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HumanHuman

ResourcesResources

DepartmentDepartment

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Department

• About IOCL

• Objectives

• HR Process, Functions & Policies

•Pay & Perks @ IOCL

• Career Growt

• Pro!otion Policies

• Outsourcin"

• Restructurin" & #ulti $killin"

• #annin" vs %enc!arkin"

• CA & $tan'in" Or'ers @ %R

ContentsContents

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•  0i2e i2isions+

o Re)neries ivision

o #arketin" ivision

o Pi*elines ivision

o R& Centre

o Assa! Oil ivision

•

3ig$t Reneries at+o Guwaati +Assa!

o %arauni +%iar

o ibru"ar +Assa!

o %aro'a +Gujarat

o

Hal'ia +-est %en"alo #atura +.ttar Pra'es

o Pani*at + Haryana

o i"boi +Assa!

o Para'i* +Orissa

o  /wo liaison O0ces, one eac at 1olkata an' #u!bai

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• 32ol2e and .aintain 'rogressi2e and 'ragmatic personnelpolicies, procedures and practices

• Render .aimum !ustomer Satisfaction

• 'romote and inculcate 3mplo"ees participation in

.anagement

• Stri2e to .aintain armonious Relations *it$in 3mplo"eeroups

• 3nsure !ompliance of Social and Statutor" obligations

• .aintain and 7pgrade *elfare facilities for 3mplo"ees and0amil" members

• 'ro2ide opportunities for self de2elopment andcompetence build up

ObjectivesObjectives

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Digboi (AOD)

Guwahati Dibrugarh

Barauni

Haldia

Baroda Mathura

Panipat

Paradip

Refineries HQ, New Delhi

Projects

Materials M & I

FinanceTechnical HR

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A typical HR ProcessA typical HR Process

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HR @ IOCLHR @ IOCL

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Board Level Executives:

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Officer level:

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• 'olic" guidelines on *age negotiations *it$ unioni8ed *or/menis con2e"ed b" '3 ept) of 'ublic 3nterprises

• %ased on eneral guideline, t$e pa" structure is negotiated *it$unions and a Long #erm Settlement L#S is signed *it$ t$e7nions

• o) of L#S + So far, 11 L#Ss signed *it$ t$e 7nions)

• 'a" Scales 0or :or/men+

• .ar/eting - ; pa" scales and

• t$er i2isions --9 pa" scales

Staff level:

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REFINERIES/PIPELINES/R&DREFINERIES/PIPELINES/R&D  MARKETING

MARKETING

WORKMENWORKMEN

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•

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earness

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ouse Rent

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• 'er/s & cers up tot$e ceiling of 5FA of %asic 'a"

•#$e cost of infrastructure facilities suc$ as $ospitals,$olida" $omes & clubs, and t$e medical epenses,attributed to o>cers $a2e been loaded on pool basis) #$ecurrent compulsor" loading is 1)5A of %'

• #$e per/s & allo*ances admissible up to t$e balance of4)5A of %' *ould be on indi2idual basis

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• >cers are entitled to procure furniture items as under

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• Laptop Sc$eme+ !ost ceiling - Rs)@5,FFFG-

• ard*are GSoft*are up-gradations- reimbursement up toRs)5,FFFG- p)a) supported b" 2ouc$ers

• .aintenance and internet connecti2it"- reimbursement upto Rs)1H,HFFG- p)a) on self-certication

• Replenis$ment after 4 "rs) on bu" bac/ at depreciated

2alue, calculated ?H5A p)a)

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• olida" omes B ainital,'uri, arCelling,oa,.a$abales$*ar, ot", Simla, .anali

• ominated otels for o>cers & 0amil" members+ nce int*o "rs) .ai) for F4 da"s, ?Rs)5FG- per da"

•

ominated otels+ .umbai, Mo2alam, 7daipur, 'ort- %lair,.ussoorie, Lona2ala, Modai/anal, =od$pur, angto/

