“Employee Benefits provided to the employee’s of NTPC”

Under the guidance of: Submitted by:DR. S. K. Gupta Amarjit SinghSr. Lecturer MBA -HR

Reg. No. 185503/204101090722

VINAYAKA MISSIONS UNIVERSITY SALEM

TAMILNADU, INDIA.JANUARY 2010

TO WHOMSOEVER IT MAY CONCERN

This is certify that AMARJIT SINGH (Reg. no. C8ND013P1250126), a

student of MBA (HR) 2010 has completed his marketing training project on

“Employee benefit provided to employee’s of NTPC” under my

supervision.

During this Marketing Training we found him very hardworking, sincere and

regular. The project study is recommended for examination and evaluation.

DR. S. K. GUPTA(SR. LECTURER)

TABLE OF CONTENTS

Serial No Title page no.

1. Preface .4

2. Company Profile 5

3. Human resource 19

4. Employees benefits 22

Facilities 24 Social Security 49 Advances 79

5. Research methodology 90

6. Questionnaire 91

7. Analysis & Interpretation 93

8. Findings & recommendations 101

9. Conclusion 104

10. References 106

:: PREFACE ::

This Management Research Project is an integral part of the curriculum of MBA .

As student I only have learning knowledge, so there is a need for practical implementation of the theoretical knowledge. Therefore this project provides me the practical application & knowledge about the working of an organization & helps me to understand the corporate environment.

As a part of the MBA curriculum, this project will lead to development of my “MANAGERIAL ABILITY & INTERPERSONAL SKILLS”. At the institute I only acquire bookish knowledge but this organization has trained me in the areas of HR functions.

The main objectives of this project are-

1) Implementation of theoretical to practical knowledge.2) Give the understanding of the various benefits provided to

Ntpc’s employees.3) Study about their satisfaction level from the various benefits

provided to the employees.

COMPANYCOMPANY PROFILEPROFILE

NTPC Limited is the largest thermal power generating company of India. A public sector company, it was incorporated in the year 1975 to accelerate power development in the country as a wholly owned company of the Government of India. At present, Government of India holds 89.5% of the total equity shares of the company and the balance 10.5% is held by FIIs, Domestic Banks, Public and Others.

Within a span of 30 years, NTPC has emerged as a truly national power company, with power generating facilities in all the major regions of the country. Based on 1998 data, carried out by Data monitor UK, NTPC is the 6th largest in terms of thermal power generation and the second most efficient in terms of capacity utilizations amongst the thermal utilities in the world.

VISION

“A WORLD CLASS INTEGRATED

POWER MAJOR, POWERING

INDIA’S GROWTH, WITH

INCREASING GLOBAL PRESENCE”

MISSION

"DEVELOP AND PROVIDE RELIABLE POWER, RELATED

PRODUCTS AND SERVICES AT COMPETITIVE PRICES,

INTEGRATING MULTIPLE ENERGY SOURCES WITH

INNOVATIVE AND ECO – FRIENDLY TECHNOLOGIES

AND CONTRIBUTE TO SOCIETY"

CORE VALUES (BCOMIT)

BUSINESS ETHICS

CUSTOMER FOCUS

ORGANIZATIONAL & PROFESSIONAL PRIDE

MUTUAL RESPECT AND TRUST

INNOVATION AND SPEED

TOTAL QUALITY FOR EXCELLENCE

NTPC: AN OVERVIEW

Established in 1975, NTPC, the largest power company of the country has been consistently powering the growth of India. With an installed capacity of 24,249 Mega Watt (MW), NTPC today contributes 27.08% of the nation’s power generation with only 20.06% of India’s total installed capacity.

An ISO 9001: 2000 certified company; it is world’s 6th largest Thermal Power Generator and 2nd most efficient in capacity utilization.

The corporation recorded a generation of 159.11 Billion Units in 2004-05, through 13 coal based, 7 gas based power plants, and Joint Ventures Projects spread all over the country.

Driven by its vision to lead, it has charted out an ambitious growth plan of becoming a 66,000 MW plus company by 2017.

NTPC has been rated as one of the top most “Best Employer” of the country for the year 2003, 2004 and 2005 in a row.

It has also been rated as one of the “Best Companies to Work for in India” by Mercer HR Consulting- Business Today Survey 2004, it has developed into a multi - location and multi- Fuel Company over the past three decades.

These achievements have been made possible by the 23500 strong and motivated work forces that with their dedication are ever willing to take NTPC to greater heights.

NTPC’S GROWTH

NTPC's core business is engineering, construction and operation of power generating plants and also providing consultancy to power utilities in India and abroad. As on date the installed capacity of NTPC is 24,954 MW through its 14 coal based (20,685MW), 7 gas based (3,955 MW) and 3 Joint Venture Projects (314 MW). NTPC acquired 50% equity of the SAIL Power Supply Corporation Ltd. (SPSCL). This JV company operates the captive power plants of Durgapur (120 MW), Rourkela (120MW) and Bhilai (74 MW).

POWER GENERATION OF NTPC

NTPC’s share on 31 Mar 2006 in the total installed capacity of the country was 19.51% and it contributed 27.68% of the total power generation of the country during 2005-06.

NTPC has set new benchmarks for the power industry both in the area of power plant construction and operations. It is providing power at the cheapest average tariff in the country. With its experience and expertise in the power sector, NTPC is extending consultancy services to various organizations in the power business.

NTPC is committed to the environment, generating power at minimal environmental cost and preserving the ecology in the vicinity of the plants. NTPC has undertaken massive afforestation in the vicinity of its plants. Plantations have increased forest area and reduced barren land. The massive afforestation by NTPC in and around its Ramagundam Power station (2100 MW) has contributed reducing the temperature in the areas by about 3°c. NTPC has also taken proactive steps for ash utilization. In 1991, it set up Ash Utilization Division to manage efficient use of the ash produced at its coal stations. This quality of ash produced is ideal for use in cement, concrete, cellular concrete, building material.

A "Centre for Power Efficiency and Environment Protection (CENPEEP)" has been established in NTPC with the assistance of United States Agency for International Development. (USAID). Cenpeep is efficiency oriented, eco-friendly and eco-nurturing initiative - a symbol of NTPC's concern towards environmental protection and continued commitment to sustainable power development in India.

As a responsible corporate citizen, NTPC is making constant efforts to improve the socio-economic status of the people affected by its projects. Through its Rehabilitation and Resettlement programmes, the company endeavors to improve the overall socio-economic status of Project Affected Persons.

NTPC was among the first Public Sector Enterprises to enter into a Memorandum of Understanding (MOU) with the Government in 1987-88. NTPC has been Placed under the 'Excellent category' (the best category) every year since the MOU system became operative.

Recognizing its excellent performance and vast potential, Government of the India has identified NTPC as one of the jewels of Public Sector ‘Navratnas’- a potential global giant. Inspired by its glorious past and vibrant present, NTPC is well on its way to realize its vision of being “A world class integrated power major, powering India’s growth, with increasing global presence”.

NTPC’S EMPLOYER SURVEY

NTPC has been ranked fifth among the top ten "Best companies to work for in India" by Mercer HR Consulting-Business Today Survey 2005. This is the third consecutive year that NTPC has appeared in this prestigious list. Besides, NTPC is also the only PSU among the top ten companies. The survey was conducted on the basis of four attributes such as HR Metrics, HR Processes and policy, Internal Employee Perception & Stake holder Perception on a weighted scale to arrive at a total score for each company surveyed.

NTPC has also been ranked as "3rd Great Place to Work" for in India again according to the survey conducted by Grow Talent and Business World 2005. What makes NTPC stand apart is its ability to balance concern for its employees with a high performance work culture. All NTPC employees have a Projects Manager’s obsession with deliverables and deadline.

NTPC’S CONSULTANCY SERVICES

The prowess of NTPC in handling the power business springs from the fact that it has done engineering, project management and operates over 23749 MW capacity, covering about 105 coal/gas units of capacities varying from 50 MW to 500 MW. NTPC has developed about 10,000 MW for other utilities including Independent Power Producers. NTPC has rich experience of working with equipment sourced from different parts of the world such as USA, UK, France, Germany, Japan, Italy, Korea & Russia etc.

The Consultancy Wing of NTPC, with an ISO 9001:2000 accreditation, undertakes all the Consultancy and turnkey project contracts for Domestic and International clients in the different phases of Power plants viz. construction supervision, Project management, FQA, Inspection services, O&M, RLA/R&M on approximately 22000 MW of various power utilities. With the string of achievements behind it, NTPC has emerged as the acknowledged leader in engineering, construction, O&M, RLA/R&M and management of power projects.

NTPC is registered as a consultant with several leading international development and financial institutions such as The World Bank, The Asian Development Bank, the African Development Bank, and UNDP.

NTPC's vast pool of technically qualified and managerial manpower is well supported by excellent infrastructure and knowledge management facilities to deliver the client time bound, qualitative and cost effective solution meeting the global standards.

CONSULTANCY SERVICES

NTPC offers consultancy services related to infrastructure sector business such as:

Fossil fuel based thermal power plants

Combined cycle power plants

Cogeneration plants

Water supply and treatment

Environment engineering and management

POWER STATIONS

MAJOR POWER STATIONS AT A GLANCESINGRAULI

KORBA

RAMAGUNDAM

FARAKKA

VINDHYACHAL

RIHAND

KAHALGAON

NCTPP

TALCHER KANIHA

UNCHAHAR

TALCHER THERMAL

SIMHADRI

TANDA

ANTA

AURAIYA

KAWAS

DADRI GAS

JHANOR-GANDHAR

KAYAMKULAM

FARIDABAD

HUMANHUMAN RESOURCRESOURC

EE

HR VISION:

TO ENABLE OUR PEOPLE TO BE A FAMILY OF

COMMITTED WORLD CLASS PROFESSIONALS,

MAKING NTPC A LEARNING ORGANIZATION.

HR STRUCTURE

HR GOALS

To develop an organization having knowledge based competitive edge.

To create culture of team building, empowerment and accountability to convert knowledge into productive action with speed, creativity and flexibility.

HR STATEGIES

Institutionalize core values for actualizing throughout the organization.

GM[HR]

DGM[HR]

CMO

SR. MNGR - EB EMPLOYEES

BENEFIT

[

SR. MNGR- ESEMPLOYEES

SERVICES

SR. MNGR- C&PCONTROL &

PROCUREMENTSR. MNGR- OMOPERATIONS &

MNGMT.

Imbibe a culture of openness, competence, commitment, system orientation, economy, productivity, knowledge management, communication and training.

Undertake organizational renewal, restricting, periodic assessment to have a re look at various initiatives and their impact.

Create motivational enabling climate of empowerment, participation, career growth, sensitive line manager and equip them to their own HR initiative and succession planning.

Communication within and outside company.

EMPLOYEEEMPLOYEESS

BENEFITSBENEFITS

EMPLOYEES BENEFITS

EMPLOYEES BENEFITS –

All benefits provided or made available to employees by an employer, including group life insurance, health insurance, disability insurance, sick leave, annual leave, educational benefits, and pensions, regardless of whether such benefits are provided by a practice or written policy of an employer or through an employee benefit plan.

ORGANIZATION CHART

SR.MNGR

[EB/ER/ED]

MANAGER-EB

EMPLOYEESBENEFIT

SR. OFFICER-ER

EMPLOYEESRELATIONS

OFFICER-EB

ASST.

ENGINEER

OFFICER -ER

SENIOR

SUPERVISOR

ASSISTENT ASSISTENT

FACILITIEFACILITIE

SS

I. LEAVE RULESI. LEAVE RULES

SHORT TITLE: These Rules may be called 'NTPC Leave Rules'.

