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    HR HAND BOOK FOR NPCIL EMPLOYEES (Updated till 1st July, 2011)

    CONTENTS

    PREFACE CHAPTER - 1 KNOW YOUR ORGANISATION 1.1 Organisation History 1.2 Core Business 1.3 Mission 1.4 Vision 1.5 Objectives 1.6 Organisation Structure at Headquarters 1.7 Organisation Structure at Power Stations 1.8 Organisation Structure at Power Projects 1.9 Directorate of Human Resource 1.10 Present Operating Capacity 1.11 Capacity addition 1.12 Upcoming Projects CHAPTER - 2 GENERAL CONDITIONS OF SERVICE 2.1 Classification of Posts 2.2 Medical Examination on appointment 2.3 Probation and Confirmation 2.4 Periods and hours of work and holidays 2.5 Entry, Exit and Search 2.6 Transfer of employees CHAPTER - 3 PAY & ALLOWANCES 3.1 Standard designations and scales of pay 3.2 Fixation of Pay 3.3 Annual Increment 3.4 Stagnation 3.5 Additional Increments to Scientific Officers/Engineers/Technical

    Officers 3.6 Additional increments to Executives/Stipendiary Trainees on

    successful completion of training 3.7 Dearness Allowance 3.8 House Rent Allowance 3.9 City Conveyance Allowance 3.10 Site Location Allowance

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    3.11 Washing Allowance 3.12 Cash Handling Allowance to Cashiers 3.13 Non-practising Allowance 3.14 Special Allowance for Scientific Officers / Engineers in SO/H+ 3.15 Night Duty Allowance 3.16 Update Allowance 3.17 Patient Care Allowance 3.18 Allowances for Nursing personnel 3.19 Charge Holding Allowance CHAPTER - 4 EMPLOYEE BENEFITS & FACILITIES 4.1 Medical Facilities 4.2 Leave Rules 4.3 Leave Encashment 4.4 Leave Travel Concession (LTC) 4.5 Encashment of LTC 4.6 Encashment of leave along with LTC 4.7 Sponsorship for Higher Education 4.8 Membership in Professional Institutions 4.9 Children Education Assistance (CEA) 4.10 Scholarship to the Children of Employees 4.11 Forwarding of Application for Employment 4.12 Reimbursement of Cable TV Expenditure 4.13 Reimbursement of Canteen Subsidy 4.14 Residential Accommodation / Townships 4.15 Leased Accommodation 4.16 Free Units of Electricity 4.17 Reimbursement of charges to NPCIL HQ employees for consumption

    of electricity for domestic use 4.18 Uniforms / Workwears 4.19 Reimbursement of Cost of Newspapers & Periodicals CHAPTER - 5 LOANS AND ADVANCES 5.1 Interest Free Advances 5.2 Interest Bearing Advances 5.3 House Building Advance CHAPTER - 6 TRAVELLING ALLOWANCE & JOINING TIME 6.1 Travelling Allowance on Tour 6.2 Joining Time 6.3 Travelling Allowance on Transfer 6.4 Travelling Allowance on Retirement 6.5 Travelling Allowance on referral for Medical Treatment

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    CHAPTER - 7 INCENTIVES & AWARDS 7.1 Cash Award for Acquiring Higher Qualification 7.2 Incentive for Adoption of Small Family Norms 7.3 Performance Linked Incentive Schemes (PLIS) 7.4 Qualification Incentive Allowance 7.5 Awards CHAPTER - 8 CAREER GROWTH AND PROGRESSION 8.1 Scientific and Technical employees 8.2 Non Technical employees CHAPTER - 9 STATUTORY BENEFITS AND SOCIAL SECURITY SCHEMES 9.1 Provident Fund Scheme 9.2 Deposit Linked Provident Fund Insurance Scheme 9.3 Gratuity Scheme 9.4 Group Savings Linked Insurance Scheme 9.5 DAE Employees Family Relief Scheme 9.6 House Building Advance Insurance Scheme 9.7 Payment of Ex-gratia in deserving cases to Families of Employees

    who Die While in Service and missing employees. CHAPTER - 10 NPCIL (CONDUCT) RULES, 1994 10.1 Scope of Service 10.2 Basic Rules of Conduct 10.3 Do's and Don'ts under the Conduct Rules CHAPTER - 11 VIGILANCE CHAPTER - 12 SEVERANCE 12.1 Retirement on attaining the age of superannuation 12.2 Resignation 12.3 Premature Retirement Scheme CHAPTER 13 INTEGRATED BUSINESS APPLICATION (IBA) CHAPTER 14 MISCELLANEOUS 14.1 NOC for Passport 14.2 Permission for visiting foreign countries 14.3 Procedure for Change of Name

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    11

    PREFACE

    HR Policy Group brings out a fresh edition of NPCIL HR Hand book every

    year in the month of July-August when new talent is inducted for training ever

    since the first edition was brought out in September 2006. The Hand book

    covers topics such as Organisational Structure, Employee Compensation,

    Perks, Privileges and fringe benefits, Career Progression, Social Welfare

    schemes, Integrated Business Application (IBA) etc. The present edition comes to you with updated information on the topics covered in the Handbook besides inclusion of certain additional topics like

    PLIS, NPCIL Leave Rules etc., which will be immensely useful to the employees in getting brief idea on these topics. It is reiterated that the matters presented here are in brief and meant to

    give the employees first hand information on the relevant provisions and is not

    meant for authoritative quotation for claiming or processing their entitlements.

    For accurate and specific reference, the concerned Scheme/HQI may have to be

    referred.

    Suggestions for improving the Handbook are most welcome.

    Corporate HR Policies Group Directorate of Human Resource

  • - 5 -

    CHAPTER 1

    KNOW YOUR ORGANISATION

    1.1 Organisation History

    The Atomic Energy Act was enacted in the year 1948 with the objective of providing for the development, control and use of atomic energy for the welfare of the people of India and for other peaceful purposes. In pursuance of the Act, the Atomic Energy Commission was set up in August 1948. The Atomic Energy Commission was entrusted with the responsibility of policy making in the matter of atomic energy. It was later decided that a separate Department, with full powers of a Ministry of the Government of India, should be set up entrusting it with the responsibility of development of atomic energy for peaceful purposes. Thus, the Department of Atomic Energy (DAE) came into existence in August 1954 under the direct charge of the Prime Minister.

    The Atomic Energy Commission was reconstituted in 1958 with full executive and financial powers. The major functions and activities of the DAE are Nuclear Power Programme, Research and Development, Industrial and Mineral Sector Development, Regulation and Safety and the management of the Public Sector Undertakings set up under DAE. The responsibility for implementation of the Nuclear Power Programme was entrusted to the erstwhile Power Projects Engineering Division (PPED), which was later converted into the Nuclear Power Board (NPB) and now, the Nuclear Power Corporation of India Limited (NPCIL). NPCIL was incorporated as a public limited company wholly owned by the Government of India, under the Companies Act 1956 and commenced its business with effect from September 17, 1987. The Company is managed by the Board of Directors. In forming the Company in 1987, all the assets (with the exception of RAPS-1) of NPB were transferred to NPCIL with 50 per cent of the value of the assets being treated as equity and the remaining as loan in perpetuity from the Government. RAPS-1, being the first Pressurised Heavy Water Reactor, was retained by the Government of India and this unit is being managed by NPCIL on behalf of DAE. The composition of the NPCIL Board of Directors is broad based. It includes representatives from BARC, Central Electricity

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    Authority, Planning Commission, Ministry of Power, Ministry of Environment and Forests etc. for effective interfacing with the Power Sector as a whole in the country and also R&D sector of DAE.

    The Registered Office of the Company is at 16th Floor, Centre 1, World Trade Centre, Cuffe Parade; Mumbai 400 005 and its Corporate Office is at Nabhikiya Urja Bhavan and Vikram Sarabhai Bhavan, Anushaktinagar, Mumbai 400 094. The authorised share capital of the company is ` 15000 Crores and paid up share capital is ` 10145 Crores. Total assets of the Company are of ` 41,894 Crores and Net Worth ` 22162 Crores as on 31.03.2011. After formation of the Company, a massive programme of setting up Nuclear Power Reactors was launched. A focussed approach was adopted to have all-round improvement in operations and maintenance, safety, finance, etc. which will also generate internal surplus besides establishing the viability of nuclear power as a long term strategy. NPCIL has gained significant experience in setting up PHWRs and operating them. This technology has achieved a state of maturity. With a view to achieve faster capacity addition, widening the options and to be able to access external funds, it was decided to launch 2 x 1000 MWe Units in co-operation with the Russian Federation. This project is under construction at Kundankulam, Tamil Nadu. With the commissioning of RAPS 6, number of nuclear power reactors in commercial operation in the country, has increased to nineteen (19) with a total installed capacity 4560 MWe. With nineteen reactors, India has joined group of the USA, France, Japan, Russian Federation, Republic of Korea and United Kingdom in terms of number of reactors in operation. Out of total capacity of 4560 MWe, 1180 MWe capacity from six reactors (units 1 to 6) is at single site at Rawatbhata, Rajasthan. DAEs Vision 2020 envisages setting up 20000 MWe installed capacity by the year 2020. However, the current thinking is to have a far higher installed capacity by that date in the wake of the increased international co-operation for accelerating the nuclear power programme of the country. There are, thus, great opportunities unfolding before the Company.

    1.2 Core Business

    The Core Business of NPCIL is power generation through nuclear technology at its nuclear power reactors located across India. The power is fed into the regional grids and is shared by various States as per the allocation done by the Ministry of Power, Government of India and agreement with beneficiary States.