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• .edical %enets+

• 3ligibilit"+ 3mplo"ees & famil" members, 2i8) Spouse, *$oll"dependent c$ildren and parents to be declared dependent b"emplo"ees

• 'arents eligibilit"B!ombined mont$l" income not to eceedRs)9FFFG-&s$ould permanentl" reside *it$ t$e emplo"ee under t$esame roof 

 •

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Superannuation %enets consists of+

•'ro2ident 0und

•ratuit"

•'ost Retirement .edical benets

•S

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Leave EntitlementsLeave Entitlements3ntitlements are on a "earl" basis+

•!

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PROMOTION POLICY :PROMOTION POLICY :OfficersOfficers

• < to % & % to !+ #*o separate c$annels+-o n .erit

o n Seniorit"

• ! to &

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A>B>C : On meritA>B>C : On meritchannelchannel

A BC O S

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A>B>C : On SeniorityA>B>C : On Seniority

channelchannel

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From C>D>E>F>GFrom C>D>E>F>G

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From G>H>IFrom G>H>I

PROMOTIONPOLICYPROMOTIONPOLICY

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PROMOTION POLICY :PROMOTION POLICY :StaffStaff

#$e eisting nine F9 Salar" rades *ill beclubbed G grouped in t$e follo*ing manner+

• .inisterial !adre

 

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t$er t$an .inisterial !adre

•

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Eligibility Criteria for PromotionEligibility Criteria for Promotion

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50:50 Promotions50:50 Promotions

• StaP getting promoted to rade-< >cers

• Selection !riteria Includes+• Seniorit" .ar/s

• !R .ar/s

• 'ersonal Interaction G Mno*ledge

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OUTSOURCINGOUTSOURCING

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Process flow of ContractProcess flow of Contract

R t t i &R t t ig&

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Restructuring &Restructuring &MultiskillingMultiskilling

• I!L undergoing maCor s$ift in R.anagement

•

Me" focus areas+ R, 0inance• Issue+ #op $ea2" structure *it$ lac/ of

domain epertise

• 'aradigm s$ift in R domain $iring,

proling & Cob rotation•

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M i fRfiManningofRefineryvs

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Manning of Refinery vsManning of Refinery vsBenchmarkingBenchmarking

• .anpo*er 'lanning performed for >cers& staP 

• RO & ! $andles t$e .'' for >cers inReneries

• 7nits $andles t$e .'' for StaP 

C d tDiili dConductDisciplineand

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• EVERY EMPLOYEE OF THE CORPORATION

SHALL ALL TIMES :

o MAINTAIN ABSOLUTE INTEGRITY

o MAINTAIN DEVOTION TO DUTY AND

o DO NOTHING WHICH IS UNBECOMING OF A

PUBLIC SERVANT.

Conduct, Discipline andConduct, Discipline andAppeal Rules, 1980Appeal Rules, 1980

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MISCONDUCT :

1. THEFT, FRAUD OR DISHONESTY IN CONNECTION WITH THE BUSINESSOR PROPERTY OF THE CORPORATION OR OF PROPERTY OF

ANOTHER PERSON WITHIN THE PREMISES OF THE CORPORATION. 

2. TAKING OR GIVING BRIBES OR ANY ILLEGAL GRATIFICATION, ORDEMANDING OR OFFERING BRIBES OR ANY ILLEGAL GRATIFICATION.

3. POSSESSION OF PECUNIARY RESOURCES OR PROPERTYDISPROPORTIONATE TO THE KNOWN SOURCES OF INCOME BY THE

EMPLOYEE OR ON HIS BEHALF BY ANOTHER PERSON, WHICH THE

EMPLOYEE CANNOT SATISFACTORILY ACCOUNT FOR. 

