1. business and industrial
2. business operations
3. human resources

HR MANUAL IN NUTSHELL 02_05_2014
HR MANUAL
HR MANUAL IN NUTSHELL 02_05_2014
HUMAN RESOURCE POLICY
We, at “Rashtriya Chemicals & Fertilizers Limited”, a leading public
sector undertaking of Government of India, in the business of
manufacturing and marketing fertilizers and chemicals, firmly believe
that human resource is the single most precious asset of our
organization. We continuously endeavor to keep the manpower
motivated through various interventions for higher levels of quality and
productivity.
We are committed to continual improvement and excellence in all our
HR interventions through:
•
Strengthening a learning culture by effective training and
development, total employee involvement, achieving high
performance standards through performance management system
and adherence to ethical values.
•
Providing avenues for growth and development by aptitude and
need based cross functional mobility of employees to harness their
full potential.
Ensuring growth of each employee in the
organization through a carefully worked out career advancement
scheme. Implementing redeployment strategy for manpower
optimization.
•
Developing and nurturing an organizational climate which
encourages creativity and innovation.
•
Inducting appropriate quality of manpower and retaining them.
•
Making proactive efforts to maintain cordial industrial relations
and discipline through a system of periodic interaction with
employee collectives.
•
Laying down of all the employee related policies properly and
following these transparently
•
Abiding by all statutory obligations in letter and spirit.
HR MANUAL IN NUTSHELL 02_05_2014
HUMAN RESOURCE MANAGEMENT
1.0 Introduction:
HR is the singular most powerful factor affecting any organization. It involves
three phases termed as welfare, development and empowerment. Human
Resource Management (HRM) is a process of bringing people and organizations
together so that the goals of each are met. Human Resource (HR) is a key
factor, singularly powerful to create a lasting impact on organization. If this
crucial resource is utilized in a prudent manner, the rest of the things tend to lineup smoothly. Systematic approach to Human Resource Planning and
Development has been a useful strategy for successful organization. RCF Ltd.
has always been an organization with a pro-HRD approach.
1.1 The various features of HRM include:
a)
b)
c)
d)
e)
f)
g)
It is pervasive in nature as it is present in all enterprises.
Its focus is on results rather than on rules.
It tries to help employees to develop their potential fully.
It encourages employees to give their best to the organization.
It is all about people at work, both as individuals and groups.
It tries to put people on assigned jobs in order to produce good results.
It helps an organisation to meet its goals in the future by providing for
competent and well-motivated employees.
h) It tries to build and maintain cordial relations between people working at
various levels in the organisation.
i) It is a multidisciplinary activity, utilizing knowledge and inputs drawn from
psychology, economics etc.
2.0
PRINCIPLES OF HR MANAGEMENT
Principles of Human Resources Management have been summarized in
10C’s as under:
1. Comprehensiveness: The proper management of all aspects of the
people bearing in mind that the human resources are the most valuable
resource the firm has.
This means that the financial, health,
transportation, tools and anything employees need to work are well taken
care of.
2. Cost-effectiveness: The Company ensures that they remunerate their
employees appropriately. The employees reward system should be able
to sustain the organisation.
3. Control: Firms should be able to take charge of their employees and
ensure that productivity and quality is achieved and maintained.
HR MANUAL IN NUTSHELL 02_05_2014
4. Coherence: All the steps taken by the HR team is in line with the mission
and vision of the Company. Human Resources Managers should direct
their focus on what the Company needs and employee abilities.
5. Communication: Communication is very important in every organization.
As it ensures there is flow of information that is necessary for efficiency.
6. Creativity: Creativity is a key to be efficient in human resources
management. HR Managers should adopt new ways of human resources
management as long as it fits the goals and objectives of HR.
7. Competence: It is the responsibility of HR Managers to ensure that their
employees are skilled to do their duties. Because, the competence of a
firm depends on that of its employees, firms should do everything to
increase employee capabilities by training them.
8. Credibility: The organization must ensure that they remain the best brand
to most of their clients by maintaining their credibility. They should put in
place strategies that ensure all employees have a clear sense of direction
to a common goal.
9. Change is inevitable for businesses. The fastest business to embrace
change in management of their human resources is better placed to
produce better results.
10. Commitment: Every organization has objectives which they intend to
meet both for themselves and for their clients. To meet these goals, firms
need committed staff therefore it is the firms responsibility to keep their
employees motivated so as to ensure they are committed to the
organizations course.
HR MANUAL IN NUTSHELL 02_05_2014
1. HUMAN RESOURCE PLANNING
1.0 The recruitment and selection is the major function of the human resource
department and recruitment process is the first step towards creating the
competitive strength and the strategic advantage for the organizations.
Recruitment process involves a systematic procedure from sourcing the
candidates to arranging and conducting the interviews and requires many
resources and time.
2.0 Recruitment Process:
Identifying the vacancy:
2.1
The recruitment process begins with the Human Resource Department receiving
requisitions for recruitment from any department of the Company. These contain:
•
•
•
•
Posts to be filled
Number of persons
Duties to be performed
Qualifications required.
2.2 Preparing the job description and person specification.
2.3 Advertising the vacancy
Locating and developing the sources of required number and type of employees.
2.4 Managing the response
Matching the job description and person specification vis-à-vis response
2.5 Short-listing and
characteristics.
identifying the prospective
employees
with required
2.6 Arranging Interviews of the selected candidates.
2.7 Conducting the interview and decision making
3.0
SOURCES OF RECRUITMENT
Recruitment at induction and other level posts approved by Competent Authority
shall be made from the sources below:a)
Departmental candidates those who are fulfilling laid down criteria by
issuing Departmental Advertisement.
b)
Regional / Local Employment Exchange.
c)
Candidates who have completed prescribed Apprenticeship.
HR MANUAL IN NUTSHELL 02_05_2014
4.0
d)
Direct recruitment by issuing Press Advertisement (Local/Regional/
National level as applicable).
e)
Oustees/PAPs or their dependents whose lands have been acquired
for the construction of the factory/township of the Company as per
prescribed procedure and if applicable.
f)
On deputation as per requirement.
g)
Any other source with the approval of the Competent Authority in
exceptional circumstances.
PAY SCALES AND POSTS:
All the positions in the Company will be in the approved scale as may be in
force from time to time. The existing pay scales effective from 01.01.2007 are
as follows:.
NON-OFFICER CADRE:
Grade
Scale of Pay
Normal Designations
Group
A0
5500-9400
Jr. Plant Attd. & Equivalent
D
A1
6475-11350
Plant Attd. Gr. III & Equivalent
D
A2
7600-15250
Plant Attd. Gr. II & Equivalent
D
A3
8260-17000
Plant Attd. Gr. I & Equivalent
C
A4
8600-18000
Sr. Plant Attd. / Jr. Typ. Clerk & Equivalent
C
A5
8650-19000
Tech. Gr. III / Optr. Gr. III / Nurse Gr. III / Typ. Clerk &
Equivalent
C
A6
9300-21500
Tech. Gr. II /Operator Gr. II / MR Gr. II /& Equivalent
C
A7
9300-21500
Steno Clerk/Jr. Accts. Asstt./Sr. Typ. Clerk & Equivalent
C
A8
10425-23900
Tech. Gr. I / Optr. Gr. I / MR Gr. I Equivalent
C
A9
10425-23900
Steno Asstt. /Typ. Asstt./Accts. Asstt. & Equivalent
C
A10
11850-27800
Sr. Optr. /Sr. Tech./Sr. MR / Sr. Steno Asstt. / Sr.Accts.
Asstt. & Equivalent
B
A11
12500-35500
Sr. Optr(SG)/ Sr. Tech.(SG)/Jr Exe. Optr. & Equivalent
B
A12
12500-35500
Sr. Optr (SG1) / Sr. Tech.(SG1)/Asstt. Exe. Optr. &
Equivalent
B
A13
20250-45500
Sr. Optr.(SG2) /Sr. Tech.(SG2) & Exe. Optr. Equivalent
B
HR MANUAL IN NUTSHELL 02_05_2014
OFFICER CADRE:
Grade
Scale of Pay
Designations
Group
E0
12600-32500
B
E1
16400-40500
Asst. Engineer(Chem./M./E./I.)/ Asst. Officer(Fin./Mktg./HR)
& Equivalent
Engineer(Chem./M./E./I.)/Officer(Fin./Mktg./HR)& Equivalent
A
E2
20600-46500
Sr. Engineer(C./M./E./I.)/Sr. Officer(Fin./Mktg./HR)& Equi.
A
E3
24900-50500
Dy. Manager(Chem./Mech./Elect./Inst./ Fin./HR)& Equi.
A
E4
29100-54500
Manager(Chem./Mech./Elect./Inst./ Fin./HR)& Equi
A
E5
32900-58000
Sr. Manager(Chem./Mech./Elect./Inst./ Fin./HR) & Equi
A
E6
36600-62000
Chief Manager(Chem./Mech./Elect./Inst./ Fin./HR)& Equi..
A
E7
43200-66000
DGM & Equivalent
A
E8
51300-73000
GM & Equivalent
A
E9
62000-80000
ED & Equivalent
A
5.0
DIRECT RECRUITMENT:
Based on the requirement of the various skilled manpower, the intake in Non-Officer
Cadre will normally be done at the following levels:
5.1
Non-Officer Cadre:
5.1.1 Unskilled Manpower:
(i) Minimum intake qualification for lowest entry grade is SSC.
(ii) Direct Recruitment in Unskilled category i.e. Junior Plant Attendant &
Equivalent/Plant Attendant Gr. III & Equivalent will be done in A0/A1 grade
for exceptional cases.
(iii) Jr. Fireman Gr. III (A2 grade)- prescribed qualification is SSC + Training
Course of State Fire training Centre (six months duration) and also holding
Heavy Motor Vehicle License.
(iv) Equipment Attendant Gr. II (A2 grade)- prescribed qualification is SSC
+Heavy Motor Vehicle License along with 2 years’ experience.
5.1.2 Semiskilled Manpower:
Direct recruitment in Semiskilled category is made in A4 grade.
The Company recruits Apprentices as per statutory quota either through notification
to appropriate Employment Exchanges/data bank of RDAT and if required
simultaneously through Press Advertisement. Act apprentices are recruited in
HR MANUAL IN NUTSHELL 02_05_2014
different trades such as Mechanical Maintenance (CP)/ Electrician, Draughtsman,
Machinist etc. The successful Act Apprentices are considered for appointment as
Company Trainee for a period of 1 year as per the requirement of the Company.
5.1.3 Skilled Manpower:
(i) Technical Discipline(Company Trainee):
On the Technical side, the direct recruitment of Company Trainee is made as
Operator Trainee [those who have completed Apprenticeship as Attendant
Operator (CP)/Diploma in Chemical Engineering with 1 year training under
BOAT] or Technician Trainees [those who have completed Apprenticeship as
Instrument Mechanic(CP) / (Diploma in Engineering) in Mechanical / Electrical /
Instrumentation disciplines with 1 year training under BOAT]. These Company
Trainees are absorbed in A-5 Grade, on completion of one year Training .
(ii) Paramedical:
Recruitment of Nurse Gr.III & other equivalent - in A5 grade.
(iii) Non- Technical Discipline:
(a) The Recruitment in Ministerial cadre - as Jr. Steno Clerk in A5 Grade (after
completion of one year Company Training)
(b) The Recruitment in Finance Discipline - as Jr. Accounts Clerk in A5 Grade(after
completion of one year Company Training)
(iv) Marketing Discipline:
The Recruitment of B.Sc.(Agri.) qualified candidates in Marketing Discipline will be
as Marketing Representative Gr. III in A5 grade(after completion of one year
Company Training)
.
5.2
Officer Cadre:
Manager is the dynamic life-giving element in a business. They are the people who
have authority over others and are responsible for their activities and for the
operations of an enterprise. The caliber and performance of managers will largely
determine the success of a business.
(a) Management Trainees:
The Company recruits Management Trainees who are absorbed in E-1 grade after
completion of 1 year training. Graduate Engineers are recruited on Technical side
and MBA & Equivalent qualified persons in respective field are recruited for NonTechnical Discipline.
HR MANUAL IN NUTSHELL 02_05_2014
(b) Other specialized categories:
Normally, recruitment in Executive cadre will be made through Management Trainee
Scheme. However, in case of urgent need of experienced/trained
Technical/Professional Personnel OR Specialized posts, there will be direct
recruitment in E-1 or E-2 grade with the approval of the Competent Authority.
HR MANUAL IN NUTSHELL 02_05_2014
II. PROMOTION POLICY
RCF emerged in 1978 as result of split of erstwhile FCI. Promotion rules made by
erstwhile FCI were followed. The company introduced over a period of time, many
new schemes extending monetary benefits to its employees. In order to make all
schemes available at a glance, it was felt necessary to compile all promotion rules.
[A]
PROMOTION OF EMPLOYEES WITHIN UNIONIZED CATEGORY
1.0
GUIDING PRINCIPLES
1.1
All promotions made in accordance with this policy are from one Grade to the
next immediate higher grade, subject to availability of vacancies.
1.2
2.0
For all categories of promotion, basic principles of promotion will be 2/3rd of
available vacancies to be filled on the basis of seniority cum fitness/suitability
and 1/3rd of available vacancies to be filled on the basis of merit. For
promotions on merit, Criteria of efficiency, past performance and seniority (if all
other factors are equal), will be applicable.
Computation of vacancies:
While arriving at the no. of vacancies on a particular date, all the vacancies, i.e. (i)
newly created posts (ii) resultant vacancies created due to promotions of existing
employees to the next higher grade (iii) requirement of new projects & (iv)
Retirements till the next date of scheduled assessment shall be considered for
computation of vacancies on a particular date. Personal upgradations will not be
considered as clear vacancies.
3.0 SUITABILITY
3.1
A candidate will be considered suitable for Promotion/Time Bound
Placement/Stagnation only if –
1] There is no EOL during the entire period of specification.
2] There is no adverse rating in any of the personal attributes as well as in
overall performance of the Confidential Reports of preceding three years.
3] There is no warning letter/censure issued to the candidate by the Authority
( CE & above). In this case the candidate will be bypassed for the benefit
for 6 months. This will include the warning letter issued by CAM for misuse
of Company quarter.
4] The worker has not availed medical leave on 7 or more (limit revised
currently to 9 or more ) occasions during any of the preceding 3 calendar
years period.
HR MANUAL IN NUTSHELL 02_05_2014
3.2
The candidate who has not been considered for promotion/TBPS/Stagnation
because of EOL, adverse CR rating, Warning Letter, Medical Leave
frequency will be bypassed only once for any one or more reasons for the
same period, which is falling in the specification period of granting
promotion/TBPS/Stagnation of same or higher grade.
3.3 In case of a candidate who was not considered due to any of the disqualification
specified under the clauses mentioned above, only the record for the subsequent
period of 6 months/one year will be seen at the time of next assessment.
.
3.0 SPECIFICATIONS FOR PROMOTION (VACANCY BASED) / TIME
BOUND PLACEMENT IN NON-TECHNICAL UNIONISED CATEGORIES
3.1 PROMOTION SPECIFICATIONS FOR NON -TECHNICAL DISCIPLINE
SL. CATEGORY
NO.
PROMOTION
GRADE
MINISTERIAL CADRE
1.
2.
2.
3.
4.
5.
6.
5.
Jr. Typist Clerk to Typist Clerk
(Multiple)
Jr.Steno Clerk to Steno Clerk
Typist Clerk to Sr Typist Clerk
Steno Asstt./Typist Asstt.
