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CHAPTER-24

ESTABLISHMENT POLICIES, WELFARE SCHEMES & CDA RULES,

Establishment Matters i. Pay Scales: Level Pre Revised Revised (`) E-0 10750-16750 20600-46500 E-1 12000-17500 24900-50500 E-2 13750-18700 29100-54500

E-3 16000-20800 32900-58000

E-4 17500-22300 36600-62000 E-5 18500-23900 43200-66000 E-6 19500-25600 51300-73000

E-7/E-8 20500-26500 51300-73000 E-9 23750-28550 62000-80000 Annual rate of increment: 3% of Basic Pay paid on the 1st of January every year ii. Stagnation increment:

� Executives who reach maximum of their pay scales are eligible � Maximum of 3 stagnation increments granted every alternate year

iii. DA: Months considered for calculation of quarterly DA Quarter September-November 1st January December-February 1st April March-May 1st July June-August 1st October Existing rate of DA: 47.2% iv. HRA:

• Cities with population of >50lakhs: 30% • Cities with population between 5 lakhs and 50 lakhs: 20% • Cities with population of <5 lakhs: 10%

v. Other allowances: North East Allowance (For those posted in NE): Payable at 12.5% of Basic Pay p.m Non Practicing Allowance (NPA): 25% of Basic Pay subject to the condition that Basic Pay and NPA should not exceed `. 85000/- p.m Gratuity: Ceiling of Gratuity has been raised to `. 10 lakhs w.e.f. 01.01.2007

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vi. PRP: Variable Pay/Performance Related Pay

� To arise out of the profits of the Company � 60% of PRP to be given with a ceiling of 3% of PBT � 40% of PRP to come from 10% of incremental profit � Total PRP will be limited to 5% of the year’s PBT

Payable at

� 100% in case the Company achieves MOU rating as “Excellent” � 80% in case the Company achieves MOU rating as “Very Good” � 60% in case the Company achieves MOU rating as “Good” � 40% in case the Company achieves MOU rating as “Fair” � Nil in case the Company achieves MOU rating as “Poor”

Illustration: Profit Before Tax (PBT) in a year ` 100 crores Amount available for PRP ` 3 crores (3% of PBT) Previous year’s profit ` 30 crores Incremental profit `70 crores Additional amount ` 7 crores (10% of incremental profit)

Amount available for PRP ` 3 crores+ ` 7 crores=` 10 crores

Actual amount available ` 5 crores (5% cap on PBT)

vii. Cafeteria Approach: S.No. Allowances Maximum Percentage of revised basic

pay*

A Allowances having Tax implications:

1. LFA 30

2. Children Education Allowance

20

3. Transport Allowance ` 800/- (for Car)/ ` 500/- (for two wheeler)

S.No. Allowances Maximum Percentage of revised basic pay*

B Allowances having no Tax implications:

1. Other Allowances such as Club Membership / House Upkeep and Maintenance Allowance / Self Development Allowance / Fitness Allowance / Special Personal Allowance

47

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viii. CMRE (w.e.f. 1.4.2011): Mode of Conveyance

Rate per month (Rs)

Car E-0. S1 & S-II level employees drawing Basic Pay from ` 12,000/- to ` 14,249/- E-1 & E-2 level executives. S-III & S-IV employees & S-II level employees drawing Basic Pay of ` 14,250/- & above

5255 7990

E-3/E-4 9650

E-5/E-6 11015

E-7 to E-9 20330*

Scooter/Motorcycle 2325

Moped 1040

*CMRE rates for E-7 to E-9 includes reimbursement of ` 6000/- towards driver subsidy, subject to self certification by the concerned officer that he was not availing the facility of staff car

� Rates are revised every six months depending upon prices of petrol ix. Allowances to be paid on provisional basis: a. Offshore Hard Duty Allowance b. Shift Allowance c. Operational Allowance d. Nourishment Allowance e. Food Compensatory Allowance f. Washing Allowance g. Composite Hill Compensatory Allowance h. Tribal Area Allowance i. Remote Locality Allowance Offshore Hard Duty: Payable to employees working in Offshore Installations/Rigs/Vessels at 33% of running basic pay Tribal Area Allowance : Payable to employees posted at Ankleshwar @ ` 200/- p.m Composite Hill Allowance: Payable to employees posted in Dehradun @ ` 300/- p.m Remote Locality Allowance: Assam Tripura Sand Dune areas

of Rajasthan

Within Municipal Limits

Outside Municipal Limits

` 200 ` 750 ` 1050 ` 750

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x. Incentive for acquiring higher qualification: The incentive shall be given to the executives who attain First Class or 60% level (where such grades are awarded) in professional qualifications higher than the qualifications prescribed at the induction level after joining the Corporation provided that these qualifications are in line with the discipline in which the executive is working xi. Shift Allowance: Description 8 hours shift duty (` Per

shift) 12 hours shift duty (Rs Per shift)