COMMENCEMENT:These Rules will be effective from 1st July, 1978.

SCOPE OF APPLICATION:These Rules shall apply to:

i) All regular employees of the Company; ii) Probationers; iii) Temporary employees; iv) Trainees/Apprentices, other than Apprentices under the Apprentices Act, 1961; v) Employees engaged on contract but shall not apply to employees on deputation /

Foreign Service to the Corporation. EXHIBITION OF LEAVE RULES:

A copy of these Leave Rules shall be displayed on the Notice Board. AMENDMENTS TO AND INTERPRETATION OF THE LEAVE RULES:

These Leave Rules may be amended or modified from time to time by the Corporation and the same shall take effect in accordance with the orders issued by the Corporation.

1. CASUAL LEAVECASUAL LEAVE1. Casual Leave is intended to cover casual absence of the employees for personal reasons.2. Casual Leave can be granted for half day also. If half day's leave is taken, the lunch interval will be taken as the dividing line.3. Unavailed casual leave would lapse at the end of each calendar year.4. Sundays and holidays will not be debited to the casual leave account. 6. Trainees and Apprentices shall get an additional pro- rata credit of casual leave on their absorption as Executives/Supervisors.

5. In case of retirement / superannuation and resignation, casual leave entitlement shall be proportionate to the period of service in the calendar year.

ENTITLEMENT:a) executives/supervisors/executive trainees: 12 days in a calendar yearb) workmen :

i) Those having up to 10 years of service. : 10 days/year.ii) those having more than 10 years of service : 12 days/year

c) Other trainees /apprentices : 10 days in a calendar year.

2. SPECIAL CASUAL LEAVE2. SPECIAL CASUAL LEAVESpecial Casual Leave falls outside the normal leave and can be granted to meet special situations but not for domestic or personal reasons as in the case of casual leave. Cases in which Special Casual Leave can be granted are mentioned below:1. Periods spent in camp by employees permitted to join the Territorial Army, not exceeding 14 days which can be combined with other leave, wherever necessary.2. Special Casual Leave not exceeding 30 days in a calendar year may be granted:a) To employees selected to represent the Company in tournaments recognized by the State/National Association for the game concerned;b) To employees selected to represent the District or the State or All India in a recognized tournament;

c) To employees selected to participate in training/coaching camps by State Association;d) To employees required to act as Umpires or commentators in tournaments of National/International importance;e) To employees who wish to attend in their individual capacity meetings/ training courses organized by professional institutes of which they are members.f) To employees of NTPC selected to participate in local tournament on behalf of NTPC."g) To employees of NTPC participating in Mountaineering and Trekking arranged by recognized clubs/associations."If the period exceeds 30 days in any calendar year, the employees can be permitted by competent authority. 3. Employees participating in inter-unit or inter-departmental tournament can also be granted special casual leave not exceeding 10 days at a time which can also be permitted by competent authority to be combined with earned leave.4. Employees who donate blood on working days may be granted special casual leave for that day.5. Employees who undergo sterilization operation under the family welfare scheme may be granted special casual leave not exceeding six working days in case of male employees and 14 days in respect of female employees.

3. EARNED LEAVE3. EARNED LEAVE Earned leave means leave earned in respect of periods of services with the Corporation and granted on full pay or stipend in case of trainees/Apprentices other than Act Apprentices.

ENTITLEMENTS:a) EXECUTIVES, SUPERVISORS, WORKMEN on the rolls as on 31.12.1996: 30 days per year. (Encashable-11 day’s non-encashable-4 days in every half year)b) WORKMEN :( joined on or after 01.01.1997)

Length of service No. of days of

Earned Leave

First half of financialyear

Second half of year

Total for the Year

Total Encashable Total Encashable

Up to 5 years 12 9 13 9 25

More than 5 years but up to 10 years

13 9 14 10 27

More than 10 years but up to 15 years

14 10 15 11 29

More than 15 years 15 11 15 10 30

The above provision shall be deemed to have come into effect from 1.1.2001

c) EXECUTIVE TRAINEES: 30 days per yeard) APPRENTICES: 20 days per year.

ACCUMALATION LIMITS:a) Executives, supervisors, workmen: 300 days.b) Apprentices: 160 days.c) Executive trainees: 300 days.4) Earned leave is credited in advance in 2 installments of 50% each on 1st April and 1st October, every financial year.5) Intervening Sundays and holidays falling within in the spell of EL are counted as EL.

ENCASHMENT:i) Leave as due on 31st March or 30th September of the preceding half year or balance of leave after adjusting leave taken during the year up to date of encashment, whichever is less can be enchased.ii) 75% of total EL is treated as encashable.For the purpose of encashment, Basic pay,

Special pay, Personal pay Dearness allowances are taken into account.

4. HALF-PAY LEAVE4. HALF-PAY LEAVE1. Half-pay leave means leave on half-pay earned in respect of service with the Company and can be granted to an employee for any reasons including on medical grounds. The half-pay for this purpose shall be treated as half of the basic pay. All other allowances would be paid in full. Half pay leaves is not admissible to Trainees/Apprentices and employees on contract.2. Every employee's half-pay leave account will be credited in advance as in the case of earned leave.3) Half pay leave is credited in advance in 2 installments of 50% of entitlement each on 1st April & 1st October, every financial year.

5. SICK LEAVE5. SICK LEAVE1. Sick leave will be admissible to Trainees/Apprentices at the rate of 10 days per year on full pay. It will not be admissible to Executives, Supervisors and workmen. 2. Sick leave account will be credited in advance with 5 days on 1st January and the balance five days on 1st July every year.3. The leave at credit of the employee at the close of the previous half year will be carried forward subject to the accumulation limit of 30 days.4. The sick leave at the credit of a Trainee/Apprentice who is absorbed as an Executive/Supervisor/Workman on the date of absorption will be doubled and credited as half-pay leave to his account.

ENCASHMENTS OF HALF PAY LEAVE & SICK LEAVE:

Maximum Period

Half pay leave: 240 days

Sick leave: 120 days

6. COMMUTED LEAVE6. COMMUTED LEAVE1. Half-pay leave can be commuted into full pay leave on medical grounds subject to production of Medical Certificate from a Registered Medical practitioner. The total commuted leave admissible in the entire service of the employee shall not exceed 240 days.2. Total amount of earned leave and commuted leave taken in conjunction shall not exceed 180 days at a time.3. Commuted leave will be allowed to regular employees only. It will not be admissible to Trainees/Apprentices, Probationers, temporary employees and employees engaged on contract.When commuted leave is granted, the half-pay leave account of the employee will be debited with twice the period of such commuted leave.

7. SPECIAL DISABILITY LEAVE7. SPECIAL DISABILITY LEAVEEmployees who are disabled and become temporarily unfit to work on account of injuries due to accidents arising out of and in the course of employment will be allowed Special Disability Leave with full wages/salary, subject to the existing conditions. However, where the benefits under the Group Personal Accident Insurance Scheme are availed, the benefit of Special Disability Leave will not be admissible & vice-versa.

PROCEDURE:Special Disability Leave will be granted on the basis of recommendations of a Committee consisting of the following representatives:a) Concerned HOD or his authorized nominee;b) Medical Officer authorized for this purpose;c) Representative from the HR Depts.; andd) Safety Officer (if in position)

The Head of O&M/Project Construction & Erection/Finance/Material Personnel Unit/Project

(Through Personnel Department)

Sub: Request for grant of Special Disability LeaveDear Sir,I had met with an injury while on duty on (Date____________________________________________________while working in ____________________________(Department)__________________I request that I be granted Special Disability Leave for (No. of Days)____________ _________________from________ to________. I shall not claim half-monthly compensation for the above disablement period under the Workmen's Compensation Act, 1923. (This is applicable only for those covered under the Act).(Signature)

Name:Emp. No.:Designation:Department:DateRecommendation of the Committee enclosed. The individual may be sanctioned Special Disability Leave from_______to_______.Date: HR OfficerSanctioned Special Disability Leave from_______to______.Date:

8. EXTRA-ORDINARY LEAVE8. EXTRA-ORDINARY LEAVE1. Extra-ordinary leave means leave sanctioned under special circumstances without any pay and allowances to the following extent when no other kind of leave is due, or when the employees specifically applies for extra-ordinary leave :i) Up to 3 months on any one occasion other than on grounds of illness.ii) Up to 6 months on any one occasion on Medical Certificate for diseases other than T.B., Leprosy and Cancer.iii) Up to 18 months on any one occasion in case of treatment for T.B., Leprosy and Cancer.2. Entitlement of extra-ordinary leave in respect of Trainees/Apprentices (other than Act Apprentices) and employees engaged on contract shall not exceed 20 days on any one occasion.

9. MATERNITY LEAVE9. MATERNITY LEAVE

This may be granted to regular married female employees (excluding Apprentices/Trainees), in accordance with the following rules:To regular married female employees who have actually worked in the company for a period of not less than 80 days in the 12 months immediately preceding the expected date of delivery.The Leave may be granted on full pay for a period which may extend up to 135 days from the date of its commencement on production of medical certificate from the Attending Medical Officer provided that Maternity leave shall not commence from a date earlier than 45 days before the expected date of delivery and shall be up to 90 days from the actual date of delivery.It may be combined with leave of any other kind, but only if a Medical certificate from the Medical Officer Supports the request for such leave. Maternity leave will also be allowed in case of miscarriage/abortion. The total period of maternity leave on account of miscarriage/abortion will be restricted to 45 days in the entire career of a female employee. Request for such leave must be supported by a medical certificate.

10. PATERNITY LEAVE10. PATERNITY LEAVEA male employee with less than 2 surviving children may be granted paternity leave for a period a 15 days during the confinement of his wife. He shall be paid leave salary equal to the pay drawn immediately before preceding on leave.

11) QUARANTINE LEAVE:11) QUARANTINE LEAVE:1. Quarantine leave is leave of absence from duty necessitated as a consequence of the presence of certain infectious diseases in the family or household of the employees. Such leave may be granted by the leave sanctioning authority on the certificate of the Registered Medical Practitioner for a period not exceeding 21 days, or in exceptional circumstances, 30 days. Any leave necessary in excess of this period shall be treated as leave of the type that may be available to the credit of the employees. Quarantine leave can also be granted in continuation of any other kind of leave other than casual leave. An employee on quarantine leave will not be treated as absent from duty and his pay will not be affected.

2Cholera, Small-pox, Plague, Diphtheria, Typhus fever and Cerebral-spinal meningitis may be treated as infectious diseases for which quarantine leave can be granted.

3. Quarantine leave can be granted to an employee at a place other than his Headquarters, also provided that he had gone there on duty or authorized leave with permission of competent authority.

ENTITLEMENTS OF VARIOUS KINDS OF LEAVE

Type of Leave Executives & Supervisors

Accumulation Trainees / Apprentices (other than Act Apprentices)

Accumulation

1. Casual 12 days in a calendar year

Nil 7 days in acalendar year

Nil

2. Earned Leave 30 days per year 300 days 20 days per year 160 days12

3. Half Pay Leave 20 days per year No ceiling Nil NA

4. Sick Leave Nil - 10 days on full pay per year

30 days

WORKMEN:

Type of Leave

Length of service No. of Leave Per Year

Accumulation

1. Casual Up to 10 year More than 10 years

1012

Nil

3 H.P.L. 20 No ceiling

II. HOLIDAYSII. HOLIDAYS1. All Offices under NTPC will observe 8 closed holidays (including the 3 National holidays) & 6 restricted holidays. 2. All temporary employees, casual employees and employees on muster roll will be paid wages for such holidays as well as weekly rest days provided they are on duty on the preceding and succeeding working days. Where Projects of Offices observe 7 working days in a week, there will be staggered holidays for individual employees.3. five-day week shall be observed in the offices at corporate Center Headquarters. Regional Headquarters at Hyderabad, Patna, Allahbad and Nagpur and at metropolitan cities of Mumbai, Kolkata and Chennai. Accordingly, these offices will remain closed on Saturday. The office timing will, however, continue as at present i.e. from 9 AM to 5.30 PM with lunch interval of half an hour from 1 to 1.30.