4. FURNISHING FALSE INFORMATION REGARDING NAME, AGE,FATHER’S NAME, UALIFICATION, ABILITY OR PREVIOUS SERVICE OR

ANY OTHER MATTER GERMANE TO THE EMPLOYMENT, AT THE TIMEOF EMPLOYMENT OR DURING THE COURSE OF EMPLOYMENT.

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MISCONDUCT :

!. ACTING IN A MANNER PRE"UDICIAL TO THE INTERESTS OF THECORPORATION.

#. WILFUL INSUBORDINATION OR DISOBEDIENCE, WHETHER OR NOT IN

COMBINATION WITH OTHER, OF ANY LAWFUL AND REASONABLE

ORDER OF HIS SUPERIOR.

$. ABSENCE WITHOUT LEAVE OR OVER STAYING THE SANCTIONED

LEAVE.

%. HABITUAL LATE OR IRREGULAR ATTENDANCE.

&. NEGLECT OF WORK OR NEGLIGENCE IN THE PERFORMANCE OF

DUTY INCLUDING MALINGERING OR SLOWING DOWN OF WORK.

1'. CAUSING DAMAGE TO WORK IN PROGRESS OR TO ANY PROPERTY

OF THE CORPORATION EITHER WILFULLY OR THROUGH

NEGLIGENCE.

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MISCONDUCT :

11. NON(OBSERVANCE OF SAFETY PRECAUTIONS OR RULES, OR

INTERFERING OR TAMPERING WITH ANY SAFETY DEVICES

INSTALLED IN OR ABOUT THE PREMISES OF THE CORPORATION.

12. DRUNKENNESS OR RIOTOUS OR DISORDERLY OR INDECENT

BEHAVIOUR IN THE PREMISES OF THE CORPORATION OR OUTSIDE

SUCH PREMISES WHERE SUCH BEHAVIOUS IS RELATED TO OR

CONNECTED WITH THE EMPLOYMENT.

13. GAMBLING WITHIN THE PREMISES OF THE ESTABLISHMENT.

14. SMOKING WITHIN THE PREMISES OF THE ESTABLISHMENT, OR USING

NAKED LIGHTS, WHERE IT IS PROHIBITED.

1!. COLLECTION WITHOUT THE PERMISSION OF THE COMPETENTAUTHORITY OF ANY MONEY WITHIN THE PREMISES OF THE

CORPORATION E)CEPT AS SANCTIONED BY ANY LAW OF THE LAND

FOR THE TIME BEING IN FORCE OR RULES OF THE CORPORATION.

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MISCONDUCT :

1#. SLEEPING WHILE ON DUTY UNDER ANY PRETE)T, WHATSOEVER.

1$. COMMISSION OF ANY ACT WHICH AMOUNTS TO A CRIMINALOFFENCE INVOLVING MORAL TURPITUDE.

1%. ABSENCE FROM THE EMPLOYEE’S APPOINTED PLACE OF WORK

WITHOUT PERMISSION OR SUFFICIENT CAUSE.

1&. PURCHASING PROPERTIES, MACHINERY, STORES, ETC. FROM ORSELLING PROPERTIES, MACHINERY, STORES, ETC. TO THE

CORPORATION WITHOUT E)PRESS PERMISSION IN WRITING FROM

THE COMPETENT AUTHORITY.

2'. ENGAGING IN ANY TRADE OR BUSINESS WITHOUT TAKING

PERMISSION OF THE COMPETENT AUTHORITY.

21. CANVASSING IN SUPPORT OF THE BUSINESS OR INSURANCE

AGENCY, COMMISSION AGENCY, ETC. OWNED OR MANAGED BY HIS

SPOUSE OR ANY OTHER MEMBER OF HIS FAMILY.

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MISCONDUCT :

22. PUBLICATION OF ANY ARTICLE, "OURNAL PAPER OR BOOK ON ANY

SUB"ECT PRE"UDICIAL TO THE CORPORATION OR CONNECTED WITH

ANY WORK OF THE CORPORATION WITHOUT THE PRIOR PERMISSIONOF THE COMPETENT AUTHORITY.