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    1.3 Mission

    To develop Nuclear Power Technology and produce in a self-reliant manner nuclear power as a safe, environmentally benign and economically viable source of electrical energy to meet the growing electricity needs of the country.

    1.4 Vision To set up 20000 MWe Nuclear Power capacity by the year 2020.

    1.5 Objectives

    To optimise power generation and profitability from nuclear power stations in operation with a motto of achieving excellence in safety first and production next, commensurate with the organisational goal.

    To increase nuclear power generation capacity in the country

    consistent with available resources in a self reliant, safe, economical and rapid manner in keeping with the growth of energy demand in the country.

    To continue and strengthen Quality Assurance (QA) activities

    relating to nuclear power programme, within the organisation and those associated with it.

    To develop technical personnel at all levels through an

    appropriate Human Resource Development (HRD) programme in the organisation with a view to further improving the skills and performance consistent with the high technology operation.

    To continue and strengthen the environmental protection

    measures relating to nuclear power generation. To continue and strengthen the Public Awareness

    Programmes for enhancing and improving the public perception of Nuclear Power in the country.

    To share appropriate technological skills and expertise at

    national and international levels. To explore and promote participation of Indian Industry,

    State Electricity Board and other Public Sector Undertakings in the Nuclear Power capacity addition programme by forming Joint Venture Projects.

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    To coordinate and endeavour to keep the sustained association with R&D units, Fuel and Heavy Water Units for supplementing these inputs on continuous basis.

    1.6 Organisation Structure at Headquarters

    Chairman and Managing Director is the Chief Executive of the Company. Director (Technical), Director (Finance), Director (Projects), Director (Operations) and Director (Human Resource) represent the Company in the Board of Directors among the other part time Directors appointed by the Government.

    Directors, Senior Executive Directors and/or Executive Directors head the various corporate functional directorates at Headquarters. Major corporate functional directorates are Technical, Engineering, Projects, Operations, Human Resource, Finance, Contracts and Materials Management, Procurement, Quality Assurance, Research and Development, Knowledge Management, Safety, Corporate Services, Corporate Planning, Rehabilitation & Resettlement and Vigilance.

    1.7 Organisation Structure at Power Stations Site Executive Director (More than three twin units) Site Director (Two to three twin units) Station Director (Twin unit)

    Chief Superintendent

    Maintenance Superintendent

    Operation Superintendent

    Technical Services

    Superintendent

    Quality Assurance

    Superintendent

    Training Superintendent

    Other functional Heads reporting to Unit Head

    Human Resource

    Finance and Accounts

    Contracts and Materials Management

    Medical Superintendent

    1.8 Organisation Structure at Power Projects

    A Power Project is normally headed by a Project Director. The Project Director is assisted by a Chief Construction Engineer. Chief Engineers or Additional Chief Engineers head the various functional Groups like Civil, Mechanical, Electrical, Erection, etc. In the advanced construction stage, the Operation and Maintenance (O&M) organisation is also set up in parallel, for ensuring smooth transition from the construction phase to the commissioning phase and then to the O&M phase. The Human

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    Resource, Finance and Contracts and Materials Management Groups are headed by officers at the level of Additional General Manager or Deputy General Manager in Projects.

    1.9 Directorate of Human Resource

    The Directorate of Human Resource is headed by the Director (Human Resource), who advises CMD and the top management on all Human Resource matters. The Director (Human Resource) is aided and assisted by different functional groups at Headquarters and Human Resource groups at the Units. The Corporate objectives of the Directorate of Human Resource are - Acquire the right personnel in terms of qualification, skill, etc.

    Develop such personnel by way of training to improve and

    sharpen their capabilities and motivate them to perform various functions efficiently and effectively and improve productivity

    Evolve and nurture a suitable participative style of

    management to create harmonious working relationship. Objectively evaluate the performance of the employees and

    facilitate their career development.

    Develop an organisational culture in which teamwork is effective.

    Create a sense of belongingness among the employees to give

    an impetus towards organisational effectiveness and organisational goals.

    1.10 Present Operating Capacity

    The present operating capacity of the Company is 4560 MWe with 19 reactors in operation as detailed below :

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    1.11 Capacity Addition

    The following projects are under different stages of construction adding to the generation capacity of the Company by 4800 MWe.

    Name of the Project Location Units Capacity

    Kudankulam Nuclear Power Project

    Kudankulam Tamil Nadu

    Unit 1 1000 MWe Unit 2 1000 MWe

    Kakrapar Atomic Power Project Kakrapar Gujarat Unit 3 700 MWe Unit 4 700 MWe

    Rajasthan Atomic Power Project

    Rawatbhata Unit 7 700 MWe

    Rajasthan Unit 8 700 MWe

    Name of the Station

    Location Units First Criticality date

    Commercial Operation Date

    Installed /Re-rated capacity

    Tarapur Atomic Power Station

    Tarapur Maharashtra

    Unit 1 01.02.1969 28.10.1969 160 MWe

    Unit 2 28.02.1969 28.10.1969 160 MWe

    Rajasthan Atomic Power Station

    Rawatbhata Rajasthan

    Unit 1 11.08.1972 16.12.1973 100 MWe Unit 2 08.10.1980 01.04.1981 200 MWe Unit 3 24.12.1999 01.06.2000 220 MWe Unit 4 03.11.2000 23.12.2000 220 MWe Unit 5 24.11.2009 04.02.2010 220 MWe Unit 6 23.01.2010 31.03.2010 220 MWe

    Madras Atomic Power Station

    Kalpakkam Tamil Nadu

    Unit 1 02.07.1983 27.01.1984 220 MWe

    Unit 2 12.08.1985 21.03.1986 220 MWe Narora Atomic Power Station

    Narora, Uttar Pradesh

    Unit 1 12.03.1989 01.01.1991 220 MWe

    Unit 2 24.10.1991 01.07.1992 220 MWe Kakrapar Atomic Power Station

    Kakrapar Gujarat

    Unit 1 03.09.1992 06.05.1993 220 MWe

    Unit 2 08.01.1995 01.09.1995 220 MWe

    Kaiga Generating Station

    Kaiga Karnataka

    Unit 1 26.09.2000 16.11.2000 220 MWe Unit 2 24.09.1999 16.03.2000 220 MWe Unit 3 26.02.2007 06.05.2007 220 MWe Unit 4 27.11.2010 20.01.2011 220 MWe

    Tarapur Atomic Power Station

    Tarapur Maharashtra

    Unit 4 05.03.2005 12.09.2005 540 MWe

    Unit 3 21.05.2006 18.08.2006 540 MWe

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    1.12 Upcoming Projects Name of the New Projects/ New Sites Location

    New Projects

    Jaitapur Nuclear Power Project Jaitapur Maharashtra

    KKNPP 3&4 Kudankulam, Tamil Nadu New Sites

    Andhra Pradesh Kovvada

    Gujarat Chhaya-Mithi Virdi

    Haryana Kumharta

    Madhya Pradesh Bargi

    West Bengal Haripur

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    CHAPTER 2

    GENERAL CONDITIONS OF SERVICE

    2.1 Classification of posts Posts in the Company have been classified into three Groups, as below:-

    S N Classification

    Pay Scale/ Pay Band

    covered (`) Grade Pay

    (`)

    1 Group A

    80000 Nil 75500-80000

    67000-79000 37400-67000 10000, 8900, 8700 15600-39100 7600, 6600, 5400

    2 Group B 9300-34800 5400, 4800, 4600, 4200

    3 Group C 5200-20200 2800, 2400, 2000, 1900, 1800 All Group `D employees are upgraded to Group `C scales subsequent to 6th CPC revision of scales of pay.

    2.2 Medical examination on appointment

    Appointment to any post in the Company is subject to the candidate being found medically fit. The candidates selected for appointment in the Company will, therefore, have to undergo medical examination by designated Medical Authorities.

    2.3 Probation and confirmation

    Directly recruited Company employees will be placed on probation for a period of one year. Probation will be closed, if the conduct and performance of the employee is found to be satisfactory during the period of probation and subject to receipt of satisfactory Character and Antecedents Verification report from the Police and IB failing which probation will be extended or services will be terminated.

    2.4 Periods and hours of work and holidays

    Periods and hours of work will be fixed by the Management, taking into consideration the functional requirements, subject to statutory provisions and directives.

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    The employees in Headquarters are required to work for 8 hours a day, with half an hour lunch break, for five days a week. The employees in the Projects and Stations are required to work for 8 hours a day, with half an hour lunch break, for six days a week. Second Saturdays will, however, be holidays for the employees in Projects and Stations.

    Employees may be required to work in shifts, as may be decided by the Management from time to time.

    Holidays to be observed are notified separately for Headquarters and each Site/Station/Project.

    2.5 Entry, exit and search

    Entry to and exit from the Company premises is regulated by Time Attendance Management System and in accordance with the security requirements of the concerned Units/offices. Employees are required to comply with these regulations strictly.

    Employees are also liable to be searched/frisked while entering or leaving the Company premises or while in the premises, in accordance with the security requirements.

    2.6 Transfer of employees

    Company employees are liable for transfer from one office to the other or from one Unit to the other or from one location to the other, depending upon the organisational requirements. Transfers and movements of employees within the organisation also provide opportunities for the employees to gain wider exposure and experience leading to their growth and development. Employees transferred in the interest of the Company will be eligible for joining time and transfer TA, as per the Company rules.

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    CHAPTER 3

    PAY & ALLOWANCES 3.1 Standard designations and scales of pay

    All scales of pay are Central Government pay scales, notified under CCS Revised (Pay) Rules, 2008, as amended from time to time.

