNEL & ADMINISTRATION (Page-2)
19. Court cases When the case is 3 Years 2 years(after disposalfinally decided by of the case by the
the appellatecourt. highest appellatecourt) but judgmentsments are to beretained permanently.
20. Creation/continuation of posts Yearly 3 Years Permanent
21. Appointment Register Yearly 3 Years 6 Years
22. Posting/Transfer Yearly 3 Years 6 Years
23. Advance files Yearly 3 Years 7 Years
24. Circulars/orders Yearly 3 Years Permanent
25. Recruitment of W/C staff/NMR Yearly 3 Years 7 Years
26. Correspondance regarding Yearly 3 Years 7 YearsW/C/NMR
27. Retrenchment/deployment On completion 3 Years 10 Years
of staff of action.
28. Staff position Yearly 3 Years 1 Year
29. Sanction of leave(EL/ HPL etc.) Yearly 1 Year -
30. Grievances On closing of action. 1 Year 6 Years
31. Strength register When full 3 Years Permanent
32. Grievance register When full 3 Years 6 Years
33. Photo pass register When full 3 Years Till renewal
34. Medical card register When full 3 Years Permanent
35. Confidential register of When filled 3 Years 1 Yeardiary & despatch.
36. Retrenchment register When filled 3 Years Permanent
37. Leave encashment register Yearly 3 Years 9 Yeas
38. Festival and other advance Yearly 3 Years 1 Year
39. Reports & returns register/files Yearly 3 Years 2 Years
40. N.M.R.Sanction register Yearly 3 Years 4 Years
41. Delegation of powers/working Yearly 3 Years Permanentarrangements
42. Manning file Yearly 3 Years 7 Years
43. Liveries/Washing allowance Yearly 3 Years 2 Years
44. Visit of outsiders Yearly 3 Years 2 Years
Main head of the file/ When does it close Retention period after closure ofregister file/register
After transfer torecord room(Yrs)
In the deptt.(Years)
10.2.5
PERSONNEL & ADMINISTRATION (Page-3)