Sr. Steno Asstt./Sr.Asstt.
Executive Asstt.(Functional)
Sr. Executive Asstt.(Functional)
Telephone Operator-CumReceptionist (A2/A3/A4/A5/A7/A9)
NO.OF YEARS
REQUIRED IN THE
NEXT BELOW GRADE
GRADUATE
A5
SSC/
HSC
5
A7
A7
A9
A10
A11
A12
-
5
6
6
6
6
5
6
4
5
5
5
5
3
5
4
FINANCE DISCIPLINE
6.
7.
8.
9.
11.
12.
13.
14.
15.
16.
17.
Jr. Accounts Asstt.(Multiple)
Accounts Assistant
Sr. Accounts Assistant
Executive Asstt.(Fin.)
Sr. Executive Asstt.(Fin.)
A7
A9
A10
A11
A12
5
4
6
5
6
5
6
5
5
3
th
8 Std.
DESPATCHERS/MESSENGERS & EQUIVALENT
SSC
Pass
Office Attndt.(multiple)
A1
*
4
Messenger Gr.II(multiple)
A2
*
4
Messenger Gr.I
A3
6
5
Sr. Messenger
A4
6
5
Despatcher
A5
6
5
Sr.Sender
A7
6
5
Club Attendant-cum-Pump-Operator
A1 to A7
6
5
*Persons recruited under distress will be promoted after 5 years
HR MANUAL IN NUTSHELL 02_05_2014
3.2 PROMOTION SPECIFICATION FOR MARKETING DISCIPLINE
SL.
NO.
1.
2.
3.
4.
5.
1
2.
3.
4.
5.
6.
1.
2.
3.
4.
5.
6.
7.
•
CATEGORY
PROMOTION
GRADE
NO.OF YEARS REQUIRED IN
NEXT BELOW GRADE
LAB ATTENDANTS
Non - SSC
SSC
Lab Attendant Gr. III
A0 & A1
Lab Attendant Gr. II (Multiple)
A2
7
5
Lab Attendant Gr.I/Field
A3
7
6
Attendant
Sr. Lab Attendant/Sr. F. Attdnt.
A4
7
6
Lab. Asstt. Gr. III/Field Asstt.
A5
6
SOIL ANALYST
SSC*
B. Sc.(Agri.)
Soil Analyst Gr. III
A5
6
Soil Analyst Gr. II
A6
6
4
Soil Analyst Gr. I
A8
6
5
Sr. Soil Analyst
A10
6
5
Executive Soil Analyst
A11
6
5
Sr. Executive Soil Analyst
A12
5
3
F.D./ MKTG. REPRE.
SSC*
B.SC(Agri)
Jr. M. R. Gr. I
A4
6
M. R. Gr. III
A5
6
F.D / M. R. Gr. II
A6
6
4
F.D/M. R. Gr. I
A8
6
5
Sr. F.D./Sr. M. R.
A10
6
6
Executive F.D./ M. R.
A11
6
5
Sr. Executive F.D./ M. R.
A12
5
3
* For Employees Redeployed/ Transferred from other Disciplines.
For Placement in A12 onwards, Seven year Service in A12 Grade is required.
HR MANUAL IN NUTSHELL 02_05_2014
3.3 SPECIFICATIONS FOR PROMOTION (VACANCY BASED) / TIME
BOUND PLACEMENT IN TECHNICAL UNIONISED CATEGORIES
Minimum experience required in lower grade /scale (in years) to become eligible for
promotion / Time Bound placement to the respective grade for different qualifications.
GRADE
SCALE OF
PAY/GRADE
NO.OF YEARS REQUIRED IN NEXT BELOW GRADE
Non-Matric /
Non-SSC (Min
VIIIth Pass)
1
Jr. Plant
Attendant
Plant Attendant
Gr.III
2
5500-9400
(A0 Grade)
6475-11350
(A1 Grade)
Plant Attendant
Gr.II
7600-15250
(A2 Grade)
Plant Attendant
Gr. I
Sr. Plant
Attendant
Tech.III/Optr. III
etc.
Tech.II/ Optr.II.
etc.
Tech.I / Optr. I
etc.
8260-17000
(A3 Grade)
8600-18000
(A4 Grade)
8650-19000
(A5 Grade)
9300-21500
(A7 Grade)
10425-23900
(A8 Grade)
Sr. Tech / Sr.
Optr. etc.
11850-27800
(A10 Grade)
(1)(A11Grade)
(2)(A12 Grade)
(3)(A13Grade)
(4)
Placement
12500-35500
Placement
20250-45500
Further
Increment of
3%
Pre-Basic/
Matric /
SSC/ Basic
/ HSC
Trade
Apprentice/
SSC/HSC
+3 yrs
NCVT&1yr
Company
Training
3
-
4
-
5
-
Matric + Adv.
Course/5 PPT /
DIP (in Engg.) +
BOAT /
B.Sc.+1&1/2 yr.
NCVT& 1yr.
Company
Training
6
-
5
(3 Years
1.1.2007
onwards)
5
(2 Years
1.1.2007
onwards)
6
6/6/7M
6
6/6/7M
6
5
(3 Years
1.1.2007
onwards)
5
(2 Years
1.1.2007
onwards)
5
5/5/7M
5
5/5/7M
5
-
-
-
-
-
-
-
-
4
-
6
5
5
4
6
5
5
5
6/6/7M
6
5/5/7M
5
5/5/7M
5
5/5/7M
5
6/6/7M
6
6
6
5/5/7M
5
4
6
5/5/7M
5
4
6
5/5/7M
5
4
6
8
( 1.1.2007
onwards)
8
( 1.1.2007
onwards)
8
( 1.1.2007
onwards)
7
( 1.1.2007
onwards)
The employee, irrespective of his existing grade in unionized categories, who acquires qualifications such as
AMIE, BE, B.Sc(Engg.), B.Tech., LLM, CA, ICWA will be promoted to the position of Executive Optr./Techn.
and equivalent in A-11 Grade after assessment with additional sanction which will be personal to such
individual.
HR MANUAL IN NUTSHELL 02_05_2014
[B] PROMOTION OF EMPLOYEES TO & WITHIN OFFICERS’
CATEGORY:
1.0 POLICY FOR PROMOTION OF BELOW BOARD LEVEL EXECUTIVES.
1.1
The existing system of promotion of below Board Level Executives on merit
basis are in the four clusters as follows:
1. Promotion from worker category of employees to the lowest grade of officer
category i.e. to E0 grade.
2. Promotion of Unit level officers within officer cadre (i.e. from E0 to E1 grade,
E1 to E2 grade and E2 to E3 grade).
3. Promotion at Corporate Level Officers i.e. from E3 to E4 grade, E4 to E5
grade and E5 to E6 grade.
4. Promotion from CE level i.e. E6 grade to the position of Dy. General Manager
(E7 Grade), General Manager (E7 to E8 Grade) and Executive Director (E8 to
E9 Grade).
1.2
For E1 grade, officers completing the prescribed years’ experience in next
below grade as on 30th June are considered for assessment on 1st April.
1.3
For E2 & above grades,
Management Trainees absorbed in E1
grade/Officers joining from outside and in case of officers rejoining from lien
upto 30th Sept. are considered eligible for assessment as on 1st April of the
said year only in case of first promotion after joining/rejoining.
2.0
PROCEDURE OF SELECTION FOR PROMOTIONS.
The assessment procedure will comprise of the two components namely PAS-3 (CR)
rating and personal interview as detailed below.
GRADES
PAS-3
For 3 yrs.
Unit Level Promotion (for E0 to E3 60
Grades)
Corporate Level Promotion(For E4 45
and above Grades)
Assessment by the Board*
45
Pers.
Interview
40
Total
100
55
100
55
100
* The Board assesses the eligible candidates based on their overall performance
and does not rely only on the marks obtained by the candidates in the ACRS and the
Personal Interview.
HR MANUAL IN NUTSHELL 02_05_2014
2(A)
WEIGHTAGES FOR PERSONAL INTERVIEW FOR CORPORATE LEVEL
(i.e. E4 TO E9 GRADE)
Personal Interview 55 Marks with distribution of marks as:
1. Professional Knowledge
2. Managerial Ability
3. Interpersonal Skills and General Awareness
4. Communication Ability
5. Additional Efficiency & Merit
10 marks
15 marks
09 marks
06 marks
15 marks
3.0 PREPARATION OF SELECTION LIST FOR PROMOTIONS
The marks secured by the employee on the basis of PAS rating and personal
interview (Average marks of all DPC members) which will be added together and the
order of merit will be prepared. Only those employees who have obtained the
prescribed qualifying 75 marks will be included in the selection list for promotion
depending on number of vacancies to be filled and with due consideration of
reservation guideline, wherever applicable.
4.0
POINTS OF REJECTION
4.1
A candidate who has availed any Extra Ordinary Leave [EOL] during the last
3 years duration and/or having “average or poor rating” in any of the
attributes of PAS-3 in the immediate preceding three years of the assessment
will not be considered for inclusion in selection list to be prepared by DPC for
that year. However, at the time of assessment in next year of such candidate
who were not considered due to Adverse PAS3/EOL, their record of
subsequent one year only will be checked for no further Adverse PAS3 / EOL
etc. by the DPC.
4.2
If employee is under suspension/inquiry or prosecution is pending against the
candidate the sealed cover procedure will be followed in that case as per
Rules.
4.3 Cases of employees having doubtful Integrity should be brought to the notice of
CMD. Only officers having consistently good rating on Integrity for continuous
period of three years should be considered eligible for promotion.
HR MANUAL IN NUTSHELL 02_05_2014
ELIGIBILITY/EXPERIENCE IN NEXT BELOW GRADE FOR PROMOTION
Qualification /
Promo
-tion to
the
Grade
(1)
For B. Sc/ Dip. In
Engg.
/(Graduates in
non-Tech.
Disciplines)
Graduates/ Adv.
Course/ 5 PPT
qualified
Executives
(2)
E-0
5*
E-1
For Post-Graduates
qualified (in line) NonTech.,
M. Sc. (Agri.)
For Graduates in Engg./ CA / ICWA /
regularized in E-1 grade with PG
qualification like MBA after BA,B.Sc.etc/
Medical Doctors / Company
Secretary/Boiler Proficiency
(3)
(4)
5*
--
(6 for SSC+2PPT)
3
--
2
(4 for SSC+2PPT)
E-2
4
3
2
E-3
4
3
3
E-4
3
3
3
E-5
4
4
4
E-6
4
4
4
E-7
4
4
4
E-8
2
2
2
E-9
2
2
2
Note: 1) In case of Marketing Discipline, 4 years specification for promotion to Officers’
cadre(E0 Grade). 2) SSC, NCVT qualified officers are promoted on 5/2/6 yrs. Experience
in E0/E1/E2 grades and they are not eligible for promotion to E3 & above grades 3)The
concession of six months to newly recruited officers shall continue.3) Redesignation as Asst.
General manager equivalent to E6 grade will be awarded to the selected Chief Manager
based on their suitability in assessment by duly constituted Committee.
HR MANUAL IN NUTSHELL 02_05_2014
III. RESERVATION POLICY
Presidential Directives have been issued from time to time extending the
policies and procedures of the Government in regard to the reservation,
relaxation, concession, etc. for Scheduled Castes, Scheduled Tribes, Other
Backward Classes, Physically Handicapped, Ex-Servicemen, etc. to Central
Public Sector Undertakings. Accordingly, the Company has been
implementing Reservation policy for various categories of employees
mentioned above as per the Government guidelines from time to time.
1.0
PERCENTAGE OF RESERVATION FOR DIRECT RECRUITMENT:
Group
A
B
C
D
SC
*15
15
10
10
ST
7.5
7.5
9
9
OBC
*27
27
27
27
P.H.P.
3
3
3
3
Ex-servicemen
Nil
Nil
14.5
24.5
* For Direct Recruitment on All India Basis otherwise than by Open Competition the
percentage for SCs is 16.66 and for OBCs are 25.84
2.0
PERCENTAGE OF RESERVATION IN PROMOTION :
(i) 15% for SCs and 7.5% for ST and 3% for PHP in all the groups up to the
lowest rung of Group A.
(i)
In Promotion by Selection to posts within Group A, i.e. for promotion upto
Addl.C.E & Equivalent (E-5 Grade) there is no reservation except a
concession namely that the SC/ST officers who are senior enough to be
in the zone of consideration for promotion so as to be within the number
of vacancies (without relaxation in marks) for which the select list has to
be drawn up, would be included in the list, provided they are not
considered unfit for promotion.
(ii)
No reservation/concession is available for the posts beyond E-5 grade.
HR MANUAL IN NUTSHELL 02_05_2014
IV. PERFORMANCE APPRAISAL
[A] OFFICERS’ PERFORMANCE APPRIASAL SYSTEM (PAS)
1.1.
KPAs: Appraiser and Appraisee will together identify 5 major KPAs (Key
Performance Areas) at the beginning of the year (16th March -31st March)
and fix targets(Individual and/or Group target as applicable) for the appraisee
to work during the year. This system has presumed a Top-down approach in
the process of identifications of KPAs and Targets. Thus major Corporate
Goals will flow in the form of specific targets for levels down the line.
1.2.
PAS-1 Forms: Performance Appraisal System-1 (PAS-1) Form to be filled in
the Portal assigned to SAP by the Appraiser as per the mutually agreed KPAs
& Targets in PAS-1 Form.
1.3.
Appraiser & Appraisee together take a mid-term (1-10 October) review of
Appraisee’s Performance on his KPAs/Targets. This is for considering
revisions (with justifications) in KPAs or Targets if any and Performance
Counseling, if required.
1.4
PAS-2 Forms: Performance Appraisal System-2 (PAS-2) Form to be filled in
the Portal assigned to SAP by the Appraiser indicating the Revised
KPAs/Targets. Revisions if any must be endorsed by Reviewing authority.
(1-10th October)
1.5
Feedback 1: A Feedback form will be made available to the Appraiser during
the period from 16th October to 31st October in the prescribed Format. The
feedback is required to be given in respect of all KPAs, Managerial
competencies as well as in respect of Overall performance. The Appraiser
may take the print of Feedback Form where the KPAs and Targets of PAS 1
will appear as filled in the system, and fill up the rest of the columns provided.
Then he is required to invite the appraisee for Performance Counseling and
will send a copy of the Feedback Form duly acknowledged by the appraisee
to HR Deptt. for record.
1.6
PAS-3 Forms: Performance Appraisal System-3 (PAS-3) Form to be filled in
the Portal assigned to SAP by the Appraiser by allotting score secured out of
20 against each KPA and the score for Managerial Competencies (out of
100) in the Final Appraisal Forms i.e. PAS-3 to at the end of the year (by 31st
March)
1.7
PAS-3 forms duly filled in by Appraiser are sent to Reviewing and Controlling
Authorities by 10th May and 15th May respectively of following year. The
process of getting the PAS-3 duly filled and wherever required, getting it
reviewed by the Competent Authority, will be completed upto 31st May of
following year.
HR MANUAL IN NUTSHELL 02_05_2014
1.8
Feedback 2: (final PAS 3 score affirmed by the Controlling Authority) will be
given to all the Appraisees through Intranet on 1st June followed
bPerformance Counseling by the Appraiser. The Appraiser will then send email to HR Deptt. informing the date on which he completed Performance
Counseling of the Appraisee.