    (A) Scientific Posts

    Grade Pay Scales/Pay Band (`) Grade Pay

    Chairman and Managing Director

    Apex Scale 80000 Nil

    Distinguished Scientist HAG + Scale

    75500-80000 (Annual

    increment @ 3%)

    Nil

    Outstanding Scientist HAG Scale

    67000-79000 (Annual

    increment @ 3%)

    Nil

    Scientific Officer/Engineer H+ PB 4 37400-67000

    10000 +

    Special Pay ` 4000

    Scientific Officer/Engineer H PB 4 37400-67000 10000 Scientific Officer/Engineer G PB 4 37400-67000 8900 Scientific Officer/Engineer F PB 4 37400-67000 8700 Scientific Officer/Engineer E Technical Officer 'E' PB 3 15600-39100 7600

    Scientific Officer/Engineer D Technical Officer 'D' PB 3 15600-39100 6600

    Scientific Officer/Engineer C Technical Officer 'C' PB 3 15600-39100 5400

    Scientific Officer/Engineer SB Technical Officer 'B'

    PB 2 9300-34800 4800

    The pay scales mentioned above for Scientific Officers/Engineers are also applicable to Medical Officers in equivalent grades

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    (B) Technical

    Grade Pay

    Scales/Pay Band (`)

    Grade Pay

    SA/G, FM/E, Technical Supervisor/B (Drawing), Technical Supervisor/B, Matron, CFO/B, DCFO/C, Technical Officer/E (Fire)

    PB 3 15600-39100 7600

    SA/F, FM/D, Technical Supervisor/A (Drawing), Technical Supervisor/A, CFO/A, DCFO/B, Station Officer/C, Sister-in-charge/B, Assistant Matron/B, Technical Officer/D (Fire)

    PB 3 15600-39100 6600

    SA/E, FM/C, DM/E, Sr Technician/J, DCFO/A, Station Officer/B, Sister-in-charge/A, Nurse D, Auxiliary Nurse/H

    PB 3 15600-39100 5400

    Nurse C, Pharmacist/F, Auxiliary Nurse/G PB 2

    9300-34800 5400

    SA/D,FM/B, DM/D, Senior Technician/H, Station Officer/A, Pharmacist/E, Supervisor D (CM), Sister-in-charge/A, Sub-Officer/D, Nurse/B, Auxiliary Nurse/F

    PB 2 9300-34800 4800

    SA/C, FM/A, DM/C, Technician/G, Supervisor C (CM), Pharmacist/D, Sub-Officer/C, Leading Fireman/D, Nurse/A, Auxiliary Nurse/E

    PB 2 9300-34800 4600

    SA/B, AFM, Charge Hand, DM/B, DM/B1, Technician/F, Technician/F1, Supervisor B(CM), Supervisor/B1(CM), Sub-Officer/B, Sub-Officer/B1, Leading Fireman/C, DCO/D, Fireman/E, Nurse/B, Pharmacist/C, Pharmacist/C1

    PB 2 9300-34800 4200

    Technician/D, DCO/C, Leading Fireman/B, Fireman/D, Nurse/A, Auxiliary Nurse/D, Pharmacist/B

    PB 1 5200-20200 2800

    Technician/C, DCO/B, Leading Fireman/A, Fireman/C, Auxiliary Nurse/C PB 1

    5200-20200 2400

    Technician/B, DCO/A, Fireman/B, Auxiliary Nurse/B, Tracer PB 1

    5200-20200 2000

    Technician/A, Auxiliary Nurse/A, Fireman/A PB 1

    5200-20200 1900

    Legend: SA= Scientific Assistant, DM = Draughtsman, FM = Foreman, CM= Cosmetic Maintenance, DCO = Driver-cum-Operator

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    (C) Non-Technical

    Grade Pay Scales/Pay Band (`) Grade Pay

    General Manager PB 4

    37400-

    67000 10000

    Additional General Manager PB 4

    37400-

    67000 8900

    Deputy General Manager PB 4

    37400-

    67000 8700

    Senior Manager, Senior Principal Private Secretary PB 3

    15600-

    39100 7600

    Manager, Principal Private Secretary PB 3

    15600-

    39100 6600

    Deputy Manager, Hindi Officer PB 3

    15600-

    39100 5400

    Senior Private Secretary, Sr .Assistant Grade 2 PB 2 9300-34800 5400

    Assistant Manager, Private

    Secretary, Sr. Assistant Grade

    1, Sr. Hindi Translator

    PB 2 9300-34800 4800

    PA, Assistant Grade 3, Jr.

    Hindi Translator PB 2 9300-34800 4600

    Steno Gr.2, Assistant Grade 2 PB 2 9300-34800 4200

    Steno Gr.1, Assistant Grade 1 PB 1 5200-20200 2400

    (D) Auxiliary

    Grade Pay Band (`) Grade Pay ASO Gr IV PB 2 9300-34800 5400 ASO Gr III PB 2 9300-34800 4800 ASO Gr II PB 2 9300-34800 4600 Spl Gr. Driver, Sr.CA, ASO Gr. I PB 2 9300-34800 4200 Dvr Gr. III, Sr Attendant/B, Sr Hospital Attendant/B PB 1 5200-20200 2800

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    Dvr Gr.II, Halwai(Ck) Gr.C, Sr CA, Sr Attendant/A, Sr Hospital Attendant/A

    PB 1 5200-20200 2400

    JCA/B, Halwai (Cook) Gr. B, Attendant/C, Hospital Attendant/C

    PB 1 5200-20200 2000

    Driver Gr. I, Helper/E, JCA/A, Halwai (Cook) Gr. A, Wman/E, Attendant/B, Hospital Attendant/B

    PB 1 5200-20200 1900

    Canteen Attendant/A/B/C, Watchman/A/B/C/D, Attendant/A, Hospital Attendant/A

    PB 1 5200-20200 1800

    3.2 Fixation of pay

    Entry Pay - Section III of CCS (RP) Rules, 2008

    Grade Pay

    Pay in the Pay Band

    Total

    PB 1 (` 5200-20200) 1800 5200 7000 1900 5830 7730 2000 6460 8460 2400 7510 9910 2800 8560 11360

    PB 2 (` 9300-34800) 4200 9300 13500 4600 12540 17140 4800 13350 18150

    PB 3 (` 15600-39100) 5400 15600 21000 6600 18750 25350 7600 21900 29500

    PB 4 (` 37400-67000) 8700 37400 46100 8900 40200 49100 10000 43000 53000 12000 47100 59100

    Fixation of pay on promotion will be done in the following

    manner:

    (a) One increment equal to 3% of the sum of the pay in the pay band and existing grade pay will be computed and rounded off to the next multiple of 10.

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    This will be added to the existing pay in the pay band. The grade pay corresponding to the promoted post will thereafter be granted in addition to the pay in the pay band.

    (b) In cases, where promotion involves change in the pay

    band also, the pay will be fixed as at (a) above. However, if the pay in the pay band after adding the increment is less than the minimum of the higher pay band to which promotion is taking place pay in the pay band will be stepped up to such minimum.

    (c) In case of promotion from PB 4 to HAG after adding

    one increment in the manner @ 3% of sum of the pay in the pay band and grade pay applicable rounded off to next multiple of 10, the pay in the pay band and existing grade pay will be added and the resultant figure will become the basic pay in HAG +. This shall not exceed ` 80000, the maximum of the scale. For Medical Officers in receipt of NPA (Non Practising Allowance), Pay + NPA shall not exceed ` 85000.

    The employees on promotion shall have an option for fixation of their pay either from the date of promotion or from the date of accrual of increment. The options for pay fixation on promotion can be exercised online through IBA.

    3.3 Annual increment

    General Principles (a) On initial appointment, the first increment will be

    granted on completion of minimum 6 months and above service as on 1st July of the year. However, the grant of such increment will be subject to satisfactory completion of probation period.

    (b) Annual Increment in all cases is drawn on 1st July

    every year except where it is specifically ordered otherwise.

    (c) Extraordinary leave without medical certificate and

    dies-non period will not count for increment.

    (d) Increments could be withheld as a measure of penalty either with cumulative effect or without cumulative effect.

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    3.4 Stagnation

    If an employee reaches maximum of the pay band, he/she shall be placed in the next higher pay band after one year of reaching the maximum. At the time of placement in higher pay band, benefit of one increment will be provided. Thereafter, the employee continues to move in the higher pay band till his pay in the pay band reaches the maximum of Pay Band 4, after which no further increments will be granted.

    3.5 Additional increments to Scientific officers/Engineers /Technical Officers

    Additional incentive in the form of two increments is allowed to Scientific Officers/Engineers/Technical Officers in the grades from D to G w.e.f 01.01.2006 as under : S N Grade Amount of incentive admissible (`) 1 SO/Engineer/TO D 1520 2 SO/Engineer/TO E 1770 3 SO/Engineer/TO F 2770 4 SO/Engineer/TO G 2950

    These two increments are not to be merged with basic pay and will not be taken into consideration for pay fixation.

    3.6 Additional increments to Executive/Stipendiary Trainees on successful completion of training

    As per the present policy, Executive Trainees are sanctioned up to a maximum of three additional increments on their absorption as SO/C on successful completion of training. The actual number of additional increments would be based on the performance of the trainees during training. Better the performance, higher the number of increments.

    A similar provision exists for Stipendiary Trainees (Scientific

    Assistants and Technicians). 3.7 Dearness Allowance

    DA is revised twice a year, payable from 1st January and 1st July. At present DA rate is 51% of basic pay (pay in the pay band + Grade Pay + NPA) with effect from 1st January 2011.

