AProject report

On

“LEAVE BENEFITS & RULES OF BHILAI STEEL PLANT”

Submitted in the partial fulfillment for the Award of Degree ofBACHELOR OF BUSINESS ADMINISTRATION

PT. RAVISHANKAR SHUKLA UNIVERSITY RAIPUR, (C.G.)

Session2007-08

(Project Guide) (Submitted by)Mr. MANOJ VERGHESE CHANDAN SINGH

St. Thomas College, Bhilai Affiliated to Pt. Ravi Shankar Shukla University,

Raipur (C.G.)

CERTIFICATE

This is to certify that the project on “LEAVE

BENEFITS & RULES OF BHILAI STEEL PLANT"

submitted in the partial fulfillments of the award of the degree

BBA in St. Thomas College affiliated to Pt. Ravi Shankar Shukla

University, Raipur is a genuine work done by Mr. CHANDAN

SINGH under my supervision.

Mr. Manoj Verghese Mrs. Mariam JacobProject Guide H.O.D.

Management department

Dr. Reny GeorgePrincipal

(St. Thomas College Bhilai)

DECLARATION

I, the undersigned hereby solemnly declare that this

project entitled “LEAVE BENEFITS & RULES OF BHILAI

STEEL PLANT” is a genuine & profound & true work done by

me under the auspice of my project guide & other concerned

executives. All the information collected is authentic & to the best

of my knowledge

(----------------------)

CHANDAN SINGH

ACKNOWLEDGEMENT

The exclusivity of this project can not be claimed as a singular effort for

several personal persons have contributed shared accomplishment of this

project report. I offer my profound gratitude, as without their generous

guidance this work, would have never been completed. As it is impossible to

include all the names, some of the prominent names are mentioned at

appropriate places.

I am highly grateful to the management of Bhilai steel plant for their kind

co-operation.

I am highly grateful to the employee of Bhilai steel plant for their kind

co-operation.

I am extremely indebted to my guide & mentor Mr. Manoj Verghese

(Lecturer, Management Department) for sparing his valuable time.

I am very grateful to Mrs. Mariam Jacob (HOD. management Department)

for her help in my project.

Also, I am very grateful for the opportunity given by Dr. Reny George

(Principal, St. Thomas College, and Bhilai) to complete the project.

(CHANDAN SINGH)

CONTENT

CHAPTER 1

1.1 INTRODUCTION OF LEAVE BENEFITS & RULES OF BHILAI STEEL PLANT

1.2 ABOUT THE COMPANY

1.2.1 ABOUT COMPANY PROFILE

1.2.2 INTRODUCTION OF COMPANY

1.2.3 HISTORY OF COMPANY

CHAPTER 2

2.1 STATEMENT OF OBJECTIVE

2.2 STATEMENT OF LIMITATION

CHAPTER 3

3.1 JUSTIFICATION OF STUDY

3.2 RESEARCH METHODOLOGY

CHAPTER 4

DATA ANALYSIS & INTERPRETATION

CHAPTER 5

FINDINGS

CHAPTER 6

6.1 SUGGESTION

6.2 CONCLUSION

CHAPTER 7

BIBLIOGRAPHY

CHAPTER 8

APPENDIX

QUESTIONNAIRE

CHAPTER 1

1.1 INTRODUCTION OF LEAVE BENEFITS & RULES

OF BHILAI STEEL PLANT

LEAVE BENEFITS

Bhilai steel plant provides liberal leave benefits .however, leave can. Not be claimed as a matter of right. When the exigencies of the company service so require, leave of any kind may be refused or revoked or curtailed by the authority competent to grant it.

The employees of Bhilai steel plant are governed by three types of leave rules:

1. SAIL Leave Rules:-Applicable to Executives, Ministerial Staff and other non-technical staff that are not governed by standing orders or vacation Leave rules.

2. Standing order leaves rules:-applicable to all employees governed by standing orders (plant or mines).

3. Vacation leave rules:-applicable to employees working in education departments.

SAIL LEAVE RULES :

The following kinds of leave are admissible:

A. Earned Leave

An employee shall be entitled to earned leave at the rate of 30days for every completed calendar year of service or 2-1\2(two and half)days for each calendar month of service. Service means continuous service in the company including the period spent on any kind of leave except extraordinary leave exceeding three months. For period, which is less than a complete calendar month, earned leave shall be allowed at the rate of one day for every 10 days of service subject to the limit of2-1\2days of earned leave for the calendar month.Credit of the earned leave accrued during a calendar year will be given on the first day of the succeeding year.An employee shall case to earn leave when the earned leave due amounts to 240 days. Grant of maximum earned leave a time in limited to 120 days.

B. Half pay leave

An employee shall be entitled to half pay leave for 20 days for each completed years of service and proportionately in the first year of service and in the year of superannuation from the service of the company.

C. Commuted Leave

Commuted leave not exceeding half the amount of half pay leave due may be granted to an employee on medical grounds. When commuted leave is granted, twice the amount of such leave shall be debited against he half-pay leave due. Commuted leave may be granted at the request of the employee even when earned is due to him.

D. Extra- Ordinary Leave

Extra- Ordinary leave may be granted to an employee when no other leave is admissible to him or when other leave is admissible to him or when other leave is admissible but the employee applies for grant of extra-ordinary leave. No employee shall be granted extra-ordinary leave for more than 3 month on one occasion. However, extra-ordinary leave for a period in excess of 3 month but not exceeding 36 month may be allowed on medical ground for diseases which require prolonged treatment or for prosecuting higher studies or for specialized training.

E. Leave Not Due –

Leave not due may be granted to an employee at the discretion of the sanctioning authority as advance of half pay leave when there is no earned leave or half-pay leave at his credit. Leave not due shall be limited, at any one time, to one-half of the amount of HPL the employee is likely to rerun during the remaining period of his service or 30 days, whichever is less. Leave-not-due shall be debited against the half-pay leave the employee may earn subsequently. Clarification leave-not-due is to be granted as an advance of HPL and is debited against HPL, which the employee may earn subsequently. Leave-not-due sanctioned as an advance of HPL cannot be treated as commuted leave even on medical grounds.

F. Maternity Leave-

A Female employee may be granted maternity leave (which shall not be debited against the leave account) for a period of 12 weeks (84 days) from the date of its commencement. Maternity leave may also be granted in case of miscarriage or abortion including abortion covered under the Medical Termination of Pregnancy Act 1971, on medical certificate for a period not exceeding 6 weeks. Maternity leave may be combined with leave of any other kind.

G. Leave for child care\development –

May be granted and shall consist of maternity leave, earned leave, half pay leave as due and admissible and balance as extra-ordinary leave subject to the condition that the total period of such leave i.e. Maternity leave, EL. HPL and EOL shall not exceed twelve months. This facility can be availed till the child attains the age of one year.

H. Special Disability Leave

Special Disability leave for a period as certified by authorized Medical Officer may be granted to an employee who is temporarily disables on account of personal injury caused by accident arising out of and in the course of his employment. This leave can be combined with leave of any other kind. The special disability leave may be shortest normal rout from arising out of accident during journey by the shortest normal route from residence to place of work, and back within one hour of start and end of duty.