2.0
DEFINING OUTSTANDING AND POOR PERFORMANCE:
a) Total score of 184 & above shall be considered as “Outstanding Performance”
provided none of the Managerial Competencies is rated below “Good” i.e.
score below 5. Such PAS 3 form needs to be sent for acceptance of Director
(in case of officer upto PE & equivalent level ) and for acceptance of CMD (in
case of officer in Dy. CE and above level). In case, if any of the Managerial
Competencies rated below “Good” i.e. score from 1 to 4, such PAS 3 form will
not be considered as “Outstanding Performance” and need not be sent for
perusal of CMD.
b) Total score below 132 shall be considered as “Poor Performance” and such
PAS 3 form needs to be sent for acceptance of Director (in case of officer
upto PE & equivalent level) and for acceptance of CMD (in case of officer in
Dy. CE and above level).
3.0
DELEGATION OF POWERS FOR PAS:
Sl
Designation
1.
2.
3.
4.
5.
6.
7.
Executive Director/Director
Upto General Manager
Upto Dy. General Manager
Upto Chief Engineer
Upto Addl.Chief Engineer
Upto Dy. Chief Engineer
Upto Plant Engineer
8.
All workmen
Reporting
Authority
CMD
Director
Exe.Director
General Mgr./CGM
DGM
CE & Equiv.
Dy.CE/Addl.CE (as
applicable
which
ever is higher)
AFM/JE/APE
(as
applicable which is
higher)
Reviewing
Authority
CMD
CMD
Director
Exe. Director
GM/CGM
DGM
CE or Equiv.
Controlling
Authority
CMD
CMD
CMD
Director
Exe. Director
GM/CGM
DGM
CE or equiv.
PE/Dy.CE/
Addl.CE
(as
applicable
which is higher
NOTES:
(i)
Although CE or Equivalent level is the Controlling Authority for workmen,
DGM being a Head of Group of plants, all CRs be routed through concerned
DGM.
(ii)
CR of any worker with Poor or Outstanding Remarks will be put up to GM for
final acceptance.
(iii)
CR of any officer upto PE & equivalent rank with “Poor or Outstanding”
remarks will be sent to concerned Director for final acceptance.
HR MANUAL IN NUTSHELL 02_05_2014
(iv)
CR of any officer in Dy. CE and above level with “Poor or Outstanding” will
be sent to CMD for final acceptance.
(v)
PAS 1, PAS 2, and PAS 3 of all finance officers working in IPD Marketing
and Fertilisers Marketing Division shall be filled by finance Deptt. only.
4.0 EVALUATION OF FACTORS CONTRIBUTING/INHIBITING PERFORMANCE
4.1 While evaluating the performance under each KPA the effect of
and inhibiting factor will be incorporated and indicated separately.
contributing
4.2 For significant personal contributions if any, a separate note may be written in
the closing remarks by the appraiser.
[B]
WORKERS CONFIDENTIAL REPORTS (ACRs)
1.0
Workers Confidential Reports will be maintained for a calendar year.
2.0
RATING OF OVERALL PERFORMANCE:
(i) Total score 135 & above = “Outstanding” provided no attribute is rated below
(ii) Total score below 90
3.0
EVALUATION SYSTEM:
(a)
(b)
(c)
4.0
“Good”.
= “Average”
The Personal attributes are rated on 10 point scale.
There are 15 attributes which are to be rated on 1 to 10 point scale.
CR will carry maximum 150 marks.
ADVERSE ENTRIES AND RATING OF OVERALL PERFORMANCE:
h)
(ii)
Any attribute rated below “Good” (i.e. score 1 to 4) will be considered
as “Adverse” and will be communicated to the concerned employee.
Such CR forms need not be sent to concerned GM once controlling
authority has accepted the ratings.
Total score below 90 = “Average”
5.0 ACCEPTING AUTHORITY :
(i) DGM is the accepting authority for workmen.
(ii) Acceptance of concerned GM is essential in case Overall Performance is rated
as “Outstanding” or “Average”.
(iii) ACRs of all finance workers working in IPD Marketing and Fertilisers Marketing
Division shall be filled by finance Deptt. only.
HR MANUAL IN NUTSHELL 02_05_2014
V. TRANSFER
1.0
An employee may be transferred from one Plant / Department / Unit /Location
to another on any of the following grounds:
A) Request Transfer On receipt of Personal request from the employee for personal reasons
subject to requirement at other locations and approval of the Management.
B) Lateral Transfer Transfer to other discipline against departmental Advertisement on lateral
transfer basis.
C) Administrative Transfer a.
b.
c.
d.
On rotation
On re-deployment
On promotion
On re-designation for acquiring higher qualification
D) Transfer to other PSU/Central/State Government on deputation
2.0 Seniority of the Persons:
Seniority of the Person transferred will be determined as follows:
2.1 The seniority of employee transferred from one Unit/Division/Office/to another
with/without change in the discipline, will carry his old seniority (based on the
date of
appointment in the scale of pay/post) if such transfer is made on
administrative grounds by management and his seniority will be fixed in the new
Deptt. accordingly.
2.2. The seniority of employees transferred at their own request from one
Unit/Division/Office to another with/without change in the discipline, will be at the
bottom of the seniority list of employees of the transferred discipline.
3.0
TRANSFER T.A. (except for Request Transfer)
1. Transportation Cost:Rs. 21/- per KM(minimum Rs.5,000/-)
2. Disturbance Allowance: one month Basic Pay
3. Labour Cost:Loading and unloading charges at actual (maximum of Rs.4,000/-)
4. Transportation of Car: Only for Employees in the grade of E3 &above
5. Traveling Cost: DGM and above- travel by air in “Economy Class” for self and
their families. Officers below the level of DGM- by AC-II tier.
6. Packaging Cost: at actual subject to a ceiling of Rs.5000/7. Insurance Cost: at actual subject to a maximum of Rs.3000/-
HR MANUAL IN NUTSHELL 02_05_2014
8. Incidental Expenses: DGM and above-one airfare in “Economy Class” and
others- one single fare as per entitled class. Incidental expenses are payable only if
he moves with the family.
9. Octroi – On actual basis.
4.0 Joining time is admissible when:
a)
The transfer involves change in residence
a)
The new post is in an office located at a place other than the one from
where the employee has been transferred and at a considerable
distance.
b)
In case of request transfer only journey time will be admissible subject to
above conditions.
4.1 Quantum of Joining Time
Maximum Six days preparatory leave(Including Intervening weekly Offs and
Holidays) are allowed and for every 500 k.m. distance or part thereof
additional one day(maximum 3 days journey period) is allowed. However, this
will be available only in case of change in Residence, provided he has not
availed official / acquaintance tour to the new place of posting.
HR MANUAL IN NUTSHELL 02_05_2014
VI. SEPARATIONS
1.0
SUPERANNUATION
All employees including executives below Board Level shall retire from the services
of the Company on their completing the age of 60 years. The age set forth in the
service record of the employee shall be the basis for arriving at the date of
superannuation and the employee shall retire on the last day of the calendar month
in which he attains 60 years. However, those employees whose date of birth is 1st of
the month shall retire from the services of the company on the last day of the
preceding the month.
2.0
RESIGNATION
2.1
Any employee who desires to leave the services of the Company shall submit
a letter of resignation to the Appointing Authority through proper channel. A
copy of the resignation letter shall also be handed over to the HR Department
simultaneously and acknowledgement obtained thereof. A resignation shall
take effect only after it has been accepted by the Management / Competent
Authority and after fulfilling the obligations imposed by the conditions of
appointment or contract. A Permanent Employee may leave the services of
the Company after giving 1 month(for workman)/ 3 months (for officers) notice
as per the terms and conditions of his appointment.
2.2
The Company reserves the right either to accept pay and
allowance/adjustment of leave towards notice period or demand for actual
service during the notice period.The Company reserves the right not to accept
the resignation if, any disciplinary proceedings / criminal proceedings are
pending, initiated or contemplated against an employee.
3.0
LIEN:
All employees with minimum 10 yrs. of regular service elsewhere in the
Company will be eligible to apply for grant of lien. Lien will be considered if,
employee is joining other Public Sector or Govt. Depts. In India, Foreign
assignment through Govt., foreign assignment with Govt. or Public Sector
Undertakings on employees own efforts.
4.0
PREMATURE RETIREMENT
In case of Officer cadre:
An employee who has attained the age of 50 years and is considered to be
medically unfit, inefficient or of doubtful integrity may be prematurely retired in
Public Interest by the Competent Authority who will satisfy itself with the
instances necessitating the premature retirement.
A detailed procedure is prescribed under Sub Rule-10 of RCF Employees
CDA Rules, 2005, providing for periodical review of individual cases by a
Committee which will submit its recommendations to the Competent Authority.
HR MANUAL IN NUTSHELL 02_05_2014
The premature retirement under these rules is independent of and without
prejudice to Management’s Right to dispense with the services of an
employee on three months’ / one month’s notice (applicable as per terms of
appointment).
In case of Non-Officer cadre:
Any workman may be retired on medical grounds after he has been duly examined
and certified as unfit for further employment by the Medical Officer of the unit or a
medical board constituted by the unit.
6.0
TERMINATION OF EMPLOYMENT:
The services of an employee may be terminated in accordance with the terms
of appointment and in accordance with the rules under Standing Orders / CDA
Rules, which includes Dismissal, Discharge and removal from services and
Compulsory Retirement prescribed under Rule.
HR MANUAL IN NUTSHELL 02_05_2014
VII. LEAVE RULES
1.0 LEAVE ADMISSIBLE
(A)
Casual Leave
i.
Casual Leave is intended to cover casual absence of the employees for
personal reasons.
Casual Leave will be allowed for TWELVE DAYS in a calendar year. Public
Holidays and Weekly Off occurring during the spell of the leave will not be
treated as part of leave.
Casual Leave can be granted for half day, if half day casual leave is taken
then lunch interval will be taken as the dividing line.
Casual Leave can be combined with Special Casual Leave only and not any
other leave. It cannot be combined with joining time.
Those employees joining the service of the Company during the first half of
the calendar year shall be allowed full admissible quantum of casual leave.
The employees joining from 1st July onwards will be allowed 6 days casual
leave for the calendar year in which they join.
Casual Leave will not be granted for more than 10 days at a time.
Casual Leave cannot be accumulated and un-availed CL will lapse at the end
of each calendar year.
Casual Leave can be taken while on tour, but no daily allowance will be
admissible for the leave period.
ii.
iii.
iv.
v.
vi.
vii.
viii.
B)
SPECIAL CASUAL LEAVE
Special Casual Leave falls outside the normal casual leave and can be
granted to meet special situation but not for domestic or personal reasons as
in the case of Casual Leave. e.g. in case of Curfew, for participating in
sporting events of National or International importance in a representative
capacity or engaged in coaching or administrative capacity of teams
participating in such events (maximum 30 days in the calendar year), for
attending annual general meeting and participating in activities of recognized
Trade Unions etc.
C) EARNED LEAVE
i.
ii.
iii.
iv.
Earned Leave will accrue to the employee @ one day for every eleven days
worked. Holidays and weekly off occurring during the spell of the Earned
Leave shall not be treated as part of leave.
Earned Leave can be accumulated up to a maximum of 300 days.
Earned Leave can be availed on maximum 3 occasions in a calendar year.
On 4th / 5th occasions and also beyond 5th occasion, it can be availed with the
approval of Competent Authority prescribed for such no. of occasions..
Earned Leave encashment will be as circulated by the Management from time
to time.
HR MANUAL IN NUTSHELL 02_05_2014
D)
HALF PAY LEAVE
i.
Half Pay Leave will be admissible @ 20 days for each completed year of
service and can be availed of with or without medical certificate. Holidays and
weekly off occurring during the spell of Half Pay Leave will be treated as part
of the Half Pay Leave.
Commuted Leave: Half Pay Leave can be converted into full pay leave
(commutable) at half the no. of days of half pay leave by availing on
submission of Medical Certificate.
ii.
E)
MATERNITY LEAVE
This will be granted to Female employees as per provisions of Maternity
Benefit Act and Rules made there under.
F)
G)
SPECIAL LEAVE
Special Leave on full pay for a total period not exceeding 6 months during the
entire service will be granted to employees suffering from the following
diseases on production of Medical Certificate from an authorised Medical
Officer.
i.
T.B.
ii.
Cancer
iii.
Leprosy
iv.
Severe Heart Attack/Angina Pectoris
v.
Paralysis
vi.
Mental Diseases
vii.
AIDS
viii.
Any other disease, which the CMD may add to this list from time to time.
NB: Special Leave will be granted only when an employee exhausts all
kinds of leave to his credit.
EXTRA ORDINARY LEAVE WITHOUT PAY
Under special circumstances when no other leave is due and the employee
concerned requests in writing for the grant of EOL, such leave may be
granted to him at the discretion of the Management. When EOL is not
sanctioned, the unauthorized absence will be treated as break in service. The
period spent on EOL will not be counted for the purpose of eligibility for
promotion.
H)
STUDY LEAVE
Study Leave without pay can be granted at the discretion of the Management
on merits of each case for a maximum period of 2 years during the entire
service to those employees who have put in a minimum period of two years in
the Company subject to executing a Surety Bond/Service Bond, as prescribed
by Management. No expenses in connection with the Study Leave would be
borne by the Company.
HR MANUAL IN NUTSHELL 02_05_2014
I)
QUARANTINE LEAVE
Quarantine Leave may be granted with pay to an employee who is not able to
attend duty due to any infectious diseases like Cholera, Small Pox, Plagues,
Diphtheria, Typhoid Fever and Cerebral meningitis in his family. Such leave
may be granted on the certificate of the Chief Medical Officer of the Company
for a period not exceeding 20 days and in exceptional cases upto 30 days.
J)
SPECIAL LEAVE FOR ACCIDENT WHILE ON DUTY:
All employees/trainees and deputationists working in the Company are eligible
for this leave. The period of absence on account of accidents arising out of
and in the course of employment (i.e. while on duty) will be treated as on duty
in cases where the employee is to be hospitalized. Only the period of
hospitalization will be treated as on duty and will be eligible for special
leave. In other words, this benefit is not available in case there is no
hospitalization. This will be in lieu of the half monthly payments due under the
Workmen's Compensation Act. Special Leave for Accident while on duty shall
be forwarded by the concerned GM, endorsed by DGM(CMHS) and approved
by CMD.
K)
PAID HOLIDAY ON ACCOUNT OF ELECTION
In order to enable employees to exercise their Franchise in General Election
to Lok Sabha and State Assemblies, (Brihanmumbai Municipal Corporations)
Polling day in the respective constituencies will be observed as a paid holiday
on account of these elections, provided polling falls on a working day(During
the working hours) of the employees. If polling time does not fall during the
working hours, the employee will not be entitled for Holiday.
2.0 COMPETENT AUTHORITY TO SANCTION LEAVE
2.1
Casual, Earned, Sick, Half pay, Maternity Leave etc.-
DGM & CE or equivalent - Full powers upto 15 days for employees under his
control.,
GM & above - Full powers.
Earned Leave on 4th & 5th occasions in a calendar year:
Concerned General Manager - For employees up to Dy. CE level
Concerned Executive Director - For Addl. CE & above level
Earned Leave beyond 5th occasion in a calendar year:
Concerned Director - For employees up to Dy. CE level
CMD - For Addl. CE & above level
HR MANUAL IN NUTSHELL 02_05_2014
2.2
Extraordinary leave without pay
Director
Executive Director
-
GM & above
-
2.3
Full powers
Full powers upto 2 months on medical grounds
On recommendation of CMO
Full powers upto 1 month on medical grounds
On recommendation of CMO
Special leave with pay
CMD -Upto 3 months to be reported to Board
2.4
Study leave for higher qualification of recognized University /
autonomous bodies.