45. Nomination for seminars/ Yearly 3 Years 2 Yearscommittees/lectures etc.
46. Minutes of various committee's 3 Years 2 Years Yearlymeeting & correspondence there of
47. Incentive scheme implementa- 3 Years 7 Years Yearlytion/revision and othercorrespondence
48. Reports & Returns Yearly 3 Years 2 Years
49. Manning/organization of a unit Yearly 3 Years 7 Years
50. Correspondence of LOP/ training Yearly 3 Years 4 Years
51. Management development Yearly 3 Years 2 Yearsprogrammes
52. Wage Structure Yearly 3 Years 7 Years
53. Departmental enquiry Yearly 3 Years 7 Years
54. Farewell party Yearly 3 Years 1 Year
55. Space allocation Yearly 3 Years 4 Years
56. Press conference Yearly 3 Years 1 Year
57. Allotment of vehicle Yearly 3 Years 2 Years
58. Corresopondence with outside Yearly 3 Years 2 Yearsparties/inter plantbasis/HO/Govt.etc.
59. Development schemes/expansion Yearly 3 Years 2 Yearsof the plant/ projectreport/progress work etc.
60. Stationery & forms Yearly 3 Years -
61. Furnishing of information to Yearly 3 Years PermanentHO/Ministry/Other units
62. Correspondence with local Yearly 3 Years 2 Yearsindustries/State Govt.
63. Higher studies Yearly 3 Years 7 Years
64. Orders & Circulars Yearly 3 Years 4 Years
65. Correspondence relating to Yearly 3 Years 4 Yearsaccidents/safety etc.
66. Job description/ job evaluation/ Yearly 3 Years Permanentupgradation etc.
Main head of the file/ When does it close Retention period after closure ofregister file/register
After transfer torecord room(Yrs)
In the deptt.(Years)
10.2.6
PERSONNEL & ADMINISTRATION (Page-4)
PUBLIC RELATIONS
1. Visits Yearly 3 Years 1 YearCompany guests/casual visits
2. Advertisements Yearly 3 Years 1 YearTender notices/situation vacant
3. Photographic materials Yearly 3 Years 1 YearFilms/papers/chemicals
4. Magazines Yearly 3 Years 7 Years
5. Printing of publications Yearly 3 Years 2 Years
6. Publicity press release/ supply of Yearly 3 Years 2 Yearsphotographs/ literatures
7. Furniture Yearly 3 Years 3 Years
8. Advertisement register Yearly 3 Years 1 Year
9. Canteen coupons account register Yearly 3 Years 2 Years
10. Visitors register Yearly 3 Years -
CONSTRUCTION
1. Allotment of quarter to staff 3 Years PermanentWhen action is complete
2. Furniture register Yearly 3 Years Permanent
3. LIC premium recovery register When filled-in 3 Years Permanent
4. Parliament question Yearly 3 Years 5 Years
5. General/Miscellaneous Yearly 3 Years 3 Years
6. Quarter allotment register When filled-in 3 Years Permanent
INDUSTRIAL RELATION
1. Correspondence with various Yearly3 Years 15 Yeas
co-operative societies/stores
2. Accidents Yearly 3 Years 5 Years
3. Complaints/trade unions Yearly 3 Years 5 Years
4. Committee references Yearly 3 Years 5 Years
5. Workers' education Yearly 3 Years 1 Year
Main head of the file/ When does it close Retention period after closure ofregister file/register
After transfer torecord room(Yrs)
In the deptt.(Years)
10.2.7
FINANCE & ACCOUNTS DEPARTMENT
1. Reports and estimate committee 3 years PermanentPAC & other Parliamentcommittee pertaining to FSNL
2. Agreements contracts and reports. 3 Years Permanent
3. Important policy decisions 3 Years Permanent
4. Accounting documents relating After the A/T of 3 Years 5 Yearsto purchase & stores contract is fully
satisfied.
5. Audit objections, notes & reports After settlement 3 Years 2 Years(after the settlement of report)
6. Works registers after completion After the work is 3 Years 5 Yearsof work completed
7. Declaration of nomination of On retirement/CPF by contributors death 3 Years 10 Years after the
employee has beenstruck off strengthfrom the companyor retrenchment/death.
8. Results of departmental Examinationwise 3 Years 5 Yearsexamination. file
9. Arbitration & litigation cases After judgment 3 Years 5 years after disposalof the case by thehighest appellatecourt but judgmentof the cases shouldbe retainedpermanently.
INTERNAL AUDIT SEC.1. Internal audit register After action 3 Years 7 Years
2. Internal audit programme Yearly 3 Years 2 Years
3. G.M's report file Yearly 3 Years 7 Years
4. RAO's inspection report When objections 3 Years 7 Yearsare cleared
CENTRAL ACCOUNTS1. Reports & Returns Yearly 3 Years 7 Years
2. Correspondence relating to Yearly 3 Years 7 Yearsaccounting with local, HO,Govt. & Semi-Govt.
Main head of the file/ When does it close Retention period after closure ofregister file/register
After transfer torecord room(Yrs)
In the deptt.(Years)
10.2.8
FINANCE & ACCOUNTS (Page-2)
3. Write-off/annual closing of Yearly 3 Years 4 Yearsaccount/credit-debit account/cash requirement etc.
4. Estimate committee on public Yearly 3 Years 4 Yearssector undertaking
5. Other type of accounts etc. Yearly 3 Years 4 Years
6. Tour programmes At the end of the 1 Year -calendar year
7. Tour notes At the end of the 3 Years -calendar year
8. Conveyance Allowance register When filled 3 Years 1 Year
9. Visit of officials to other Yearly 3 Years 2 Yearsplant/places
10. Budget register Yearly 3 Years 2 Years
CPF SECTION
1. Personal files Death/retirement 3 Years 10 Years after the
date the employeehas been struck of
strength.
STOCK VERIFICATION
1. Field book control register Yearly 3 Years 2 Years
2. Discrepancy register Yearly 3 Years 7 Years
3. Completion report register Yearly 3 Years 2 Years
4. Vigilance check report register Yearly 3 Years 2 Years
5. Field book register Yearly 3 Years 2 Years
6. Check slip register Yearly 3 Years 2 Years
Main head of the file/ When does it close Retention period after closure ofregister file/register
After transfer torecord room(Yrs)
In the deptt.(Years)
10.2.9
STORES & PURCHASE DEPARTMENT
STORES
1. Railway receipt register After all the RRS are 3 Years 7 Yearslinked, material taken
on charge & RRssurrendered to Rly.
2. Delivery advice files for smalls & After DAs are linked 3 Years -full wages. materials taken on
charge or claimcases settled.