I. Quarantine Leave

Where, in consequence of the presence of an infection disease (Cholera, plague, diphtheria, typhus fever etc and any other disease notified by the state Govt.) in the family or house-hold of an employee, at his place of duty, residence or sojourn, his attendance at the place of his duty is considered hazardous to the health of other employee, such employee may be granted quarantine leave for a period not exceeding 21 days (30 days in exceptional circumstances) on the certificate of the authorized medical officer or a Public Health Officer. An employee shall not be eligible for quarantine leave if he himself is suffering from any infectious disease. Quarantine leave may also be granted, when necessary, in continuation of other leave.

J. Special Casual Leave

Special Casual leave may be granted to an employee at the discretion of the sanctioning authority to cover the period of absence during which he is unable to attend duties in special circumstances which are not purely personal or domestic.

Special casual leave may be allowed to an employee for a period not exceeding 30 days (60 days in exceptional cases) in a calendar year for

participation in representative capacity in sporting events\cultural activities of State/National/International or organized on inter-steel plant basis or representing plant/Unit and for attending coaching camps. Splice shall be admissible for participation in a mountaineering expedition only if the expedition has the approval of the Indian Mountaineering Foundation, for trekking/cycling/motor cycling expedition, and social service work, duty recognized/requisitioned by the State/Central Government. Special casual leave may be allowed for one day on each occasion for blood donation in an authorized blood bank, on the day of blood donation itself or the following day, on production of medical certificate. Special casual leave may also be allowed for family planning operations, details OF which an employee is called for training in the Territorial Army, the entire period of training include the period of transit to and fro may be treated as special casual leave without any limit.Employee affected by floods or other nature calamities may be granted special casual leave for the period of absence subject to the area in which employees are posted has been declared as an affected are by the State Government. The period of special casual leave shall be limited to the period covered by the State Government Notification in this regard.

K. Casual leave:

15 days Casual Leave is admissible in a calendar year. Casual leave cannot be combined with any kind of leave except Special Casual Leave and Festival/Optional Holidays. However, if an employee joins duty after the first day of January, he shall be entitled to proportionate number of days of CL for the remaining part of the calendar year. While calculating proportionate number of days of CL, the fractions will be rounded to the nearest whole number. However, in the year of superannuation from service, CL can full 15 days, irrespective of the month of superannuation. Ordinarily not more than 10 days casual leave can granted at a time. Casual leave lapses at the end the year if is not availed.

Holidays

Employees governed by SAIL Leave Rules are eligible to avail 3 National Holidays plus one holiday on Company Foundation Day during a year. Such employees are also eligible to avail 17 closed holidays and 3 optional holidays in year. However, executives working in Technical areas are entitled to avail 5 Optional holidays only but no closed holidays.

LEAVE BENEFITS TO THE EMPLOYEES GOVERNED BY STANDING ORDERS

(Reproduction below is Clauses 12 to 16 of the certified Standing Orders (Plant)

12. Leave

An employee, other than an Apprentice, Casual employee and substitute or badly shall be entitled to leave as follows:

i) Earned Leave :

The provisions of this section as they to earned leave and casual leave shall not operate to the prejudice of any right to which the persons employed in the establishment may be entitled under any other law or under the terms of any award, agreement or contact of service provides for a longer leave with wages than provided in this section relating to these two types of leave, such person shall be entitled only to such longer leave:

a) Every employee who has worked for a period of 240 days or more during a calendar year shall be allowed, during the subsequent calendar year, leave for a number of days calculated at the rat of one day for every twenty days of work performed by him during the previous calendar year.

Explanation:

1. For the purpose of this clues, any day or lay by agreement or contract or as permissible under Standing Orders and maternity leave to female employee not exceeding 123 weeks shall be deemed to be days on which the employee has worked for the purpose of computation of period of 240 days.

2. Weekly holidays and public shall not be deemed as days on which the employee has worked.

3. Leave admissible under this clause shall not be exclusive of all holidays’ whether occurring during or at either end of the period of leave.

b) An employee whose service commence otherwise than on the first day of January shall be entitled to leave at the laid down in clause (a) if he has worked for two thirds of the total number of days in the remainder of the calendar year.

c) If an employee is discharged or dismissed from service during the course of the year, he shall be entitled leave at the rate laid down in clause (a) even if he has not worked for the entire period specified in clause (a) or (b) entitling him to earn leave.

d) In calculating leave, fraction of leave of half a day or more shall be treated as one full days leave and fraction of less than half a day shall be omitted.

e) If an employee dose not in any one calendar year take the whole of the leave allowed to him under clause (a) or(b), any leave not taken by him shall be added to the leave to be allowed to him in the succeeding calendar year, Provided that the total number of days of leave that may be carried forward to a succeeding year shall not exceed thirty: provided further that an employee, who applied for leave but has not been given such leave, shall be entitled to carry forward the unveiled leave without any family. (As per clause 4.4.2 of wage agreement 1995, the enhanced carry forward limit is 150 days).

f) If the employment of an employee, who is entitled to leave under clause (a) or (b) is terminated before he has taken the entire leave to which he is entitled, or if having applied for and having not been granted such leave, the employee quit his employment before he has taken the leave, he shall be paid leave salary in respect of the leave not taken.

ii) Half pay leave:

At the rate of 20 days for each calendar year which may Be granted either on medical certificate or on private affairs: provided That in the first year of service of an employee, it should be calculated Proportionately according to the period of service put in by him. This Leave may be accumulated up to 60 days. (As per clause 4.4.2 of wage Agreement 1995, enhanced limit is 300 days)

iii) Commuted Leave:

Not exceeding half the amount of half-pay leave due, only on submission

of a medical certificate. The grant of this leave is subject to the following Conditions:-

a) Twice the amount of such leave shall be debited against ‘half pay leave’

b) The sanctioning authority has reason to believe that the employee will return to duty on its expiry.

iv) Extra Ordinary

Extraordinary leave for a period not exceeding 3 month in special circumstances when no other leave is by rule admissible, or when other leave is admissible but the employee concerned applies in writing for the grant of extraordinary leave, provided that if the workman is actually under the treatment of a Medical Officer of the management for treating to any other institution, the limit of 90 days extraordinary leave may be extended to the extent recommended by such Medieval Officer or by the Commissioner (Central) and Appellate Authority order dated 19.12.1967).

v) Quarantine Leave :

Which may be granted to an employee who is necessitated by orders not to attend duty in consequence of the presence of any infectious disease in his family or household? Such leave is granted on the certificate of a Medical or Public Health Officer, for the period not exceeding 21 days or in exceptional circumstances, 30 days.

(a) The term “household” used in this clause includes all individuals

residing in the same house, irrespective of whether or not they belong to the same.

vi) Casual Leave:-

Up to seven days in a calendar year. Note : Casual leave may not be combined with any other kind of leave.

(vii) Special Casual Leave:

For the day or days on which an employee is unable to attend duty in special circumstances (but not for purely personal reasons as is the case with casual leave) for instance, due to civil disturbance, curfew or strike (other than strikes connected with the Works/Project) or when an employee is inoculated or vaccinated and the Medical Attendant certifies, or takes anti rabid treatment or is participating in sporting event of the Steel Projects or of local, national or international importance in authority, or suffers an injury in such sporting event or rest(not exceeding six days) immediately after an employee undergoes sterilization operation under the ,’Family Planning Scheme’ subject to maximum period of 30 days in a calendar year.