DECLARATION OF CLOSED HOLIDAY:Incase a National Holiday happens to coincide with the weekly rest day (s) i.e. Sunday (for establishments following 48 hours a week) and Saturday and/ or Sunday (for establishments following 5 days week) another closed holiday will be declared by the

respective projects/units/establishments of the company so that the actual number of holidays in the calendar year are not less than twelve. ;

CLOSURE OF OFFICES ON DEATH OF HIGH DIGNITARIES:In case of death of high dignitaries, NTPC's offices, Projects, Stations and other Establishments will be closed only if the Industrial Establishments of the Central Government are declared to be closed.

III. NTPC SCHEME OF FACILITIES FOR III. NTPC SCHEME OF FACILITIES FOR HIGHER STUDIESHIGHER STUDIESThe NTPC Scheme of "Facilities for Higher Studies" covers the following two categories:1) Company sponsorship for Higher Studies,2) Grant of Study Leave for Higher Studies.

1) COMPANY SPONSORSHIP: Eligibility:

This applies to all regular employees of the Company but excludes Trainees/ Apprentices/those employed on contract/deputation/temporary/casual basis. Employees who are under suspension or against whom any disciplinary proceedings/vigilance cases are pending/ contemplated may not be considered for the sponsorship.

Entitlements:(a) For Company sponsorship within India :The period of sponsorship, generally will not exceed one year and approved by D (HR). In exceptional circumstances sponsorship beyond one year may be approved by CMD.

i) The employee will normally be expected to stay in the accommodation available with the Institution where study is under-taken. However, if any accommodation is not provided by the Institute, payment of HRA, in lieu, may be sanctioned up to the following limits. (1) 'A' class cities: - 12.5% of the pay in all A class cities. 15% of the pay in all A-1 class cities.. (2) Other Places: - 7.5% of normal rates applicable to employees posted in such

places.ii) The, employees will be paid TA for journeys between the place of duty and the place where the course is to be attended by them at the time of joining and on re-joining duties, on its completion.iii) Examination fees and other charges, if any, of the Institute, will be borne by the Company.(b) For Company Sponsorship outside IndiaThe period of sponsorship as well as the entitlement during this period will be determined by CMD, with reference to the merits of each case

2) STUDY LEAVE: Eligibility

Study Leave is admissible to any regular employee of the Company, excluding a trainee/apprentice, who:i) Has rendered a minimum of 3 years service inclusive of training/apprenticeship period in the Company. In the case of deputationists who are subsequently absorbed in the Company, the period of deputation will be taken into account for this purpose.ii) Is not due to retire within 5 years of the date on which he is expected to return to duty after the completion of the course.iii) Is not employed on a contract/deputation/ temporary or casual basis.iv) Is not under suspension and no disciplinary proceedings/vigilance cases are pending against him.

Period of Study Leavei) Study Leave is admissible for a maximum period of 3 years; during the entire service of the employee, subject to the exigencies of work.ii) This leave is not debited to the regular leave account of the employee.

Entitlements

i) The employee will not be entitled to any pay or allowances during the period of Study Leave.ii) The employee is entitled to the benefit of continuity of service for CPF and Gratuity and if the employee chooses to contribute to his Provident Fund account during Study Leave period, the Company will make a matching contribution as per Rules framed from time to time.iii) During the Study Leave period, the employee shall not be considered for promotion, However, the period will count for eligibility for promotion. The employee will be considered for promotion as per the company policy of the rejoining duties on expiry of study leave. The duration of study leave availed without completing the study will not be reckoned for purpose of eligibility for promotion or for earning increments. The employees will also not be eligible for grant of Study Leave again.iv) The study leave will not be considered for the purpose of earning any kind of leave.

IV. REIMBURSEMENT OF EXPENDITURE ONIV. REIMBURSEMENT OF EXPENDITURE ON CHILDREN'S EDUCATIONCHILDREN'S EDUCATION

ELIGIBILITY:The expenditure incurred by the employees towards education of their school going children studying in Class I to XII, Graduation and Post-Graduation awarded by universities / deemed universities recognized by UGC. It has been decided to allow reimbursement of expenditure on Children Education to the Employees, as detailed below.1. Tuition Fees: Part tuition fees actually paid by the employees over and above Rs.75/- per month per child (i.e. the highest fees being charged by Kendriya Vidyalaya presently) will be reimbursed subject to the following monetary ceilings: (i) Rs.225/- per month per child in respect of employee’s children studying at places where CCA is not payable.(ii) Rs.340/- per month per child in respect of employee’s whose children are studying in places where CCA is payable provided the employee is retaining his family at a place other than his place of posting or is drawing hostel subsidy at such a place2. Hostel Subsidy: Reimbursement of expenditure incurred by employees towards hostel charges of a residential school where their children are studying, at a place other than the

place of posting of the employee concerned, will be allowed as Hostel Subsidy, as per actual, limited to a maximum of Rs.675/- p.m. per child.i) The reimbursement of expenditure incurred by employees towards tuition fee and/or hostel charges, shall be allowed limited to two children only and will be admissible on production of documentary evidence.ii) The reimbursement of expenditure on children’s education has also been extended to physically/mentally handicapped children of employees who are admitted in normal/special schools.

Procedure:Employees intending to avail of the reimbursement under the scheme shall submit a request at the beginning of each academic year along with documentary evidence of payment made by them towards the monthly tuition fees and/or hostel charges in the proforma. Subject to the request being in order, the concerned HR Department shall issue a sanction order for each academic year, indicating the amount and period of reimbursement to be made to the employee concerned. Consequent to this, reimbursement shall be allowed on a monthly basis along with the salary of the employee concerned, for the sanctioned period during the academic year.

Children Education Reimbursement FormTo :- Manager (F-Est.)It is certified that, I will incur/have incurred expenditure per month per child towards tuition fee/hostel charges of my son(s)/daughter(s) having details as under: TUITION FEES Sr. No. Name & Class Name of the School Amount (Rs.p.m)1.2. HOSTEL CHARGES Sr. No. Name & Class Name of the School/Hostel Amount (Rs.p.m)1.2. Date:(Signature of the Employee)…Name:Employee No.

Deptt.

V. WEDDING GIFTV. WEDDING GIFT1 NTPC is a family and in this spirit we should be alive to the needs of our employees. An employee plays a crucial role in the contributions which he makes to our organization. Like in any family, if member of our family gets married during his stay with us, it is felt that NTPC should not let such an occasion go unnoticed and acknowledge it with the required sensitivity 2. On the occasion of marriage of an employee a gift of about RS.1, 100/- may be presented to him/her on behalf of NTPC. If the wedding takes place in a place where NTPC has its office/establishment, we may also provide a car/jeep on behalf of the company for assistance in the marriage function for 3 days for local use only. Further, at the time once within 6 months of their marriage when the newly married couple visits, a place where NTPC has its own guest house and stays in the Company guest house, they may be charged for room rent as being on official visit.

VI. SCHEME FOR GRANT OF MERIT VI. SCHEME FOR GRANT OF MERIT SCHOLARSHIP TO THE CHILDREN'S OF SCHOLARSHIP TO THE CHILDREN'S OF NTPC EMPLOYEESNTPC EMPLOYEES

OBJECTIVE:

To provide encouragement and to facilitate higher education of meritorious children of NTPC employees.

SCOPE: Only dependent children including legitimate, legally adopted and step children of NTPC employees are eligible for the Scholarship. The scheme shall also be applicable to deputationists till the time of their deputation in NTPC.

The applicability of the scheme shall be limited to two children only.

QUALIFYING ELIGIBILITY DURATION & AMOUNT OF SCHOLARSHIP: The scholarship shall be granted for course of study, as per the following Table

Sl. No. Course Amount of Scholarship Rs./Per Annum

Duration

1. For pursuing an undergraduate course leading to a Degree in Engineering from Regional Engineering Colleges, IIT, BHU, Roorkie, BITS, DCE, & DIT.

9000/- 4years

2. For pursuing MBBS Degree Course from AIIMS, JIPMER, AFMC, & all other Medical College where admission is through CBSE.

9000/- 4years

3. Full time MBA degree or equivalent from IIMs, XLRI, XISS, TISS, FMS (DU).

9000/- 2years

4. CA/ICWA course on passing Intermediate examination. However, the period between passing entrance and Intermediate examination will also be taken into consideration for payment of scholarship. The total period will not exceed 3years.

9000/- 3years

5. BACHELOR OF DENTAL SCIENCES (BDS)For pursuing BDS course on free/merit seats from institutions as applicable in sanction of Merit scholarship in case of MBBS through Competitive entrance examinations.

9000/- 4years

6. BACHELOR OF ARCHITECTUREFor pursuing B.Arch. on free/merit seats from Institution as applicable in sanction of merit scholarship in case of B.Tech/B.E through competitive entrance examination

.

Rs.9000/- 4years

7. GRADUATE LEVEL COURSES OFFERED

BY NATIONAL INSTITUTE OF FASHION TECHNOLOGYFor pursuing 3 years Graduate Diploma course from NIFT against merit/free seats on passing the competitive entrance examination conducted by NIFT.

Rs.9000/- 3years

8. GRADUATE LEVEL COURSES OFFERED BY INDIAN INSTITUTE OF INFORMATION TECHNOLOGYFor pursuing 4 & 5 years (integrated) undergraduate programs of IIIT on obtaining admission through All India level competitive examinations conducted by IIIT, on free/merit seats.

Rs.9000/- 4years

PROCEDURE:1. The employees intending to avail of the Scholarship for their children under the scheme shall submit request, at the beginning of each academic year along with documentary evidence of successful completion of the previous year’s course except for the first year when the scholarship shall be granted on securing admission in the above mentioned courses. 2. The scholarship will be discontinued in case the employee whose child has been

granted scholarship ceases to be in the services of the Company for any reason .However, the eligible student may continue to get the Scholarship in the following cases:-

a) Retirement or Superannuating of the employeeb) Death of the employeec) Termination of services of the employees due to disability caused by accident or continued ill health.d) Voluntary retirement under approved company scheme.3. The continuance of the scholarship will be subject to good conduct and performance of the student in the institution concerned. The scholarship shall be cancelled or with held for a particular period, which can be extended, if a candidate fails to qualify in the examinations and is not promoted to the next higher class or if the conduct is found unsatisfactory by the institutions.

VII. COACHING CLASSES FOR CHILDREN VII. COACHING CLASSES FOR CHILDREN OF NTPC EMPLOYEESOF NTPC EMPLOYEES

1) Infrastructure facilities are provided for setting up coaching classes for 1 batch each of class XI & XII students in engineering & medical streams.2) NTPC also provides subsidy in the fee to be paid by the children of NTPC employees to these coaching centers.3) A loading facility has been provided in Noida Township for children of NTPC employees who wish to attend coaching classes at Delhi/ Noida/NCR for preparing for competitive entrance exam in engineering & medical.

VIII. CANTEENSVIII. CANTEENSCanteen facilities are available inside the work premises for employees to provide tea, lunch & snacks at no profit no loss.