    3.8 House Rent Allowance (HRA)

    HRA is payable if Government/Company accommodation is not occupied by the employee or spouse. HRA is not admissible if the

  • - 20 -

    employee is residing in accommodation allotted to his/her parents, son/daughter by the Central/State Government, Autonomous bodies, PSUs or Semi-Government organisations.

    Classification* of Cities/Towns

    Rate of HRA as a % of Basic Pay + NPA, where applicable

    X 30% Y 20% Z 10%

    *As classified by Government of India for HRA purpose from time to time.

    3.9 City Conveyance Allowance

    City Conveyance Allowance is payable to employees borne on the rolls of NPCIL Headquarters at following rates:

    Category

    Amount of City Conveyance Allowance (per month)

    Employees not provided with

    Company transport

    facility

    Employees provided with

    Company transport

    facility Officers in the rank of EDs and above (who are entitled for independent vehicles)

    -- ` 3300

    Employees drawing grade pay of ` 5400 and above (excluding EDs and above)

    ` 4500 ` 2100

    Employees drawing grade pay of ` 4200, ` 4600 and ` 4800 and those drawing Grade Pay below ` 4200 but drawing pay in the pay band equal to ` 7440 & above

    ` 2500 ` 1300

    Employees drawing grade pay below ` 4200 ` 1050 ` 570

    Site Conveyance Allowance

    Site Conveyance Allowance is payable to employees borne on the rolls of NPCIL Sites/Stations/Projects at the following rates:

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    Category Amount of Site Conveyance Allowance Employees not provided with

    Company transport facility

    Employees provided with

    Company transport facility

    Officers in the rank of Chief Superintendent, Chief Construction Engineers, Station Directors, Project Directors and Site Directors

    -- ` 2800

    Employees drawing grade pay of ` 5400 and above (excluding officers who are entitled for independent vehicles)

    ` 4000

    ` 1600

    Employees drawing grade pay of ` 4200, ` 4600 and ` 4800 and those drawing Grade Pay below ` 4200 but drawing pay in the pay band equal to ` 7440 & above

    ` 2000

    ` 800

    Employees drawing grade pay below ` 4200

    ` 800

    ` 320

    General conditions : The City/Site Conveyance Allowance shall not be paid during

    EOL, Unauthorised Absence/Dies-non and suspension. Blind or orthopaedically handicapped employees who are not

    provided with transport shall be paid the allowance at double the normal rate (the rate at which the allowance is payable for the employees not availing transport). Where, however, Company transport is provided, the allowance to such employees shall be paid at the normal rate at par with other employees.

    3.10 Site Location Allowance

    Site Location Allowance is payable @ 10% of Basic Pay + NPA to all the NPCIL employees borne on the rolls of the Construction Projects, Operating Stations and New Sites.

    3.11 Washing allowance

    With effect from 01.12.2008 washing allowance is payable to eligible employees who have been provided work wears/uniforms, @ ` 130/- per month.

  • - 22 -

    3.12 Cash Handling Allowance to Cashiers

    Asst. Grade 1, who are required to perform the duties of Cashier are eligible to draw the cash handling allowance at the following rates with effect from 01.09.2008 : Amount of average monthly cash disbursed Rate per month Up to ` 50,000 150 Over ` 50,000 and up to ` 2,00,000 300 Over ` 2,00,000 and up to ` 5,00,000 400 Over ` 5,00,000 and up to ` 10,00,000 500 Over ` 10,00,000 600

    3.13 Non-practising Allowance (NPA)

    Medical officers of the Company are paid NPA @ 25% of Basic Pay (Pay in the Pay Band + Grade Pay) subject to the condition that Basic Pay plus NPA does not exceed ` 85000 p.m.

    3.14 Special allowance for Scientific Officers/Engineers in the grade of SO/H+

    A special allowance of ` 4000/- per month is allowed to Scientific Officers/Engineers in SO/H+ grade in the scale of pay of ` 37400-67000 with ` 10000 as Grade Pay, in lieu of a separate higher pay scale. This allowance is to be continued till the officers are promoted to the grade of Outstanding Scientist.

    3.15 Night Duty Allowance

    Night duty allowance is given to the employees drawing pay up to ` 6800/- p.m. (pre-revised) who perform duties between 2200 hrs and 0600 hrs. Rate per hour is calculated on the basis of Pay & DA appropriate to the pre-revised pay at the relevant point. In the case of employees who joined Company service after 01.01.1996, notional pay in the pre-revised scale of pay will be considered.

    3.16 Update Allowance

    The Allowance is granted with the objective of helping the employees to keep themselves updated in the field of nuclear sciences and technology and related fields and widen their horizon. The current rates are as given below :

  • - 23 -

    S N Category Pay Band

    Grade Pay `

    Amount in Rupees per annum (`)

    1

    All Scientists/ Engineers

    Apex scale HAG + scale, HAG scale

    Nil 30000

    SO/H + 37400-67000 10000 + (` 4000 SP)

    2 All Scientists/

    Engineers SO/F to SO/H

    37400-67000 10000 8900 8700

    20000

    3

    All Scientists/ Engineers/ Technical Officers

    (SO/C to SO/E)

    15600-39100 7600 6600 5400

    10000

    4

    All Scientific and Technical personnel below the grade of SO/C and all Non-Technical Officers and employees (irrespective of their pay scales).

    5000

    3.17 Patient Care Allowance Employees in Group "C" (Non-Ministerial) working in Company

    Hospitals and involved in patient care duties excluding Nursing Staff and those who are receiving Night Duty Allowance are eligible for Patient Care Allowance @ ` 690/- per month.

    3.18 Allowances for Nursing personnel

    Nursing personnel working in the Hospitals / Institutions are eligible for the following allowances:

    (a) Nursing Allowance @ ` 3200/- per month

    (b) Uniform Allowance @ ` 500/- per month

    (c) Washing Allowance @ ` 300/- per annum

    3.19 Charge Holding Allowance O&M personnel who are licensed and qualified and are

    given the charge of the main plant during round-the-clock shift of main plant as well as declared/ rostered shift duty of FHU will be eligible to receive Charge Holding Allowance.

  • - 24 -

    Employees in the FHU rostered shift shall be eligible for the

    Charge Holding Allowance only if they cover a minimum of Morning and Evening Shift in the cyclic order OR any two shifts continuously, if not the total shift of Morning, Evening and Night Shift duty.

    The Allowance will be payable during leave, based on the

    leave salary drawn subject to deductions stipulated. The Allowance shall not be payable during suspension. In case an employee rostered for shift duty absents from the full cycle of 25 days in a month he will not be eligible for the Charge Holding Allowance.

    An employee who is in receipt of the Charge Holding

    Allowance, in accordance with the provisions of HQI, will become ineligible for the Allowance, from the day he is taken out from round-the-clock shift duties.

    The rate of Charge Holding Allowance payable is as

    follows:-

    O&M Qualification category

    Charge Holding Allowance

    Level - I (Sr.SCE/SCE) ` 4,000/- pm

    Level - II (ASCE/ASCE(F)) ` 3,500/- pm

    Level - III (CE/CE(F)) ` 3,000/- pm

    Level - IV (FO/FO(F))

    ` 800/- pm (including Night Duty Allowance received under the extant orders)

    Level - V (SO/SO(F))

    ` 200/- pm (excluding Night Duty Allowance received under the extant orders)

    The following deductions are effected from the prescribed

    monthly amount of Charge Holding Allowance for the different levels where the concerned employees do not attend the prescribed/rostered night shift duties.

  • - 25 -

    O&M Qualification

    category

    Charge Holding Allowance

    (Per Month)

    Deduction to be effected per night

    shift duty not attended

    Level - I ` 4,000/- ` 400/- Level - II ` 3,500/- ` 350/- Level - III ` 3,000/- ` 300/-

    In respect of non-Licensed positions, i.e. Level IV and Level V the above deductions are not applicable. In respect of the Fuel Handling Unit personnel, the above deduction is applicable to the rostered second shift not attended, in lieu of night shift.

  • - 26 -

    CHAPTER 4

    EMPLOYEE BENEFITS & FACILITIES

    4.1 Medical Facilities

    Medical facilities to NPCIL employees and members of their families are provided under the Contributory Health Service Scheme (CHSS). Under the Scheme, fully fledged hospitals catering to employees and their family members function in Mumbai (run by BARC) as well as most other places where NPCIL Projects/Stations are located. For speciality/super speciality services, these hospitals have tie-ups with speciality/super speciality hospitals around the respective locations. Family for the purpose of benefits under the Scheme includes, besides the employee, spouse, children (restricted to two) up to the age of 25 years. Beyond the age of 18 years, facility will not be available to children if they are gainfully employed. Gainfully employed means where the monthly income is more than ` 8000/-. Parents can also be included in the definition of Family provided they normally reside with the employee and their monthly recurring income does not exceed ` 8000/-. Parents of a married female employee would also be entitled to the benefits of the scheme if they continue to be wholly dependent and permanently reside with the female employee after her marriage. She will however, have an option to include either her parents or her parents-in law for the CHSS benefits. Such option once exercised is final.

    Employees have to contribute 1% of their Basic Pay per month towards the Scheme. Retired employees can also avail facilities under the Scheme on payment of annual contribution or life time contribution. Facilities available under the Scheme include outpatient treatment and provision of medicines, hospitalisation, pathological, radiological and other diagnostic tests, specialist consultation and treatment, special facilities for treatment of acute or chronic diseases, maternity benefits, reimbursement of expenditure for obtaining treatment from outside in emergency, etc.