General Shift 25 35 Morning/Eve/Day 50 75 Night Shift 85 125

xii. Operational Allowance: Category Rate of Operational Allowance

General Shift 7.5% of Basic Pay

2/3 Shift 10% of Basic Pay

� 14 days On/Off � 12 hours duty on 2 days On/Off

pattern in 2 shifts

12.5% of Basic Pay

xiii. Nourishment Allowance: ` 25 per day. xiv. Pay Scales (Non Executives): Sl No

Pre revised Scale Revised Scales (Close ended `)

1 2 3 4 5 6 7 8 9 10 11

Scale Code-I ` 4300 Scale Code-II ` 4500 Scale Code-III ` 4700 Scale Code-IV ` 5100 Scale Code-V ` 5800 Scale Code-VI ` 6500 Scale Code-VII ` 7000 S-I/ W-VII ` 10220 S-II- ` 11400 S-III ` 13070 S-IV ` 15200

10000 to 18000 10500 to 21000 11000 to 24000 12000 to 27000 13500 to 31000 15000 to 35000 16000 to 36000 20000 to 45000 24000 to 48500 28000 to 52500 32000 to 56000

xv. Deductions:

• CPF: 12% of Basic Pay+DA (Matching contribution by the Company) • Income Tax • CSSS:

• ` 560/- per month for Executives • ` 525/- per month for S Level employees • ` 470/- per month for Non Executives other than S Level

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Matching grant from the Company

• PRBS: ` 5280/- per month (Additional) (Self): Varies in the range of 2-11% for Executives and 1-5.5% for Non

Executives as per table in the following slide • Adjustments against loans/advances taken, if any • Officers Club Charges: ` 15/- per month (for members) • ASTO membership: ` 10/- per month (for executives)

xvi. Service Rules: • Probation • Period of one year • maximum two years • Failure may lead to:

� Discharge from the Company

� Revert to a lower post • Increment/leave shall depend on satisfactory completion of probation

xvii. Leave Rules: a. Casual Leave:

• Maximum of 12 days in each calendar year • Employees posted in NE and employees from NE and posted outside NE-15

days • Cannot be combined with any other leave

b. Special Casual Leave: Nature of Contingency Extent of leave

Civil disturbance/curfew/Transport strike 30 days

Representing Company in National/International Sports & Cultural events

30 days

Intra Company sports meets/District Level Tournament

10 days

Participation in Mountaineering and Trekking

30 days

Territorial Army Camps 14 days

Employees other than those belonging to N.E. States and employees from NE and posted outside

5 days

c. Earned Leave:

• 15 days credited on 1st of January and 1st of July every year

• Accumulation of maximum 300 days • 2 ½ days for each completed month if appointed in the middle of half year • Maximum EL that can be granted on any single occasion -180 days • Encashment of EL:

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• 75% of the Earned Leave, max-90 days (BP+DA) • In case of resignation-50% of Leave at credit subject to a maximum of 150

days • Can be combined with any other type of leave except CL

d. Half Pay Leave (HPL)

• 10 days credited on 1st of January and 1st of July every year • On first appointment during probation-5/3 days for each completed

calendar month • Half of BP+DA applicable during the period of HPL

e. Extra Ordinary Leave (EOL): Applicable when:

• No other kind of leave is admissible, or • Employee applies in writing for grant of EOL • Shall not exceed 3 months on any single occasion • Max. 6 months –if supported by medical certificate • Max. 18 months- if undergoing treatment for pulmonary TB, TB,