CMD -
Full powers
HR MANUAL IN NUTSHELL 02_05_2014
VIII. MEDICAL ATTENDANCE AND TREATMENT RULES
1.0 Medical Treatment includes :
Treatment means the employment of medical and surgical facilities which includes :i) The employment of pathological, bacteriological, radiological, sonological and
other methods such as CT Scan, MRI, Nuclear Scans and other modern
investigation which are felt necessary by the Authorized Medical Attendant.
ii) The supply of medicines, standard vaccines such as BCG, Diphtheria, Pertussis,
Tetanus, Polio, Measles, Mumps, Rubella, Hepatitis B (Vaccines only for children
below the age of 10 years and risk prone adults (need based), Rabies, sera such as
anti-snake venom or other therapeutic substances which may require in case of
immune compromised individuals and those who need it
iii) Dental treatment except supply of dentures, crown, bridge work, orthodontic work
and other specialized dental work, which is of the nature of beautification.
iv) Urology, Gastrointestinal surgery, Neuro Surgery, Plastic Surgery, Cardio
vascular surgery meant for functional improvements but not for beautification.
Nondependent kidney donor medical expenses to be borne by RCF.
v) ENT treatment including , Hearing aids, up to Rs.2500/- for employee and spouse
one time for employee and spouse and Speaking Valves for cancer patient only
will be allowed. If advised by ENT specialist Sleep Apnoea test will be allowed and if
essential further treatment to be given wherein 50% cost will be borne by the
concerned employee subject to limit of reimbursement to Rs.10,000/-to the
concerned employee and spouse only .
vi) Gynec and obstetrics treatment except for restrictions on infertility treatment as
specified in these rules. Five cycles for infertility treatment will be provided . For
primary infertility cases (No child cases) up to age 45.
vii) Ophthalmic treatment such as the supply of all visual aids for defective vision
including Lasik surgery to correct refractive errors is inadmissible. Surgery for
correction of squint is admissible. For cataract surgery reimbursement of Rs.2500/on intra ocular lens per eye is admissible.
viii) Orthopedic treatment.
ix) Provision for treatment of special diseases such as Cancer, Diabetes, Renal
failure (Dialysis), Tuberculosis, Mental disease, Poliomyelitis, IHD, AIDS, SARS, etc.
as admissible under these rules.
x) Physiotherapy
xi) Rehabilitation of employees, spouse & children up to age 30years addicted to
alcohol and drugs is admissible under these rules.
xii) Nursing and hospital accommodation appropriate to status of the Employees.
xiii) Diet in the case of indoor patients, free as admissible under these rules.
xiv) Ayurvedic and Homeopathic System of Treatment : treatment taken at
Government and Private Hospital will be reimbursed as per RCF approved rate. In
case of panchkarma the reimbursement will be made for employee and spouse only;
once in 5 years maximum up to Rs.7500/xv) New scientific methods of treatment / techniques after the approval of the
Competent Authority.
HR MANUAL IN NUTSHELL 02_05_2014
2.0. ELIGIBILITY OF DEPENDANTS FOR MEDICAL TREATMENT :
All the criteria mentioned herein below are required to be fulfilled simultaneously for
deciding Dependency for Medical Facility / Treatment:
A) Criteria for dependency are:
(I)Residential Status:
II) Income :
For spouse (wife/husband, as the case may be) Income criteria will not be
applicable. Parents are deemed to be dependent on the Employee if their total
monthly income from all sources including pension and pension equivalent of DCRG
benefit does not exceed Rs.15000/- p.m.
III) Age:
Son including legally adopted, unmarried , dependent son are eligible for medical
Treatment/facility till the age of 30 years, except Mentally Retarded / Permanently
Disabled Children.
Dependent Sister and brother of Employee on roll are eligible for medical
Treatment/facility till the age of 25 years.
Widowed sister, widowed daughter and Mentally Retarded or Permanently Disabled
Children of Employee on roll are eligible for medical facilities irrespective of the age.
IV) Marital Status:
Son, daughter including legally adopted children, sister and brother are eligible for
medical treatment till they get married. Widowed sister and widowed daughter are
eligible for medical treatment till they get remarried. Daughter - Divorced/abandoned
or separated from her husband shall be treated as dependent on employee and will
be eligible for medical treatment irrespective of the age limit subject to the condition
that she does not have income ( including alimony amount) exceeding Rs.10000/p.m. (as in case of dependency of parents) from any source.
V) Mentally Retarded/Permanently Disabled Children:
Mentally Retarded or Permanently Disabled son / daughter / legally adopted children
of Employee on roll are eligible for medical facilities irrespective of the age limit.The
cases of Mentally Retarded / Permanently Disabled brother/sister above 25 years
age, permanently residing with the Employee will be considered on case to case
basis, based on the merit of the case, for extending medical Treatment/facility, to the
extent available in RCF Hospital with the approval of CMD.
HR MANUAL IN NUTSHELL 02_05_2014
3.0. ELIGIBILITY FOR OTHER CATEGORY OF EMPLOYEES :
I. Sportsman: Sportsman on training or on contract are eligible for Treatment for self
only to the extent available in RCF Hospital. Deviations, if any, should be subject to
specific approval.
II. Trainee/Apprentice :
Trainees/Apprentices are eligible for Treatment for self only to the extent available at
RCF Hospital till his completion of training or apprenticeship period.
I. CISF Employees :
CISF employees and the members of their families wholly dependent and residing
with them are eligible for Treatment as stipulated vide CISF (Medical) Rules till their
deployment with the Company. The condition of residing with the employee will be
relaxed in the case of eligible dependents of CISF employees who are staying in
barracks.
II. Railway Employees :
Railway Employees engaged within the premises of the Company are eligible for
Treatment in RCF Hospital on payment basis at the rates prescribed by the
Controlling Medical Officer and approved by the Competent Authority.
The employees of Central Railway posted at RCF Thal siding and their eligible
dependants as per our criteria for dependency will be extended free
Treatment/facility to the extent available at RCF Thal Hospital. They should be
referred to Central Railway Hospital for services not available in RCF Thal Hospital.
V) Deceased Employee:
The spouse, dependant parents and dependant unmarried children of a deceased
employee will be eligible for medical facilities at par with retired employees under the
RCF retired employees contributory scheme without making any contribution till the
normal date of retirement of the employee. Thereafter, only the spouse will be
eligible for medical facilities as per the RCF retired employees contributory scheme
on the specified payment or at Government rates, if he/she does not join the said
scheme.
VI) Retired Employees:
COMMON GENERAL CONDITIONS
1. Retired employee and his/her spouse are eligible for treatment on one time
nonrefundable payment basis. In addition, Permanently Disabled Child (Whether
Mentally or Physically) of retired employees will be eligible for medical facilities
irrespective of the age limit on making one time nonrefundable payment of
Rs.5000/- at the time of retirement. Cases of retired employees having unmarried
children below the age of 25 and not earning should also be made eligible as
HR MANUAL IN NUTSHELL 02_05_2014
dependents till they attain age of 25 years or get married whichever is earlier by
paying additional amount as per Company’s policy i.e. Rs.5000/-
2. a) The retired employees staying within 5 kms from Unit’s Hospital will have to
avail medical facilities only from respective Unit’s Hospital.
(b) Retired employees residing within the area where Panel Doctors are
appointed by the Company will be entitled to avail all the medical services
available with the panel doctor, including supply of medicines by Panel Chemist,
if any.
3. There are two schemes for retired employees;
(I)
Non-Contributory Scheme :
(1) Non-Contributory Scheme:
Under this Scheme, Ex-employees do not contribute for medical facility.
(a) The overall limit for reimbursement of medical expenses per family i.e. Self &
Spouse will be Rs.1.5 lakhs per annum.
(b) The reimbursement will be as per Govt. rates or as per 30% of the
reimbursement rates whichever is less except medicines which shall be at actuals.
(c) Retired Employees will not be eligible for reimbursement of implants, artificial
appliances.
(2) Contributory Scheme:
(a) The facility of reimbursement of medical expenses at rates at par with regular
employees will be extended under this Scheme on non-refundable payment per
family (self & spouse) as under:
Date of Retirement
Retiring after 01.09.2012
Amount of Onetime Payment
(i) All Workmen Rs.18,000/(ii) Up to Manager (E4) Rs.20,000/(iii) Sr. Manager(E5) to DGM(E7) Rs.25,000/(iv) GM(E8) and above- Rs. 30,000/-
(b) The upper limit under this Scheme will be of Rs. 07.00 lakhs p.a. per family with
reimbursement rates as applicable to serving employees subject to Clause No.9
below.
(c) If retiring employee has no surviving spouse he/she needs to be given option to
pay (i) Full contribution to avail upper limit of the scheme of Rs.7.00 Lakhs per
annum. (ii) Half the contribution to avail upper limit of the scheme of Rs. 3.5 lakhs
per annum.
The same will be applicable to deceased employee’s spouse after retirement age of
deceased employee.
(d) The future retirees will have to express their consent for availing the facility
before the last day of their service in the prescribed format.
(e) The benefit under the scheme shall be available from the date of joining the
scheme by paying full applicable contribution.
(f) Reimbursement to retired employees (only under contributory scheme) In respect
of the following items be limited as under:
HR MANUAL IN NUTSHELL 02_05_2014
(i) Cost of implants, such as stent, steel rods in bones etc. limited to 50% of the cost
or Rs. 15,000/- whichever is lower.
(ii) Cost of joint replacement should be restricted to 50% of the cost or Rs. 50,000/whichever is lower.
(g) No refund will be available in the event of the demise of either or both the
beneficiaries of the family of the retired employee/ eligible VRS optee.
(h) For indoor medical services, the reimbursement rates applicable to the retired
employees/eligible VRS optees will be as per the following slabs.
From
To Entitlement slab
Plant Attendant to Manager (E4)
I
Sr. Manager (E5) to Dy. GM (E7)
IV
GM (E8) to CMD
VI
VII) Voluntary Retired Employees:
Specific Group of Employees who were separated by Voluntary Retirement prior to
10.4.1989 and on or after 12.2.2003 under the Voluntary Retirement Scheme relaunched with benefit of medical facility vide Circular No.117 dated 12.2.2003 will be
entitled for medical facilities at par with superannuated employees.
VIII) Contractors and their staff/Casual Employees/Mathadis :
Contractors and their staff/Casual Employees/Mathadis engaged for the Company
work are eligible for free first aid Treatment at OHC/RCF Hospital only for injuries
sustained while on duty.
IX) Employees’ Relatives:
The relatives of the Employees other than dependent members of his family are
allowed for Treatment in RCF Hospital only on payment basis at the rates prescribed
by the Controlling Medical Officer and approved by the Competent Authority.
Employee has to arrange for medicines and certain materials required for rendering
certain services.
4.0. GRANT OF MEDICAL ADVANCES:
a) The Approving Authority subject to his delegation of power vested for granting
medical advance set out in sub-clause c) of this rule, may, on the certification of
Controlling Medical Officer as to the duration and approximate cost of treatment and
on the terms and conditions set out in sub-clause b) of this Rule, grant an advance to
Employees for Medical Attendance and Treatment when they or the eligible
dependent members of their Family are taking Treatment.
i) as an in-patient in a Hospital or private clinic
ii) as an outpatient in cases of TB, Cancer, chronic renal disease, AIDS and
Thalassemia etc.
b) The advance will be subject to the following terms and conditions:
i) The amount of advance shall not normally exceed twelve months Basic Pay or
75% of the anticipated expenditure or admissible reimbursement as per category of
the employee and for that grade of illness, whichever is less, on production of
certificate from Authorized Medical Attendant of the Hospital where the patient is
HR MANUAL IN NUTSHELL 02_05_2014
undergoing Treatment and certification of the same by the Controlling Medical
Officer.
However, the condition of limiting the advance will not be applicable in the case(s)
where the RCF Hospital authorities refer the case(s) for Treatment and the advance
will be granted equal to the anticipated expenditure on production of certificate from
Hospital authorities where the patient is referred for Treatment.
ii) Ordinarily not more than one advance shall be granted for the same span of
illness or injury.
iii) The advance shall be adjusted against the reimbursement that is admissible and
any excess shall be recovered from the pay bill of the Employee in one installment.
iv) The Employee should submit his reimbursement claim on the expenditure
incurred against advance drawn within one month of incurring the expenditure or
discharge of the hospitalized patient whichever is later. Failure to submit the proof of
submission of the medical claim(s) to the finance department within two months of
drawing the advance will result in recovery of entire advance.
a) Medical Record: Records of all patients availing Treatment at RCF Hospitals /
Panel Doctors / Panel Hospitals will be maintained as under:
i) Employee-wise record will be maintained in Computerized System to the possible
extent at RCF Hospitals.
ii) Medical Booklet System will be maintained only in the panel area for the purpose
of identity, entitlement and keeping medical records. Separate booklets will be
issued to employee & each of his / her eligible dependents. Photographs are to be
affixed on each booklet and the cost of photographs is to be borne by the employee.
No booklets will be issued for patients residing within 5 km from RCF Hospital.
Carrying the booklets by the patients & the entry by the Doctors is essential.
Systems should be developed to update the change in entitlements.
iii) Retired employees staying in panel area shall get their medical diary endorsed
by HR
b) Time Limit:
i) Claims for reimbursement of medical expenses in respect of a particular spell of
illness will be preferred within three months from the date of initiation of Treatment.
Even for chronic / lifelong diseases, reimbursement will have to be claimed within
three months. When the claims include expenditure on hospitalization, it should be
submitted within one month from the date of discharge or three months from the
initiation of a given spell of Treatment whichever is later.
ii) Reference letters for reimbursement of medical expenses will be considered valid
for the period of 14 days from the date of issue.
iii) Prescriptions for their imbursement of medical expenses will be considered valid
for the period of 14 days from the date of issue.
c) Monetary Ceiling: Expenditure on a spell of treatment or continuous treatment
within a financial year costing beyond Rs 10 lakhs will require the approval of Board
of Directors. Before a patient is referred to any outside hospital for treatment if the
expected expenses for the case are more than Rs 10 lakhs, a written undertaking
will be taken from the concerned employee that any expenditure in excess of Rs 10
lakhs Subsequently, on completion of the said treatment / financial year after
knowing the exact expenditure incurred in each case, Management will scrutinize the
cases and deserving cases will be put up for the approval of Board of Directors for
expenditure in excess of Rs 10 lakhs. Board will consider the individual case on its
HR MANUAL IN NUTSHELL 02_05_2014
merit for the approval of the reimbursement of the medical expenses. In other cases
the cost of treatment beyond the ceiling limit is to be borne by the employee.
d) Travelling Allowance: Medical TA will not be allowed for OPD Treatment. TA will
be admissible only for indoor treatment. Patients needing ambulance will be paid at
actuals, Referral cases by RCF Doctor for major investigations like MRI , CT Scan
etc. will be paid Public transport charges. Only in case of bedridden patients,
Ambulance charges will be paid.
e) Multidiscipline Treatment:
Allopathic, Ayurvedic and Homeopathic Systems of treatment are being practiced in
RCF Hospital. Employees can avail Allopathic, Ayurvedic or Homeopathic
treatments.