    At present CHSS facilities are available in Mumbai, all Sites/Stations/Projects, Delhi, Kolkata, Chennai, Hyderabad, Secunderabad, Bengaluru, Baroda and Hazira. Wherever CHSS facilities are not available, medical facilities are provided under Central Services (Medical Attendance) Rules.

  • - 27 -

    NPCIL Contributory Medical (Retired Employees) Scheme, 2009 has also been introduced for the benefit of all retired employees of the Company with effect from 01.04.2009. This scheme is applicable to all retired employees who intend to settle/are settled beyond 16 Kms from CHSS/NPCIL Hospital. All such retired employees can choose their Authorised Medical Attendant (AMA), Hospital and Pathological Laboratory at the place of their settlement after retirement. The medical expenditure on this account will be limited to a sum fixed from time to time for outpatient treatment and indoor treatment separately.

    4.2 Leave Rules

    General Principles

    Leave will be granted in the normal circumstances, as leave is necessary for rest and recuperation. However, leave cannot be claimed as a matter of right. When exigencies of service so require, Leave Sanctioning Authority may refuse any kind of leave or revoke sanctioned leave. However, the Leave Sanctioning Authority will not alter the kind of leave applied for except on the written request of the employee.

    Conversion of one kind of leave into another kind may be

    permitted if such conversion is applied within 30 days of the expiry of the relevant spell of leave, subject to adjustment of leave salary.

    Combination of different kinds of leave is permissible.

    However, Casual Leave, which is not recognised as leave, shall not be combined with any other kind of leave. However, Special Casual Leave may be combined with other kinds of leave.

    Acceptance of employment while on leave is prohibited. Holidays may be prefixed and/or suffixed to the leave. An employee who has been granted leave on medical

    grounds should produce medical certificate of fitness before resuming duty.

    Unless the Leave Sanctioning Authority extends the leave,

    an employee who remains absent after the end of leave shall not be entitled to leave salary for the period of such absence and that period shall be debited against his leave account as though it were Half Pay Leave to the extent such leave is due and the period in excess of such leave will be treated as Extraordinary Leave.

  • - 28 -

    Wilful absence from duty after the expiry of leave renders

    an employee liable for disciplinary action. Entitlements as per NPCIL Leave Rules

    Earned Leave: An employee is entitled for Earned Leave of

    30 days in a year credited in advance @ 15 days each on 1st January and 1st July. The advance credit is at the rate of 2 days for every complete calendar month available in the half year if the employee joins service after 1st January/1st July. In case of cessation/retirement also, the leave is credited similarly. The credit will be reduced by 1/10th of the period of EOL availed/dies-non ordered during the previous half-year, subject to a maximum of 15 days. Maximum permissible accumulation of Earned Leave is 300 days.

    Where the EL at credit as on 31st December or 30th June is 300 days or less but more than 285 days, the advance credit of 15 days to be given on 1st January or 1st July will be kept separately and first adjusted against the leave availed during that half year and the balance, if any, credited to the leave account, ensuring that the total leave at the credit does not exceed 300 days.

    Half Pay Leave: An employee is entitled for Half Pay Leave

    of 20 days in a year credited in advance @ 10 days each on 1st January and 1st July. The advance credit is at the rate of 5/3 days for every complete calendar month available in the half year if the employee joins service after 1st January/1st July. In case of cessation/retirement also, the leave is credited similarly. The credit will be reduced by 1/18th of the period of dies-non ordered during the previous half-year, subject to a maximum of 10 days. There is no ceiling for accumulation of HPL.

    Commuted Leave: Commuted leave can be taken on

    medical grounds subject to production of medical certificate from prescribed medical authorities. When Commuted Leave is availed, twice the amount of the leave shall be debited against HPL due. HPL up to a maximum of 180 days may be commuted during the entire service without production of medical certificate where such leave is availed for pursuing an approved course of study.

    Leave Not Due: Leave not due, subject to a maximum of

    360 days during the entire service may be granted on medical certificate, where Leave Sanctioning Authority is

  • - 29 -

    satisfied that there is a reasonable prospect of the employee returning to duty. The leave shall further be limited to the HPL likely to be earned. Leave not due shall be debited against HPL that the employee may earn subsequently.

    Extraordinary Leave: EOL may be granted in special

    circumstances when no other leave is admissible or when the employee applies in writing for grant of EOL. No leave salary is payable during the period of EOL.

    Maternity Leave: Female employees with less than two

    surviving children are entitled for Maternity Leave for a period of 180 days. Maternity Leave not exceeding 45 days may be availed by a female employee irrespective of the number of surviving children, during the entire service of the employee in case of miscarriage, including abortion, on production of medical certificate. Maternity Leave may be combined with any other kind of leave. Leave of any kind due and admissible, including commuted leave for a period not exceeding 60 days and leave not due, may be availed in continuation of Maternity Leave up to a maximum of two years.

    Child Adoption Leave: A female employee with less than

    two surviving children, on valid adoption of a child below the age of one year is entitled for 180 days Child Adoption Leave immediately after the date of valid adoption.

    Child Care Leave : Women employees having minor

    children are eligible for child care leave for a maximum period of 730 days during their entire service with prior approval for taking care of upto two children whether for rearing or for looking after any of their needs like examination, sickness etc. This leave will not be admissible if the child is 18 years of age or older. CCL can be availed maximum three times in a year with each spell not being less than15 days.

    Paternity Leave: A male employee with less than two

    surviving children is eligible for Paternity Leave of 15 days during the confinement of his wife. The leave may be availed up to 15 days before or up to 6 months from the date of delivery of the child, in one spell.

    Study Leave : Study leave may be granted ordinarily for

    twelve months at any one time and maximum 24 months during entire service in all, inclusive of similar kind of leave for study or training granted under any other rules.

  • - 30 -

    Special Disability Leave for injury intentionally inflicted or for accidental injury: Special Disability Leave may be sanctioned to an employee who is disabled by injury intentionally inflicted or by injury accidentally incurred or caused or in consequence of the due performance of his official duty or official position. Grant of this leave is subject to regulations prescribed and internal procedures to be followed in the respective Units.

    Hospital Leave: Group C employees whose duty involves

    handling of dangerous machinery, explosive materials, poisonous drugs and the like or the performance of hazardous task are eligible for this leave while under medical treatment in a hospital or otherwise or illness or injury, directly due to the risk incurred during the course of their official duties. Granting of this leave is subject to the regulations prescribed and internal procedures to be followed in the respective Units.

    Leave Salary and Leave Salary Advance During Earned Leave and Commuted Leave, leave salary

    shall be equal to the pay drawn immediately before proceeding on leave. During Half Pay Leave and Leave Not Due, the leave salary shall be equal to half the amount of leave salary on Earned Leave. No leave salary is admissible during EOL.

    Employees are eligible to draw leave salary advance where

    the leave taken is for not less than 30 days. The advance will be paid against the first 30 days of leave, after effecting applicable recoveries. The advance will be adjusted in full against the next salary bill. If the period of leave falls in two months, the advance will be adjusted in two instalments.

    Casual Leave and Special Casual Leave

    Casual Leave

    Employees are eligible for 8 days Casual Leave (CL) in one calendar year. CL cannot be combined with EL, any other kind of leave or joining time. Holidays/Weekly off days falling during the period of CL are not counted as part of CL. Holidays/Weekly off days can be prefixed and/or suffixed to CL. CL can also be taken for half a day. For CL availed during tour, no daily allowance is payable.

  • - 31 -

    Special Casual Leave

    (a) For sports events: Special CL up to a maximum of 30 days in a year is admissible for participation in sports events of national/international importance, participation in mountaineering expeditions, trekking expedition etc, subject to certain guidelines. For inter-Ministerial and inter-Departmental tourna-ments and sports events, Special CL up to a maximum of 10 days is admissible.

    (b) For family planning

    Male employees: Maximum 5 working days for vasectomy operation, 21 days for undergoing recanalisation operation and 3 days if his wife undergoes tubectomy, laproscopy or salpingectomy operation. For female employees: Maximum 10 days for tubectomy/laproscopy, 10 days for salpingectomy operation after Medical Termination of Pregnancy, one day for IUCD insertion/re-insertion, one day on the day of operation when her husband undergoes vasectomy operation.

    (c) To employees who could not attend office on

    account of bandh, curfew, failure of transportation etc. :- Special Casual Leave may be granted to employees when they are unable to attend office due to dislocation of traffic arising out of natural calamities, bandhs, etc. However, if the employee had already applied for leave for other purposes for the day/days, then special casual leave shall not be admissible.

    (d) Special Casual Leave for differently abled employees Special casual leave not more than ten days in a calendar year may be granted to the differently abled employees for the purpose of participation in Conference/Workshop/Seminars/Trainings related to Disability and Disability related programmes organised by Central Government and State/UT Government; Central and State/UT Government Institutions/Agencies; International agencies like UN, World Bank etc;

  • - 32 -

    4.3 Leave encashment

    Leave encashment while in service - Earned Leave

    25% of the Earned Leave at the credit of the employee subject to a

    maximum of 30 days in a year is encashable once in a calendar year.

    Leave encashment on retirement/ voluntary retirement/

    death/ invalidation

    The amount of EL, subject to a maximum of 300 days standing to the credit of the employee is encashable on retirement, voluntary retirement, death and invalidation. Leave encashment on resignation

    Workmen will be allowed to encash the entire EL at their credit. For others, encashment will be allowed at 50% of the EL balance at credit.

    HPL Encashment on Retirement on Superannuation / Death

    HPL up to a maximum of 240 days is admissible to be

    encashed at the time of retirement/death.