13. Leave Salary:

14. An employee shall be entitled to leave salary as follows:

(a) during ‘earned leave’ at a rate equal to the daily average of his total full time earning for the days on which he worked during the month immediately of dearness allowance.

(b) During ‘half pay leave’ at a rate equal to half the amount admissible under clause (a)

(c) During ‘commuted leave’ equal to twice the amount admissible under clause (b)

(d) During ‘extraordinary leave’, no leave salary(e) During ‘casual leave’ and ‘special casual leave’ at the rate of wages

drawn by the employee on the day immediately the day on which the leave commences.

15. Leave to Apprentices: apprentices be eligible for leave a follows:

(a) Leave on full stipend up to 15 days in any year of apprenticeship;(b) Leave on half stipend on medical certificate up to 20 days in any year

of apprenticeship.(c) Casual leave up to seven days in a calendar year on full stipend.(d) Quarantine leave and special casual leave as admissible to other

employee at the discretion of the management, on the merits of each

case, but lost time should be subsequently made up unless this is relaxed by the management.Note: If for any reason it is proposed to terminate the apprenticeship of an apprentice, any leave which may be granted to him should not exceed beyond or extended expires, or any earlier date on which his apprenticeship may be terminated.

16. Leave to substitutes and casual employees :

Subject to the provision of the law applicable to the works, substitutes or baldish and casual employees shall not be entitled to any kind of leave and their wages shall be deducted on any day on they do not attend duty excepting paid holiday as per the Standing Order No.18 (8).17. Application for leave :

(i) An employee who desires to obtain leave of absence shall apply to the sanctioning authority.

(ii) Except in an emergency, application for leave for three days or less should be made at least 24 hours before the time from which the leave is required.

(iii) Application for leave for more than three days or less should be made at least five working day before the date from which the leave is required.

(iv) Application for leave under clause (b) shall be disposed of immediately. Application for leave under clause (c) shall be disposed off within four working days.

(v) Orders granting or refused leave shall be passed by the authority in writing. Incase leave is sanctioned, the employee shall be given a leave pas and in case leave is refused, the reasons for refusal shall be communicated to the employee in writing.

(vi) All applications for leave must bear the leave address.(vii) An employee who desires to extend his leave shall make an

application in writing to the sanctioning authority before the expiry of the leave already sanctioned.

(viii) Applications for leave or extension of leave on medical ground shall be supported by a certificate from a medical officer of the company or where there is no such officer, a Government medical officer or failing him, from a registered medical practitioner, stating the period for which leave is recommended. On receipt of such applications, the sectioning an authority shall immediately inform the employee in writing whether the leave or extension of leave has been

granted and if so, for what period. An employee who has been sectioned leave or an extension of leave on medical grounds for a period exceeding 14 days at a time shall not be allowed to resume duty unless produces a certificate of fitness.

(ix) The sanctioning authority has the discretion to refuse, curtail or revoke leave at any time according to the exigencies of the company’s work.

(x) If an employee remains absent beyond the period of leave originally granted or subsequently extended, he shall lose his lies on his appointment unless he satisfaction of the management, his inability to return before the expiry of the leave. In case the employee loses his line on his appointment, he shall be entitled to be kept on the ‘badly list’.

(xi) Authorities competent to sanction leave to employee shall be notified by the management.

VACATION LEAVE RULES:

The employee working in Education Department of Bhilai Steel Plant are entitled the following level benefits:-

1) 6 days Earned Leave in a calendar year.2) 20 days H.P.L. for every completed year of service.3) 15 days casual leave.4) 1 day EL for 3 days working during vacation.5) 18 days closed holiday including 3NH & 1 CFD.

In addition to the above, they are entitled to the vacations as followsa) 45 days summer vacation.b) 25 days Dusshera-Diwali vacation.

General Guidelines Regarding Leave.

Grant of Leave on Medical Certificate :

If leave is availed on medical grounds, employee will be required to produce a medical certificate of unfitness from the plant medical officer only. In case the employee is not residing in the township and is staying at a far off place where company hospital is not available, he may produce Medical Certificate from a govt. Doctor. In such cases ,it should be ensured that medical certificate meets with the prescribed norms viz.,

printed letter head of the hospital , clear diagnosis , OPD NO. and signature of the patient duly after availing leave on medical grounds , employee will have to produce a certificate of fitness.

Combination and Commutation of Leave:

1) Any kind of leave except casual leave may be granted in combination with or in continuation of any other kind of leave.

2) Special casual leave may be combined with casual leave. Where regular leave has been granted in combination with special casual leave.

3) Holidays occurring at either end of the period of leave may be prefixed or suffixed with the approval of the sanctioning authority.

4) Sundays / Weekly off days and optional festival holidays occurring during the period of leave shall also not be counted as leave , except for those governed by standing orders.

5) The commutation of one kind of sanctioned leave into leave of a different kind cannot be claimed as a matter of right.

Leave Management And Absenteeism Control :

The following guidelines are to be kept in view:

1) Leave cannot be claimed by an employee as a matter of right. The

authority competent to sanction leave has the discretion either to

refuse or revoke leave.

2) Application for leave must be submitted well in advance so as to enable

the department to make the necessary arrangements in time.

a) Leave application for three days or less must be submitted at least 24hours in advance , whereas application for leave for more than 3 days must be submitted at least 5 days in advance.

b) Leave for long spells of over 15 days must be submitted at least 6 weeks in advance.

3) Authorities empowered to sanction leave must ensure that the orders for granting / refusing leave are passed in time and decision communicated to the employee.

4) In case of failure on the part of the employees to avail leave in the prescribed manner , the leave sanctioning authorities shall refuse to regularize absence and leave period shall be treated as unauthorized absence.

5) While sanctioning leave on medical grounds , care must be exercised to ensure that only applications which are accompanied by medical certificates which fulfill all the requirements are entertained.

6) All leave sanctioning authorities shall ensure that the grant of leave is so regulated that on any day / shift , not more than 8 % of the employees remain on leave .

7) Chronic absentees must be identified. Systematic counseling should be done followed by step by step disciplinary action as per the guidelines.

8) To keep a watch over individuals who have proceeded on leave and to ensure that they join back after expiry of the leave .

9) In case of employees governed by standing orders , certain combinations of leave ae not permissible . All leave sanctioning authorities should keep this in mind.

Rules Regarding National Holidays (NH)

Situation Category EntitlementEmployees not require to attend duty on N/H coinciding with weekly off

NEs not getting 17 CH

C.off within 3 months or extra wages

NEs getting 17 CH No. C.off / extra wages.

Exes. not getting 17 CH

C. off within three months

Exes. getting 17 CH No. C. OFF

Employee required to attend duty on a NH coinciding with his weekly off

NEs not getting 17 CH

one day C.off / one or two days extra wages

NEs getting 17 CH One day C. offExes. not getting 17 CH

One day C.off

Exes. getting 17 CHs One day C.off

Employee asked to attend duty on a NH not coinciding with his weekly off

NEs not getting 17 CH

One day C. off / one day Extra wages.