CANTEEN COMMITTEE

OBJECTIVES

Suitable canteen facilities would be arranged inside the works premises for the

employees at the projects so as to provide tea/ lunch and snacks etc. at reasonably

cheap rates.

Canteen committee is to provide hygienic and testy food to employees at

reasonable rate they provide better facilities related to space infrastructure,

ventilation, illumination, utensils etc.

All the issues related to canteen raised by union are handle by them .The last but

not least objective to arrange meeting in which all the matter related to the

canteen are discussed.

IX.IX. LEAVE TRAVEL CONCESSION LEAVE TRAVEL CONCESSION RULESRULES

NATURE & EXTENT OF CONCESSION:

i) An employee will be eligible to avail LTC only after completion of 1year’s continuous service in regular establishment of Company.

ii) The entitlement for first block of an employee on joining the service of the Company will be reckoned from the block in which he completes one year's continuous service.

iii) LTC to deputationists will be allowed as per the terms of deputation. In the absence of any provision in the terms of deputation, LTC will be allowed as per the rules of NTPC during the period of deputation.

NATURE OF ENTITLEMENT:

Place of Visit Entitlement Remarks  

SUB-RULE ‘A’ In one block

For Self & Family  

Home town; OR   By shortest routeDistance up to 1800 Kms; OR

  By any route

Distance up to 1400 Kms

  By any route on the basis of Certification 

AND in 2 Block    Home Town; OR   By shortest routeAny where in India; OR   By shortest route Distance up to 1800 Kms; OR

  By any route

Distance up to 1400 Kms

  By any route on the basis of certification 

SUB-RULE ‘B’ For Self Alone  Every year Home Town   By the shortest route &

provided that his family is living at a different station which is away from his place of work.

CASH LUMPSUM ASSISTANCE :

GRADE CASH LUMPSUM ASSISTANCE IN Rs(Excluding Hometown & on certification

basis)W0 to W2 2000/-W3 to W5 2500/-W6 to W7 3000/-S1-S4 / W8-W11 3500/-SG 3750/-E1 to E3 4000/-E4 to E6 5000/-E7 & above 6000/-

CARRY FORWARD:

1) An employee and members of his family who are unable to avail of LTC in the relevant block may carry forward the entitlement to the end of the next

block. Carry forward will be available only in respect of such family members who were otherwise entitled for the concession in the relevant block.

Refusal: Whenever a leave sanctioning authority refuses leave for availing of LTC due to exigencies of work the matter should be brought to the notice of Corporate HR Department immediately with proper justification for such refusals.

2) In the case of such dependent children in respect of whom journey fare was not leviable in the LTC block, but for whom journey fare is payable on the date of actual travel in the carry forward block for reason of their having come into the age bracket in which Journey fare is leviable, reimbursement of LTC claim is admissible provided they have actually traveled on LTC is the relevant carry-forward block.

3) Requests for extension of period for availing LTC due to pressing official reason or personal reason will be examined on the merit of each case for appropriate decision by the Competent Authority at Corporate Center.

4) Employees will be entitled to reimbursement of LTC for two block years together at a time. This clubbing with be admissible in the second block only under the 1800 Kms Scheme if no LTC has been availed for the immediate previous blockThis facility shall also be admissible to employees who are left with less than one year of service before superannuation.

ADVANCE:

1 An advance to the extent of 100% of the anticipated fares for journey of the employee and/or his family from Headquarters to Home Town/place of visit and back by the entitled class (including Bus/Steamer/Taxi fare etc.) may be allowed as per entitlement of the employee; provided the anticipated absence of the employee or his family, as the case may be, does not exceed three months. In case this period is anticipated to exceed three months, the advance will be allowed for the outward journey only. The request for advance should be made on the prescribed advance form.

2 The advance may be granted within a period not exceeding 60 days before the proposed date of the journey but shall have to be refunded forth-with if the employee is not able to produce documentary evidence within 15days of the drawl of the advance to show that he has utilized the amount of advance for the purchase of ticket(s).

3 Where after undertaking outward journey, the remaining amount of

advance is not utilized for return journey within six months from the date of commencement of outward journey, the unspent amount should be refunded forthwith.

4 An account of the advance shall be rendered by the employee concerned immediately after the completion of the journey and in no case later than one month from the date of completion of return journey.

5 In case of failure to produce the documentary evidence as required or to refund the unspent amount of advance by the employee, the employee will be charged penal interest @ 3% over and above the bank lending interest rate for the period of default.

6 An employee who draws an advance in respect of particular block(s) for self and or family members and does not utilize the same or a portion thereof in respect of self or the family members but does not refund the unutilized/unspent amount within the prescribed time limit as indicated above will not be eligible for a second advance for the same block year.

TRAVEL CONCESSION FOR EMPLOYEE'S CHILDREN STUDYING AWAY FROM THE PLACE OF POSTING OF THE EMPLOYEES.

Eligibility:

This concession will be admissible to the children of the employees of the Company who are eligible for LTC subject to fulfillment of the following conditions

i) Such children are wholly dependent on the employee;

ii) They are studying in recognized educational / professional institution within India at a place away from the place of posting of the employee or the residence of his family (spouse and children only parents of the employee excluded);

iii) They are residing at a place 50 Kms. away from the place of

posting of the employee or the residence of his family. 

Entitlement:

1 The concession can be availed of only once in a calendar year during approved vacation. The approved vacation for this purpose means the vacation declared by the recognized institution in which the children are studying.

2 Where the outward journey is commenced in one calendar year, and the return journey is completed in the following year, the concession will be reckoned against the year in which the outward journey commenced.

3  The reimbursement of the fare will be limited to actual expenses incurred on travel each way subject to a maximum of second class rail fare at student's concessional rates from the railway station nearest to the place where the children are studying.

Claim:

1 Claim for reimbursement in all cases will be entertained only on completion of the return journey.

2 Claims for reimbursement must be supported with adequate proof of journey i.e. Ticket No. Money Receipts etc. together with a prescribed certificate from the recognized institution for each child separately for whom the concession is claimed.

3 Every claim should be preferred in the proforma as prescribed within three months of completion of return journey failing which it shall be forfeited.

SOCIALSOCIAL SECURITYSECURITY

I. EMPLOYEES PROVIDENT FUNDI. EMPLOYEES PROVIDENT FUND

NAME OF THE FUND:

The Fund shall be called "National Thermal Power Corporation Limited Employee's Provident Fund" New Delhi.

CONTRIBUTIONS AND ACCOUNTS:

CONTRIBUTIONS

(1) The contribution payable by the Company to the Fund shall be at the rate of 12% of the basic wages and the Dearness Allowance (including cash value of any food concession) payable to each employee and leave encased who is eligible for membership of the Fund.

(2) The contribution payable by any employee shall be equal to or more than the contribution payable by the Company in respect of such employee subject to the limit laid down in the Income Tax Act.

(3) The contribution shall be calculated on the basis of the basic wages and Dearness Allowance (including the cash value of any food concession) actually drawn during the whole month whether paid on daily, weekly, fortnightly or monthly basis.

(4) Each contribution shall be calculated to the nearest 50 paisa or more to be counted as the next higher a rupee and less than 50 paisa shall be ignored.

RECOVERY OF A MEMBER'S SHARE OF CONTRIBUTION:

The amount of a member's contribution paid by the Company shall, be recoverable by means of deduction from the wages of the members and not otherwise:

Provided that no such deduction may be made from any wage other than that which is paid in respect of the period or the part of the period in respect of which the contribution is payable.

MEMBERS ACCOUNT:

1. An account shall be opened in the office of the Fund in the name of each member in which following shall be credited:a. His contributionsb. Contributions made by the Company in respect of him; andc. Interest

2. All items of account shall be calculated to the nearest rupee 50 paisa or more to be counted as the next higher rupee and less than 50 paisa shall be ignored.

PAYMENT OF PROVIDENT FUND:

(1) When the amount standing to the credit of a member, or the balance thereof after any deduction becomes payable, it shall be the duty of the Secretary to make prompt payment He shall close the account of the member and give notice in writing to the person to whom the amount is payable, specifying the amount and tendering payment thereof.

(2) If any portion of the amount which has become payable is in dispute or doubt, the Secretary shall make prompt payment of that portion of the amount in regard to which there is no dispute or doubt, the balance being adjusted as soon as may be possible.

(3) If the person to whom any amount is to be paid under these Rules is a minor or a lunatic for whose estate a guardian or a manager, as the case may be, has been appointed, the payment shall be made to such guardian or manager. In case no such guardian or manager has been appointed, the payment shall be made to such person as the Chairman, where the amount does not exceed Rs. 1,000 or the Board if the amount exceeds Rs. 1,000 but does not exceed Rs. 5,000 considers to be the proper person representing the minor or lunatic and the receipt of such person for the amount paid shall be a sufficient discharge thereof.

(4)        Any person who desires to claim payment shall send a written application to the Chairman, who may at the option of the person to whom the payment is to be made, make the payment.

i) By postal money order at the cost of the payee.ii) By crossed cheque and sent through post; orii)  By deposit in the payee's bank account, if any.

EMPLOYEES FAMILY PENSION SCHEME, 1971:

The employer is responsible to comply with the statutory provision of the Family Pension Scheme 1971 with RPFC.

EMPLOYEES DEPOSIT LINKED INSURANCE SCHEME, 1976:

The employer will comply with the conditions of Employees Deposit Linked Insurance Scheme 1976 with RPFC with effect from 1st

August, 1976.

Whenever any provision of the NTPC Rules are found silent the provisions of Employees Provident Fund & Miscellaneous Provisions Act, 1952 shall apply.

WITHDRAWALS:

Withdrawals permitted Ceiling limit for the withdrawal

i) illness/disability of member or his dependent

3 months basic wages, dearness allowance

ii) higher education of member or his dependant

-do-

iii) marriage of self ,children ,dependant sisters &brother

6 months basic wages & DA or the member’s total contribution with interest thereon ,whichever is less

iv) other ceremonies of self , children, dependant parents, sisters & brothers

3 months basic wages& DA or the member’s total contribution with interest thereon, whichever is less.

v) marriage of relative 3 months basic wages & DA.

REPAYMENT:

In 25 equal monthly installments for i, ii, iv, v & 50 equal monthly installments for iii.

II. GRATUITYII. GRATUITY ELIGIBILITY AND SCALES OF GRATUITY:

1) Gratuity shall be payable to an employee on the termination of his employment after he has rendered continuous service for not less than 5 years.

a) On his superannuating or

b) On his resignation, retirement or termination of his service

c) 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.

Provided further that in the case of death of the employee, gratuity payable to him shall be paid to his nominee, or if no nomination has been made, to his heirs.

Where the transfer of an employee to another public Sector Undertaking is effected with the consent of NTPC management, the employee shall be allowed the benefit of transfer of his gratuity to his new employer.

2) a) The amount of gratuity shall be equal to 15 days wages last drawn by the employee concerned for every completed year of service or part thereof in excess of 6 months subject to maximum of 40 time 15 days wages or Rs.3.5 lakh whichever is less.

b) Incase of death of an employee, amount of gratuity will be admissible on the scale calculated under (a) above or as worked. out below, which ever be more.

Period of Continuous Service Amount of gratuityUp to 1Year 4 time 15 days wagesMore than 1 Year up to 5 years 12 times 15 days wagesMore than 5 Years but up to 20 years 24 times 15 days wagesMore than 20 years Half month's wages for completed half year of

service subject to max. of 66 times 15 day

swages. Provided however the amount of gratuity shall in no case exceed Rs. 3.5 lakh.