Treatment for the same ailment should not be taken simultaneously in more than one
system of medicine.
f) Planned Treatments involving expenditure above Rs. 200000/Employees should obtain prior approval from Appropriate Authority on the basis of
recommendation of Controlling Medical Officer for any Treatment which involves
estimated expenditure of more than Rs.2,00,000/- including the performance of
Supra Major Surgeries such as CABG, Angioplasty, Renal transplantation, removal
of brain tumor, spine surgery, total joint replacement, etc.
g) Treatment for prolonged and special diseases and other major issues:
i) Once the Employee or dependent member of his/her Family is detected to be
suffering from the special diseases involving major medical expenditure of more than
10 lakhs, the course of effective Treatment is to be decided by a Panel of expert
doctors of the same specialization (peers) constituted for the purpose. Except in
case of emergency, accident cases reimbursement towards the cost of Treatment
would be made with the approval of Competent Authority subject to the maximum
ceiling amount fixed for any form of Treatment by the Board of Directors.
ii) For any other major medical issues requiring group decisions, a duly approved
committee of three doctors consisting of two senior doctors representing both the
units and an outside specialist in the relevant field will be constituted. The outside
specialist can also be a Company’s honorary doctor. The committee will meet
periodically as per the requirement.
h) Reimbursement for Infertility Treatment: Treatment for Infertility:Other assisted procedures like In vitro fertilization are not admissible. However, if a
pregnancy is achieved through In vitro fertilization at the patient’s own expense,
further maintenance of such a pregnancy from the second trimester of pregnancy is
admissible on only one occasion.
In case of Secondary Sterility, the same as described above will be allowed only
when the first conceived child is not alive or suffering from gross ill health such as
congenital anomalies etc. But, if the first born child is alive and healthy, the treatment
will be restricted to only three cycles of intra uterine insemination. No Hormonal
treatment will be allowed.
i) Treatment of Eye Diseases
The reimbursement of cost of Intra-Ocular Lens admissible up toRs.2500/- per lens
The supply of other visual aids such as spectacles and contact lenses is
inadmissible. However, the cost of investigation to determine the power of intraocular
lense is admissible .The Welders and Machinists category of employees would be
provided with safety goggle titled with toughened power lenses with side shields and
spectacles respectively once in three years by Safety Department. Lasik surgery for
HR MANUAL IN NUTSHELL 02_05_2014
correction of refractive errors is not admissible; however surgery for correction of
squint will be admissible
j) Total Knee & Hip Replacement:
i) Generally, these joint replacements are inadmissible except when patient is
suffering from severe Rheumatoid Arthritis – Gr IV, Avascular Necrosis – Gr.IV ,
Severe Ankylosing Spondylitis, Accidents. In case of employees , spouse cost of the
implant will be borne by company. In case of dependent children employee will bear
25% cost of implants.
ii) In case of replacement for reasons other than specified above, 50% of cost of
implants will have to be borne by the employee for treatment of spouse/dependent
children. In case of employee full cost will be borne by company. However, this
treatment will be subject to recommendation of the Committee as specified vide Rule
11 (g- ii).
iii) In case of retired employees, the 50% cost of implants will be required to be
borne by them in all cases.
k)Treatment of Alcoholics/Drug Addicts
Rehabilitation of alcoholic /drug addict employees spouse and children up to age 30
will be allowed twice in the entire services in R.C.F. by admitting in specialized
centers. Other dependent family members are not eligible for similar type of
rehabilitation.
l) New Expensive Scientific Methods/ Techniques of Treatment:
Only the standard and widely accepted scientific methods of Treatment will be
allowed. Any new and expensive modes of Treatment / techniques will be allowed
only on the prior approval of the Competent Authority.(ED-HR.) Such proposals
should be presented to the Competent Authority .(ED-HR) by the Controlling Medical
Officer only on the recommendation of the committee referred vide rule 11) g) - ii.
m) Entitlement of Class of Accommodation:
Employees holding the rank of Plant Engineer & above and his eligible Dependents
are entitled for accommodation in the cabin subject to availability, if admitted in RCF
Hospital. However, the head of the Medical department can allot a cabin even if a
given Patient is not entitled, if isolation is indicated or circumstances warrant such an
allotment. In case of patients admitted in other Hospitals, the entitlement of class of
accommodation will depend upon their designation and will be provided as per
guidelines given by the management.
5.0 Promotion of Small Family Norms
a) Grant of Family Planning Allowance to an employee, who undergoes sterilization,
is not to be absorbed in future in pay either in the same post or on promotion to
higher posts.
b) The Employee must be within the reproductive age group. In the case of male
Employee, it would mean that he should not be over 50 years and his wife should be
between 20 to 45 years of age. In the case of female Employee, she must not be
above 45 years and her husband must not be over 50 years of age.
c) The employee should have not more than two surviving children.
6.0 Leave for Blood Donation: The employees who donated blood on working days
may be granted special casual leave for that day only.
HR MANUAL IN NUTSHELL 02_05_2014
IX. GRIEVANCE REDRESSAL & EMPLOYEE PARTICIPATION
I)
GRIEVANCE REDRESSAL SYSTEM
Grievance Redressal System in the Company aims at providing a channel or
avenue by which any aggrieved employee may present his grievance; providing a
procedure which ensures that there will be a systematic handling of every
grievance. It also aims at providing a method by which an aggrieved employee can
relieve his feelings of dissatisfaction with his job/working condition/ promotion/ career
growth etc.
There is a multi-facet Grievances Redressal System as follows:
Grievance Cell has been established at Welfare Centre to facilitate the
employees to record their grievances. Employees handover their grievances
(handwritten or typed in any language Hindi, English or Marathi) through
proper channel or directly to the Coordinator of the Grievance Redressal Cell
at Welfare & Guidance Centre, Factory Gate No.1. The Coordinator accepts
the grievances and makes entry in the Grievance Register in presence of
employee and forward the grievance to the concerned Sectional head of HR
Dept.
Grievances are also redressed through Union representative in various
meetings with the Management.
Individual employee also can write through the departmental head or directly
to the HR Deptt.
Complaint Register is also maintained for SC/ST employees which is kept in
the custody of SC/ST Liaison Officer at Trombay as well as Thal Unit.
Prevention of Sexual Harassment Committee (POSH Committee):
Women cell is also set up for female employees, which also functions as
Sexual Harassment Complaint Committee. A practising Women’s Rights
Lawyer in the High Court of Mumbai, Family Court and other Trial Court has
been appointed on honorarium per visit to act as ‘Third Party Consultant’,
only when the meeting of the Women Cell takes place as Sexual Harassment
Complaints Committee. Two male members are also nominated as members
on the Sexual Harassment Complaints Committee. At present, the Prevention
of Sexual Harassment Committee (POSH Committee) consists of following
members :
1. Dr. (Mrs.) Vineeta B. Rao, Asst. Gen. Manager (Med.)
- Chair Person
2. Mr. Vikram R. Jawale, Chief Manager(Inst.)
- Member
3. Mrs. Nanda Kulkarni, Chief Manager (HR)-Corp.
- Convener
4. Mr. Prashant Patil, Sr. Manager (HR) –(Unit)
- Member
5. Mrs. Vijaya C. Naik, Manager (Secretarial) -Thal
- Member
6. Mrs. Sangita Gaikwad , Manager (Civil)
- Member(SC/ST Rep)
7. Mrs. Rupali Wadhawani, Dy. Manager (HRD)
- Member
8. Dr. (Mrs.) Archana P. Kale, Dy. Manager(R&D)
- Member
9. Advocate Veena Gauda,
-External Member
HR MANUAL IN NUTSHELL 02_05_2014
Grievance Redressal Committee is also formed under Industrial Disputes Act,
(Amendment 2010) consisting of equal representatives of Management and
Workmen. The Committee meets monthly to review the grievance Redressal
of Workmen.
II)
WORKERS PARTICIPATION IN MANAGEMENT
2.0 Workers Participation in Management aims at:
establishing cordial relations between employers and workers;
building up a spirit of co-operation and understanding between them;
increasing productivity;
securing better welfare services for workers; and at training them to
understand and share the responsibilities of management.
2.1 (a) Works Committee (as per the provision of Industrial Dispute Act, 1947)
Various sub-committees of Works Committee are as follows:
1) Hospital Advisory Committee
2) Township Advisory Committee
3) Sports and Cultural Advisory Committee
(b) Canteen Management Committee (as per the provision of Factories Act, 1948)
(c) Central Safety Committee (as per the provision of Factories Act, 1948)
In addition to the Central Safety Committee, there are Plant wise Safety
Committees comprising of workers representatives.
2.2
Quality Circles:
A QC circle is a small group consisting of first-line employees who continually control
and improve the quality of their work, products and services. It aims at identifying all
the associated problems. The group systematic analyses the problem using problem
solving tools and techniques of Quality Circle so as to reach to the root cause of the
problem and finding out probable solutions, selection of an ultimate one, working out
the action plan for implementation of the solution. it is more of a forum for examining
its own work and deciding on the ways for achieving higher perfection through selfinvolvement. Lean Quality Circles are also Formed by the Employees.
2.3
Suggestion Scheme:
This scheme is under implementation in the company since 1965. Main objective of
this scheme is to utilize the creativity of individuals through suggestions. This is a
forum which promotes employee's intellectual contribution in the management
process. The Suggestion Scheme in the company is not confined to any particular
area but encompasses different ideas which help the organization in wastage
reduction to conservation of resources, pollution control, efficiency improvement and
every other aspect which improves quality of life of our esteemed employees.
2.4
Five S - Workplace Management:
Housekeeping practices in any company reflect the management’s general attitude
towards work. Neatness and cleanliness of workplace has become an important
requirement. Modern developments call for high level of process accuracy, dust free
atmosphere, proper maintenance, clean habits, understanding and proper training of
HR MANUAL IN NUTSHELL 02_05_2014
employees towards workplace management. A clean factory always impresses
everyone and also helps to create confidence on the quality of product.
Five-S is an integrated concept for proper housekeeping which is called as
Workplace Management. Effective work place management calls for Five steps.
Japanese in their language call these steps as: 1)SEIRI Organising or re-organising,
SEITON: Neatness, SEISO: Cleaning, SEIKETSU: Standardization, SHITSUKE:
Discipline.
2.5
KAIZEN :
Kaizen means improvement. The core principal of kaizen is to make small,
immediate improvements in the processes and standards of the workplace. It means
small Improvements done consistently over a long period of time. If the kaizen
principles are integrated into workplaces, noticeable improvements are seen right
away, and great improvements in the long term. It improves quality, safety, Customer
satisfaction, delivery, Productivity, and reduce waste.
HR MANUAL IN NUTSHELL 02_05_2014
X. INDUSTRIAL RELATIONS
“Industrial Relations” means “Employer-Employee relations in an industry”. It
is the relationship that emerges out of day-to-day working and association of labour
and management.
It includes individual relations and joint consultation between employers and workers
at their places of work, collective relations between employers and their
organizations and trade unions and the part played by the State in regulating these
relations.
The main aspects of Industrial Relations are:
1.
2.
3.
4.
5.
6.
Promotion and development of healthy, labour Management Relations;
existence of strong, democratic and responsible Trade Union.
Maintenance of industrial peace and avoidance of industrial strife through joint
Management.
Development and growth of industrial democracy; Establishing plant level
Joint Management Councils, Joint Committees, Quality Circles, etc.
The spirit of collective bargaining recognizes equality of status between the
two conflicting groups and prepares the grounds in an atmosphere of trust
and goodwill for discussions and negotiations on matters of common interest
to both industry and labour.
Welfare work helps to create, maintain and improve labour management
relations and thereby contribute to industrial peace.
The success of Industrial Relations depends on the ability of Industrial
Relation Executives to effectively carry out the union management Policies.
In an Industry, the Collective Bargaining, Plant Discipline and Union Relations are
the principal items which form the core of Industrial Relations.
Industrial Relations Approach:
The Management believes in solving problems of the employees across the table
through collective bargaining. Various industrial relation aspects involve dealing with
the representative union/forums of various groups, handling grievances of
employees, disciplinary actions, handling court cases, etc. as detailed below:
(A) Collective Bargaining with various Major Trade Unions
The individual as well as collective service matters of the workmen category
including wages, promotion, non-statutory welfare matters etc. are discussed
between the Union and Management in its monthly scheduled Meeting and matters
are resolved amicably. The service conditions/matters of workmen are regulated by
Standing Orders of the Company. Both the union and the management do not
believe in agitation, strike, lockout, etc. The Union gets ‘recognised’ status through
‘Check Off’ system.
HR MANUAL IN NUTSHELL 02_05_2014
(B) RCF SC/ST Employees Welfare Association
This forum is affiliated to SEWASTAMBHA, and is a watch guard for implementation
of reservation policy in the matters of Recruitment and Promotion, In general, it
promotes interest of SC/ST employees and specifically, it can intervene in the matter
of implementation of Govt. guidelines regarding reservation, maintenance of Rosters,
etc.
C)RCF Officers’ Association
This is the registered union of officers affiliated to NCOA which represents individual
as well as collective service matters of the officers category in RCF. The service
conditions of officers are governed by RCF Employees’ (Conduct, Discipline &
Appeal) Rules, 2005.
D)Contract Labour, Mathadi Labour Administration
Contract Labour
There are some non-core supportive services are carried out by the Contract Labour
engaged through specialized agencies. These jobs are awarded to independent
contractors on annual contract basis by inviting tenders through news papers/listed
parties. The contract is awarded to the lowest tenderer fulfilling the statutory
requirement. It is ensured that the contractor holds a valid labour license and having
PF & ESIS Code.
Mathadi Labour
Company is engaging Mathadi workers for carrying out various operations of
Bagging and Dispatches, which covers loading/unloading, stacking and other allied
operations etc. They are governed by the Maharashtra Mathadi, Hamal and Other
Manual workers (Regulation of employment & Welfare ) Act, 1969. Company –
Trombay Unit is “Registered Employer” of Mathadi workers under the Railway Goods
Clearing and forwarding Unprotected Workers (Regulation of Employment and
Welfare) Scheme, 1976. For Thal, Company is registered with “Grocery Market &
Shops Board” and is bound to engage Registered Mathadi workers for the job
relating to loading and unloading operation. Company is engaging the Mathadi
workers at both the units through the Mathadi Board constituted by the State Govt.
HR MANUAL IN NUTSHELL 02_05_2014
XI. DISCIPLINARY ACTIONS
Maintenance of the discipline in an establishment is of paramount importance for its
smooth running. Disciplinary Action is required to be taken sometime to discipline an
employee. An employer who takes a punitive action against his employee is
required to observe principles of equity, justice and fair play. These principles are
termed as “Principles of Natural Justice”.
1.0
GUIDE LINES FOR DISCIPLINARY ACTIONS
1..1
Preliminary investigation into complaint is necessary to establish a prima facie
case before framing the charges.
1.2
The Disciplinary Action is to be initiated against Officer as per the provisions
of CDA Rules and against the worker as per the provisions of Certified
Standing Orders.
1.3
The Charge-Sheet should be framed in simple & unambiguous language
specifying inter alia the following:
a)
b)
c)
d)
e)
Date, time & place of incident
Precise description of the incident
Relevant provision of the Certified Standing Order /CDA Rules as
applicable.
Specific time for submitting the explanation in writing.
In case employee is required to be suspended from work, pending
inquiry, the same should also be recorded in the concluding para of the
Charge sheet or a separate Suspension order shall be issued.
4.3 Charge Sheet is to be served on the employee and acknowledgement obtained.
4.4 The Charged employee should be given fair chance to understand/explain the
charges.
1.6
If the employee ask for extension of time for giving written reply, reasonable
extension may be granted after taking into consideration the reasons given
therefor.
1.7
In case the Charged employee admits all the charges unconditionally,
categorically and without any reservation in writing and in the opinion of the
Disciplinary Authority the misconduct warrants minor punishment, there is no
need to proceed further with the inquiry. In such case, the charged employee
shall be
imposed with minor penalty by issuing a written order and after
giving a personal hearing.