NEs getting 17 CHs one day C.OFF Exes. not getting 17 CHs

One day C. off

Exes. getting 17 CHs

One day C.off

Company Foundation Day (CFD) For

Non – Exes & . (works & Non – works )

Situation EntitlementWhen CFD falls on w/off and the employee required to work

1 day C/off only (no extra wages / no additional C.off )

When required to work on CFD which is not his weekly off

1 day C.off

When CFD falls on weekly off and not required to work.

No compensatory off

Step by step Guidelines for tackling absenteeism :

With the objective of minimizing the incidence of unauthorized absenteeism , guidelines for taking disciplinary action in absenteeism cases have been notified vide circular No. M&R – 45/2003 dated 25.11.2003. The guidelines are reproduced below for information of all concerned.

SL.NO.

Incidence of absenteeism Action

1. Absenteeism in short spells, totaling up to 10 days in the preceding 12 months

Counseling by shift in charge / personnel executive.

2. Absenteeism, in short spells, totaling between 10-30 days in the preceding 12 months.

Show cause notice and minor penalty of suspension without wages for 4 days / censure.

3. Absenteeism , either in single or multiple spells , totaling between 30-50 days in the preceding 12 months

Charge sheet and award of major penalty of reduction of pay by two stages for one year with cumulative effect.

4. Absenteeism in single or multiple spells totaling 100 days or more in the preceding 12 months.

Charge sheet and award of major penalty of removal from service.

Leave Encashment rules :

The rules foe encashment of leave shall cover all regular employees of Bhilai

Steel Plant, but exclude those on deputation from government / other

organizations. Company employees on deputation to other organizations are

covered by the leave rules of SAIL.

Encashment of Earned Leave :

Persons who are employed in the company after superannuation from their

organizations and who according to the terms and conditions of appointment

in the company are allowed to accrue earned leave during the period of

service in the company may be allowed the facility of encashment of such

earned leave , as in the case of regular employees.

Eligibility:

EL standing to the credit of an employee may be encased at his option in a

single spell in a financial year provided that quantum of leave to be encased

in each case is not more than 50 % of the earned leave at credit or 30 days

earned leave , whichever is less.

On RETIREMENT :

If any leave due to an employee is not utilized , he shall be allowed to encash

the unveiled portion of the earned leave.

On Death :

Leave salary in respect of earned leave standing to his credit shall be paid to

the PF nominee/gratuity nominee/legal heirs of the employees. The limit of

encashment will be up to 150 days for employees, depending upon the

applicability of leave rules.

On Resignation :

An employee shall be allowed encashment on acceptance of his resignation.

Leave encashment is not admissible during the notice period on resignation.

however , if the employee is not able to serve the full notice period as per the

terms of his employment , and is allowed on early release by the competent

authority , the period not served shall be adjusted against the EL and the

balance will be allowed encashment.

On suspension :

Employees placed under suspension shall not be entitled to leave encashment.

Sanctioning Authority :

The authority who is competent to sanction earned leave shall be the

“sanctioning authority” for approving encashment of leave under these rules.

Encashment Benefits :

Encashment of leave shall be regulated on the basis of last pay drawn which

includes basic pay , dearness allowance , non – practicing allowance for

doctors and personal pay , if any, but shall not include incentive bonus ,

acting / officiating allowance and other allowances.

The facility of encashment of EL shall be hence forth allowed only once in a

financial year instead of calendar year basis. Other terms and conditions for

availing encashment of earned leave remain unaltered

1) In this connection, the following may be noted:

a) The encashment benefit will be regulated on the basis of last pay drawn

which shall be the monthly rate of pay already received by the employee.

b) A maximum of 30 days leave or 50 % of earned leave at credit whichever is

less, shall be encashable in a single spell , in a financial year.

c) There shall be no provision for cancellation of leave encashment

application, after entry in HRIS records.

d) For encashment of earned leave, employee has to apply in the new form

which is made available from the personnel office.

e) Leave encashment amount shall be paid only with salary / wages of the employees.

2) The following procedure shall be adopted:

a) Employees are required to submit only a single copy of the leave encashment application form . Leave book should not be submitted along with the encashment form .

b) After sanction of leave encashment, the form shall be forwarded to the time office , for employees whose attendance records are maintained by time office.

c) The last date for receipt of application for leave encashment in time office / personnel office would be 15th of every month.

d) Applications received by 15th of the current month would be paid in the next month along with current month’s salary .

e) Any claim or counter claim would not be entertained after three months of the date of submission of initial applications.

f) No entry in the leave encashment module would be made from by either time office or the personnel office between the 23rd to 31st of every month for avoiding data transmission problems.

g) With effect from 1.4.2005, it has been decided to deduct 12% of basic + DA on the amount of encashment of EL during the service period of the employee and at the time of separation / superannuation and same shall be deposited in the employee’s PF account together with employers matching contribution.

Encashment of Haly Pay Leave :

As per clause 4.4.2 of the wage agreement, 1995, encashment of half pay leave will be allowed subject to a maximum of 240 days HPL for all categories of employees. The encashment of HPL will be allowed in the following cases:

i) Separation on attaining the age of superannuation / VR.

ii) Death while in service.

iii) Permanent total disablement of an employee.

iv) Employees in the age bracket of 57 years & above who separate from the company on acceptance of their resignation.

Leave Travel Concession :

Leave travel concession (LTC) is a welfare measure of the company to

provide travel assistance to the employees and members of their families for

visiting their home town/ any place in India.

Eligibility :

All regular employees of the company who have completed one year

continuous service in the company excluding the following:

i) Persons not in whole time employment of the company

ii) Casual / daily rated employees

iii) Apprentices / trainees on stipend

iv) Persons entitled to railway privilege / retirement passes and PTOs as

personal to them.

Family :

Means the employee’s wife or husband, as the case may be, residing with him/her and legitimate children and step children residing with and wholly dependent on the employees.

Children :

Includes major sons, married and widow daughter so long as they are residing with and wholly dependent on the employees.

Dependent Parents :

If not gainfully employed & wholly dependent upon & residing with the employees are included in family, only for the purpose of visiting home town.

‘Home Town’ means the permanent home-town or village of the employee as entered in his service record or as declared by him on joining the service of the company and accepted by the competent authority.

Entitlement :

Leave travel concession (LTC) under these rules shall be admissible to such of employee as are entitled to leave and the members of their families to the extent and subject to the following :

a) Reimbursement of actual cost of travel by entitled class from the head quarter to home town once in a block of two years.

b) Reimbursement of actual cost of travel by entitled class from the head quarter to any place in India once in a block of four years.

c) An employee can avail LTC twice in a block of four years – once for traveling to his home town only and once for journey to any place in India including his home town.

d) In respect of leave travel concession for visiting home town, employees may , if they so desire , visit any other place up to a distance of 750 k.m.s each way in lieu of home town.

e) In the case of an employee under suspension, the concession is admissible to the members of his family only.

f) Reservation charges and additional charges levied by the railways for travel in super fast trains or ordinary trains will be reimbursable.

g) Ticket cancellation charges will be reimbursable only if cancellation of journey is solely due to official reasons and is in the interest of the company work.

h) In the case of an employee availing LTC recalled to duty in the interest of the company work , while the outward journey will be covered by these rules for self , he will be entitled to traveling allowance , including daily allowance , in respect of the inward journey to headquarters.