The amount of gratuity equal to fifteen days wages shall be computed in the following manner:

Monthly wages x 15

15 days wages = ————————————

26

PAYMENT OF GRATUITY:

i) An employee who is eligible for payment of gratuity or any person authorized in writing to act on his behalf shall apply to the Secretary within 30 days from the date the gratuity becomes payable to him.

Provided that where the date of superannuation or retirement of an employee is known, the employee may apply to the Secretary before thirty days of the date of superannuation or retirement.

ii) A legal heir of an employee who is eligible for payment of gratuity shall apply to the Secretary within one year from the date the gratuity becomes payable to him.

MODE OF PAYMENT OF GRATUITY:

The gratuity payable shall be paid in cash or if so desired by the payee, by Demand Draft or Cheque to the eligible employee, nominee or legal heir, as the case may be.

Provided that in case the eligible employee, nominee or legal heir, as the case may be, so desires, and the amount of gratuity payable is less than Rs.1000, payment may be made by postal money order after deducting the postal money order commission thereof from the amount payable.

Every employee when joining the Fund shall subscribe an Agreement.

FORM A

FORM OF AGREEMENT

I hereby declare that I have read the Rules and Regulations of the National Thermal Power Corporation Employee's Gratuity Fund and that I agree to be bound by them and subsequent additions and/or alterations, if any, to them from time to time made in pursuance of the Rules and Regulations of the Fund.

Account

Number.................................

(For office use only)

1. Name..............................................................................................................(Surname) (First name) (Middle name)

2. Age..................................................................................................................(Years) (months)

3. Date of Birth....................................................................................................

5. Sex...................................................................................................................

6. Father's/Guardian name..........................................

7. Marital status......................................................................................................

8. Husband's/Wife’s name.............................................................

9. Identification mark............................................................................................

10. Division/Office in which working............................................................ 

11. Designation........................................................................................................

12. Employee

number.............................................................................................

13. Date of appointment....................................................................

14. Permanent address...........................................................................................

15. Present address................................................................................................

Tel No...............................................

Place............................................

Date............................................. Signature/Thumb Impression of the

Employee

Certified that the above declaration has been executed by.......................................... Employee Number...................................................... employed as...........................at..........................before me after he had read the entries.

Place........................................Signature of the

Date..................................:....... Controlling Officer

APPLICATION FOR GRATUITY BY AN EMPLOYEE

To

The Secretary,Board of Trustees,

National Thermal Power Corporation,Employee Gratuity Fund,New Delhi-110003.

Sir,

I hereby apply for payment of gratuity to which I am entitled, on account of my superannuating/retirement/resignation after completion of not less than five years of continuous service/total disablement due to accident/total disablement due to disease with effect from....................Necessary particulars relating to my appointment in the Company are given in the statement below:

1. Name in full

2. Address in full3. Department/Branch/Section where last employed4. Post held with Employee No.5. Date of appointment6. Date and cause of termination of service7. Total period of service8. Amount of wages last drawn9. Amount of Gratuity claimed

2. I was rendered totally disabled as a result of (here give the details of the nature of disease or accident).The evidence/witnesses in support of my total disablement are as follows: (Here give details)

3. Payment may please by made in cash/open or crossed bank cheque/demand Draft.

4. As the amount of gratuity payable is less than Rs. 1,000- (Rupees One thousand only) I shall request you to arrange for payment of the sum due to me by postal money order at the address mentioned above after deducting postal money order commission there from.

Yours faithfully

Place…………………. Signature/Thumb/ Impression

Dated…………………. Of the Applicant employee

III. GROUP PERSONAL ACCIDENT III. GROUP PERSONAL ACCIDENT INSURANCE SCHEMEINSURANCE SCHEME ::

OBJECTIVE:

The objective of the Group Personal Accident Insurance Scheme (GPAIS) is a welfare measure formulated to insure employees against the consequences of personal accidents and provide appropriate relief to the affected employee or the nominee through an Insurance Cover.

SCOPE:

1 The Scheme shall cover all regular employees and will also include/cover deputationists, Board appointees and Trainees of the Company under its own training Schemes, but shall not cover Apprentices under Apprentices Act, Muster Roll/Daily Rated/Casual/Badli substitute employee or employees appointed on contract basis.

2 With the implementation of this Scheme, the following two Schemes shall become in operative

(i) Scheme of taking Air Insurance Policy for employees traveling by air

(ii) Scheme of ex-gratia Payment in case of personal injury caused due to accident arising out of and in course of employment to employees who are not covered by the Workmen's Compensation Act, 1923.

BENEFITS:

The Insurance Policy will provide coverage by way of payment of compensation to the extent specified in this Scheme to the covered employees, whether he is on Company's duty or not, on any location in India or abroad; against a bodily injury resulting solely and directly from accidents caused by violent, external and visible means which shall solely, and independent of any cause, result in death or disablement. The benefits under the Policy in brief are as follows:

1 Death:

In case of death of a covered employee of NTPC, will be paid compensation by the Insurers to the extent of 100% of the Capital Sum Insured, which will be 50 months' pay (i.e. Basic pay and Dearness Allowance) of the financial year during which the death takes place

2 Permanent Disablement:In case of permanent total disablement of a covered employee of NTPC, will be paid compensation to the extent of 100% of the capital sum assured.

In case of permanent partial disablement specific % of the capital sum assured for different type of disablement.

3 Temporary Disablement:In case of a temporary disablement of a covered employee caused by an accident , the employee will be entitled to a sum @ of 1% of the Capital Sum Insured /week only when the employee is on leave (other than Special Disability Leave) subject to the condition that this weekly benefit will be restricted to minimum weekly payment of Rs.3000/- and a maximum weekly payment of Rs. 5000/- The compensation shall not be payable for more than 104 weeks in respect of any one injury and in no case, shall exceed the capital sum assured.

4 Expenses on Transportation of Dead Body: In the event of death of the Insured Person due to accident, takes place outside his/her residence, the insurer shall reimburse, in addition to the amount of compensation of the Capital sum insured, the expenses incurred for transportation of employee's dead body to the place of residence subject to the maximum of 2% of Capital Sum Insured or Rs. 1,000/- whichever is less.

CAPITAL SUM ASSURED:50 months of basic pay plus DA with regard to the pay as on 1st April of the financial year during which death/disablement takes place.

CLAIMS:

Death:The covered employee's legal personal representative/nominee will submit the claim in the prescribed form for this purpose along with the following documents:i) Claim in prescribed formii) Attested copy of Death Certificate iii) Attested copy of Post Mortem Report

Permanent (total and partial) Disablement:The covered employee shall submit the claim in the prescribed form for this purpose along with the following documents:i) Claim form/Attending Doctor's Reporti)  Medical Fitness Certificateii) Leave Sanction Certificate by HR dept.

Temporary Total Disablement:The covered employee shall submit the claim in the prescribed form for this purpose along with the following documents: i) Claim Form/Attending Doctor's Reporti)  Leave Sanction Certificate by HR Department

ii) Fitness Certificate.Percentage of Capital Sum Insured  i) Loss of toes all

Great both phalanges

Great one Phalanx

Other than great, if more than one toes lost each.

20 5  2 1

ii) Loss of hearing both ears 50iii) Loss of hearing one ear 15iv) Loss of four fingers & 40thumb of one handv) Loss of four fingers 35vi) Loss of thumb-both Phalanges

one Phalanx2510

vii) Loss of Index Fingerthree phalanges two phalanges one phalanx

10 8 4

viii) Loss of middle Fingerthree phalangestwo phalanges.one phalanx

 6 4 2

ix) Loss of ring fingertwo phalangesone phalanx

three phalanges 5 4 2

x) Loss of little fingerthree phalangestwo phalangesone phalanx

 4 3 2

xi) Loss of metacarpalsfirst or second (additionalthird, fourth or fifth(additional)

 3 2

xii) Any other, permanent partialdisablement

Percentageas assessedby the Doctor.

PERSONAL ACCIDENT INSURANCE CLAIM FORM (PARTICULARS OF ACCIDENT) 

Policy No. _______________

Branch/Unit______________ Claim No.______________________

To    The issue of this form is not be taken as an admission of

liability_______.

TO BE COMPLETED BY THE INSURED

1. (a) Name of Insured (in full)___________________________________________

(b) Address in full___________________________________________________

(c)        Profession occupation _________________________________

(d)        Age last birthday____________________

2. (i) Policy No. Sum Insured Table of Cover Period(ii)(iii)

3. (a)       Date of Accident(b)       Time of Accident(c)       Where it happened(d)       Name and Add. Of witness

4. How did the accident occur?

5. Nature of injury received (If to limb or eye state whether right or left.

6. (a) Nature of disablement(b) Extent of disablement

Confined to House__________(From__________to___________________________)Partial disablement_____________ (From__________to_______________________)

(c) Present State of incapacity

. Name and address of Surgeon in attendance

8. (a) Where and when can be Medical Officer of the Company visit you if necessary ?

(b) Name of nearest railway station and distance there from.

9. (a) Are you insured in any other office or

Offices granting compensation for accident?

(b) If so state name and address of company orCompanies. And amount of insurance.'

I hereby declare that the foregoing statements are made by myself and are true in all respect and that I have not attempted to conceal from the company anything with which it ought to be made acquainted and I agree that if I have made, or in any further declaration the company may require, shall make any false or fraudulent statement or any suppression, concealment or untrue advertisement whatever, the policy shall be void, and my right to compensation forfeited, and I am willing, if required, to make a statutory declaration before a Justice of the peace of the truth of the whole of the foregoing statement or any other statement I may take in connection with this claim.

Date............................. 199 Received from........................................................................... The sum of Rupees......................................................................................................................... Being......................................................................................................................................................... ..................................................................................................................................................................   Rs.                                                                                                                                         Signature

IV. IV. NTPC EMPLOYEE BENEVOLENT FUND NTPC EMPLOYEE BENEVOLENT FUND SCHEMESCHEME

OBJECTIVE :The NTPC Employees Benevolent Fund Scheme* is introduced with a view to provide financial assistance to the families of member employees who die a natural death while in the employment of the Company.

SCOPE AND COVERAGE :

The Scheme will cover all employees borne on the regular rolls the Company, who enroll themselves as members or the Scheme, but wi l l exclude deputationists, lien holders, trainees/apprentices, muster roll, casual, badli or substitute employees.

MEMBERSHIP OF THE SCHEME :

The Membership of the Scheme will be voluntary. An eligible employee who wishes to become a member shall apply in the prescribed Form , to be filled in duplicate, authorizing recovery of the contribution payable by him @ 0.6% of Basic Pay and DA subject to a minimum of Rs. 10- per month and a maximum of Rs. 25/- per month

EXTENT OF BENEFIT:

1 In case of natural death of an employee while in the employment of the Company, the nominated family members of the employee concerned will be paid on amount equivalent to 25 months Basic Pay + DA (reckoned as on 1st April of the relevant financial year) subject to a minimum of Rs. 40,000/- and a maximum of Rs. 1 lakh.

2 The benefit, as above, shall not be admissible in the case of death arising out of accident, for which the relief is covered under Company's Group Personal Accident Insurance Scheme. In such cases, the nominated family members of the member employee will be entitled for refund of the amount contributed by him, without interest.

.

NOMINATION FOR PAYMENT:

1 Every Member employee shall make a nomination in the prescribed format (Form-I) conferring on one or more persons of his family the right to receive the benefit under the Scheme in the event of his death, indicating the shares payable to each member. In case of an employee having no family, the nomination may be made in favour of any person or persons or body of persons, corporate or incorporate. Family, for this purpose shall mean the spouse, children, whether married or unmarried; dependent parents and the widow and children of deceased son, if any.