Leprosy, Cancer or mental illness • For Study purpose: • Minimum service – 3 years • PAR grading for last 3 years- minimum above A- • Max-24 months, 36 months if combined with other types of leave

f. Study Leave (SL)

a. Admissible upto 50 years of age • 5 years of service

Applicable when: • Certified by Competent Authority that the proposed course of study or

training shall be of Company’s interest. • The course is Government approved/sponsored • Performance Appraisal Report gradings for the last three years are

minimum above average (A-) • Adequate facilities does not exist in India

The duration of study leave shall not exceed 2 (two) years during the entire period of an employee’s service. Bond amount required to be executed

g. Accident Disability Leave (ADL) • Disabled by injury intentionally inflicted or caused or accidentally

incurred in or in consequence of duties

• Accident has been reported by the employee immediately after the occurrence of the accident and the disability manifests itself within 3 months of the occurrence

• Granted to an employee more than once if the disability is aggravated

or reproduced in similar circumstances at a later date but not more than 24 months leave shall be granted

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• The total cumulative period of accident and disability leave during which an employee receives leave salary) for any one accident or disability, shall not exceed 180 days at a time

• Beyond 180 days, requires approval of Competent Authority based on recommendations of Chief ER

h. Maternity Leave

• 180 days i. Paternity Leave

• Male employees-15 days j. Child Care Leave

• Two years (730 days) during entire service • To take care of two eldest surviving children • May be availed in three spells in a calendar year • Not granted for less than 15 days • May not be granted during probation period except in case of extreme

situations xviii.Transfer Traveling Allowance (TTA):

• Two trucks for transportation of personal goods • Packing charges-` 7500/- upto E-5, ` 10000/- for E-6 and above • Loading & Unloading charges-` 1250/- at each end • Transfer Grant-2 months Basic Pay + DA • 15 days DA for self and family • 8 days joining time in case of transfer • Spl. Dislocation Allowance- 1 month Basic if employee moves to NE on

transfer with family Benefits if transferee is forced bachelor/bachelor

• Transportation of personal effects-max. 400 kg. • Truck for transportation of vehicle

xix. Gratuity Rules: • 5 years of continuous service • Ceiling-` 10 lacs • Calculation: Basic+DAx15/26xcompleted year of service • In case of death Gratuity calculated as:

• During first year of service: 2 months wages/salary • After one year but before 5 years service : 6 months wages/salary • 5 years but before 20 years of service: 12 months wages/salary

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Welfare and Benefits

I. Advances (HBA):

Category Eligibility

Regular Employees After completion of five years service.

Employees who have joined ONGC from other Govt. Deptt., PSU, Govt. owned/controlled organization and have completed total ten years continuous services without break including service in ONGC.

After completion of probation period

Monetary ceilings: Purpose Level Monetary ceiling

HBA for construction/ purchase of house.

Executives of E-5 level & above.

75 months basic pay plus DA or ` 24.0 lakhs or actual cost/ estimate of proposed house whichever is less.

Executives upto E-4 level and S Level Employees

75 months basic pay plus DA or ` 20.0 lakhs or actual cost/ estimate of proposed house whichever is less

Employees of Unionized Category (Other than S level)

75 months basic pay plus DA or ` 16.0 lakhs or actual cost/ estimate of proposed house whichever is less

� Rate of interest at 5% per annum

Repayment: HBA No. of instalments

Principal Maximum 225 equal instalments

Interest Maximum 75 equal instalments

Second HBA for extension/enlargement of house Monetary ceiling

• Estimated cost involved in extension /enlargement of existing house or `10.00 lakh whichever is less

• The first HBA plus second HBA should not exceed 75 months basic pay + DA or the prescribed HBA ceiling

• Rate of interest: 5% per annum

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Repayment: Second HBA No. of instalments

Principal Maximum 90 instalments Interest Maximum 30 instalments

II. Conveyance Advance: Purpose Eligibility

Purchase of car on first occasion

Executives- After completion of three years service at E-0 level. Fresh Entrants at E-1 level- After completion of three years service. Fresh Entrants (Executives) at Other levels- After completion of initial probation. S Level Employees- After completion of three years service at S-1 level.

Purchase of car on subsequent occasions

After five years of first advance

Eligibility: Purpose Eligibility

Purchase of scooter/motorcycle first occasion

Executives-After completion of initial probation. Employees of Unionized Category - After completion of one year service.

Purchase of scooter/motorcycle on subsequent occasions

After five years of first advance

Purchase of moped on first occasion

After completion of one year service.