The entitlement for travel during LTC/LLTC for employee at different levels by different modes of travel is summarised in the table given below :

SL.NO

Category Mode of Transport

RAIL SEA AIR* ROAD ** (mileage in rs )

1. S-1/S-2 with less than 5 years of service

sleeper class

lower class or middle/ third class (if there are more than two class )

NE RS. 0.87 per k.m

2. S-1 to S-9 ( excluding category 1 )

Ist class / AC-II , including Rajdhani Express

Highest class or middle / second class ( if there are more than two classes )

NE 2.03 per k.m.

3. S-10/S-11 and E-0 to E-3

Ist class / AC-II , including Rajdhani express

Highest class NE 4.11 per k.m.

4. E-4 – E5 AC-II Including Rajdhani express

Highest class NE 5.57 per k.m.

5. E6 & above

AC-I including Rajdhani express

Highest class Eco-nomy

5.57 per k.m

** All employees excluding those at SI NO.1 are entitled to travel from nearest airport to port Blair and also from cochin to kakshwadeep by air

* As per current rates or actual whichever is lower

NE = Not Entitled

Brief Description Of Bhilai Steel Plant

Brief History

Bhilai steel plant (B.S.P) is a unit of the steel authority of India limited (sail). Bhilai steel plant is a pulsating giant in the glorious industrial context of India. it came into existence on 10’th June 1957. when concreting of the foundation of 1’st blast furnace, but its original story started on 2’nd February 1955 when the agreement with user government prove the possibility of dreams come true. BSP the functionary of sail is a symbol of indo -- soviet techno economic collaboration, is one of the first three integrated steel plant set up by the government of India to build up a sound base for industrial growth of the country. the agreement was signed on 2’nd February, 1955 for 1 mt production capacity, which rose to than 2.5 mt (1967)and then to 4mt in 1988.

On 4’th February 1959, our the then president, Dr. Rajendra Prasad dedicated Bhilai to the nation, by inaugurating the blast furnace no. 1 for production. since then Bhilai has never looked back and has steadily grown & modernized day to day.

Bhilai has all along been giving special attention to the employment to the weaker section.

Bhilai has contributed significantly to meet the iron and steel requirements of the country.

Profile

Steel authority of India limited ( sail ) is India’s largest and one of the world’s leading steel producers with a turn over of 15,500 crore . sail’s vast portfolio of long , flat and tubular products is marketed within and outside India but its centre marketing organization ( cmo ) and the international trade division (LTD. ) respectively . by – products and chemicals are marketed directly by the respective steel plants. sail’ s raw material division, headquartered at kolkota , manages India’s second largest mines network

Sail’s product – mix has been reoriented to keep pace with market demand . higher availability of special grade products like api grade hr coils / plates / pipes , hr coils for cold reducers , etc , have enabled sail to maintain and achieve larger market share in value added segments . with a market driven pricing system, key customers are provided special customer services and there is increased product focus and constant review of distribution channels. looking beyond the national boundaries , sail’s products have been able to carve out a place for themselves in the international steel market . sail has its own recognition as a major foreign exchange earner for the country.

ANNUAL TURNOVER

FINANCIAL YEAR2002 - 2003

GROSS MARGIN(RS IN CRORE )

TARGET 1284.02

ACTUAL 1312.71

FINANCIAL YEAR2003

NET PROFIT(RS IN CRORE)

TARGET 654.32

ACTUAL 735.40

FINANCIAL YEAR2004 ( OCT – DEC )

PROFIT ( RS IN CRORE )

GROSS MARGIN 1124.77

NET PROFIT 1016.74

FINANCIAL YEAR2004

PROFIT (RS IN CRORE )

GROSS MARGIN 2593

NET PROFIT 2135

Awards & Accolades

Bhilai steel plant has excelled in all walks of life is ittechnology , quality , and environment or socio – culturalsome of the prestigious award bugged by BSP are as follows.

. prime minister trophy for best integrated steel plant India – won five times science its inception in the year 1992-93.

. national energy conservation award in the integrated steel sector won for 1994, 1996, 1998, 1999.

. IIM national quality award winners in ferrous category during 1995 – 96 , 1997 – 98 , 1999 – 2000 .

. Bis Rajeev Gandhi national quality award won twice in recent years.

. IOD golden peacock national quality award won thrice in recent years.

. Inssan award for employee suggestions six times in last seven years.

. indo – German green tech. environment excellent award for the year 1999 – 2000 .

. Lal Bahadur Shastri memorial award for the year 2000 – 2001 for best pollution control implementation gold award

. Dalli mines has bagged national safety award for a record seven times.

. national award for best pay rolls savings group in public sector for 1999 – 2000 & thrice earlier as best sanchayika award.

. Padam Bhushan – awarded to smt. teejan bai , pandwani singer

. Shram ratna :08

. Shram bhushan : 09

. Shram vir : 04

. Shram shri : 04

. Vishwakarma rashtriya puruskar : 188

. Arjun award : 02

. Apart from the above , numbers individuals group awards have been won time to time by BSP employees at national level in the field of quality circles , management , metallurgy , sports & cultural activities , etc.

Housing facilities

Bhilai has well laid out township with demarcated 16 sectors & with broad avenues. there are mainly 18 major types of quarters in different architectural designs. a central library on BTI , museum with industrial and other model , jayanthi and panth stadium for staging sports & games events and several community centers with ispat club. Bhilai offers excellent medical & health services. a main hospital named Jawaharlal Nehru hospital & research centre, with 12 health centers in various sectors. a national occupational & health centre, in BSP for causality in plant, also exist.

educational facilities

There are 80 schools, 7 colleges in Bhilai which cater to the basic education to young people at different levels.

Pre—employment training is given by the Bhilai technical institute for training operatives, trade apprentice and graduate engineers. post operative training is also given.

major suppliers

Apollo industrial corporation --- (Mumbai)Ashok Leyland --- (Chennai state – in.)Bhel --- (Bhopal, Mumbai)Bharat petroleum gas ltd. - ( Nagpur )Birla corporation ltd. --- ( kolkata)Cimmco birla ltd. -- (New Delhi)Dunlop India ltd. --- ( kolkata )Siemens ltd. --- ( Mumbai )Simplex castings ltd. --- ( Raipur )Hmt ltd. --- ( Ranchi )

MAN POWER POSITION

(EXECUTIVE & NON EXECUTIVE)

MAN POWERPOSITION ON

WORKS GEN.ADMN.