2 In case no nomination has been made by the deceased member employee under this Scheme, the benefit under the Scheme will be paid to the person(s) as nominated for Group Insurance Scheme.

PROCEDURE FOR PAYMENT:On natural death of a member employee, intimation will be given by the concerned HR Department after obtaining the usual formalities. On receipt of the communication from the HR Deptt., a Society/Committy will sanction the amount after ascertaining the beneficiary/beneficiaries entitled to receive the benefit. The payment will be made by a crossed cheque/bank draft to the beneficiary/beneficiaries.

 

V. SCHEME FOR PAYMENT OF FUNERAL V. SCHEME FOR PAYMENT OF FUNERAL EXPENSESEXPENSES

  OBJECTIVE:

The Scheme has been formulated with a view to rendering assistance on an immediate basis towards' funeral expenses of the employees who die for any reason, while in employment of the Company.

APPLICABILITY:

The Scheme shall cover and be applicable to all full- time employees of the Company including deputationists, lien holders, apprentices/trainees recruited under Company's own training schemes; but shall not be applicable to muster-roll, daily rated, casual, badli or substitute employees and apprentices .

  ASSISTANCE:

1 In the event of death of an eligible employee while in service of the Company, the following two types of assistance shall be admissible:

i) An amount of Rs. 5000/- shall be paid towards the funeral expenses of the deceased employee.

ii) Free transport wherever available or alternatively reimbursement for cost of transportation will be provided for the funeral within the municipal/local limits of the place where the death of the employee occurs.

2 The aforesaid payment is not over and above, but in lieu of the amount of Rs. 5000/- admissible to a member of NTPC Employees Provident Fund from the “capital reserve fund account".

PROCEDURE:

1. On receipt of the information regarding death of an employee, by the concerned HR Department, the Senior HR Officer/ HR Officer looking after the welfare function, shall obtain the sanction of the Head of the unit for grant of the payment as well as transport wherever available or alternatively reimbursement of the cost of transportation (on production of documentary evidence as regards the expenditure) to the eligible person.

2 On receipt of the sanction, the concerned Finance Department would immediately arrange for the amount in cash and hand-over to the Senior HR Officer/ HR Officer (Welfare) for doing the needful. After making payment, the concerned Finance Department will take action for recoupment of the amount from NTPC provident Fund Trust, New Delhi, in case the deceased employee was member of NTPC Provident Fund.

 

VI. NTPC EMPLOYEES (HBA) VI. NTPC EMPLOYEES (HBA) GROUP GROUP INSURANCE SCHEME:INSURANCE SCHEME:

INTRODUCTION:

1) For sometime pact, it has been observed that in the event of untimely demise of an employee while in service, the deceased employee's family faces financial hardships in repaying the outstanding House Building Advance of the employee, if taken; and in the process, the terminal benefits like PF, Gratuity etc. get depleted to a large extent.

2) To cover the liability of the employees towards outstanding HBA and interest thereon in case of death, the Company has taken a HBA Insurance Policy from LIC, which provides for insurance cover for the house building advance taken by the employees.

Coverage:

In terms of the insurance scheme, LIC shall provide insurance cover to individual HBA taken by the employees to the extent of Rs.7.0lakh (principal & interest).In the event of death of an employee while in service & before repayment of the entire amount of HBA & the interest thereon, LIC shall pay to the company the outstanding HBA & interest of the employee, limited to Rs7.0 lakhs.Any amount beyond the limit of Rs7.0lakh shall be adjusted as due from the concerned employee.

The premium towards taking the aforesaid insurance policy shall be as per the rates charged by the LIC from time to time. The premium payable under the scheme will be shared by the company and the concerned employees in the equal proportion of 1:1: and the employees, share shall be recovered from them in 12 equal monthly installments.

NATIONAL THERMAL POWER CORPORATION

PERFORMA FOR INDICATING WILLINGNESS/CONSENT TO BECOME COVERED UNDER THE NTPC EMPLOYEES (HBA) GROUP

INSURANCE SCHEME  

With reference to the NTPC Employees (HBA) Group Insurance Scheme, as introduced vide Corporate Personnel Circular No. 304/93 dated 28-07-93. 1 hereby indicates my willingness and consent to become covered under the said Scheme w.e.f 01-06-93.

I also authorize the F&A Department to recover from my salary, in 12 equal monthly installments, my share of the premium (i.e. 50%) for getting covered under the said Scheme, which will be worked out on the basis of rates charged by LIC from time to time.

(Signature) Employee Name: Employee No. : Designation: Department: Project/Unit:

To : HR Department

NATIONAL THERMAL POWER CORPORATION

PERFORMA FOR SUBMITTING EMPLOYEE DETAILS TO LIC/CORPORATE CENTRE

 

EMP. NO. NAME DESIGNATION DATE OF BIRTH AMOUNT OFHBASANCTIONED

1 2 3 4 5

   DATE OF TOTAL OUTSTANDING MONTHLY HBASANCTION HBA & INTEREST RECOVERY

 6. 7, 8.

VII. NTPC EMPLOYEES' FAMILY ECONOMIC VII. NTPC EMPLOYEES' FAMILY ECONOMIC REHABILITATION SCHEMEREHABILITATION SCHEME

OBJECTIVE: To provide monetary benefit and support to an employee in case of his Permanent Total Disablement, and to his family in case of his death, provided the Permanent Total Disablement / death, as the case may be, takes place while the employee is in service of the Company.

SCOPE & COVERAGE: The scheme will cover all regular employees (both executives and non-executives excluding trainees/apprentices). The scheme will also cover full time Functional Directors of the Company in regular scale of pay.

ELIGIBILITY: 

1 The benefits under the Scheme will be admissible in cases of death / Permanent Total Disablement excluding cases of death/ Permanent Total Disablement due to accident while on duty, provided the employee has completed one year of service at the time of death / Permanent Total Disablement.

 

2 The benefits may also be allowed in cases of death / Permanent Total Disablement due to accident while on duty at the discretion of Management if dependants of the deceased employee do not opt for employment in NTPC.

BENEFIT:

 

1 On the separation of an employee from the service of the Company on account of death/Permanent Total Disablement, the beneficiary would be entitled to monthly payment equivalent to the employee's salary (Basic Pay plus DA + special pay) last drawn provided the beneficiary deposits with the Management, the PF balance. Gratuity & Group Insurance benefit.

 

2. Such monthly payment would be inclusive of contributory Pension payable under NTPC Ltd. Self Contributory Superannuation Benefit (Pension) Trust Fund and would continue till the normal notional date on which the employee concerned would have attained the age of superannuation, had the employee continued in the service of the Company. While amount equivalent to employee's salary (Basic + DA + special pay) last drawn less pension payable will be paid by the Company, Pension amount will be paid to the beneficiary directly by the Pension Trust. The amount would be payable w.e.f. the month following the month in which the amounts specified in the above Para is deposited with the company.

TERMINATION OF BENEFIT: 

i) On the normal date of superannuation of the separated employee, the monthly payments under this Scheme would cease and the amount deposited with the Company under this Scheme would be refunded to the beneficiary. Under the Scheme, no interest on the deposits will be admissible for the period of deposit.

 

ii) If the beneficiary desires to permanently withdraw the PF, Gratuity, and Group Insurance amounts deposited with the Company under the Scheme at any point of time, he/she will be allowed to do so.

VIII. ‘NTPC LTD. SELF CONTRIBUTORY VIII. ‘NTPC LTD. SELF CONTRIBUTORY SUPERANNUATION BENEFIT (PENSION) SUPERANNUATION BENEFIT (PENSION) SCHEME’SCHEME’

(Managed by NTPC Ltd. Self Contributory Superannuation Benefit (Pension) Trust)

  

OBJECTIVES:-

In order to take care of post retirement needs and contingencies of death or permanent disablement while in service of the Corporation a, ‘Self Contributory Superannuation Benefit (Pension) Scheme’ has been introduced.

ADMINISTRATION OF THE SCHEME:-

The Scheme will be administered by a Trust constituted for the purpose and named as ‘NTPC Ltd. Self-Contributory Superannuation Benefit (Pension) Trust’.

  EFFECTIVE DATE:-

Scheme shall be deemed to have been introduced w.e.f. 1.4.95.

COVERAGE AND ELIGIBILITY:-

All existing employees in the pay scales applicable to the workmen, Supervisors and Executive categories who were on the roll of the Corporation as on 1.4.95 shall be deemed to be Members of the Scheme from that date.

 

CONTRIBUTIONS TO THE SCHEME :  1 CONTRIBUTION TO THE TRUST BY THE CORPORATION:-

The Corporation shall contribute to the Trust an amount of Rs 100/- per annum for all the Employees taken together, and such Contribution shall be made over to the Trust before the end of the accounting year of the Corporation.

 2 CONTRIBUTION TO THE TRUST BY THE MEMBERS:-

Every Member shall make following contributions to the Trust by way of deduction from his salary.

 FIXED PERCENTAGE SALARY CONTRIBUTION PAYABLE MONTHLY:-

A fixed Percentage of monthly Salary based on age of Member on the date of his entry to the Pension scheme determined as under:-

  AGE PERCENTAGE OF SALARY33 Yrs and below 1.0%Above 33 < = 38 Yrs 1.5%Above 38 < = 43 Yrs 2.0%Above 43 < = 48 Yrs 3.0%Above 48 < = 53 Yrs 4.0%Above 53 Yrs 5.0%

The above mentioned Percentage shall remain same till he actually leaves the service of the Corporation unless otherwise revised by the Board of Trustees.

  PENSION BENEFITS:

 

1) SUPERANNUATION OF MEMBER:- 

Qualifying Service

As on date of Superannuation a Member should have completed a minimum of 10(Ten) years of Continuous service but in case of Members who are on the rolls of NTPC as on 1.4.95 , the minimum qualifying service will be five (5) years (i.e. Past Service + Future Service).

Rate of Pension:-

Member on Superannuation will be entitled to Superannuation benefit (Pension) commencing from the month following the month of Superannuation, Pension at the rate of 1.25% per year of Reckonable Service limited to 50% of salary last drawn. For Reckonable Service of less than 40 years the benefit shall be proportionately reduced.

 2) DEATH OF A MEMBER WHILE IN SERVICE:-

On death of a Member the Beneficiary will be entitled to get Pension at the rate of 50% of last drawn Salary of the Member. The Pension being payable from the month following the date of the death of the Member.

3) TOTAL PERMANENT DISABLEMENT / INCAPACITY WHILE IN SERVICE:-

On the discharge of a Member from the service of the Corporation due to his Total Permanent Disablement / Incapacity while in service, such Member will be entitled to Pension at the rate of 50% of his last drawn Salary. The Pension being payable from the month following the date of discharge from service.

  COMMUTATION OF PENSION :-

The Member may at his sole discretion commute a part of the eligible Pension as per the provisions of Annuity purchased from the LIC by the Trust and as per applicable laws.

PROCEDURE FOR PENSION:-

Consequent upon Superannuation / Death / Discharge from service due to Total Permanent Disability, cost of Annuity would be paid by the Trust to LIC and LIC will start paying monthly Pension to the Pensioner. If the Member does not pay his contribution for Past Service then Pension receivable by him either on Death or Superannuation or on leaving the service shall be reduced proportionately.

 Member will give declaration of their nominees and number of installments to pay the Past Service Contribution amount for his Past Service in the prescribed proforma (in triplicate) to be circulated by the Trust. All such declaration will be collected by the concerned Personnel Department of the Project / Unit and will be sent to the Trust.

Calculation of Pension:

-Rate of Pension: 1.25% x Reckonable Service* 

-Monthly Pension Amount: rate of Pension x last Salary drawn. 