23. DISCLOSING TO ANY UNAUTHORI*ED PERSON OR PERSONS ANY

INFORMATION IN REGARD TO THE WORKING OR PROCESS OF THE

CORPORATION WHICH COMES INTO THE POSSESSION OF THE

EMPLOYEE DURING THE COURSE OF HIS WORK.

24. SPREADING FALSE RUMOURS OR GIVING FALSE INFORMATION

WHICH TENDS TO BRING INTO DISREPUTE THE CORPORATION OR ITS

EMPLOYEES OR SPREADING PANIC AMONG THEM.

2!. LEVELLING MALICIOUS OR FALSE ALLEGATIONS.

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MISCONDUCT :

2#. OCCUPYING OR TAKING POSSESSION IN AN UNAUTHORI*ED

MANNER OR REFUSAL TO VACATE OR DELIVER POSSESSION OF

CORPORATION’S UARTERS OR ANY OF ITS PREMISES, OWNED ORHIRED, WHEN REUIRED TO DO SO BY CORPORATION.

2$. REFUSAL TO ACCEPT A CHARGE SHEET OR ORDER OR ANY OTHER

COMMUNICATION FROM THE MANAGEMENT.

2%. STRIKING WORK ALONE OR IN COMBINATION WITH OTHEREMPLOYEES, OR INCITING THEM TO STRIKE WORK IN

CONTRAVENTION OF THE PROVISIONS OF ANY LAW OR RULES

HAVING THE FORCE OF LAW.

2&. COMMISSION OF ANY ACT SUBVERSIVE OF DISCIPLINE OR OF GOOD

BEHAVIOUR.

3'. ABETMENT OF OR ATTEMPT AT ABETMENT OF ANY ACT WHICH

AMOUNTS TO MISCONDUCT.

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• EMPLOYMENT OF NEAR RELATIVES OF EMPLOYEES OF

CORPORATION IN ANY COMPANY OR FIRM EN"OYING

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CORPORATION IN ANY COMPANY OR FIRM EN"OYING

PATRONAGE OF THE CORPORATION

TAKING PART IN POLITICS AND ELECTIONS

• NO EMPLOYEE SHALL BE AN OFFICE BEARER OF A POLITICAL PARTY

OR AN ORGANI*ATION, WHICH TAKES PART IN POLITICS.

• NO EMPLOYEE SHALL TAKE PART IN OR ASSIST IN ANY MANNER IN

ANY MOVEMENT + AGITATION OR DEMONSTRATION OF POLITICAL

NATURE.

• NO EMPLOYEE SHALL CONTEST IN ANY ELECTIONS.

• NO EMPLOYEE SHALL CANVAS IN OR USE HIS INFLUENCE IN

CONNECTION WITH, ANY ELECTION, ANY LEGISLATURE OR LOCAL

AUTHORITIES.

• NO EMPLOYEE OF THE CORPORATION SHALL ENGAGE HIMSELF OR

PARTICIPATE IN ANY DEMONSTRATION, WHICH INVOLVES INCITEMENT

OF AN OFFENCE.

 

CONNECTION WITH PRESS, RADIO OR TELEVISION

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• NO EMPLOYEE SHALL PARTICIPATE IN RADIO, TV, BROADCAST, OR

CONTRIBUTE ANY ARTICLE OR WRITE ANY LETTER IN HIS OWN NAME

OR ANONYMOUSLY, OR IN THE NAME OF ANY OTHER PERSON TO ANY

NEWSPAPER OR PERIODICALS, WITHOUT APPROVAL OF COMPETENTAUTHORITY.

PROVIDED THAT NO SUCH SANCTION SHALL BE REUIRED IF SUCH

BROADCAST OR SUCH CONTRIBUTION IS PURELY, LITERARY

ARTISTIC OR SCIENTIFIC CHARACTER.