Purchase of moped on subsequent occasions

After five years of first advance

Car advance New/Old Car either on first or on subsequent

Level of employee

Ceiling

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occasion

Actual cost of car inclusive of registration tax or road tax within the following ceilings:

E-7 to E-9 ` 8.00 Lakhs

E-5 to E-6 ` 7.00 Lakhs

E-3 to E-4 ` 6.00 Lakhs

E-1 to E-2 ` 5.00 Lakhs

E-0 & S Level ` 4.00 Lakhs

Scooter/Motorcycle advance New/Old two wheeler either on first or on subsequent occasions

Ceiling

Actual cost of two wheeler inclusive of registration tax or road tax within the ceiling of ` 60000

Moped Actual cost of two wheeler inclusive of registration tax or road tax within the ceiling of ` 40000

Rate of interest: 4% p.a Repayment of Conveyance Advance: Purpose Recovery schedule

Car Advance First occasion Subsequent occasions

Principal: Maximum 120 instalments Interest: Maximum 24 instalments Principal: Maximum 120 instalments Interest: Maximum 24 instalments

Scooter/Motor Cycle Advance New/old Scooter/Motorcycle (Either on first occasion or subsequent occasions)

Principal: Maximum 90 instalments Interest: Maximum 10 instalments

III. Additional HBA for repairs and renovation:

Amount admissible Level Ceiling (Rs)

E-5 and above 5 lakhs

E-0 to E-4 3 lakhs

W, A and S Level (unionised category) 2 lakhs

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Rate of interest: at 5% per annum Recovery schedule: Principal amount 72 instalments Interest 12 instalments

IV. Children Education Loan:

Quantum of loan For studies in India: Maximum `10 lakhs For studies abroad: Maximum ` 15 lakhs Repayable as under: Principal amount: Maximum 100 installments Interest: Maximum 30 installments Rate of interest: 4% per annum

V. Computer Advance: Eligibility

• Unionised category of employees Amount

• Actual cost of computer with a ceiling of ` 30000/- Rate of interest: Interest Free Recovery schedule: 60 equal monthly instalments Second Computer Advance

• After completion of 5 years from the date of drawl of first Computer Advance • Amount: Actual cost of computer with a ceiling of ` 40000/-

Recovery schedule: 60 equal monthly instalments

VI. Laptop facility: Eligibility

• E0 and above level executives • Entitled executives are allowed to purchase laptop of their own choice within

the reimbursement ceiling of ` 50000/- with the following configuration: Minimum specification/configuration

Processor Latest Intel Core i3-350M Dual Core Processor or higher

RAM 2 GB RAM or higher

Hard Disk 160 GB or higher

Operating System Pre loaded Windows 7.0 Professional (Windows home version not acceptable)

Warranty Minimum 3 years comprehensive onsite warranty on Laptop and minimum 1 year on battery

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Laptops have to be purchased by the users at the end of four years at depreciated value

• Executives have to compulsorily bring the laptops to office for official work

VII. Reimbursement of cost of spectacles/contact lenses: Eligibility: All regular employees who have rendered at least one year service in ONGC Level Cost ceiling (Rs)

W and A level 3000

S level and E-0 to E-4 5000

E-5 to E-8 6000

E-9 and above 8000

In case of visually challenged employees who require usage of dark glasses, goggles and their dependent children, the cost of dark glasses/goggles/spectacles/contact lenses are reimbursed as follows: Level Visually challenged

for dark glasses goggles (Rs)

Spouse and dependent children for spectacles/contact lenses (Rs)

W and A level 750 1500

S level and E-0 to E-4 1250 2500

E-5 to E-8 1500 3000

E-9 and above 2000 4000

Periodicity of reimbursement: Once in a block of two years

VIII. Furniture and Household Goods purchase scheme: Eligibility:

• All regular employees • Executives joining the company as fresh appointee shall be extended the

facility of furniture & household goods on completion of initial probation period.