*Reckonable service = Escalated Future Service + Past Continuous Service

 -Escalated Future Service = (1+(FS x 0.006)) x FS

 -Whereas, FS = Future Service to be rendered from 1.4.95 to the date of cessation of service.

For example if the future service is of 33 years from 1.4.95 then Escalated Future service will be = (1+(33 x 0.006)) x 33 = 39.53

 For example if a member has a Past service of 10 years and Future service of 6 years and last drawn salary as Rs. 20,000/- i.e. (Basic Pay+ DA+ Special pay) then his pension will be worked out as-

 Escalated Future service

= 6.22 yrs.

Reckonable service = Escalated Future Service + Past Continuous Service

  = 6.22+10 = 16.22 yearsRate of Pension = 1.25% x 16.22 = 20.28% of last drawn

salaryAmount of Pension = 20.28% x Rs. 20,000/- = Rs. 4056/- per

month for life. If commutation opted then monthly pension will be paid @ 2/3rd of Pension amount originally calculated i.e. 2/3 x 4056 = Rs. 2704/- per month for life + lump-sum commutation amount.

  

IX.IX. SCHEME FOR POST SCHEME FOR POST RETIREMENT MEDICAL FACILITIESRETIREMENT MEDICAL FACILITIES

COVERAGE:

The Scheme is framed with a view to provide medical benefits to the executives of NTPC and their spouses subsequent to their retirement, on contributory basis.

ELIGIBILITY:

1 The Scheme will apply to the following categories of NTPC executives:(i) Executives who separate from the Company on account of

retirement on attaining the age of superannuation or are separated by the Company on Medical grounds, with a minimum qualifying period of 10 years of continuous service in Central/State Government/Public Sector Undertaking, out of which a minimum of 5 years shall be in NTPC.

(ii) Board level appointees, on completion of first term.

2 To the spouse of deceased employee.

3 Employees pre-maturely retiring on attaining 58 years after having put in minimum 20 years of service in NTPC.

BENEFITS:

The Medical benefits to the retired executives & their Spouses under the Scheme will be admissible for the treatment taken only in India.

The retired executives residing at places where the Company has its own hospitals/full fledged dispensaries would be allowed medical treatment facilities, including medicines as available in such hospitals/dispensaries only.

CONTRIBUTION:

For executives: Rs 7200/- one time.

For non-executives:

i) Where Co. hospitals are available: Rs 30/- pm or Rs 3600/- one time.

ii) Where Co. hospitals are not available: Rs 50/- pm or Rs6000/-one time.

PROCEDURE:

1 An eligible executive who intends to avail of Medical benefits under the scheme shall apply for this purpose to the Head of the Project/Unit from where he has retired, indicating inter-alia, the NTPC Project/Unit where he wants to register himself for availing the facilities giving his residential address. In the event, the executive wants to change the place from where he wants to avail the benefits; he will have to approach the Project/Unit from where he is availing the facilities for the change.

2 The personnel Department of the Project/Unit, will after scrutiny of the application and verification of the eligibility conditions, issue an office order permitting the beneficiary/ beneficiaries to avail the benefits with copies to the Personnel Department and Finance Department of the concerned Unit/Project where the retired executive is to be registered.

3 The Project/Unit where the retired executive is to be registered shall duly register the retired executive concerned and issue a Medical Card to him, after receipt of the prescribed amount of contribution from the retired executive. The amount will be payable to the Project/Unit by cash or demand Draft in favor of NTPC drawn on any branch at that place. A copy of the Medical Card shall also be sent to the concerned Finance and Accounts Department.

4 The Medical Card will be valid for a period for which the prescribed contributions have been paid. The Medical Card shall be renewable on 1st April of each financial year on payment of the prescribed contribution. However, intermittent or broken period membership shall not be permitted.

5 The Medical Card will become invalid from the date any of the eligibility conditions ceases to be fulfilled by the beneficiaries and in that case, the contribution paid for the unexpired period if any will not be refundable.

CLAIM:

1 For claiming reimbursement of medical expenditure incurred by the beneficiaries, the retired executive shall prefer claim not more than once in a month to the Accounts.

2 The claim will be processed and reimbursed to the retired executive by the concerned Accounts Department after verifying the validity of the Medical Card and the benefits admissible to the retired executive concerned under the scheme.

CONTRIBUTORY SCHEME FOR POST RETIREMENT MEDICAL FACILITIES

MEDICAL CARD

REGISTRATION NO.____________ SPACE FOR AFFIXINGPHOTOGRAPHS OF

(TO BE FILLED IN BY THE REGISTERING BENEFICIARIES.OFFICE)

1. Name of the retired employeeAnd employee number : _______________

2. Date of retirement : _______________

3. Designation at the time ofRetirement : __________________

4. Scale of pay and basic pay asOn the date of retirement : ____________________

5. Project/Unit from which retired : _______________

6. Project/Unit where registered forMedical benefits under the scheme : _______________

 7. Permanent address : _______________

8. Present address : _______________ 9. Validity period of the card : _______________ 

NAME OF THE BENEFICIARIES:

(i) ___________________________(Retired employee)_________(age)

(ii) _________________________________(Spouse)_____________(age) Specimen signature of the Signature of the issuingRetired employee. officer. 

Date of issue_______________ Designation____________

X. NTPC EMPLOYEES DEATH RELIEFX. NTPC EMPLOYEES DEATH RELIEF SCHEMESCHEME

OBJECTIVE:

To provide financial assistance to the family of a member employee who dies while in harness.

COVERAGE:

i) All regular employees borne on the regular rolls of company, and

ii) Who are enrolled as member of the scheme excluding Deputationists, lien holders, trainees, muster roll, casual, or substitute Employees.

BENEFIT:

In the event of death of an employee, an amount of Rs 25/- will be deducted from the next salary due, of all member employees of the company and the entire corpus remitted to the nominee of the deceased member employee.

ADVANCEADVANCE

SS

I. HOUSE BUILDING I. HOUSE BUILDING ADVANCEADVANCE

  OBJECTIVE:

 The objective of NTPC House Building Advance Rules is to establish uniform policy and rules relating to the grant of House Building Advance to the employees of the Company.

POLICY:1 These rules are framed entirely as a welfare measures and do not confer any right

or benefit on the employees nor impose any obligation or liability on the company.

2 The House Building Advance will be admissible for constructing a house including purchase of land for that purpose, purchase of house, enlarging an existing accommodation, preferably in the areas falling within a radius of 40 kms of the Company’s project and/or its permanent offices; or any where in India, where an employee of the Company intends to settle down after retirement.

ELIGIBILITY: All employees who, on the date of making application for advance, have rendered not less than five years’ continuous service in the regular establishment shall be eligible for grant of the advance.

PURPOSE:The House Building Advance may be granted to the eligible employees for the following purposes:

1. Acquisition and purchase of land (free hold or lease hold) and construction of house thereon.2 Construction of house on land already owned / purchased / acquired by an employee in his own name or held jointly with his spouse.

3. Purchase of a ready built house at the discretion of the Competent Authority and or proper evaluation of the property.4 Enlargement or renovation and modernization or both of living accommodation in an existing house owned by the employee.5. Repayment of the balance amount of House Building Advance taken from previous organization or financial institution.

AMOUNT:1 For new construction / purchase of ready built house:

i) 90 months’ salary / wages of the employee; or

ii) 100% cost of construction including that for acquisition of land 100% cost of the property as the case may be; or

iii) Rs. 7.5 lakhs. Which ever is least.

2 For Enlargement / Renovation & Modernization of living accommodation in an existing house:

 i)  30 months salary / wages of the employee; orii) 100% cost of enlargement oriii) Rs.2.50 lakhs; which ever is least.

REPAYING CAPACITY:

Length of remaining service Repaying capacity 

1      Employees retiring / superannuating after 20 years

 2  Employees retiring / superannuating after 10 years, but not later than 20 years 3   Employees retiring / superannuating

Within 10 years

50% of wages / salary  60% of wages / salary   66-2/3% of wages / salary

 

INTEREST:

 1 An advance granted shall carry simple interest from the date of payment of the advance, the amount of interest being calculated on the balance outstanding on the last date of each month. 2 The rate of interest (on slab basis) shall be as follows:-  Amount of Advance Rate of Interest

Per annum------------------------ --------------------

Up to 1, 50,000 5.5%

 

1, 50,001-2, 50,000 6.5%

 

2, 50,000-3, 50,000 7.5%

 

3, 50,000-4, 50,000 8.5%

 

4, 50,000-5, 50,000 9%

 

Above 5, 50,000 9.5%

 

 

REPAYMENT: 

1 The advance granted to an employee under these rules, together with the interest thereon, shall be repaid in full before superannuation/separation from service of the employee by monthly installments within a period not exceeding 25 years; repayment of principal in 15 years (180 installments) and interest in 10 years (120 installments).

  

II. PERSONAL COMPUTER ADVANCEII. PERSONAL COMPUTER ADVANCE  

ELIGIBILITY:

 The advance towards purchase of a new Personal Computer shall be granted only to all regular employees who are in the grade of W1 and above, & who have completed at least 1 year of service, except for:

 i) Lien holders;ii) Deputationists;iii) Apprentices/trainees, whether engaged under Company's own training

scheme or under Apprentices Act, 1961; andiv) Muster roll, daily rated casual, badli or substitute employees.

AMOUNT:

The maximum amount of advance for the purchase of Personal Computer (or laptop) to an employee shall be limited to 80% of the actual cost of Personal Computer subject to a maximum of Rs. 40,000/-

INTEREST:

The rate of interest to be charged on Computer Advance would be (6 %) per annum.

REPAYMENT:

1 The advance granted to an employee under these rules shall be repaid in full before superannuation/separation from the services of the Company.

 2 The advance for purchase of computer will be recovered in not more than 60

equal monthly installments commencing from the month following that in which the advance is drawn. The interest will be recovered in not more than 12 equal monthly installments thereafter.

III. FURNISHING / HOUSEHOLD ADVANCEIII. FURNISHING / HOUSEHOLD ADVANCE

Eligibility:

Employees in the executive, supervisory & workmen (W1& above) category (excluding trainees and persons appointed on contract basis) and who have more than one-year service left on the date of application will be eligible to apply.

  Purpose:

The purpose of the scheme is to grant an interest-free, recoverable advance to employees for purchasing furniture/household items.

  Amount:

The monetary ceiling for sanction of advance to meet the cost of items shall not exceed the amounts given under against the grades specified. The application for subsequent advance may be entertained only after 5 years of the drawl of first advance. However, in case of change in the monetary ceiling due to change of grade of employee, the difference in entitlement may also be paid to the employee. The total advance so granted shall, however, be repayable within 5 years from the original sanction.

 

Level of Employee Monetary Ceiling (Rs.)

E5-E7 

25,000

El-E4 

15,000

S1 - S4 / W8 - W11 & SG 9,000 

W1 - W7 7,000 

 

Recovery:

The advance drawn under the scheme shall be recoverable from salary in 60 equal monthly installment (excluding the month of drawl of advance), or till superannuation or cessation of employment of the employee, whichever is earlier. In the event of sanction of subsequent advance due to change of grade of employee, the amount recoverable shall be recalculated.

IV. IV. MULTI PURPOSE ADVANCE RULESMULTI PURPOSE ADVANCE RULES

Eligibility:

Employees in the executive, supervisor and workmen (W1&above) category (excluding trainees and persons appointed on contract basis).

Purpose:

The purpose of the Scheme is to grant an interest-free, recoverable advance to employees to meet contingency requirements.

Amount: The amount of advance admissible to an employee shall be 1month's Basic Pay as on the date of application.

i) The advance shall be interest free.

ii) The advance shall be admissible only once in a calendar year.