CRITICISM OF GOVT. AND THE CORPORATION

• NO EMPLOYEE SHALL CRITICI*E THE CORPORATION OR THE GOVT.

GIFTS :

• NO EMPLOYEE SHALL ACCEPT OR PERMIT ANY MEMBER OF HIS

FAMILY OR ANY OTHER PERSON ACTING ON HIS BEHALF TO ACCEPT

ANY GIFT.

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DOWRY

• NO EMPLOYEE SHALL GIVE OR TAKE OR ABATE GIVING OR TAKING

OF DOWRY OR DEMAND, DIRECTLY OR INDIRECTLY FROM THEPARENTS OR GUARDIANS OF BRIDEGROOM, AS THE CASE MAY BE.

PRIVATE TRADE OR EMPLOYMENT

• NO EMPLOYEE CAN ENGAGE IN PRIVATE TRADE OR EMPLOYMENT,

WITHOUT APPROVAL OF COMPETENT AUTHORITY.

MOVABLE, IMMOVABLE AND VALUABLE PROPERTY

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• NO EMPLOYEE SHALL E)CEPT WITH THE PREVIOUS KNOWLEDGE OF

THE COMPETENT AUTHORITY ACUIRE OR DISPOSE OF ANY

IMMOVABLE PROPERTY BY LEASE, MORTGAGE, PURCHASE, SALE,

GIFT OR OTHERWISE, EITHER IN HIS OWN NAME OR IN THE NAME OFANY MEMBER OF HIS FAMILY.

• NO EMPLOYEE SHALL E)CEPT WITH THE PREVIOUS SANCTION OF

THE COMPETENT AUTHORITY, ENTER INTO ANY TRANSACTION

CONCERNING ANY IMMOVABLE OR MOVABLE PROPERTY WITH

PERSON OR A FIRM HAVING OFFICIAL DEALINGS WITH THEEMPLOYEE OR HIS SUBORDINATE.

• EVERY EMPLOYEE SHALL REPORT TO THE COMPETENT AUTHORITY

EVERY TRANSACTION CONCERNING MOVABLE PROPERTY OWNED

OR HELD BY HIM IN HIS OWN NAME OR IN THE NAME OF A MEMBER

OF HIS FAMILY, IF THE VALUE OF SUCH PROPERTY E)CEEDS RS.TWO MONTHS BASIC PAY.

 MOVABLE PROPERTY MEANS :

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• "EWELLERY, INSURANCE POLICIES, THE ANNUAL PREMIA OF WHICH

E)CEEDS TWO MONTHS BASIC PAY OR ONE SI)TH OF THE TOTAL

ANNUAL EMOLUMENTS RECEIVED FROM THE CORPORATION,

WHICHEVER IS LESS, SHARES, SECURITIES AND DEBENTURES.

• ALL LOANS, WHETHER SECURED OR NOT, ADVANCES OR TAKEN BY

THE EMPLOYEES.

• MOTOR CARS, MOTOR CYCLES, HORSES OR ANY OTHER MEANS OF

CONVEYANCE AND REFRIGERATORS.

•

RADIOS, RADIOGRAMS AND TELEVISION SETS.

• EVERY EMPLOYEE SHALL, ON FIRST APPOINTMENT IN THE

CORPORATION AND THEREAFTER AT SUCH INTERVALS AS MAY BE

SPECIFIED BY THE CORPORATION, SUBMIT A RETURN OF ASSETS

AND LIABILITIES IN SUCH FORM AS MAY BE PRESCRIBED GIVING

PARTICULARS REGARDING :

o THE IMMOVABLE PROPERTY INHERITED BY HIM, OR OWNED OR ACUIRED

BY HIM, OR HELD BY HIM, OR HELD BY HIM ON LEASE OR MORTGAGE,

EITHER IN HIS OWN NAME OR IN THE NAME OF ANY MEMBER OF HIS

FAMILY OR IN THE NAME OF ANY OTHER PERSON.