3. Freight demand register Till all the claims on 3 Years 7 Years& railway freight bills railways are settled.
4. Wagon registers After all the wagons 3 Years 2 Yearsare linked & taken
on charge
5. Wagon placement advice Yearly 3 Years -
6. Wagon labels, seals Till the settlement 2 Years -of claim
7. Outward despatch register of After linking all 3 Years 2 Yearssmall & full wagons despatch
8. Convey note control register After full & 3 Years 2 Years(of Receipt section) entries tally
9. Indemnity Bond register When filled in & 3 Years 2 Yearscases are linked
10. Post parcel register After all parcels are 3 Years 2 Yearslinked & taken charge
11. Receipt Register - do - 3 Years 2 Years
12. RR control register From the last entry 3 Years 7 Years
13. Rejection register After all the rejec- 3 Years 7 Years
tion cases are settled
14. Purchase order/AT files of receipt After completion of 3 Years 5 years after thesupplies & stores taken on charge contract is fully
satisfied & ompleted.section.
15. Bin Card-Nil cards-Balance cards Last stock taking 3 Years 5 Yearsafter completed sheet 3 Years 7 Years
16. Group copies of R.Ns Yearly 3 Years 2 Years
17. Group copies of issue vouchers Yearly 3 Years 2 YearsMTNs, TEOs
Main head of the file/ When does it close Retention period after closure ofregister file/register
After transfer torecord room(Yrs)
In the deptt.(Years)
10.2.10
18. Issue control, MTN control, When full & no 3 Years 2 YearsReceipt control, TEO dispute in any casecontrol register
19. Acetylene challan register - do - 3 Years 2 Years
20. Daily stock register of cylinders -do - 3 Years 2 Years
21. Petrol/HSD issue register - do - 3 Years 2 Years
22. M.Book After complete 3 Years 5 Years aftersettlement of the contract isbills/ contract fully satisfied.
23. Write off of sanction of losses Yearly 3 Years 5 Years after the(amount less than 1000) contract is fully
satisfied.24. Contractor's bills & register Yearly 3 Years 5 Years after the
contract is fullysatisfied.
25. Agreements, contracts, deeds etc. Yearly 3 Years Permanent
26. Procurement files Yearly 3 Years 4 Years
27. Procurement progress register Yearly 3 Years 4 Years
28. Procurement progress cards After all the supplies 3 Years 2 Yearsin card havemateralized
29. Files relating to surplus reports & After date of sale 3 Years 2 Yearssale disposal of surplus stores
30. Office copies of stores requisitionConsumable items Yearly 3 Years 2 YearsCapital items Yearly 3 Years 4 Years
31. Audit objection, notes, para etc. After settlement of 3 Years 2 Yearsaudit points
32. Stores procedure file Yearly 3 Years Permanent
33. Gate passes When a book 3 Years 2 Yearsis complete
PURCHASE1. Indent Register After indents in the 3 Years 2 Years
register are convertedby A/Ts
2. Stores requisition register After all the issues are 13 Years 2 Years(A/T wise) accounted with
supplies
STORES & PURCHASE (Page-2)
Main head of the file/ When does it close Retention period after closure ofregister file/register
After transfer torecord room(Yrs)
In the deptt.(Years)
10.2.11
STORES & PURCHASE (Page-3)
3. Stores requisition register Yearly 3 Years 2 Years
4 (A) Cases with no complications After completion of 3 Years 1 Yearwithin the powers if CPOS order & paymentinvolving purchase of general available to the party& maint.stores. in full
(B) Purchase committee cases - do - 3 Years 1 Year(C) Cases involving legal After full settlement 3 Years 5 Years after the
action, arbitration, vigilance, of case & approval contract is fullyCBI etc. of COPS satisfied & completed
(D) Cases involving development After full development 3 Years 2 Yearsof an item
(E) Cases involving perspective After receipt of 3 Years 1 Year
planning material & paymentto party in full
(F) Cases in which purchase Yearly 3 Years Permanentpolicy decisions are taken
(G) Cases involving RAO's audit - do - 3 Years 7 Yearsobjection & paras
(H) Cass involving rejected 3 Years - After settlementstores & later on broughton charge
(I) Cases involving import After receipt of 3 Years 7 Yearsof items material and payment
(J) Cases involving purchase - do - 3 Years 2 Yearsof capital items