Recovery:

Recovery of the advance shall be made from the salary of employee in not more than 12 equal monthly installments. The first recovery shall commence from the salary of the employee from the following that in which advance is drawn.

V. CONVEYANCE ADVANCE V. CONVEYANCE ADVANCE

 

ADMISSIBILITY:

These rules shall be applicable to all full time employees of the Company except:

 i) Lien holdersii) Deputationists;iii) Apprentices/trainees,iv) Muster roll, daily rated casual, badli or substitute employees.

ELIGIBILITY:

The advance will be granted only to employees who have completed at least 1 year service in the regular establishment of the company and who have been subscribing for at one year either to the NTPC Provident Fund Account or any other recognized Provident Fund Account.

Category of employees Type of vehicle

All executives car

W1 & above Scooter/motorcycle

W0 & above moped

All employees bicycle

AMOUNT:

The amount of advance granted to the employees of NTPC are as under:

Type of vehicle Advance

Motor car ( E1 to E5) Actual cost of motor car; OR

90% of cost of maruti (800cc model) which ever is lower.

Motor car (E6 and above) Actual cost of motor car; OR

90% of cost of maruti, Zen Lx, which ever is lower.

Scooter/ motor cycle Actual cost of scooter/ motor cycle; OR

90% of the cost of Bajaj Chetak Std.150cc scooter / Bajaj CT100 motorcycle, which ever is lower.

Moped Actual cost of moped; OR

90% of the cost of Bajaj Spirit 70cc moped, which ever is lower.

Bicycle Actual cost of bicycle; OR

Rs.1000/-, which ever is lower.

INTEREST:

An advance granted shall carry simple interest from the date of payment of the advance, the amount of interest being calculated on the balance outstanding on the last date of each month.

Type of vehicle Rate of interest( per annum)

Motor car 7.5%

Scooter / motor cycle / moped / bicycle

6.5%

REPAYMENT:

1 The advance granted to an employee shall be repaid in full before superannuation/ separation from service of the employee, by equal monthly installments, as indicated below.

i) In case of advance granted for the purchase of a motor car, within a period not exceeding 12 years

ii) In case of advance granted for the purchase of a scooter/motorcycle, within a period not exceeding 6 years.

iii) In case of advance granted for the purchase of a moped, within a period not exceeding 4 years.

2 Recoveries on account of interest will be affected only after the recovery of the principal amount.

VI. MEDICAL ADVANCEVI. MEDICAL ADVANCEEmployees borne on the regular establishment of the company including trainees recruited under the company’s own training schemes are eligible for medical advance for indoor treatment on the basis of nature and likely duration of the ailments / diseases, estimates of treatment furnished by the hospital and at the discretion of the competent authority. The medical advance allowed only in non – notified hospitals.

RESEARCH METHODOLOGY

OBJECTIVE OF STUDY: The main emphasis has been laid down on studying the level of satisfaction among employees regarding the benefits provided to them, to asses the awareness levels among employees. And to know the views of the employees for further improvement in the services and benefits they receive. So, as to improve working efficiency and interest among employees of the organization. To understand and document the employee benefit scheme in public section organization.

INTRODUCTION

My research work establishes a framework of evaluation and revaluation of primary and secondary research. The techniques and concept used in primary research in order to arrive at findings, which are dealt with and lead to a logical deduction towards analysis and result

RESEARCH DESIGN

First, a secondary research was conducted, keeping in mind the topic of study, to gain a clear insight of the topic .For this, I Consulted many books,manuals,theories.this helped me in designing and framing the right kind of questions. The proper design helped in selection of relevant questions for the study .The following questions was then proposed to be studied, under descriptive research which helped me in analysis..

COLLECTION OF DATA Primary source

Primary source of data collection is used under the study, questionnaire were prepared to conduct the study.

Sample space - employees including executives and non-executives of NTPC (40 questionnaires) Secondary source Secondary source of data collection was done to gain a clear insight of the

topic. The research was conducted from various books, journal, and manuals for conducting primary research.

☺ QUESTIONNAIRE

“A study on E MPLOYEE B ENEFITS provided to NTPC'S E MPLOYEES ”

RESPECTED SIR / MAM, I’ am a Student of MASTER OF BUSINESS ADMINISTRATION (MBA) .As a part of our summer training, I ‘am conducting a study. I would request you to please spare some of your time in answering these questions.

1. Are you satisfied with the pay package, Benefits and welfare packages of the organization?

Yes No 2. Are you aware about the rewards, including non-financial ones, to motivate

employees?

Yes No to some extent 3. Are you satisfied with the quality of service provided at HR-EB?

Satisfied dissatisfied Neutral

4. Is there Uniformity in implementing HR Policies and systems?

Agree disagree partly agree

5. Your satisfaction regarding online activities of EB-function through People Soft? Satisfied dissatisfied neutral

6. Are your company’s benefits well defined & shared with all the employees?

Yes no to some extent

7. Your satisfaction regarding activities of HR-EB Time-Office?

Satisfied dissatisfied partially

8. Timely response for settlement of loans and advances?

Good bad excellent neutral

9. Employee friendly behavior of service provider in HR-EB?

Good satisfied dissatisfied excellent

10. Are you satisfied with duration of sanction & amount of conveyance advance in

HR-EB? satisfied dissatisfied neutral

11. Are you satisfied with the amount of re-imbursement of children education?

Satisfied dissatisfied fully satisfied neutral

12. Do you feel that amount as provided under House Building Advance is sufficient?

Agree disagree to some extent

13. Numbers of Holiday Provided by NTPC are sufficient?

Less more adequate

14. How do you rate the process of HR-EB in respect of sanction of your leave through People Soft

Fair poor good best

15. How do you rate your PF and Gratuity benefits?

Poor fair good best

16. The rates of food items provided in your canteen are reasonable?

Yes no to some extent

17. Is there sufficient space to accommodate every employee in the canteen?

Agree disagree partly agree

18. Are you satisfied with HR-EB activities involved in handling GPAIS Claim?

Satisfied dissatisfied neutral

19. Satisfaction level regarding duration of granting medical advance?

Satisfied dissatisfied neutral

20. HR-EB Employees are open to receive feedback from other employees?

Yes no to some extent

DEPARTMENT: DESIG/GRADE:

SUGGESTIONS:

ANALYSIS ANALYSIS

ANDAND

INTERPRETATIOINTERPRETATIO

NN

Q.1 Are you satisfied with the pay package, benefits and welfare package of the organization?

31

9

0

5

10

15

20

25

30

35

YES NO

Series1

Q2. Are you aware about the rewards, including non-financial ones, to motivate employees?

52%

10%

38%

YesNoTo some extent

Q3. Are you satisfied with the quality of service provided at HR-EB?

69%

18%

13%

Satisfied

Dis-Satisfied

Neutral

Q4. Is there uniformity in implementing HR policies and systems?

16

11

13Agree

Dis agree

Partly agree

Q5.Your satisfaction regarding On –Line activities of EB functions through People- Soft?

21

7

12

0

5

10

15

20

25

Satisfied Dis-Satisfied Neutral

Series1

Q6. Are your company’s benefits well defined and shared with all the employees?

22

4

14Yes

No

To some extent

Q7. Your satisfaction regarding activities of HR-EB Time- Office?

35

2 305

101520253035

Satisfied Dis-Satisfied

Partially-satisfied

Series1

Q8. Timely response for settlement of loans and advances.

25

3 3

9

0

5

10

15

20

25

Good Neutral

Series1

Q9. Employee friendly behavior of service provider in HR-EB?

17 16

34

02468

1012141618

Good Satisfied Dis-satisfied Excellent

Series1

Q10. Are you satisfied with duration of sanction & amount of conveyance advance in HR-EB?

Q11. Are you satisfied with the amount of re-imbursement of children education?

32

2

6

Satisfied

Dis-satisfied

Neutral

Q12. Do you feel that amount as provided under House Building Advance is sufficient?

7

24

9

Agree

Dis agree

To some extent

Q13. Numbers of holidays provided by NTPC are sufficient?

51

34

Less

More

Adequate

Q14. How do you rate the process of HR-EB in respect of sanction of your leave through People-Soft?

15

120

4

Fair

Poor

Good

Best

Q15. How do you rate your PF & Gratuity benefit?

2

11

21

6

Poor

Fair

Good

Best

Q16.The rate of food items provided in your canteen are reasonable?

8

11

21

Yes

No

To some extent

Q17. Is there sufficient space to accommodate every employee in the canteen?

9

13

18

0

5

10

15

20

Agree Dis-agree Partly agree

Series1

Q18. Are you satisfied with HR-EB activities involved in handling Group Personal Accident Insurance claim?

13

5

22

Satisfied

Dis-satisfiedNeutral

Q19. Satisfaction level regarding duration of granting Medical Advance?

22

2

16

0

5

10

15

20

25

Satisfied Dis-Satisfied

Neutral

Series1

Q20. HR-EB employees are open to receive feedback from other employees?

15

8

17

Yes

No

To some extent

FINDINGS FINDINGS

ANDAND

RECOMMENDATRECOMMENDAT

IONION

FINDINGS

1. Employees are aware to some extent about the rewards that are provided to them.

2. Many employees disagree & partly agree about the uniformity of HR policies & systems

3. Company’s benefits are well defined & shared to all the employees.

4. Many employees are dis-satisfied with the amount of re-imbursement of children education.

5. The amount, which was provided under HBA, was not sufficient for the employees.

6. Numbers of holidays provided to the employees are adequate for them.

7. Rate of food items provided to the employees in the canteen are reasonable to some extent and for some items only.

8. There is not sufficient space to accommodate every employee

9. HR-EB employees are to some extent open to receive feedback from other employees.

10. An HR-EB activity involved in handling GPAIS claim, out of 40, 13 are satisfied, 5 are dis-satisfied and rest are neutral in their views.

RECOMMENDATIONS

1. Benefits / salary not at par with similar experience level in most other industries.

2. The communication gap should be removed and there must be more and more interaction with the employees.

3. Promotion benefits should be introduced for the non-executives, particularly who have M.B.A qualification.

4. Benefits & welfare package needs the immediate & substantial upgradations.

5. More open attitude towards addressing genuine welfare issues.

6. There is a need to improve the quality and quantity of food as well as the space so that every employee can be accommodated in the canteen

7. Along with the suggestion scheme, think week should be celebrated in the organization. This will generate new ideas for the improvement of the organization.

CCONCLUSIOONCLUSIO NN

Conclusion

The study at NTPC revealed that the employees of the organization are satisfied with the benefits provided to them. Through the analysis of the responses of the employees it seems that the employees are aware of the various benefits provided to them by the organization. The company has a well defined HR-MANUAL –which includes all the information regarding social security, advances, incentive schemes and facilities being provided to the employees. The mean score of the respondents have showed that they are aware of the policies & schemes adopted by the company. This is the reason for maximum employee retention .The strong human resource enhances the public image of the organization as NTPC is one of the “NAVRATNAS” of the Indian public sector undertaking.

Finally an organization with maximum employee retention and healthy working environment further enhances the image of company.

REFERENCES :

WWW( WORLD WIDE WEB) WEB ADDRESSES

1) HTTP://WWW.NTPCEOC.COM

2) HTTP://WWW.NTPC.CO.IN

BOOKS

1) RAO, P. SUBRA “ESSENTIALS OF HUMAN RESOURCE MANAGEMENT AND INDAUSTRIAL RELATIONS(text, cases and games) “ 2ND EDN.

2) RAO, VSP “HUMAN RESOURCE MANAGEMENT (text and cases)” 5TH EDN.