 

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o SHARES, DEBENTURES, AND CASH INCLUDING BANK DEPOSITS

INHERITED BY HIM OR SIMILARLY, OWNED, ACUIRED OR HELD BY HIM.

o

OTHER MOVABLE PROPERTY INHERITED BY HIM OR SIMILARLY OWNED,ACUIRED OR HELD BY HIM IF THE VALUE OF SUCH PROPERTY E)CEEDS

TWO MONTHS BASIC PAY.

o DEBTS AND OTHER LIABILITIES INCURRED BY HIM DIRECTLY OR

INDIRECLY.

INTO)ICATION

SUSPENSION

AN EMPLOYEE DETAINED IN POLICE CUSTODY FOR MORE THAN 4%

HOURS WILL BE SUSPENDED.

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o SUBSISTENCE ALLOWANCE :

o IF SUSPENDED, SUBSISTENCE ALLOWANCE WILL BE AT THE

RATE OF !' OF THE SALARY.$! : IF ATTRIBUTED BY DELAY ON THE

  PART OF MANAGEMENT

2! : IF ATTRIBUTED BY DELAY ON

  THE PART OF EMPLOYEE

o PENALTIES : MINOR PENALTIES :

1- CENSURE

2- RECOVERY FROM PAY OR SUCH OTHER AMOUNT

AS MAY BE DUE TO HIM OF THE WHOLE OR PART OF

ANY PECUNIARY LOSS CAUSED TO THE CORPN. BY

NEGLIGENCE OR BREACH OF ORDERS.

o MA"OR PENALTIES :

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3- WITHHOLDING OF INCREMENTS OF PAY WITH OR

WITHOUT CUMULATIVE EFFECT.

4- WITHHOLDING OF PROMOTION

!- REDUCTION TO A LOWER GRADE OR POST, OR TO A

LOWER STAGE IN A TIME SCALE.

#- REMOVAL FROM SERVICE

$- DISMISSAL.

o APPEALWITHIN #' DAYS.

COMPETENT AUTHORITY

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StandingOrdersofBarauniRefinery

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Standing Orders of Barauni RefineryMISCONDUCT

1. WILLFUL INSUBORDINATION OR DISOBEDIENCE, WHETHER ALONEOR IN COMBINATION WITH ANOTHER OR OTHERS, OF ANY LAWFUL

AND REASONABLE ORDER OF A SUPERIOR.

/- REFUSAL TO ACCEPT A CHARGESHEET OR ORDER OR ANY

OTHER COMMUNICATION FROM THE MANAGEMENT 0

- BREACH OF A STANDING ORDER OR ANY LAW APPLICABLETO THE REFINERY OR ANY RULES MADE THEREUNDER

ALSO SHALL BE CONSIDERED AS INSUBORDINATION.

2. STRIKING WORK ALONE OR IN COMBINATION WITH OTHER

EMPLOYEES OR INCITING THEM TO STRIKE WORK IN

CONTRAVENTION OF THE PROVISIONS OF ANY LAW OR RULESHAVING THE FORCE OF LAW.

3. SLOWING DOWN WORK ALONE OR IN COMBINATION WITH OTHER

EMPLOYEES OR INCITING OTHERS TO SLOW DOWN WORK.

4. THEFT, FRAUD OR DISHONESTY IN CONNECTION WITH THE

COMPANY’S BUSINESS OR PROPERTY

! UNAUTHORI*ED COLLECTION OF MONEY WITHIN THE REFINERY

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PREMISES.

#. TAKING, GIVING OR DEMANDING BRIBES OR ANY ILLEGAL

GRATIFICATION WHATSOEVER

$. ARRIVING ON DUTY OR BEING DURING DUTY UNDER INFLUENCEOF ALCOHOL, DRUNKENNESS OR DISORDERLY BEHAVIOUR

WITHIN THE REFINERY AREA OR ANY ACT SUBVERSIVE OF

DISCIPLINE.