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Cost ceiling: Level Cost ceiling (Rs) Board of Directors E-9 E-8 & E-7 E-6 & E-5 E-4 & E-3 E-2 & E-1 E-0 & S- Level A - Level W- Level

4, 00,000 3, 00,000 2, 50,000 1, 75,000 1, 50,000 1,25,000 1,00,000 80,000 60,000

IX. Medical facilities:

Eligibility: All employees and their dependent family members Dependents:

• Children: • Boy: Till starts earning or attains the age of 30 years whichever is

earlier. However, in case he is suffering from any permanent disability (physical or mental), the restriction of age shall not apply

• Daughter: Till starts earning or gets married whichever is earlier, irrespective of age limit

• Treatment: • In house wherever Hospitals are available

• Referral facility available in empanelled hospitals

• If treatment taken in private hospitals in case of emergency, amount

reimbursed based on KEM Hospital rates

• Full reimbursement in case treatment availed in Govt. hospitals Medical facilities to retired employees: Eligibility

• Regular employee of the Corporation who retired from the services

• Employees who have put in 20 years of service and attained 50 years of age and have taken Voluntary Retirement are also eligible under this scheme

• The employees who take up full time regular employment outside ONGC

after retirement/separation shall not be eligible for medical facility under this scheme

X. Reimbursement of cost of hearing aid:

• Actual cost of one sided and bilateral conventional hearing aid are

reimbursed with a ceiling of ` 10000/- and ` 20000/- respectively

• In special circumstances the cost of digital hearing aid would be reimbursed with a ceiling as below on recommendations of Chief of Medical services:

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• One sided hearing aid: ` 30000/- • Bilateral hearing aid: ` 60000/-

XI. Presentation of silver memento on retirement:

Eligibility • All regular employees who retire on attaining the age of superannuation are

presented a silver memento (plaque) Level Weight

W&A level 500 gms

S level & E-0 to E-4 750 gms

E-5 to E-8 1000 gms

E-9 and Board of Directors 1500 gms

CDA Rules(Conduct Discipline and Appeal Rules)

� Conduct Discipline and Appeal Rules, 1994 � Came into force on 23.12.1994

Applicability

� All employees of the Company � Deputationists

Schedule-II: Acts of omission constitute misconduct � Insubordination

� Disobeying any lawful order of a superior � Use of insolent or impertinent language

� Use of unparliamentary language in any official communications, Appeals

� Bribery, illegal gratification, Sabotage etc. � Dishonesty pertaining to Business or property of the Company, Fraud,

Theft, damage � Furnishing false information

� Name, Qualification, Age, Previous service or any other matter � Habitual Late Attendance

� Irregular attendance, neglect of duty, sleeping while on duty, overstaying on sanctioned leave etc.

� Striking Work, inciting � Alone or in combination with other employees or inciting them to strike

in contravention to the provisions of the law � Shouting slogans

� Defamatory or disrespectful slogans, distributing pamphlets leveling malicious or false allegations

� Disclosing of information � Disclosing of information pertaining to work or process to any

unauthorised persons � Gambling in the premises

� Gambling in the premises of the establishment � Spreading false rumours

� Giving false information, spreading panic amongst employees.

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Rule 22: Movable/Immovable and Valuable property � Rule 22(1): Previous knowledge of the Competent Authority required for

acquiring immovable property � Rule 22(2): Previous sanction of the Competent Authority for transaction

concerning movable or immovable property with a person or firm having official dealings

� Rule 22(3):Intimation on movable property if it exceeds ` 20000/- for executives and ` 15000 for unionised category of employees within one month of every transaction.

� Rule 22(4): Intimation of Assets and Liabilities on first appointment � Rule 22(5): Intimation of IPR/MPR on 1st January of every year Suspension (Rule 33) � Disciplinary proceedings contemplated/pending � In the interest of the security of the State � Criminal offence under investigation � Detained in police custody exceeding 48 hours � Deemed suspension from the date of conviction � Order of dismissal/removal is set aside, suspension continues � Dismissal or removal order set aside by court, CDA decides for enquiry,

Suspension continues till further orders What is admissible during Suspension? � During suspension employee gets subsistence allowance � Only station leave permitted What is not admissible � Leave Nature of penalties (Rule 34): Minor Penalty � Censure � Forfeiture of PRP, partial or full � Witholding of increments with or without cumulative effect � Witholding of promotion for a specified period � Recovery from pay the amount loss to the Company by negligence � Reduction to a lower stage, not exceeding 3 years without cumulative effect Major Penalty � Reduction to a lower stage in time scale of pay for specific period with

instructions as to whether the employee will earn increments during that period

� Reduction of lower time scale of pay, grade, post bar with promotion � Compulsory Retirement � Removal from service-Not bar for future employment � Dismissal from service-Bar for future employment