MINES CONSTR-UCTION

TOWNSHIPMEDICAL

(UNITNO.TOTAL)

01.04.1997

01.04.1998

01.04.1999

01.04.2000

01.04.2001

01.04.2002

01.04.2003

01.04.2004

33529

32231

32079

30495

29888

28654

26994

25956

4316

4127

3984

3491

3441

3389

2947

2870

5390

5260

5072

4850

4663

4122

4097

3832

925

803

757

637

586

635

404

371

6008

5792

5620

5116

5046

5104

4385

4101

50168

48212

47512

44589

43624

41908

38827

37130

NET PROFIT ( RS . IN CRORE )

1 1994 – 95 639.47 2021.31

2 1995 – 96 819.31 2840.62

3 1996 – 97 683.97 3524.59

4 1997 – 98 701.38 4225.97

5 1998 - 99 300.72 4526.69

6 1999 - 00 91.85 4616.54

7 2000 – 01 341.79 4960.33

8 2001 – 02 476.59 5436.92

9 2002 – 03 735.40 6172.32

10 2003 - 04 1931.99 8104.31

Non Works (Personnel) Departments

1.) General Establishment Section2.) Rules Section3.) Law Section4.) Mps & Recruitment Section5.) Executive Cell6.) H.R.I.S7.) Fss & Sewa8.) Sewa9.) Counseling Section10.) Ir Section11.) Grievance Section12.) Contract Labour Cell13.) Canteen Cell

CHAPTER 2

2.1 STATEMENT OF OBJECTIVE

2.2 STATEMENT OF LIMITATION

STATEMENT OF OBJECTIVE

1. To study the different types of leaves benefits availed in BSP

2. To know the satisfaction level of employees regarding leave

3. To study about the effectiveness of leave benefits of employees

4. To know about the efficiency of employee by taking leaves.

5. To know about the LTC & their procedure.

6. To know about the leave encashment system

STATEMENT OF LIMITATION

Every coin has two factors. Similarly I had faced few problems in completion of this project. I tried best of my level to complete this project in the most efficient possible way, but I faced some difficulties & limitations. Some of them are mentioned below:-

Biggest limitation is the sample size. Only hundred people are surveyed for this project. So the analysis of these hundred people is May or may not be accurate for the whole population.

Limited time has also received the content of the survey, which might have been more useful (if more time has been allocated).

People attitude is also a big problem as most of them were not ready to fill the questionnaire and other took lightly.

Reliability of data is something I am not totally responsible and not even sure about as I get the rules book from rules section. There in good mood answered good and confidence and others answered good, poor or even poor.

Department problem also can not be ignored a thoughts and expectation of employee of different designation over here may not necessarily match with that of others employees.

This area is not technically advanced with effective computer operator which make the presentation part of this project a little bit weaker as compared to my plans.

CHAPTER 3

3.1 JUSTIFICATION OF STUDY

3.2 RESEARCH METHODOLOGY

Justification of study

The project work which is done by me on the topic

“leave benefits & rules of Bhilai steel plant in BSP is the record of the original

work done by me & the matter / data which are collected by me is full of real

ideas, and real thinking & the real perception of employee that what they feel

about leave benefits to justify my project. I have used questionnaire for

getting true & real information through survey methods. The graphs and

charts which are shows about leave benefits is the real justification of my

study i:e the project work is done by me is the genuine & sincere work & the

matter enclosed has not been submitted for the award of my other degree or

diploma in the university.

RESEARCH METHODOLOGY

INTRODUCTION :

Research is a common parlance refers to a search for knowledge.

One can also define research as a scientific and systematic search. Research

is an art of scientific investigation.

The Advanced Learner’s Dictionary of Current English lays down

the meaning of research as “a careful investigation or inquiry specially

through search for new facts in any branch of knowledge.”

Redman and Mary define research as a “systematized effort to gain

new knowledge.” Some people consider research as a movement, a movement

from the known to the unknown.

Research is an academic activity and as such the term should be used

in a technical sense. Research is an original contribution to the existing stock

of knowledge making for its advancement. It is the pursuit of truth with the

help of study, observation, comparison and experiment. The search for

knowledge through objective and systematic method of finding solution to a

problem is research.

The systematic approach concerning generalization and the

formulation of a theory is also research. As such the term ‘research’ refers to

the systematic method consisting of enunciating the problem, formulating a

hypothesis, collecting the facts or data, analyzing the facts and reaching

certain conclusions either in the form of solutions towards the concerned

problem or in certain generalizations for some theoretical formulation.

DEFINITION OF RESEARCH METHODOLOGY

According of Clifford Woody :

“Research Methodology comprises defining and redefining problems,

formulating hypothesis or suggested solutions, collecting, organising and

evaluating data, making deductions and reaching conclusions, and at last

carefully testing the conclusions to determine whether they fit the formulating

hypothesis.”

According to D. Slesinger and M. Stephenson in the Encyclopedia of

Social Sciences define research as,

“The manipulation of things, concepts or symbols for the purpose of

generalizing to extend, correct or verify knowledge, whether that knowledge

aids in construction of theory or in the practice of an art.”

OBJECTIVES OF RESEARCH METHODOLOGY

The purpose of research is to discover answers to questions through

the application of scientific procedures. The main aim of research is to find

out the truth which is hidden and which has not been discovered as yet.

i) To gain familiarity with a phenomenon or to achieve new insights

into it.

ii) To portray accurately the characteristics of a particular individual,

situation or a group.

iii) To determine the frequency with which something occurs

or with which it is associated with something else.

iv) To test a hypothesis of a causal relationship between

variables.

TYPES OF RESEARCH

i) Descriptive Research vs. Analytical Research :

Descriptive research includes surveys and fact finding enquiries of different kinds. The major purpose of descriptive research is description of the state of affairs as it exists at present. In analytical research the researcher has to use facts or information’s already available, and analyses these to make a critical evaluation of material.

ii) Applied Research vs. Fundamental Research :

Applied research aims at finding a solution for an immediate problem facing a society or an industrial/business organization, whereas fundamental research is mainly concerned with generalizations and with the formulation of a theory.

iii) Quantitative Research vs. Qualitative Research :

Quantitative research is based on the measurement of quantity or amount. It is applicable to phenomena that can be expressed in terms of quantity. Quantitative research, on the other hand, is concerned with qualitative phenomenon, i.e. phenomena relating to or involving quality or kind.

iv) Conceptual Research vs. Empirical Research:

Conceptual research is that related to some abstract idea(s) or theory. It is generally used by philosophers and thinkers to develop new concepts or to reinterpret existing ones. On the other hand, empirical research relies on experience or observation alone, often without due regard for system and theory.

v) Some other Types of Research :

All other types of research are variations of one or more of the above stated approaches, based on either the purpose of research, or the time required to accomplish research, or the environment in which research is done, or on the basis of some other similar factor. Research either as one-time research or longitudinal research.

RESEARCH METHODS VERSES METHODOLOGY

It seems appropriate at this juncture to explain the different between

research methods and research methodology. Research methods may be

understood as all those methods/techniques that are used for conduction of

research. All those methods which are used by the researcher during the

course of studying his research problem are termed as research methods.

Since the object of research, particularly the applied research, is to arrive at a

solution for a given problem, the available data and the unknown aspects of

the problem have to be related to each other to make a solution possible.

Keeping this in view, research methods can be put into the following three

groups :

i) In the first group we include those methods which are concerned

with the collection of data. This methods will be used where the data

already available are not sufficient to arrive at the required solution.

ii) The second group consists of those statistical techniques which are

used for establishing relationships between the data and the

unknowns.

iii) The third group consists of those methods which are used to evaluate

the accuracy of the results obtained.

Research Methodology is a way to systematically solve the research

problem. It may be understood as a science of studying how research is done

scientifically. In it we study the various steps that are generally adopted by a

researcher in studying his research problem along with the logic behind them.

It is necessary for the researcher to know not only the research

methods/techniques but also the methodology.