1.8
In case the Charged employee admits the Charges unconditionally &
categorically in writing without any reservation and in the opinion of the
Disciplinary Authority the misconduct warrants major punishment, an inquiry
shall be held in the matter by appointing the Inquiring Authority.
1.9
If the charge is not admitted or no reply to the charge sheet is received, an
inquiry is to be ordered. If charges are accepted partially, an inquiry is
HR MANUAL IN NUTSHELL 02_05_2014
ordered for the charges not specifically admitted. The Disciplinary Authority
shall appoint an Inquiring Authority and a Presenting Officer and the same
shall be informed to the charged employee.
1.10
The delinquent employee can opt for a Defence Asstt. from the co-workers of
the unit/department, if he so desires.
2.0
SUBSISTENCE ALLOWANCE:
In case of suspension, pending investigation or inquiry, the employee shall be
paid subsistence allowance as under:
2.1
For Non-Officer Cadre Employee:
a) At the rate of fifty percent of the basic wages and allowances which the
workman was entitled to immediately preceding the date of suspension, for
the first ninety days of suspension.
b) At the rate of seventy-five percent of such wages for the remaining period
of suspension if the delay in the completion of disciplinary proceedings
against such workman is not directly attributable to the conduct of such
workman.
c) Notwithstanding anything contained in (a) and (b) above where the
provisions related to subsistence allowance under any other law/standing
orders being in force are more beneficial to workman will prevail.
2.2
For Officer Cadre Employee:
(a)
An employee will be entitled to draw subsistence allowance equal to
50% of his last drawn Basic Pay + DA and admissible allowances as
per rules provided he is not engaged in any other employment or
business or profession or vocation. A certificate to this effect is
required to be furnished by the suspended employee in the prescribed
format. Please refer Annexure-V of CDA Rules.
(b)
If the suspension period exceeds 6 months, the amount of subsistence
allowance may be increased upto 75 % of basic pay if the period of
suspension have been prolonged for reasons not directly attributable to
the employee under suspension.
The Detailed procedure of holding the Disciplinary Proceedings has
been elaborated in CDA Rules in case of Executive Cadre and this being
a standard legal procedure, shall also be followed in case of Unionised
cadre employees.
3.0
Penalty:
An employee may be imposed with any of the following penalties on being
found guilty of misconduct, depending upon the severity of misconduct and
his past records.
HR MANUAL IN NUTSHELL 02_05_2014
3.1
Non-Officer Cadre Employee (as specified under Certified Standing
Orders):
i.
ii.
iii.
iv.
v.
vi.
vii.
3.2
Adverse entry in the Personal Record or Censure
Fine
Stoppage of increment
Reversion to a lower post
Suspension without pay for a period not exceeding 4 days.
Discharge without or with notice or pay in lieu of notice but without loss
of Provident Fund benefits.
Dismissal.
Executive Cadre Employee (as specified under CDA Rules):
[I]
Minor Penalties:
i.
ii.
iii.
Censure
Withholding of promotion
Withholding of increments of pay with or without cumulative effect for a
specified period.
Recovery from pay or such other amount as may be attributable to him
of the whole or part of any pecuniary loss caused to the Company by
his misconduct, negligence or breach of orders.
Reduction to a lower stage in a grade/time scale of pay for a period not
exceeding three years, without cumulative effect.
iv.
v.
[II]
Major Penalties:
i.
Reduction to a lower stage in a grade/time scale of pay with cumulative
effect for a period upto three years or for a specified period exceeding
three years with or without cumulative effect.
Reduction to a lower grade/time scale of pay with corresponding
change of designation for a specified period.
Compulsory Retirement
Removal from service which shall not be a disqualification for future
employment under Govt./PSU.
Dismissal from service which shall be a total disqualification for future
employment under Govt./PSU.
ii.
iii.
iv.
v.
3.3 APPEAL
In case the employee is aggrieved by the order of the Disciplinary Authority, he can
prefer an appeal to the appropriate Appellate Authority within the time specified in
CDA Rules/Standing Orders.
3.0
SEALED COVER PROCEDURE :
4.1
Cases of Employees for whom sealed cover procedure will be
applicable.
HR MANUAL IN NUTSHELL 02_05_2014
(i)
(ii)
(iii)
6.0
Employees under suspension.
Employees in respect of whom a charge sheet has been issued and
disciplinary proceedings are pending.
Employee in respect of whom prosecution for a criminal charge is pending.
Disciplinary Authority:
As per the delegation of powers, the following are the disciplinary authorities in the
matter of disciplinary action/awarding Minor/Major punishment:
Category of Employees
EDs/GMs/DGMs and
Equivalent other than
Presidential Appointees
All employees at the level
of Chief Engineer
All employees at the level
of Addl.Chief Engineer
All employees upto the
level of Dy. Chief
Engineer
Disciplinary
Authority
Board of Directors
Chairman & Managing
Director
Executive Director/
Director
General Manager
Appellate Authority
Board of Directors
Board of Directors
Chairman &
Managing Director
Executive Director/
Director
7.0 PAYMENT OF T. A. IN CASE OF DISCIPLINARY ACTION :
7.1 T.A. for journey to attend the court for giving evidence of producing
official documents etc.
Where an employee if required to attend the court to produce official documents
or to give evidence in the official capacity, he may be allowed to draw travelling
allowance as for a journey on tour. The amount of travelling allowance may be
paid initially by the Company and then claim reimbursement from the Court, in
cases wherever legally receivable.
7.2 T.A. for journey to an employee under suspension
An employee placed under suspension will be allowed travelling allowance as on
tour if he is required by the competent authority to travel to a place other than the
place of his normal duty after suspension. The T.A. claim of such an employee
will be regulated with reference to the pay drawn by him before suspension.
7.3T.A. for journey to attend a Departmental Enquiry
An Employee called by the Corporation from his headquarters / station to attend
a Departmental Enquiry may be granted TA as on tour.
HR MANUAL IN NUTSHELL 02_05_2014
XII. SOCIAL SECURITY SCHEMES
(I) DEATH-CUM-RETIREMENT GRATUITY SCHEME
RCF Employees Gratuity Fund was established w.e.f. 1.4.85 and is duly approved by
the Commissioner of Income Tax vide his approval dated 31st March 1986
1. Payment of Gratuity:
(a)
Gratuity shall be payable to an employee on the cessation of his employment
after he rendered continuous service for not less than five years.
i)
On his superannuation, or
ii)
On his retirement or resignation
iii)
On his death or disablement due to accident or disease.
Provided that the completion of continuous service of five years shall not be
necessary, where the termination of the employment of any employee is due
to death or disablement.
(b)
For every completed year of service or part thereof in excess of six months,
an employee will be entitle for the Gratuity at the rate of fifteen days wages
based on the rate of wages last drawn by the employee concerned.
(II) RCF EMPLOYEES’ PROVIDENT FUND
The Board of RCF Ltd. In the first meeting held on 13.3.78 approved the
Constitution of a Board of Trustees for the purpose of administration and
management of Rashtriya Chemicals and Fertilizers Ltd. Employees
Provident Fund.
The contribution payable by the Company under the scheme is at the rate of
12% of the basic pay & dearness allowance.
In addition to the compulsory subscription, a member may at his option,
subscribe monthly, the maximum amount under VPF @10%. Basic+DA
Accumulations in the fund are payable: (i) To the member – on leaving the
services of the Company. (ii) To the Nominee – on death of the member
during service.
Withdrawal from the fund is allowed :
1. For purchasing a dwelling house/flat
2. For construction of a dwelling house including the acquisition of a suitable site
for the purpose.
3. Advance from the fund for marriages or post matriculation education of
children.
4. In case the factory has been locked up or closed down for more than 15 days
of reasons other than a strike and if employees are rendered unemployed
without any compensation.
5. Advance from the fund for illness in certain cases.
6. Financing of Member’s Life Insurance Policies
7. Conversion of policy into paid up one and payment of late fee etc.
HR MANUAL IN NUTSHELL 02_05_2014
(III) THE EMPLOYEES PENSION SCHEME, 1995.
The Scheme has come into force on the 16th November, 1995.
The pension is compulsory for all the existing members of the ceased Family
Pension Scheme, 1971 and new entrants from 16.11.1995 onwards.
A part of the contribution representing 8.33% of the Employee’s Pay (to the
extent of Rs.6500/-) is remitted by the Employer to the Employees’ Pension
Fund within 15 days of the close of every month
A member shall be entitled for:
1) “Superannuation Pension:, if he has rendered eligible service of 20 years
of more and retires on attaining the age of 58 years.
2)“Retirement Pension”, if he has rendered eligible service of 20 years or
more and retires or otherwise ceased to be in the employment before
attaining the age of 58 years.
3)“Short Service Pension”, if he rendered eligible service of 10 years or
more but less than 20 years.
In the case of New Entrant, the amount of Monthly “Superannuation Pension”
or “Retiring Pension”, as the case may be, shall be computed in accordance
with the following factor, viz.
Monthly Member’s Pension = Pensionable Salary x Pensionable Service
70
Past Service Benefits on completion of 58 years of age on 16.11.1995
Sl.No. Years of Past Service
1.
2.
3.
4.
Upto 11 years
More than 11 years but upto 15 years
More than 15 years but less than 20 years
Beyond 20 years
Salary more
than
Rs.2500/p.m.
Rs.85/Rs.105/Rs.135/Rs.170/-
On completion of the age of 58 years after 16.11.1995, the past service
benefit shown hereinabove shall be multiplied by the prescribed
factor(ranging from 1.049 to 2.992) corresponding to the period between
16.11.1995 and date of attainment of age 58 years to arrive at past service
pension payable.
If the member dies, the widow/child/orphan is entitled for monthly Widow’s
Pension(payable to the widow till death), Monthly children’s Pension(25% of
Widow’s Pension payable to 2 children (each @ 25%) payable up to the age
of 25 years, Monthly Orphan’s Pension( payable up to 75% of Widow’s
Pension)
HR MANUAL IN NUTSHELL 02_05_2014
(IV) RCF EMPLOYEES' FAMILY PENSION SCHEME.
RCF Employees' Family Pension Scheme is in operation since 1966 in our
Company.This scheme will be applicable to all RCF Employees who were
not covered under the Family Pension Scheme, 1971 & 'Employees' Family
Pension Scheme, 1995.
This is a non-contributory scheme as employees are not required to pay any
contribution.
(1)A lump sum amount minimum of Rs.4000/- and maximum of Rs. 15000/will be paid immediately after the death of employee.(2) widow gets Pension
of Rs.487.50 minimum and Rs.1625/- p.m maximum.
(V) RCF LTD. EMPLOYEES’ SUPERANNUATION (PENSION) SCHEME
(2012)
The Scheme is Optional for the eligible members and 10% of basic pay will be
deducted from the salary of all employees. If an employee separates/resigns from
the company before completing 15 years of service in RCF / CPSE, his contribution
will be returned with interest as declared by LIC from time to time. However if he/she
joins another CPSE where such pension scheme is available, the accumulated funds
in his/her pension account will be transferred accordingly.
Before start of pension, member shall submit nomination for the pension in
prescribed format to LIC of India through RCF Ltd. Employees’ Superannuation
(Pension) Trust.
There is no option for discontinuing the membership of pension scheme before
separation from the company.
Before completing 15 years of service in CPSE:
∗
∗
∗
∗
In case of Resignation: Only Employee’s accumulated contribution will be
refunded
In case of Death: Choice will be given to nominee to opt for pension or claim
the refund of total accumulated Corpus in the name of the deceased member.
In case of Termination: The total accumulated corpus in the name of the
employee shall be remitted back to the employer. The terminated employee
will not be eligible for pension and employee’s accumulated contribution will
be refunded after deducting dues / liabilities payable to RCF.
In case of Disability: Pension will be paid from the date of separation from
employment.
After 15 years of service in CPSE:
∗
In case of Resignation: If a member joins another CPSE with similar pension
scheme, the member’s accumulated corpus will be transferred to that CPSE
pension scheme.
The resigned member can opt for immediate pension / deferred pension.
HR MANUAL IN NUTSHELL 02_05_2014
∗
∗
∗
In case of Death: Choice will be given to nominee to opt for pension or claim
the refund of total accumulated Corpus in the name of the deceased member.
In case of Termination: The total accumulated corpus in the name of the
employee shall be remitted back to the employer. The terminated employee
will not be eligible for pension and employee’s accumulated contribution will
be refunded after deducting dues / liabilities payable to RCF.
In case of Disability: Pension will be paid from the date of separation from
employment.
Salient features of RCF Ltd. Employees’ Superannuation (Pension) Scheme
Pension scheme is implemented as per the direction of Ministry of Chemicals
and Fertilizers (DOF).
The scheme has been made effective from 01.01.2007
Eligibility: Benefit of this scheme will be applicable to all employees who are
on RCF roll and also for the retired / separated employees on or after
01.01.2007 to 31.12.2011, subject to minimum 15 years of length of service in
RCF / CPSE prior to superannuation / resignation. Relaxation is available in
case of death / disability / incapacitation.
This scheme is optional in nature for the eligible members.
As per approval of DoF, the members of this scheme shall contribute 5% of
basic pay from 1.01.2007 to 31.03.2009 and 10% of basic pay with effect
from 1.04.2009 onwards. The separated employees shall contribute to this
scheme from 01.01.2007, till at least the date of their separation from RCF.
Company will deposit matching contribution to the scheme.
10% of basic will be recovered against the Pension contribution from the
salary of an employee from January, 2012 onwards. Simultaneously,
Company will deposit matching contribution to the scheme from January,
2012 onwards.
Past contribution recovery for the period 1.01.2007 to 31.12.2011 will be
recovered in suitable installment from employees with matching contribution
from company. Separate circular will be issued in this regard.
Rate of Company contribution (at present 10% of Basic Pay) shall be
reviewed / withheld, if the Profit after Tax dips below Rs. 100 Cr. for a
financial year.
Employee can make additional voluntary contribution to the Pension fund in
lump sum / monthly to plan for higher pension, however, company will not
make matching contribution against such additional voluntary contribution.
After superannuation retired employee may continue in the scheme with or
without contribution from retired employee up to the age of 65. In case of
contribution by employee company will not make matching contribution
against such additional contribution.
Employee resigning and joining another CPSE - Transfer of accumulated
pension fund to pension fund of such CPSE is allowed (both in case of
transfer in and out of RCF).
HR MANUAL IN NUTSHELL 02_05_2014
Separate Pension Trust is being formed for administration of the scheme.
The Management of Pension fund has been outsourced to LIC of India.
LIC of India is chosen as a Fund Manager because of following feature in
their scheme :-
o Pension fund invested with LIC has sovereign guarantee by Government of
India u/s 37 of LIC act 1956.
o Funds will be invested in traditional plan (cash accumulation / not unit link
plan). It has got capital guarantee feature built in to the scheme.
o LIC has also given good rate of return on funds invested in above plan.
o During the last 5 years LIC has declared rate of return ranging from 9.10% to
9.45 %. However in future, LIC may increase / decrease the rate of return on
the fund.
o Consistency in Annuity rates for last five years.
Pension options:
The likely pension amount to an individual member will depend upon parameters
such as length of service, age of employee, employee’s Basic Pay, Pension Option
selected by the employee, Amount accumulated in individual’s pension account,
Annuity Rate declared by LIC from time to time etc.