%. ENGAGING IN ANY TRADE OR BUSINESS OTHER THAN IN

CONNECTION WITH THE COMPANY’S WORK WHETHER INSIDEOR OUTSIDE THE REFINERY AREA, WITHOUT TAKING

PREVIOUS PERMISSION OF THE GENERAL MANAGER.

&. OCCUPYING OR TAKING POSSESSION IN AN UNAUTHORI*ED

MANNER OR REFUSAL TO VACATE DELIVER POSSESSION OF

COMPANY’S UARTERS OR ANY OF ITS PREMISES THEREOFWHEN REUIRED TO DO SO BY THE COMPANY, IN A LAWFUL

MANNER.

1'. DISREGARDING SAFETY RULES AND DIRECTIONS OR

INTERFERENCE WITH ANY OF THE SAFETY DEVICES OR

POSTERS, ETC. OR SMOKING OR USING NAKED LIGHT AT

PROHIBITED PLACES.

11. ENTERING OR LEAVING THE PREMISES THROUGH ANY

UNAUTHORI*ED GATE OR PASSAGE

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UNAUTHORI*ED GATE OR PASSAGE.

12. DISTRIBUTION AND E)HIBITION OF HAND BILLS POSTERS ETC.

PRE"UDICIAL TO THE COMPANY IN THE REFINERY PREMISES.

13. DISREGARDING INSTRUCTIONS FOR THE MAINTENANCE OFCLEANLINESS OF THE PREMISES, OR COMMITTING NUISANCE ON

THE PREMISES OR ANY ACT PRE"UDICIAL TO HEALTH AND

CLEANLINESS.

14. SLEEPING WHILE ON DUTY UNDER ANY PRETE)T WHATSOEVER.

1!. PUBLICATION OF ANY ARTICLE, "OURNAL, PAPER OR BOOK ONANY SUB"ECT PRE"UDICIAL TO THE COMPANY.

1#. DISCLOSING TO ANY UNAUTHORI*ED PERSON OR PERSONS ANY

INFORMATION IN REGARD TO THE WORKING OR PROCESS OF THE

REFINERY WHICH COMES INTO THE POSSESSION OF EMPLOYEE

DURING THE COURSE OF HIS WORK.

1$. HABITUAL ABSENCE WITHOUT LEAVE OR ABSENCE WITHOUT

LEAVE FOR MORE THAN % CONSECUTIVE DAYS.

1%. HOLDING MEETINGS WITHIN THE REFINERY PREMISES WITHOUT

OBTAINING THE PREVIOUS PERMISSION OF THE GENERAL

MANAGER.

1&. HABITUAL LATE ATTENDANCE OR LEAVING PLACE OF DUTY

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1&. HABITUAL LATE ATTENDANCE OR LEAVING PLACE OF DUTY

BEFORE THE SCHEDULED TIME WITHOUT PRIOR PERMISSION.

2'. CONVICTION FOR A CRIMINAL OFFENCE OR A CRIMINAL

OFFENCE INVOLVING MORAL TURPITUDE.

21. GIVING FALSE INFORMATION REGARDING PARTICULARS

REUIRED TO BE GIVEN AT THE TIME OF APPOINTMENT OR

DURING SERVICE.

22. CAUSING DAMAGE TO WORK IN PROGRESS OR TO ANY

PROPERTY OF THE COMPANY EITHER WILLFULLY OR THROUGH

NEGLIGENCE.

23. NEGLIGENCE IN THE DISCHARGE OF DUTIES.

24. SPREADING FALSE RUMORS OR GIVING FALSE INFORMATION

WHICH TENDS TO BRING INTO DISREPUTE THE COMPANY OR ITS

EMPLOYEES OR SPREADING PANIC AMONG THEM.