For e.g. : an architect, who designs a building, has to consciously

evaluate the basis of his decisions, i.e., he has to evaluate why and on what

basis he selects particular size, number and location of doors, windows and

ventilators, uses particular materials and not others and the like. He has to

specify very clearly and precisely what decisions he selects and why he selects

them so that they can be evaluated by others also.

Thus, when we talk of research methodology we not only talk of the

research methods but also consider the logic behind the methods we use in the

context of our research study and explain why we are not using others so that

research results are capable of being evaluated either by the researcher

himself or by others.

IMPORTANCE OF KNOWING HOW METHODOLOGY OF

RESEARCH IS DONE ?

Importance of knowing the methodology of research or how research

is done stems from the following considerations:

i) The knowledge of methodology provides good training especially to

the new research worker and enables him to do better research.

ii) The knowledge of research methodology is helpful in various fields

such as government or business administration, community

development and social work where persons are increasingly called

upon to evaluate and use research results for action.

iii) The knowledge of Research Methodology provides tools to look at

things in life objectively.

iv) The knowledge of Research Methodology helps the consumer of

research results to evaluate them and enables him to take rational

decisions.

RESEARCH PROCESS

In the research, cycle there is atypical truncation &

integration between the company & the customer

(a) The customer is interviewed about the truncation

(b) The interviewed is processed

(c) Than passed to a researcher

(d) He reports the findings to the client researcher

(e) From there the information is passed to through the management team

(f) To the line managers &

(g) Then to the front line who takes the necessary action

(h) The front line can include those responsible for the communication,

product design, customer service or sales.

Information from the customer passes directly to the front line in

the first instance. (a) The front line can then acts & modify behavior can

based on their specific information. Line managers can collect & collate the

information from the front line to the identify trends & exceptions to assist &

ensure that corrective action is taken. (b), the senior management team can

then take an overview of the data collected to determine strategic response to

be addressed across the company as a whole (c), there are four major benefits

to this approach for the general research. They are as follows:

METHODS OF DATA COLLECTION

There are two methods of data collection:

i) Primary data, ii) Secondary data.

I) PRIMARY DATA:

We collect primary data during the course of doing experiments in

an experimental research but in case we do research of the descriptive type

and perform surveys obtain primary data either through observation or

through direct communication.

Methods of Collecting Primary Data:

1) Observation Methods:

Specially in studies relating to science. It becomes a scientific

tool and the method of data collection for the researcher, when

it serves a formulated research purpose, is systematically

planned and recorded and is subjected to checks and controls on

validity and reliability.

Merits:

i) The research is enable to record the natural behaviour of the

group.

ii) The researcher can even verify the truth of statements made by

informants in the context of questionnaire or schedule.

iii) The researcher can even gather information which could not

easily be obtained if he observes in a disinterested fashion.

Demerits:

i) The observer may lose the objectivity to the extent he participates

emotionally.

ii) The problem of observation control is not solved.

iii) It may narrow - down the researcher’s range of experience.

II) INTERVIEW METHOD:

The interview method of collecting data involves presentation of oral-

verbal stimuli & reply in terms of oral-verbal responses. These method can

be used through personal interviews and if possible, through telephone

interviews.

Merits :

i) More information and that too in greater depth can be obtained.

ii) Interviewer by his own skill can overcome the resistance.

iii) It can be applied to recording verbal answers to various questions.

Demerits :

i) It is very expensive method, specially when large and widely spread

geographical sample is taken.

ii) It is headache of supervision and control of interviewers.

iii) It is relatively more-time-consuming.

3) COLLECTION OF DATA THROUGH QUESTIONNAIRES:

This method of data collection is quite popular, particularly in case

of big enquiries. It is being adopted by private individuals, research workers,

private and public organization and even by governments.

Merits :

i) There is low cost even when the universe is large and is widely spread

geographically.

ii) It is free from the bias of the interviewer

iii) Respondents have adequate time to give well thought out answers.

Demerits :

i) Low rate of return of the duly filled in questionnaires.

ii) It can be used only when respondents are educated and cooperating.

iii) This method is likely to be the slowest of all.

4) COLLECTION OF DATA THROUGH SCHEDULES:

This method of data collection is very much like the collection o data

through questionnaire, with little difference which lies in the fact that

schedules are being filled in by the enumerators who are specially appointed

for the purpose.

Merits : i) Done by enumerators

ii) Extensive enquiries

iii) Population census

Demerits : i) Very expensive

ii) Conducted by govt. agencies

iii) Not reliable.

SECONDARY DATA’S:

Secondary data means data that are already available i.e., they refer

to the data which have already been collected and analyzed by someone else.

Secondary data may either be published data or unpublished data. Published

data are available in

a) Various publications of the central, state and local governments.

b) Various publications of foreign Government or of international

bodies.

c) Technical and trade journals.

d) Books, magazines and newspapers.

e) Reports and publications of various associations connected with

business and industry, banks, stock exchanges etc.

The sources of unpublished data are many; they may be found in

diaries, letters, unpublished biographies and autobiographies and also may be

available with scholars and research workers, trade associations, labour

bureaus and other public/private individuals and organizations.

Characteristics : i) Reliability of data

ii) Suitability of data

iii) Adequacy of data

RESEARCH DESIGN

Introduction of Research Design:

Decisions regarding what, where, when, how much, by what means

concerning an inquiry or a research study constitute a research design. A

research design is the arrangement of conditions for collection and analysis of

data in a manner that aims to combine relevance to the research purpose with

economy in procedure. The research design is the conceptual structure

within which research is conducted; it constitutes the blueprint for the

collection, measurement and analysis of data. As such the design includes an

outline of what the researcher will do from writing the hypothesis and its

operational implications to the final analysis of data.

Research design is the plan, structure, and strategy of investigation

conceived so as to obtain answers to research questions and to control

variance.

The research design consists of three important terms :-

i) Plan, ii) Structure & iii) Strategy

(i) The plan is an outline of the research scheme on which the

researcher is to work.

(ii) The structure of the research is a more specific outline or the scheme.

(iii) The Strategy shows how the research.

DEFINITIONS :

According to Green and Tull,

“A research design is the specification of methods and procedures for

acquiring the information needed.”

According to Bernard Phillips

“The blueprint for the collection, measurement and analysis of data.”

FEATURES OF RESEARCH DESIGN

i) Identifying the management problem

ii) Translating the problem

iii) Collecting information

iv) Reporting information

v) Analysing information

vi) Specification of procedure

vii) Information has a value accuracy of information

viii) Generation of information

ix) Data collection method

x) Measurement approach

xi) Object to be measured

xii) Data to be analysed

xiii) Supportive decision making

Importance of research design:

i) Dependent and independent variables

ii) Extraneous variable

iii) Control

iv) Confounded relationship

v) Research hypothesis

vi) Experimental and non-experimental hypothesis testing research

vii) Experimental and control groups

viii) Treatments

ix) Experiment

x) Experimental units.

CHAPTER 4

DATA ANALYSIS & INTERPRETATION

Q.1. Why do you need to take leave? Table 4.1

OPTION No. of respondent Percentage (%)

Option

Domestic Purpose

Unfit

Any other please specify

30

20

45

5

30

20

45

5

Total 100 100

Information

0 0 0 0

30

20

45

5

0

10

20

30

40

50

1 2 3 4 5

Option

No

. o

f re

spo

nd

ent

Series1

Series2

Interpretation

Out of 100 respondents 30% respondent says that they take leave for festival. 20% of them say for domestic purpose. 45% of them say for unfit. 5% of them say any other reasons.