    4.4 Leave Travel Concession (LTC) Definition of `Family for availing the concession

    Wife or husband, as the case may be *Two surviving unmarried children or step children, wholly

    dependent Married daughters who have been divorced, abandoned or

    separated from their husband and widowed daughters residing with and wholly dependent on the employee

    Unmarried minor brothers and unmarried or widowed

    sisters residing with and wholly dependent on the employee, provided their parents are not alive or are themselves wholly dependent on the employee

    Parents and/or step parents wholly dependent on the

    employee, irrespective of whether they are residing with the employee or not.

  • - 33 -

    For a family member to be dependent on the employee, income from all sources should not exceed ` 3500/- per month, excluding Dearness Relief on pension, if any.

    * The restriction of LTC to two children is applicable from 20.10.1997. However, this restriction does not apply to those who already have more than two children, prior to this date or children born within one year from 20.10.1997. This restriction does not apply when number of children exceeds two as a result of second child birth resulting in multiple births.

    Classification for LTC entitlement

    Level I

    CMD and Directors

    Level II

    Officers in receipt of Grade Pay of ` 10000 and above and those in pay scale of HAG and above

    Level III

    Officers in receipt of Grade Pay of ` 7600, ` 8700 and ` 8900

    Level IV

    Officers in receipt of Grade Pay of ` 5400 and ` 6600

    Level V

    Employees in receipt of Grade Pay of ` 4200, ` 4600 and ` 4800

    Level VI

    Employees in receipt of Grade pay less than ` 4200

  • - 34 -

    Travel Entitlements for LTC Level Rail Air

    Rajdhani (*)

    Shatabdi Other trains

    Level I AC I Executive AC

    Chair Car

    AC I Business / Club class

    Level II AC I AC I Business / Club class Level III AC I AC I Economy Class Level IV AC II

    Ordinary AC Chair

    Car

    AC II Economy Class Level V AC II AC II Not entitled

    Level VI AC III Tier / AC Chair

    Car

    First Class / AC III

    Tier / AC Chair Car

    Not entitled

    In case of travel by higher mode/class (i.e. by air where normal entitlement is by rail), reimbursement will be restricted to entitled class. Entitlements for travel between the Mainland and the Andaman and Nicobar Group of Islands and the Lakshadweep Group of Islands by ships operated by Shipping Corporation of India Limited will be as follows:

    Pay Range Entitlement

    Officers drawing grade pay of ` 5400 and above and those in pay scales of HAG and above

    Deluxe Class.

    Employees drawing grade pay of ` 4200, ` 4600 and ` 4800

    First/`A Cabin

    Employees drawing grade pay of ` 2400 and ` 2800

    Second/`B Cabin Class

    Employees drawing grade pay less than ` 2400

    Bunk Class.

    Travel entitlements for journeys by Road between places not connected by Rail will be as follows:- Sr. No. Grade Pay Entitlement

    i

    Officers drawing grade pay of ` 10000 and above and those in pay scale of HAG and above

    Actual fare by any type of public bus including AC bus. OR At prescribed rates of AC taxi when the journey is actually

  • - 35 -

    performed by AC taxi OR At prescribed rates for auto rickshaw for journeys by auto rickshaw, own scooter, motor cycle, moped etc.

    ii

    Officers drawing grade pay of ` 5400, ` 6600, ` 7600, ` 8700 and ` 8900

    Same as above for (i) above with the exception that journey by AC taxi will not be permissible.

    iii Officers drawing grade pay of ` 4200, ` 4600 and ` 4800

    Same as for (ii) above

    iv

    Officers drawing grade pay of ` 2400 and above but less than ` 4200

    Actual fare by any type of public bus other than AC bus. OR At prescribed rate for auto rickshaw for journeys by auto rickshaw, own scooter, motor cycle, moped etc.

    v Officers drawing grade pay below ` 2400

    Actual fare by ordinary bus only OR At prescribed rate for auto rickshaw, own scooter, motor cycle, moped etc.

    Current LTC Block Current two year LTC block is 2010-11 and four year block is 2010-13.

    LTC to Hometown

    Admissible once in a block of two calendar years.

    LTC to any place in India

    Admissible once in a block of four calendar years. In other words, in the four year block of 2010-13, either two LTCs to hometown or one LTC to hometown and one to any place in India can be availed. Special concessions Whenever Government announces any special concessions for availing LTC to a particular location for any specific period on specific conditions, the same may also be adopted if approved by the Competent Authority.

  • - 36 -

    Special LTC Block years for fresh recruits

    Fresh recruits during their first 8 years (first two blocks of four years reckoning from the date of joining) of service are eligible to travel to their hometown along with their entitled family members on any 3 occasions for Hometown and any one occasion for Other Than Hometown in their respective block of 4 years. The facility of LTC encashment is not available to fresh recruits. Additional LTC to employees posted at difficult Site Apart from the above mentioned LTC Blocks, to meet any emergency requirement of having to visit employee's hometown on account of unexpected/unforeseen circumstances an additional LTC will be allowed for the employee and the entitled family members. This facility shall be available when all LTC blocks are exhausted by the employee as well as is family members at the time of emergency and can be availed only once during the entire service.

    Grace period for availing LTC

    A grace period of one year is allowed for availing LTC. This means that the concession for the block year 2010-11 can be availed on or before 31.12.2012 i.e. the outward journey on LTC should commence by 31.12.2012. This concession is not available in the case of annual LTCs. The only exception is in respect of fresh recruits, who can avail two LTCs in their second year of service as in their case completion of one year of service is a precondition for becoming eligible for LTC.

    Other conditions

    LTC can be availed only during leave (including CL) and not during weekend or other period of holidays alone.

    LTC is not admissible during the period of unauthorised

    absence. LTC can be availed during maternity leave, study leave,

    paternity leave but not during Child Care Leave. In the case of LTC for Anywhere in India, the place of visit

    has to be declared in advance and the declared place must be visited.

    The declared place of visit can be changed before

    commencement of journey but it cannot be changed after

  • - 37 -

    commencement of the journey in the normal course. This condition may be relaxed by the Head of the Unit/Director (HR) if the declared place could not be visited owing to the conditions beyond the control of the employee.

    Where both husband and wife are employed (within NPCIL

    or any other Govt. organisation/PSU), concession will be admissible only to one of them at their choice.

    The return journey should be completed within six months

    of the outward journey. The following members of the family will be entitled for

    return journey only:

    o The spouse of a newly married employee coming from the hometown or from a place, where the employee had proceeded on LTC.

    o A dependent son/daughter coming from hometown or

    any other place where he/she had been prosecuting studies or living with grandparents, etc. to stay with parents permanently.

    o A child legally adopted by the employee while on LTC to

    hometown or any other place.

    o A child who was previously below five years of age but has completed five at the time of return journey.

    The following members of the family will be entitled for

    outward journey only:

    o A dependent son/daughter getting employment or getting married after going to hometown or to a place for which LTC is claimed or remaining there for prosecution of studies.

    o The employee or his/her family having performed the journey to hometown or any other place have no intention of completing the return journey within the stipulated period, provided the employee forgoes in writing the concession in respect of the return journey, if performed by the family members at a subsequent date.

    The employee under suspension will not be eligible for LTC, but his family can avail the concession.

  • - 38 -

    The employee whose spouse is employed in Railways or Air India may avail the concession either from NPCIL or spouses organisation.

    Service charge levied by IRCTC on rail ticket booking on

    LTC through internet is reimbursable. An employee who proceeds on LTC but resigns from service

    without returning to duty will not be eligible for LTC. The employee and members of family may travel in different

    groups or even avail LTC for different destinations while availing LTC to anywhere in India.

    LTC Advance

    LTC equal to 100% of the anticipated fare by entitled class

    can be drawn as advance five days in advance of the time prescribed for booking, in the case of travel by rail. For other modes of travel, LTC advance can be drawn appropriately in advance of the date of journey.

    4.5 Encashment of LTC

    Encashment is only against LTC to Anywhere in India. An employee may at his discretion encash the concession

    available against LTC to Anywhere in India for self and each member of his family as a whole. In other words, it is not open for some members to avail LTC and for others to encash.

    The encashment of LTC shall be equal to 100% of the fare by the

    entitled class of travel for 1500 Km. each way for each eligible family member.

    The encashment may be availed any time before expiry of grace

    period of the particular block.

    The encashment will be restricted only to the basic fare and will not include surcharge of any kind, reservation charges etc.

    The encashment will be permissible only if the employee avails

    the leave of any kind not less than six days; except in case of death, where the family of the deceased employee is allowed encashment without availing leave.

  • - 39 -

    LTC Encashment cannot be extended to the family members of the employee under suspension and they have to necessarily avail the LTC.

    LTC encashment claim once settled cannot be re-opened for any

    subsequent development. 4.6 Encashment of leave along with LTC

    Leave encashment of up to 10 days is permissible at the time of availing LTC up to a maximum of 60 days in entire service.

    4.7 Sponsorship for Higher Education

    The objective of the scheme is to enable employees pursue higher studies by sponsorship by the Company to acquire specialised qualifications to meet the requirements of identified posts or for their self-development.