Table I
Option 1
Option 2
Option 3
Option 4 Option 5
Option 6
10
20
Only Life
Years* 15 Years*
5
Years*
Accumulated Pension & Life Pension
Years*
Corpus
at no return of With Return of + Life for +
Life + Life
for
+ Life for
Corpus
the time of corpus
member
for
member
member
retirement
(Rs.
Per (Rs.
Per member (Rs.
Per
(Rs. Per
(Rs. Per
Rs.
month)
month)
(Rs.
Per
month)
month)
month)
month)
100000
767
583
760
746
725
700
200000
1566
1198
1553
1525
1483
1433
400000
3175
2438
3148
3092
3008
2908
500000
3979
3058
3945
3875
3770
3646
1000000
7958
6117
7892
7750
7541
7292
In case of death of member the pension will be paid to the nominee up to
indicated number of years marked at * i.e for options 3,4,5,& 6 in Table I. The
years will be counted from month of start of pension for the member and
corpus will not be refunded to the nominee.
HR MANUAL IN NUTSHELL 02_05_2014
In case of option 2, the nominee will have choice to opt for pension or to get
refund of the entire corpus of the deceased member.
LIC will provide facility to view to the individual member fund statement to the
Members on their website :- www.licindia.com.
Member has to exercise option for pension or he/she has to forward the
request to defer the pension from date of superannuation up to 65 year age
If no option is exercised by the member at the time of starting the pension,
option 2 will be made applicable by default.
Per Month Pension calculation rate in the table is worked out on the basis of
prevailing annuity rate declared by LIC. In future Annuity rate may vary from
time to time and the actual pension amount will depend upon annuity rates
prevailing at the time of fixation of pension.
LIC will maintain separate transaction / Pension Account of each member.
Individual Annual statement of the fund will be given after the end of a
financial year.
Withdrawal of 100% or partial accumulated pension fund is not allowed at
any point of time. Pension will be paid on superannuation.
Mode of payment of Pension : Payment of Pension can be paid to the
member by :
o Account Payee Post Dated Cheques.
o ECS to Members Bank Account.
o Annuity Card.
Income Tax Benefit
o Employee contribution will be allowed u/s 80C for Income Tax Rebate.
o Earning on accumulated members balance (yearly basis) will be Tax-Free u/s
10(25)(iii).
o Corpus payable in lumpsum to the nominee on death of the member is NonTaxable u/s 10(13) of I.T. Act.
o Further pension paid to the beneficiary or to the nominee will be taxable.
VI. EMPLOYEES DEPOSIT LINKED INSURANCE SCHEME (EDLI)
In order to get exemption under Sec.17 (2) of EPF Act, 1952 for Employees' Deposit
Linked Insurance Scheme, 1976, the Company has taken a group Insurance policy.
The scheme is effective from 1.8.78 and is dealt with by the Provident Fund Section.
Upon the death of the member whilst in service, the sum assured Rs.1,32,000/- will be
paid to the nominee of the deceased.
HR MANUAL IN NUTSHELL 02_05_2014
VII. GROUP PERSONAL ACCIDENT INSURANCE SCHEME (GPAI):
RCF has taken a GROUP PERSONAL ACCIDENT INSURANCE POLICY, for
providing cover against death and disablement resulting from accidents to the
employees. This cover is on a 24 hour basis throughout the period of service
including leave and holidays.
VIII. HOUSE BUILDING LOAN INSURANCE SCHEME (HBLI):
While it will be anybody's desire to have long and comfortable life, life being as
it is with its many uncertainties, anything can happen any time. HBL Insurance
covers the House Building loan liabilities in the event of an untimely death.
The premium on principal sum of HBL is borne by the member and the
premium for the interest portion is borne by the Company. Yearly premium is
covered in 4 installments.
Premium paid is eligible for income tax deductions.
Being on the lines of Group Insurance, the premium is comparatively very less
which depends upon the age of the loanee and the insurable amount.
The employees who have taken House Building Loan (HBL) and opted for the
Scheme either from 1.3.1987 or subsequently are members of the scheme.
IX. GROUP SAVING LINKED INSURANCE SCHEME (GSLI):
The Group Saving Linked Insurance Scheme is effective from 10.3.1986. The
monthly contribution of the member (which includes 40% life premium and 60%
saving portion) is remitted to the Life Insurance Corporation of India. In case of death
of a member his nominees shall be entitled for the sum insured (Rs.
30000/60000/90000/120000) along with saving portion (i.e. 60% of total
premium) and interest on savings as decided from time to time. On cessation of
membership for reasons other than death, a member gets his savings portion back
along with the interest.The contribution paid by the member is exempted under
Section 80G of Income Tax Act.
X. RCF DEATH BENEVOLENT SCHEME (RCF DB)
RCF Death Benevolent Scheme came into force w.e.f. 1.4.2003. All the regular
employees of the company are the members of the scheme. Whenever any
employee dies, Rs.10/- will be deducted from the salary of all the regular employees
on roll as contribution and the amount so collected will be paid to the next of kin of
the deceased as nominated for the purpose of his Provident Fund nomination. The
payment of Rs. 30,000/- is made immediately on death of the employee and
remaining amount along with final settlement.
HR MANUAL IN NUTSHELL 02_05_2014
XI. BAGGAGE INSURANCE:
The Company has taken a Baggage All Risk Insurance Policy in the interest of
employees while on official tour. Under this policy, accompanied baggage of any
RCF employee while traveling in the course of official duty, is covered against loss
upto Rs.10000/-.
XII.
OTHER SOCIAL SECURITY MEASURES:
12.1
Under Workmen’s Compensation Act:
Under Workmen’s Compensation Act the compensation is granted for other
categories of workmen/apprentices and Mathadi Workers on accidental death
within RCF premises.
12.2
Immediate Assistance to the Family on Death of an Employee:
a)
For Mathadi Workers/Contract workers/Apprentices/Trainees - Rs.6000/- per
year of completed service with a minimum of Rs.25000/- and maximum of
Rs.60000/-. For Apprentices Trainees the amount shall be Rs. 30,000/For Company Workmen, - Rs.15000/- per year of completed service with a
minimum of Rs.50000/- and a maximum of Rs.150000/For Company Officers, - Rs.20000/- per year of completed service with a
minimum of Rs.75000/- and a maximum of Rs.200000/-.
b)
c)
12.3 Compensation in lieu of Employment
In case of Death during service (whether accidental or otherwise), the Company
pays to the family an amount equivalent to 20 times the basic salary, subject to a
maximum of Rs.10.00 lakhs since the company does not provide any
employment to family members. The compensation is payable only if the
deceased employee had balance service over one year and surviving spouse
who is below 55 years, unemployed. In case surviving spouse is divorced /
deceased, unemployed surviving children below 25 years will be equally
distributed the amount.
12.4
Funeral Expenses: In case of Death of employee during service (whether
accidental or otherwise), the Company reimburses Funeral expenses of Rs.
10000/- to
the Family member/ Colleague of the ex-employee on receipt of
application for the same routed through HR Deptt.
XIII.
LEAVE BANK SCHEME:
The company recognizes that employees if suffer from serious and prolonged illness
which may prevent them from performing their duties for extended periods, such
employees may not have sufficient accrued leave to cover such absences. To
minimize economic hardship in these situations, the company has established the
Leave Bank Scheme w.e.f. 1st February, 2012.
The salient features of the scheme are as follows :-
HR MANUAL IN NUTSHELL 02_05_2014
1. An employee becomes eligible for membership in the Leave Bank Scheme
after he/ she completes 1 year of service on the permanent post and he/ she
volunteers for donation of commuted sick leave, is a member of the scheme.
2. To create the Leave Bank, one day of commuted sick leave will be deducted
from each of the eligible employee, who have not opted out the scheme and
credited in the Leave Bank. Thereafter, on exhaustion of the leave from the
Leave Bank, the same will be replenished by deducting one day of commuted
sick leave from each of the eligible employee.
3. An employee would be considered for receiving the benefit of the scheme, if
he/ she
Has exhausted all available leave to his/ her account.
The application for availing leave from Leave Bank is routed through proper
channel to Head of HR Department.
There is sufficient medical documentation provided by such employee
regarding serious and prolonged medical condition while applying for leave
from Leave Bank. This documentation will be verified and sanctioned by Head
of Medical Health Services of RCF.
The receiving employee has good standing in terms of past leave usage,
disciplinary and performance records i.e. an employee will not be eligible if he
or she has received any of the following :•
“Poor” rating in the punctuality and / or in overall appraisal rating in the
preceding year or disciplinary action within the last 12 months.
4. For the purpose of eligibility of promotion, gratuity, PRP, etc such leave from
Leave Bank will be treated as EOL. The leave will be treated as consumed for
weekly offs, paid holidays, etc occurring during the availment period.
5. Income Tax, Professional Tax, Provident Fund, GSLI Scheme Contribution
and other Recoveries will be recovered from the employee, recipient of leave
from the Leave Bank and the net amount to be credited to his or her account.
HR MANUAL IN NUTSHELL 02_05_2014
XIII.
SALARY, ALLOWANCES, REWARD & RECOGNITION
SCHEMES, AND WELFARE SCHEMES
A) Pay & Allowances
1.0 BASIC PAY :
Basic pay as fixed in the Pay scales revised w. e.f. 01.01.2007 and changed as per
rules in this regard from time to time regarding annual increment, promotion,
Stagnation, placement, additional increment, removal of increment etc.
2.0 ANNUAL INCREMENT:
Annual increment will be at the rate of 3% of Basic Pay and the same will be rounded
off to the next ten Rupees.
3.0 DEARNESS ALLOWANCE (DA) :
The Industrial Dearness Allowance (IDA) will be at the rate of 100 percent
neutralization for the increase above AICPI No. 2884, of 1960 series OR
above AICPI No. 126.33, of 2001 series as on 1.1.2007 with periodicity of
quarterly adjustment unchanged as per existing practice.
4.0 HOUSE RENT ALLOWANCE (HRA) :
House Rent Allowance (HRA) would be payable at the following rates, as
applicable to the Central Government employees. The HRA rates as
applicable based on the population criteria would be as under:
Cities with Population
50 lakh and above
5 to 50 lakh
Less than 5 lakh
Rates of HRA
30% of Basic Pay
20% of Basic Pay
10% of Basic Pay
HRA shall be paid at the rate of 30% of Basic Pay for Trombay & Thal Unit
employees and at the applicable rates for marketing area offices. However, the
enhanced rate of payment of HRA to Thal Unit employees at par with Trombay
Unit, will be subject to the condition that the payment of higher HRA is linked to
increased productivity and its continuation will be on the basis of improved
performance and output of the company. In case of the employees availing
Company provided accommodation, Rent Recovery would be computed as per
the rates applicable under FR-45 applicable from time to time.
5.0
PERQUISITES / ALLOWANCES / REIMBURSEMENTS :
The payment of perquisites & allowances will be limited to 50% of revised
Basic pay of an individual employee, including 1.5% monetising against
various facilities provided by the Company.
HR MANUAL IN NUTSHELL 02_05_2014
The Tax exemption / concessions in respect of expenses incurred by the
employee like education of the children, hostel accommodation of the
children, Physical handicapped dependents as applicable, Leave Travel
Concession expenses, etc. will be extended as per the provisions of IncomeTax Act.
6.0
UNIFORMS AND LIVERIES :
From 2007 onwards one set of uniform, one pair of leather shoes, one pair of
rainy shoes and two pairs of socks per year and one set of rainy suit /
umbrella once in two years as per existing quality and reference cost of
procurement at Corporate Office, will be provided by the Company to all the
employees. In addition, a fixed amount of Rs. 800/- p.a. will be given from
2008 onwards towards other items which will include stitching charges, soap,
duster, pen, Mug, Towel etc. including rainy sandals to female employees. For
employees of Fire Department, Hospital / paramedical staff & Company
drivers the present system will continue for items not included in above
mentioned payment. The fixed amount is revised to Rs. 1350 /- per annum
from 1st January, 2011.
7.0
SHIFT ALLOWANCE :
Shift
Revised Rate (Rs.)
1st (Morning Shift)
30
2nd (Evening Shift)
30
rd
3 (Night Shift)
100
The revised rates are applicable w.e.f.01.01.2012 for a period of 5 years.
8.0
CANTEEN COUPONS :
Canteen Coupons worth Rs. 400/- p.m. are given to all workmen from 1st July,
2009. The employees availing these Meal Vouchers get tax benefit as per the
Income tax rules.
9.0
PERFORMANCE RELATED PAYMENT (PRP) :
9.1
The PRP will be based on the financial performance of the Company and will
come out of the profits of the Company and will be directly related to MOU
rating of the Company. As per the Settlement dated 07.11.2012, the total PRP
amount to be paid to the workers would be equal to the PRP amount to be
paid to the officers from E0 to E6 grades as worked out as per the DPE
guidelines. This amount will be equally distributed among the workers.
However, there will be protection of 2.60% of PBT of relevant financial year.
This criterion will remain valid till next Wage revision. PRP will be in lieu of &
replacing the present system of distribution of bonus, ex-gratia payment of
five percent of distributable profit of the company annually at the time of
Dipawali Festival.
HR MANUAL IN NUTSHELL 02_05_2014
9.2
In case of Officers the PRP would be based on physical and financial
performance and will come out of profits of the CPSE. The total PRP, however,
will be limited to 5% of the year’s PBT, which will be for executives as well as
non-unionized supervisors in a CPSE. Part A- i.e. 60% of the PRP will be
given with the ceiling of 3% of Profit Before Tax (PBT).
Part B i.e. 40% of PRP will come from 10% of incremental profit. Incremental
profit would mean the increase in profit as compared to previous year’s profit.
9.2.1 Maximum PRP which Officers can get (earn through performance) worked
based on the following parameters:
Employee-wise Annual Basic drawn factor X
Employee Grade factor X
Company’s MOU Rating Factor X
Employee Performance Factor X
Maximum – Part A equivalent to 60% multiplier for Current PBT
performance.
Maximum – Part B equivalent to 40% multiplier for incremental PBT
performance.
Actual amount distributable will be subject to overall ceilings as
explained above.
9.2.2 Company has adopted “Bell Curve Approach” in grading the officers so that
not more than 10% executives are “Outstanding/ Excellent”. Similarly, 15% of
executives are graded as ‘Below Par”.
10.0
PAY FIXATION ON PROMOTION/PLACEMENT :
On promotion/placement of an employee in the higher scale, the basic pay in
the promoted scale of pay will be arrived at by granting one notional
increment equal to 3% of basic pay being drawn by the employee in prepromoted / pre-placement scale of pay, rounded to next 10 rupees. Such
arrived basic pay will be fixed in the new applicable scale of pay on promotion
or placement in the higher scale of pay as the case may be.
B) Monetary Incentive Schemes to Employees:
1.0 PROGRESSIVE USE OF HINDI: Cash incentives are paid on passing the
examination and on passing Hindi typing & stenography exam.
2.0 ACQUIRING HIGHER QUALIFICATION
On acquiring higher qualification with due permission, the employee shall be granted
additional increment subject to conditions prescribed in this regard. .
HR MANUAL IN NUTSHELL 02_05_2014
C)
REWARDS & RECOGNITION SCHEMES :
The Rewards and Recognition Schemes in vogue are as follows:
1) Best Sportsman of the Year Award
2) Best Plant/Department Head Award under Suggestion/ Kaizen
Scheme:
3) Suggestion/Kaizen Supreme Award4) Five S Winner, Five S Runner-Up and Best of Best five- S Trophy.
5) Best Turnout CISF/Fire on Independence Day Award
6) Best Employee of the Year Award
7) Bharat Ratna Dr. B. R. Ambedkar Productivity Award to Plant/Dept.