5. Files relating to registration Yearly 3 Years Permanentof firms
6. Files relating to Black listing Yearly 3 Years Permanentof firm
7. Files relating to temporary Yearly/after expiry 3 Years 1 Yearsuspension of firms of suspension
8. Purchase progress report Supply completion 3 Years -
9. List of approved suppliers - 3 Years Permanent
10. Sample room register/file After completion 2 Years -of action onthe sample
Main head of the file/ When does it close Retention period after closure ofregister file/register
After transfer torecord room(Yrs)
In the deptt.(Years)
10.2.12
CLAIMS
1. New claim file Yearly 3 Years 2 Years
2. Cheque register Yearly 3 Years 2 Years
3. Minutes of the meeting Yearly 3 Years Permanentwith Rlys register
4. Claim advice index register Yearly 3 Years Permanent
5. Rly.receipt index register Yearly 3 Years Permanent
6. Claim register Yearly 3 Years Permanent
7. Freight/diversion/progress register Yearly 3 Years Permanent
8. Disallowance register Yearly 3 Years Permanent
9. Premium bill register Yearly 3 Years Permanent
10. Misdelivery index register Yearly 3 Years Permanent
11. Correspondence regarding claims Yearly 3 Years 2 Years aftersettlement of claim
12. Correspondence regarding rates & Yearly 3 Years 2 Years afterrefunds, test weighment, settlement of claimdefective sleepers
13. Correspondence regarding raw Yearly 3 Years - do -material coal claims
14. Correspondence regarding claims Yearly 3 Years - do -of general stores
15. Correspondence regarding Yearly 3 Years - do -inland insurance
16. Policy matters Yearly 3 Years Permanent
17. Import claims Yearly 3 Years 4 Years
18. Misdelivered & unconnected Yearly 3 Years -wagon
19. Involved goods claim Yearly 3 Years 2 Years
20. Outward booking Yearly 3 Years 2 Years
21. Sl.wise claims under the When 3 Years 2 Years
heads IV to XI finalized
STORES & PURCHASE (Page-4)
Main head of the file/ When does it close Retention period after closure ofregister file/register
After transfer torecord room(Yrs)
In the deptt.(Years)
10.2.13
Main head of the file/ When does it close Retention period after closure ofregister file/register
After transfer torecord room(Yrs)
In the deptt.(Years)
CONTRACTS
1. Correspondence/award of After the final 3 Years 5 Years after thecontracts relating to loading, execution of work contract is fullyunloading, transportation, satisfied & completed.stacking repairs vulcanising,body building of equipments etc.
2. Correspondence relating to Yearly 3 Years 4 Yearsadditions/alterations/modifications/changes etc.and its approval/sanction.
3. Contract awarded register When full 3 Years 5 Years after thecontract is fully
satisfied & completed.
4. Work order register When full 3 Years - do -
5. Earnest money deposit register When full 3 Years - do -
6. Agreement register When full 3 Years - do -
7. Contractors particular register When full 3 Years - do -
8. Quotation/tender register When full 3 Years - do -
9. Write-off sanction register When full 3 Years 17 Years
10. Imprest accounts register When full 3 Years 7 Years
11. Administrative approval & When filled-in 3 Years 4 YearsTechnical sanction register
RAW MATERIALS
1. Correspondence regarding Yearly 3 Years 7 Yearsrequirements, supply, progressof supply and other relatedmatters of raw materials.
2. Correspondence relating to Yearly 3 Years 5 Yearspurchase and stores
3. Correspondence relating to Yearly 3 Years 7 Yearsproduction/fulfillment/ breakdownrepairs/ modification/repairs/maintenance etc.
4. Correspondence relating to sales Yearly 3 Years 4 Yearsof plant products
STORES & PURCHASE (Page-5)
10.2.14
Main head of the file/ When does it close Retention period after closure ofregister file/register
After transfer torecord room(Yrs)
In the deptt.(Years)
1. Court cases After 3 Years 5 Years after disposaljudgment of the case by the
highest appellatecourt, but thejudgments of all thecases should beretained permanently.
2. Royalty files Yearly 3 years 5 Years
3. Royalty register Does not arise 3 years 5 years
4. Library/News Papers Yearly 3 Years 1 Year
5. Subscriptions: Yearly 3 Years 2 YearsNews papers/journals/books etc.
LAW DEPARTMENT
10.2.15