    The Progammes/Courses for which sponsorship could be

    considered under the Scheme include :-

    Ph.D programmes of any recognised University M Tech/M Phil courses from HBNI

    M.Tech. programmes of reputed Universities, Indian Institute

    of Technology, Birla Institute of Technology and Science, Pilani, Indian Institute of Science, National Institutes of Technology

    Industrial Safety Diploma Course of Central/Regional

    Labour Institutes

    Fire Service Courses of National Fire Service College

    Post Graduate programmes in management in the fields of HR, Finance and Materials Management

    Foreign Language Classes, etc. Employees need to ascertain from Corporate HRM Group the admissibility of pursuing courses offered by different Universities/Institutions for sponsorship under the Scheme. Employees can be sponsored for full time/part time as well as distance learning programmes, subject to certain restrictions. Those sponsored under the Scheme are eligible to receive

  • - 40 -

    reimbursement of admission fee, course fee, examination fee, etc. as envisaged under the Scheme. Employees sponsored for full time courses are also eligible for certain other concessions like TA, cost of course related materials, etc. as per the provisions of the Scheme. Those sponsored for Industrial Safety Diploma courses are eligible for one increment on completion of one year of service after successful completion of the course.

    4.8 Membership in Professional Institutions The objective of the Scheme is to facilitate employees to become

    members/life members of notified Professional Institutions to widen their horizon. Under the Scheme employees are eligible for reimbursement of membership fee.

    Details pertaining to class of Membership and number of

    Institutions to which Membership can be subscribed are as follows:

    Category Maximum No. of Membership

    in Institutions admissible for reimbursement

    Classes of Membership covered in

    this scheme Indian Institutions

    International Institutions

    SA/B to SO/SB or equivalent

    1 - Associate /

    Corporate / Fellow

    SO/C to SO/F or equivalent

    2 - -do-

    SO/G & above or equivalent

    2 1 -do- However, officers in this category will have the option to take membership in three Indian Institutions in lieu of two Indian and one International.

    The following are the limits on account of subscription fee

    payable:-

    Category Amount SA/B or equivalent ` 1500/- p.a.

    SO/C to SO/F or equivalent

    ` 3000/- p.a.

    SO/G and above or equivalent

    ` 4500/- p.a. (for Indian Institutions) ` 9000/- p.a. (for International Institutions)

  • - 41 -

    List of Approved Institutions under the Scheme are as follows:-

    1. All India Management Association / its local associations 2. American Society of Civil Engineers 3. American Society for Non-Destructive Testing 4. Bombay Management Association 5. Bombay Natural History Society 6. Cardiological Society of India 7. Centre for Corporate Governance 8. Computer Society of India 9. Council of Architecture 10. Diabetic Association of India 11. Federation of Obstetrics and Gynecological Society of India 12. Indian Academy of Pediatrics 13. Indian Association for Radiation Protection 14. Indian Bird Conservation Network 15. Indian Concrete Institute 16. Indian Council of Arbitration 17. Indian Dental Association. 18. Indian Geophysical Union 19. Indian Institute of Architects 20. Indian Institute of Chemical Engineers 21. Indian Institute of Industrial Engineers 22. Indian Institute of Materials Management 23. Indian Institute of Plant Engineers 24. Indian Institute of Welding 25. Indian Institution of Mechanical Engineers 26. Indian Law Institute 27. Indian Medical Association 28. Indian National Academy of Engineering 29. Indian Nuclear Society 30. Indian Society for Heat and Mass Transfer 31. Indian Society for Training & Development 32. Indian Society for Earthquake Technology 33. Indian Society of Non-Destructive Testing 34. Institute of Chartered Accountants of India 35. Institute of Chartered Financial Analysts of India 36. Institute of Cost and Works Accountants of India 37. Institute of Company Secretaries of India 38. Institute of Electronics & Electrical Engineers (IEEE) 39. Institute of Internal Auditors - India 40. Institution of Electronics & Telecommunication Engineers 41. Institution of Fire Engineers (India) 42. Institutions of Engineers (India) 43. Instrument of Society of America (ISA) 44. International Association for Bridge and Structural Engg

    (Indian Group) 45. Loss Prevention Association of India

  • - 42 -

    46. National HRD Network 47. National Institute of Personnel Management. 48. National Safety Council. 49. National Institute of Industrial Engineering (NITIE) 50. Project Management Associates 51. Project Management Institute 52. Quality Circle Forum of India

    4.9 Children Education Assistance (CEA)

    Children Education Assistance is admissible for the two eldest surviving children of the employee between age group of 3 & 25 years, to meet the expenditure incurred by the employee towards the education of his/her eligible children. CEA is also admissible to the children of the deceased employee who was in receipt of the assistance, till such time the employee would have received the same if he was alive.

    Amount Reimbursable:

    Description of the course Amount of CEA Category A (Where the child is not staying in a

    hostel) Nursery class to 12th Std i.e. up to HSC

    ` 1000/- per month per

    child.

    Diploma course where admission to the diploma is allowed after SSC First Degree/First Diploma beyond HSC or first PG Degree/Diploma provided the employee had not drawn hostel subsidy under NPCIL (Hostel Subsidy) Scheme 1991 or CEA under this scheme for the child either for the first diploma or the first degree course as the case may be beyond HSC A course pursued by a child with disabilities (blindness/low vision, hearing impairment, locomotors disabilities or cerebral palsy or mental retardation) in an institution imparting such course.

    Description of the course Amount of CEA

    Category B (Where the child is staying in a hostel) Certificate course in any of the recognised Industrial Training Institute after SSC, HSC or intermediate course

    ` 3000/- per month per child.

  • - 43 -

    First degree or first diploma beyond 12th Std i.e. beyond HSC/first diploma allowed after SSC

    First post graduate degree or diploma where the assistance is not availed for first degree or first diploma. In all the cases covered under category A, if the child is put in a hostel or a residential school away from the station where he is posted and/or residing irrespective of transfer liability Where it is compulsory for the children to stay in a Hostel even while residing in the same city, as in the case of Indian Institute of Technology

    ` 3000/- per month per child

    The assistance is not admissible under category A and Category B concurrently

    Special Childcare Allowance for women with disabilities Women with disabilities shall be paid ` 1250/- per month with effect from 01.01.2011 as special allowance for childcare. The allowance shall be payable from the time of childs birth till the child is two years old.

    4.10 Scholarship to the Children of Employees

    An employee whose child has passed 10th standard or equivalent examination with minimum 60% of marks in aggregate, for General Category, and with minimum 50% of marks in aggregate for SC/ST/OBC Categories, in first attempt, is eligible to apply for Scholarship.

    If more than one child among the applicants has got the same

    percentage, the criteria to determine award of scholarship shall be the highest marks obtained in - English, Mathematics, Science, second language in that order.

    Scholarship can be given to a maximum of two children including

    legitimate children, step children and adopted children wholly dependent on the employee.

    Where spouse is employed elsewhere where similar scheme for

    award of scholarship is available, a declaration has to be given by the employee and a certificate from his/ her employer be furnished, to the effect that he/she has not availed the

  • - 44 -

    scholarship in that organisation and would like to avail the facility under NPCIL Scheme

    Course of Study and Amount of Scholarship:

    Commences from the first year of Junior college (XI Standard) or

    certificate course and continues till completion of first Degree / Diploma / certification course.

    Study code

    Course of Study / Subject of Study

    Amount of Scholarship

    A Class XI Class XII

    `.600/- p.a ` 800/- p.a

    B ITI Course 1st year 2nd year

    `600/- p.a ` 800/- p.a

    C Degree in areas other than Engineering, Medicine, Architecture or Agriculture

    ` 1000/- p.a

    D Diploma in Engineering ` 1200/- p.a E Degree in Engineering,

    Medicine, Architecture or Agriculture

    ` 1500/- p.a.

    For Courses covered under semester system, 50% of the

    scholarship shall be paid for each Semester.

    Number of Scholarships

    On 1st July of every year, if the employees in a Unit are upto 1000

    For General Category - 10 For Reserved Category i.e. SC/ST/OBC - 05

    Where the employee strength is more than 1000, the number of scholarships shall be increased @1.5 for every 100 employees.

    Periodicity

    Scholarship is continued to be paid till the end of the course for

    which it is awarded even in case of cessation of employment on account of retirement on superannuation, death or medical invalidation of the employee.

  • - 45 -

    Discontinuation of Scholarship

    For the internship period of degrees in Medicine including Dentistry (BDS) and Veterinary (BVS)

    Recipient of any other scholarship from any other organisation

    Cessation from service either on resignation or dismissal or

    removal or termination of service for whatsoever reason.

    On ATKT/failure in the annual examination (or Semester, wherever applicable) or conduct of the child is found to be unsatisfactory.

    4.11 Forwarding of Applications for Employment Applications could be forwarded to Central/State Govt.

    Departments, Central/ State PSUs/Autonomous Bodies/Local Bodies and Semi/Quasi Govt. organisations.

    The post applied for should be higher than the one held by him in

    NPCIL or at least equal. The advertised criteria should be fulfilled.

    No application shall be forwarded during pendency of disciplinary

    proceedings No application shall be forwarded during probation period. No Applications shall be forwarded within two years of promotion

    of the employee. This condition is not applicable to employees belonging to SC/ST categories and persons with disabilities. This stipulation will not be applicable for applications forwarded to any of the DAE Units including BHAVINI.

    Other provisions are as follows:-

    Sl. No.

    Forwarding of application to

    Conditions

    1. Outside NPCIL against open advertisement

    Under Bond obligation:- No application will be forwarded. Within one month to the closing of bond period, one application may be forwarded In any other case not specified above:

  • - 46 -

    A maximum of two applications will be forwarded (one during first half and one during second half). In respect of SC/ST personnel:- No limit.

    2. UPSC / SSC No limit. Immediate intimation to the HR Heads is necessary to issue NOC at the time of Interview. Within 45 days from the date of close of receipt of application, the HR authorities shall communicate permission or otherwise to the Commission.

    3. Foreign Organisations against open advertisements

    Conditions specified at S.No.1 shall be applied.