8) Bharat Ratna Rajiv
Plant/Department
Gandhi
Environmental
Award
to
the
9) Dulip Singh Best Safety Performance Award
10) Rajbhasha Puraskar to the Deptt/Plant
Following new Rewards and Recognition Schemes have been introduced from FY
2014-15 for the employees to appreciate their efforts and recognize their
performance.
1. Monthly Recognition of Star Performance : (In each Plant/Department )
2. Behind the Scene Award :
(For organizing any event or for any particular Accomplishment)
3. Good Health Award for the year :
4. Best Mentor Award :
5. Manaviyata Puraskar – For all employees
6. Pearl award for the year – for all Dy. General Mangers(Dy. G. M.)
7. Corporate Excellence Award for the year – For all GMs /CGMs
D) OTHER WELFARE SCHEMES:
TOWNSHIP: The Company has a township situated at Trombay having 2205
quarters of different types/areas allotted as per the eligibility. Similarly, there are 462
quarters in the township at Thal Unit. There are big Community Halls in both the
townships. The hall can be reserved by employees & retired employees 4 months in
advance (in case of resigned and voluntarily retired employees 2 months in advance)
for marriage (of self/children/brother-sister) except on Ganeshostav, Aayappa,
Navratra, or on other Management Programme Days.
HR MANUAL IN NUTSHELL 02_05_2014
SPORTS CLUB FACILITY: There is a well equipped Sports Complex situated in the
township having swimming pool, Football, Gymnasium, Badminton, Table Tennis
Court, Volley Ball Court, Library and a big Cricket play ground. Annual Sport Festival
is celebrated by involving employees and their families.
HBL INTEREST SUBSIDY SCHEME: HBL has to be availed from any Nationalised
Bank or Housing Finance Agency like HDFC Ltd., LIC Home Finance, CAN Home
Finance, ICICI Home Finance etc. Difference in interest rate above 5.5% (up to Rs.
10 lakhs) is paid as subsidy amount to the concerned employee to be reimbursed at
the close of the financial year.
EDUCATIONAL FACILITIES: Schools for education of employees’ children are
situated in the company township. There are 4 schools of English, Marathi and Hindi
medium in the township premises.
LONG SERVICE AWARD: The employees from Trombay, Thal and Marketing,
completing 25 years of service are felicitated along with their spouses at a separate
function.
A Silver Plaque and a Long Service Certificate are awarded to the
employee and a Silver Coin is presented to the Spouse of the employee on this
occasion.
WORKERS EDUCATION SCHEME: Workers Education Classes are conducted
every year to educate the workers about their rights, responsibilities towards job and
organisation. Minimum 40 employees per year are educated through the classes
(Trombay Unit+ Thal Unit) on various topics such as Labour Laws, Social Security
Schemes, Health, Safety, etc.
RCF EMPLOYEES CO-OP. CREDIT SOCIETY: The Society started with the
membership of 374 employees which has been increased to 3600 members as on
date. The main activity of the Society is to provide financial assistance to its
members at reasonable rate of interest. For this purpose, contribution made by all
members by way of share subscription is utilised.
MEDICAL At Trombay Unit the company owns 35 bedded hospital and at Thal Unit
the company owns 30 bedded hospital. The services of honorary doctors in various
stream of medicine like Ayurvedic, Homeopathy, Physicians, ENT Specialist, Dentist,
Psychiatrist, Ophthalmologist are also made available at Hospitals. Patients are
referred outside for the essential specialised treatment.
The employees staying away from the township get reimbursement of medical
expenses incurred for treatment of self and eligible dependants at the prescribed
rates.
In Navi Mumbai (Vashi, Nerul, Koparkhairane), Kalwa(Thane-Dist) Dombivali and
Bhandup, where large no. of Company’s employees are staying, the facilities of
Panel Doctor and Panel Chemists are made available.
MEDICAL CHECK UP Six monthly Medical Examination is conducted for technical
employees. This includes General Physical Check-up, Far, Near Eye vision Checkup, Lung Function Test, ECG and Audiometry Test. For others, Medical check up is
HR MANUAL IN NUTSHELL 02_05_2014
regularly conducted once in two-three years. The employees are given the medical
reports indicating details about their health status. In case of any problem, the case
is referred for the essential specialised treatment.
D) Social Welfare Schemes:
1.0
OTHER SOCIAL ORGANISATIONS:
1.
Youth Council situated in RCF Township provides free accommodation to
cancer patient & their family members and also undertakes various social
welfare activities.
2. The RCF SC/ST Employees Welfare Association runs ‘ Buddha Vihar’ in the
RCF Township.
3. Gurudwara
4. RCF Employees Ganeshotsav Mandal
2.0 WELFARE OF THE FARMING COMMUNITY
2.1 Integrated Rural Development Programme
India lives in its villages. With this concept in mind RCF has resolved to improve the
socio-economic conditions at the village level. Integrated Rural development
Programme focuses on this aspect which RCF strives to achieve. As a part of this 5
to 10 tribal and backward villages are adopted each year from different
states. These programmes are carried out in association with Agricultural
department, Zilla Parishads, District Rural Development Financial Institutions and
NGO’s.
The major activities conducted are :
Basic Need Development ProgrammesPublic Health and Village Sanitation Programmes:
Agricultural Need Development Programmes:
Subsidiary Occupation Development Praogramme
Farm Labour Training
Social Forestry and Waste Land Development:
Youth and Women Development Programme:
Along with economic development, the company encourages the organization of
social / cultural activities in the adopted villages.During last five years RCF has
adopted 27 villages in the state of Maharashtra, Karnataka & Andhra Pradesh.
This scheme is monitored by Marketing Department
3.0 SC/ST ADOPTION SCHEME.
Selected 10 SC/ST students were sponsored for their Education (from 6th Std
to 12th Std.) at Raigad Military School, Mahad under SC/ST Adoption Scheme
under the head of the Corporate Social responsibilities done by the HR Deptt.
HR MANUAL IN NUTSHELL 02_05_2014
XIV. AUDIT OF HR DISCIPLINE
A) INTEGRATED MANAGEMENT SYSTEM
1.0 AUDIT OF QUALITY MANAGEMENT SYSTEM (QMS) UNDER ISO
9001:2008
INTRODUCTION
To achieve excellence, Rashtriya Chemicals & Fertilizers Ltd. has implemented EMS
in compliance with ISO-14001 in the year 2000.OHSMS in compliance with OHSAS
18001 in the year 2005 & QMS in compliance with ISO-9001. Since year 2006 we
have upgraded our management systems as per revision in standards from time to
time. The following three management systems have been integrated in common
IMS- System.
I) ISO 9001:2008 Quality Management Systems.
It specifies requirements for a quality management system where an
organization, aims to enhance customer satisfaction through the effective
application of the system, including processes for continual improvement
of the system and the assurance of conformity to customer and applicable
statutory and regulatory requirements.
II) ISO 14001:2004 Environment Management Systems.
It specifies requirements for an environmental management system to
enable an organization to develop and implement a policy and objectives
which take into account legal requirements and other requirements to
which the organization subscribes, and information about significant
environmental aspects. It applies to those environmental aspects that the
organization identifies as those which it can control and those which it can
influence.
III) OHSAS 18001:2007 Occupational Health & Safety Management Systems.
OHSAS 18001 is an international standard for environmental management,
applicable to companies of all sizes and types; certification to OHSAS 18001
provides a dynamic mechanism for the development of effective health &
safety management system. “Plan-Do-Check-Act” principle based cycle,
OHSAS 18001: 2007 specifies the most important requirements to identify,
control and monitor the risk & hazards of any organization, and also how to
manage and improve the whole system.
Canteen is audited under all the three management systems. Human Resource
Department is audited under Quality Management System (QMS) under ISO
9001:2008.
HR MANUAL IN NUTSHELL 02_05_2014
The ISO Cell of H. R. Department maintains the following records for submission of
the same at the time of internal/external Audit.
I)
QUALITY OBJECTIVES OF H. R. DEPTT UNDER IMS:
Since Human Resource Department is rendering various services to the employees
right from Recruitment to the Retirement, therefore quality objectives need to be
well set. Section wise Quality objectives are set and monitored as follows.
Quality Objective
Performance Indicator
1) Timely Recruitment:
i) All India Level
ii) Local (State Level)
Conducting Interviews within six months from the
date of release of Press Advertisement.
Conducting Interviews within four months from the
date of release of Press Advertisement.
2) Settlement of Separating Employees:
Payment of Gratuity in case of:
i)Superannuating Employees
ii)Resigned Employees
3) Grievances Redressal:
First communication in the matter
4) Utilization of Capital Budget:
II)
On the date of Separation.
Within One month from the date of separation.
within 2 weeks of receipt of grievance.
100% Utilization of Capital Budget.
DOCUMENT OF EXTERNAL ORIGIN:
1.0 LABOUR LAW BOOKS:
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
Apprentice Act ,1961
Bombay Labour Welfare Fund Act, 1953
Building and Other Construction, 1996
Contract Labour (R&A) Act, 1970
Child Labour Act, 1986
Employers Guide to Labour Laws
Employees Provident Funds and Miscellaneous Provision Act,195 &
Employees Pension Scheme, 1995
Employees State Insurance Act, 1948
Employment Exchange (Compulsory notification of Vacancies) Act, 1959
Factories Act with Mah. Rules, 1948
Industrial Dispute Act, 1947
Industrial Employment (S.O) Act, 1946
Inter State Migrant Workmen Act, 1979
HR MANUAL IN NUTSHELL 02_05_2014
14. Maharashtra Mathadi , Hamal and Other Manual workers (Regulation of
employment & Welfare ) Act, 1969
15. Maharashtra Pvt. Security Guards( Regulations of Employment & Welfare ) Act,
1981
16. Maharashtra Workmen’s House- Rent Allowance Act
17. Maternity Benefit Act, 1961
18. Minimum Wages Act, 1948
19. M.R.T.U. & P.U.L.P. Act
20. Payment of Bonus Act, 1965
21. Payment of Gratuity Act, 1972
22. Payment of Wages Act, 1936
23. Private Security Agencies Act, 2005
24. Trade Unions Act, 1926
25. Weekly Holidays Act, 1942
26. Workmen’s Compensation Act, 1923
27. Bombay Shops & Establishments Act, 1948
28. Equal Remuneration Act, 1976
29. Maharashtra Workmen’s House- Rent Allowance Act, 1983
2.0
INTERNAL COMMUNICATION MATRIX
I)
II)
Quarterly Deptt Meeting
Circulars being issued as & when required
3.0 LIST OF RECORDS
1.0 General Correspondence (ISO 9001 (IMS) - Retention Time 5 Years
2.0 Employee Personal file folders - Retention Time 5 Years after retirement/leaving.
HR MANUAL IN NUTSHELL 02_05_2014
XV. CITIZENS’ CHARTER
The Citizen’s Charter of the Department flows from the declaration of its Vision,
Mission and Standards of Services of the Company which are as follows ;
I
VISION STATEMENT
“To be a world class Corporate in the field of Fertilizers and Chemicals with
dominant position in Indian market, ensuring optimal utilization of resources taking
due care of environment and maximizing value of stake holders.”
II
MISSION STATEMENT
“Exponential growth through business excellence with focus on maximizing
stakeholder value by manufacturing and selling Fertilizers and Chemicals in a
reliable, ethical and socially responsible manner”.
III
VALUE STATEMENT
“RCF shall deal in all aspects of business with integrity, honesty, transparency
and with utmost respect to the stake holders, by honouring our commitments,
providing results and striving for the highest quality.”
IV
CLIENTS OF THE DEPARTMENT :
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
V
Employees of the Company.
Government in General and Deptt. Of Fertilizer in particular,
Recognised and other registered Trade Unions.
Act Apprentices, other trainees, Management Trainees.
Families/Dependents of the employees(spouses)
Ex-employees and their families/dependents.
Contractor and contract labour.
Mathadi Labour and Mathadi Board.
Other Deptt. Heads/OMs/CMs.
Other Govt./Semi-Govt. authorities and outside agencies like LIC/Banks.
Solicitors, Labour Commissionerat, various statutory & Social Authorities.
Citizens staying around the office area and society at large.
COMMITMENT:
We are committed to continuously upgrade the quality of human resources
and promote welfare, development and empowerment.
We are also committed to promote specific social objectives such as
development of research, development of entrepreneurs, promotion of
Sports and Welfare activities, special assistance for upliftment of SC/ST
and other socially back ward classes.
Our commitment is to secure for its HR as decent a standard of living and
as good a quality of life as possible consistent with the general Socioeconomic conditions in the country.
HR MANUAL IN NUTSHELL 02_05_2014
VI
SERVICES RENDERED:
We ensure such just and fair conditions of employment and procedures as will
enable all employees to carry out their duties in the most willing and elective manner
; to fulfill the general employment policy of the government. To provide, continuously,
adequate and complete trained HR at all levels and to ensure manpower planning
through career and succession planning and also pay fair and adequate monetary
compensation under various social security schemes which gives income security
and also ensures that during the spell of risks, the individual and his family should
not be subjected to a double calamity involving destitution and loss of health, limb,
life and work. We provide statutory and non-statutory welfare measures to the
employees and their families to ensure their wellbeing and to provide support
services to other departments of the Company. We also fulfill the requirement of
other statutory agencies and to ensure legal provisions under various Acts, to settle
the matters pending with Labour/Industrial Courts, High Courts, Supreme Court,
Conciliation and Arbitration machinery. We also care for the community around,
especially the SCs/STs and other Backward Classes
VII.
PRESENT SYSTEM OF GRIEVANCE REDRESSAL BY THE DEPARTMENT:
Grievances are redressed at four levels.
Grievance Cell has been established at Welfare Centre to facilitate the
employees to record their grievances. Women Cell is also set up for female
employees. Complaint Register is also maintained for SC/ST categories.
Grievances are also redressed by the representative Union leaders in various
meeting with the Management.
Individual employee also writes through the departmental head or directly to
the HR Deptt. The concerned HR Officer immediately solves the genuine
grievance as per the laid down policy.
Grievance Redressal Committee is also formed under Industrial Disputes Act,
(Amendment 2010), comprising equal representatives of Management and
Workers (including one female representative).
Women Cell is also set up for female employees. Prevention of Sexual
Harassment Committee (POSH) is also set up as per the guidelines in this
regard to look in to the complaints received regarding sexual harassment at
work place.
SAVINGS: NOTHING CONTAINED IN THIS MANUAL SHALL OPERATE IN DEROGATION OF ANY
RULES MADE BY THE MANAGEMENT. THE MANUAL IS SUBJECT TO AMENDMENTS AND
MODIFICATIONS FROM TIME TO TIME IN ACCORDANCE WITH THE AMENDMENTS MADE
INVARIOUS RULES, SYSTEMS, PROCEDURE PRESCRIBED IN VARIOUS STATUTES OR RULES
OF THE COMPANY FROM TIME TO TIME. THE PROVISIONS CONTAINED IN THIS MANUAL ARE
IN BRIEF AND ARE TO BE READ WITH THE DETAILED WRITTEN INSTRUCTIONS ALONG WITH
FOOTNOTES/CLARIFICATIONS, IF ANY, ISSUED BY THE MANAGEMENT VIDE VARIOUS
CIRCULARS, NOTICES, OFFICE ORDERS/MEMORANDUMS ETC. ANY ERRORS AND
OMISSIONS CONTAINED IN THIS DOCUMENT ARE UNINTENTIONAL AND ARE LIABLE TO
CORRECTIONS WHENEVER NOTICED.