Q.2. how many days to take leave in a month?

Table 4.2

option No of respondent Percentage (%)

1 – 2

3 – 5

3 – 6

Above 7

40

29

17

14

40

29

17

14

Total 100 100

Information40

29

1714

0

5

10

15

20

25

30

35

40

45

1days -2days

3days -5days

3days-6days

above 7

Option

No

. o

f re

spo

nd

ent

Series1

Interpretation

The above result shows that out of 100 respondent 40% respondent take leave in a month 1 – 2 days. 29% of them take leave in 3-5 days. 17% of them take leave in a 3-6 days . 14% of them take leave in above 7 days.

Q.3 Do you satisfy with procedure of B.S.P?

OPTION NO. OF RESPONDENT

PERCENTAGE(%)

YES

SOMETIMES

CONFUSED

NO

64

12

10

14

64

12

10

14

TOTAL 100 100

Information

64

12 1014

0

10

20

30

40

50

60

70

Yes Sometimes Confused No

Option

No

. o

f re

spo

nd

ent

Series1

Interpretation

The above result shows that out of 100 respondent 64% respondents satisfy with leave procedure of B.S.P. 12% of them are sometimes satisfied. 10% of them are confused. 14% of them are not satisfied with leave procedure of B.S.P

Q.4. Why you prefer Leave Travel Concession?

Table 4.4

Information

56

30

14

0

10

20

30

40

50

60

For LongTours

ForRelaxation

Any Other

Options

No

. o

f re

spo

nd

ent

Series1

Interpretation

The above result shows that out of 100 respondent. 56% respondent are prefer L.T.C for long tours. 20% of them for relaxation , 20% of them for any other.

Option No. of Respondent Percentage

For long time

For Relaxation

Any Other (Please specify )

56

30

14

56

30

14

Total 100 100

Q.5 Do you agree with B.S.P leave rules?

Table 4.5

Option No. of respondent PercentageYes

Almost Yes

No

Sometimes

67

15

10

8

67

15

10

8Total 100 100

Information

67

1510 8

01020304050607080

Option

No

. o

f R

esp

on

den

t

Series1

Interpretation

The above results shows that out of 100 respondents 67% respondents agree with B.S.P leave rules. 15% of them say almost yes. 10 % of them say no and rest of 8% says sometimes.

Q.6 Do you want to modify the leave rules? Table 4.6

Option No. of Respondent PercentageYes

Not Repaired

Satisfied

No. Response

10

35

20

35

10

35

20

35

Total 100 100

Information

10

35

20

35

05

10152025303540

Yes Notrequired

Satisfied No.response

Option

No

. o

f re

spo

nd

ent

Series1

Interpretation

The above result shows that out of 100 respondent 10% respondents want to modify the leave rules , 35% of them say the modify is not required , 20% of them is satisfied with leave rules , 35% of them don’t give any response.

Q.7 Does the leave is sanctioned in individual department or makes a different department?

Table 4.7

Option No. of Respondent Percentage

Yes individual

No individual

Yes Different

No Different

44

25

15

16

44

25

15

16Total 100 100

Information

44

25

15 16

0

10

20

30

40

50

YesIndividual

Noindividual

YesDifferent

NoDifferent

Option

No

. o

f R

esp

on

den

t

Series1

Interpretation

The above result shows that out of 100 respondent 44% respondent say the leave is sanctioned in an individual department. 25 % say that no individual department , 15% say that different department is sanctioned for leave rules, 16% of them say that no different department is required.

8) Are your leave sanctioned easily? Table 4.8

option No. of respondents

Percentage(%)

YES

NO

78

22

78

22

Total 100 100

OPINION

78

22

0102030405060708090

YES NO

OPTION

NO

. O

F R

ES

PO

ND

EN

T

Series1

INTERPRETATION

The above result shows that the out of 100 respondents 78% of the respondent says that the leave sanctioned easily & 22% of them says that the leave is not sanctioned easily.

CHAPTER – 5

FINDINGS

Findings

1) At B.S.P mostly employees are taking leave as they are unfit.

2) Usually employees of B.S.P take leave for 1 to 2 days in a month.

3) Employees of B.S.P are satisfied with leave procedure and leave

Rules

4) More than half of B.S.P employees prefer L.T.C for long tour.

5) As most of the employees are satisfied with leave rules so they do

not need any modification in leave rules and procedure

6) The leaves of employees are sanctioned at their individual

department easily.

CHAPTER 6

6.1 SUGGESTION

6.2 CONCLUSION

Suggestions

1) Researcher finds that employees should be sanctioned leave easily as they

Get motivated to work better.

2) Researcher suggests that L.T.C procedure should be made for more

Flexible so that all employees can avail the facility easily.

3) Researchers find that leave should be sanctioned to the employees during

Election period, Even unfit employees are more assigned the duties.

CONCLUSION

The success of any company depends upon the mentality of employees of the

company. Every employees wants to spend his free time with is family after

the 8 hours of working so, its company responsibility to give them a proper

leave to his employees.

B.S.P gives leave to his employees from time to time, such as in festival time,

due to illness, outside vacation, national holidays etc. Encashment is one of

the most important motivated for the employees because they exchange their

holidays in terms of money which encourages the employee for doing more

and more work.

Company provides their employees special tour packages like Andaman and

Nicobar etc. This changes the mind of the employee and he can enjoy with his

family, after a hard work in plant.

Concluding the research we can easily specify that the leave provided by the

BSP is very effective for their employees.

CHAPTER 7

BIBLIOGRAPHY

1) KOTHARI, C.R., (EDS) (1985).

‘RESEARCH METHODOLOGY’. NEW DELHI:

WILEY EASTERN LIMITED NEW AGE INTERNATIONAL

LIMITED.

2) WWW.GOOGLE.COM

CHAPTER 8

APPENDIX

QUESTIONNAIRE

QUESTIONNAIRE FOR REPORT ONLEAVE BENEFITS AND RULES WITH REFERENCE TO

BHILAI STEEL PLANT.

Q.1. Why do you need to take leave?

a)Option b)Domestic Purpose c)Unfit d)Any other please specify---------

Q.2. how many days to take leave in a month?

a)1 – 2 b)3 – 5 c)3 – 6 d)Above 7

Q.3 Do you satisfy with procedure of B.S.P?

a)YES b)SOMETIMES c)CONFUSED d)NO

Q.4. Why you prefer Leave Travel Concession?

Q.5 Do you agree with B.S.P leave rules?

a)Yes b)Almost Yes c)No d)Sometimes

Q.6 Do you want to modify the leave rules?

a)Yes b)Not Repaired c)Satisfied d)No. Response

Q.7 Does the leave is sanctioned in individual department or makes a different department?

a)Yes individual b)No individual c)Yes Different d)No Different

Q.8 Are your leave sanctioned easily?

a)YES b)NO

PERSONAL PROFILE:-

NAME -----------------------------------------------------------------------DESIGNATION ------------------------------------------------------------------------

a)For long time b)For Relaxation c)Any Other (PLEASE SPECIFY)------------------