    4.12 Reimbursement of Cable TV Expenditure

    The amount of Cable TV Expenditure reimbursable is ` 150/- per month. A one time certificate in prescribed format has to be furnished about incurring the expenditure.

    If both husband and wife are employed in NPCIL and posted

    in different Units/HQs, then reimbursement shall be payable to both of them independently. Where both are posted in the same station, only one of them shall be eligible for reimbursement.

    If an employee happens to be absent on account of leave of

    any kind including EOL, exceeding 180 days including prefix and suffix, he shall not be eligible during the period for reimbursement.

    4.13 Reimbursement of Canteen Subsidy

    Reimbursement of Canteen Subsidy is at ` 750/- per month. A one time certificate in prescribed format has to be furnished about incurring the expenditure.

    Leave/absence, not exceeding period of 14 days including the period of prefix, suffix, intervening holidays, during the calendar month also qualifies the employee for Canteen Subsidy in full. Canteen subsidy is payable on pro-rata basis in the cases of leave/absence beyond 14 days.

    Not payable during suspension period.

  • - 47 -

    4.14 Residential accommodation/Townships NPCIL has established residential townships at all the Projects/Stations/Sites providing for residential accommodation of different categories to its employees. The eligibility criteria for allotment residential accommodation is tabulated below :

    Type of Residence

    Grade Pay/Basic Pay

    A ` 1800 B ` 1900/-, ` 2000/-, ` 2400/- & ` 2800/- C ` 4200/-, ` 4600/- & ` 4800/- D ` 5400/- & ` 6600/-

    D (Special) ` 6600/- E ` 7600/-, ` 8700/- & ` 8900

    E I ` 10000 & ` 67000/- to ` 74999/- (Basic Pay)

    E II ` 75000/- to ` 79999/- E III ` 80000 and above

    These residential townships are self-contained with shopping, banking, telecommunication facilities, facilities for recreation and Schools affiliated to CBSE/State Boards run by Atomic Energy Education Society upto XII Standard.

    Retention of accommodation in various events of service

    The employees can retain the accommodation as given below :-

    Basis Permissible period for retention of the residence

    Resignation, dismissal, removal or termination of service or unauthorised absence without permission

    One month

    Retirement or terminal leave

    First two months (on payment of normal licence fee). 3rd and 4th month double the normal licence fee. 5th and 6th month at three times the normal licence fee. 7th and 8th month on four times the normal licence fee. Beyond 8 months, initiation of eviction proceedings and levy of damage rent.

    On transfer to outstation in normal course in

    a) Two Months b) Up to the end of the academic

  • - 48 -

    Company interest session in the case of employees with school/college going children.

    Special provision in respect of transfer in Company interest from one Site/Station/Project to another Site/Station/Project

    Maximum twenty four months from the date of relief. In addition, the employee will be allowed single (Bachelor Type) accommodation at the new station.

    Transfer in Company interest from HQ to a Site/Station/Project

    Where employee is in occupation of departmental accommodation in Mumbai

    DCS&EM will be requested to permit retention at normal licence fee and allied charged for a period up to 2 years. If DCS&EM does not allow retention of the accommodation beyond their permissible period, HRA is paid to the transferred employee for the difference of the period between the permissible period allowed by DCS&EM and two years.

    In the above cases, employee will be allowed single (Bachelor Type) accommodation only at new station.

    Transfer in Company interest from HQ and employee not in occupation of departmental/Company accommodation and already in receipt of HRA and the employees family continues to stay in the original station

    The employee will continued to be paid HRA at the rate applicable in the original station of his/her posting for a maximum period of 2 years from the date of relief on transfer. Employee will be allowed single (Bachelor Type) accommodation only at new station.

    Transfer in Company interest from HQ to Site/Station/Project and the employee is availing leased accommodation and his/her family continues to stay in the

    Leased accommodation will be allowed to continue for a maximum period of 2 years from the date of relief on transfer or the employee may be allowed to draw HRA at the rate applicable in the original station of his/her posting. Employee will be allowed single

  • - 49 -

    original station. (Bachelor Type) accommodation only at new station.

    Death Twelve months at normal licence fee. Next 12 months with double the normal licence fee on specific request from family of the deceased employee. Beyond 24 months, initiation of eviction proceedings and levy of damage rent.

    4.15 Leased Accommodation Where NPCIL/Government accommodation is not available, Group

    A NPCIL employees have the option of availing lease facility, within lease rent limits prescribed below :

    Grade Maximum rent ceiling X Cities Y Cities Z Cities SO/C or equivalent

    30% of Basic Pay 20% of Basic Pay 10% of Basic Pay

    SO/D or equivalent SO/E or equivalent SO/F or equivalent SO/G or equivalent

    In case of green field sites, all employees are eligible for the leased accommodation with a rental ceiling of 30% of Basic Pay. Note: Basic pay means Pay in the Pay Band + Grade Pay + NPA wherever

    applicable. 4.16 Free Units of Electricity

    Employees located in Stations and Projects (where Project Allowance is not payable) are eligible for free electricity for domestic consumption to the following extent:-

    Basic Pay (Pre revised) No. of Units

    Up to ` 3350 30 Units ` 3351 to ` 7250 45 Units ` 7251 to ` 10325 60 Units Above ` 10325 75 Units

  • - 50 -

    4.17 Reimbursement of charges to NPCIL HQ employees for consumption of electricity for domestic use.

    NPCIL HQ employees are eligible for a payment towards reimbursement of charges for consumption of electricity for domestic use as per the details given below:

    Basic Pay (Pre revised) Reimbursement per month Up to ` 3350 ` 95/- ` 3351 to ` 7250 ` 125/- ` 7251 to ` 10325 ` 160/- Above ` 10325 ` 190/-

    4.18 Uniform/Work Wear

    NPCIL employees are provided with uniform/work Wear/ other

    work accessories, as per prescribed eligibilities.

    4.19 Reimbursement of Cost of Newspapers & Periodicals The Executives of the Company are eligible for reimbursement at the following scales towards Cost of Newspapers & Periodicals:- Sl. No.

    Level/Rank of the Officer Amount of Reimbursement applicable (` )

    1. Executive Directors & above in HQ and Station Directors, Project Directors and above in Sites/Projects/ Stations

    ` 600/- p.m.

    2. Associate Directors, Chief Superintendents, Chief Construction Engineers

    ` 400/- p.m.

    3. Officers in the grade of SO/G & above in Technical and AGM & above in Non-technical, but below the rank of officers mentioned at Sl. No.2 above.

    ` 300/- p.m.

    4. Officers in the grade of SO/SB & above in Technical and Assistant Manager/Private Secretary above in Non-technical, but below the rank of officers mentioned at Sl. No.3 above.

    ` 150/- p.m.

    5. All other employees not covered above ` 75/- p.m.

  • - 51 -

    CHAPTER 5

    LOANS AND ADVANCES

    5.1 Interest Free Advances

    Festival Advance Payable to all regular employees of NPCIL who have

    successfully completed probationary period. Amount of advance admissible is ` 3000/- recoverable in

    10 equal instalments Employees under suspension are not eligible Admissible once in a financial year For second or subsequent advance, earlier advance should

    have been repaid fully Should be drawn before festival

    Bicycle Advance Payable to all regular employees of NPCIL who have

    successfully completed probationary period. Advance will be equal to the anticipated price (inclusive of

    sales tax) subject to a maximum of ` 3000/- recoverable in 30 equal instalments.

    Employees under suspension are not eligible. Second or subsequent advance after lapse of 3 years and

    after earlier advance is repaid fully.

    Advance in connection with medical treatment

    Admissible to those governed by CS (MA) Rules Amount of advance as recommended by Medical authorities

    5.2 Interest Bearing Advances

    Terms and conditions applicable for drawing interest bearing Advances other than HBA are given in the following table:-

    Name of the

    Advance Amount Interest Eligibility

    Recovery (Maximum

    no. of monthly

    instalments)

    Subsequent / Second Advance

    Motor Cycle / Scooter Advance

    On first occasion ` 60,000/- or 4 months Basic Pay plus non-practicing allowance plus Dearness Allowance OR

    8%

    All regular employees of NPCIL with a Pay in the Pay

    70 + interest instalments

    After a lapse of 4 years. Previous conveyance

  • - 52 -

    Anticipated price whichever is less. On Second or subsequent occasion ` 40,000/- or 3 months Basic Pay + non-practicing allowance plus Dearness Allowance OR Anticipated price whichever is less.

    Band of ` 8560 or more

    advance outstanding with interest should have been repaid in full.

    Motor Car Advance

    On first occasion ` 500000/- or 10 months Basic Pay plus non-practicing allowance plus Dearness Allowance OR Anticipated price whichever is less. On Second or subsequent occasion ` 350000/- or 8 months Basic Pay + non-practicing allowance plus Dearness Allowance OR Anticipated price whichever is less.

    11.5%

    All regular employees of NPCIL with a Grade Pay of ` 5400 and above. 200 + interest

    instalments

    After a lapse of 4 years from the date of drawal of earlier advance. Previous conveyance advance outstanding with interest should have been repaid in full.

    General Purpose Advance

    ` 300000/- OR 10 Months Basic Pay whichever is less

    0.5% above the rate of interest applicable for the Provident Fund deposits under NPCIL (EPF) Scheme as applicable from time to time, calculated on EMI basis.

    All regular employees of NPCIL, who have completed three years of service. Where, both husband & wife are employees of the Company, only one of them shall be eligible to draw the advance.

    180

    After a lapse of 5 years and only after full payment of earlier advance

    5.3 House Building Advance

    Eligibility All regular employees with 5 years service. Where both husband and wife are NPCIL/Govt employees only one