2!. THREATENING OR INTIMIDATING, MOLESTING OR ASSAULTING

ANY EMPLOYEE OR OFFICER OF THE COMPANY WITHIN THE

REFINERY PREMISES AND ANY SUCH ACT OUTSIDE THE

PREMISES OF THE REFINERY IF IT DIRECTLY AFFECTS THE

DISCIPLINE OF THE REFINERY.

2# FAILURE TO ATTEND WORK ON OVERTIME OR ON A HOLIDAY

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2#. FAILURE TO ATTEND WORK ON OVERTIME OR ON A HOLIDAY

WHEN REUIRED TO DO SO UNLESS THE REASON FOR SUCH

NON ATTENDANCE IS E)PLAINED TO THE SATISFACTION OF

THE GENERAL MANAGER OR ANY OTHER OFFICER

AUTHORI*ED BY HIM.2$. UNAUTHORI*ED POSSESSION OF ANY LETHAL WEAPON

WITHIN THE PREMISES OF THE ESTABLISHMENT.

2%. GAMBLING WITHIN THE PREMISES OF THE REFINERY.

2&. LOITERING OR BEING ON THE PREMISES OF THE

ESTABLISHMENT AFTER AUTHORI*ED HOURS OF WORK

WITHOUT PERMISSION.

3'. KNOWINGLY INTERFERING WITH ANY ATTENDANCE RECORDS

OR MEANS OF RECORDING ATTENDANCE OF HIMSELF OR OF

ANY OTHER EMPLOYEE.

31. WILLFUL FALSIFICATION DEFACEMENT OR DESTRUCTION OF

PERSONAL RECORDS OR ANY RECORDS OF THE COMPANY.

32. HABITUAL BREACH OF ANY STANDING ORDER OR OF ANY

LAW APPLICABLE TO THE ESTABLISHMENT OR ANY RULES

MADE THEREUNDER.

OO S Y O CO Y’S G O

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33.FAILURE TO OBSERVE DULY NOTIFIED COMPANY’S REGULATIONFOR THE PREVENTION OF FIRE.

34.. MAKING FALSE OR MALICIOUS STATEMENTS, PUBLIC OR

OTHERWISE AGAINST THE COMPANY OR ANY EMPLOYEE OF THECOMPANY UNLESS THE EMPLOYEE CAN PROVE TO THESATISFACTION OF THE GENERAL MANAGER THAT THE

STATEMENTS WERE MADE IN GOOD FAITH.

35.AIDING, ABETTING AND ANY ATTEMPT AT ANY OF THE ABOVE ACTSOF MISCONDUCT.

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PENALTIES FOR MISCONDUCT :

THE FOLLOWING PENALTIES MAY BE IMPOSED ON ANY EMPLOYEEWHO IS FOUND GUILTY OF MISCONDUCT, OR FOR OTHER GOOD AND

SUFFICIENT REASONS :

( FINE SUB"ECT TO THE PROVISIONS OF THE PAYMENT OF

WAGES ACT, 1&3#-.

( RECOVERY FROM PAY FOR THE WHOLE OR PART OR ANYPECUNIARY LOSS CAUSED TO THE REFINERY.

( REDUCTION TO LOWER SERVICE, GRADE OR POST,

WITHHOLDING OF INCREMENTSUB"ECT TO PAYMENT OF

WAGES ACT, 1&3#-

( SUSPENSION FOR A PERIOD UPTO 4 DAYS.

( DISMISSAL WITHOUT NOTICE

THE FOLLOWING SHALL NOT AMOUNT TO PENALTY:

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( A WARNING ( ORAL OR WRITTEN

( REVERSION TO LOWER SERVICE+GRADE+POST OF AN

EMPLOYEE OFFICIATING IN A HIGHER SERVICE+GRADE+POST

ON THE GROUND THAT HE IS CONSIDERED AFTER TRIAL TO BE

UNSUITABLE FOR SUCH HIGHER SERVICE+GRADE+POST.

( REVERSION TO THE PARENT DEPARTMENT OF AN EMPLOYEE

APPOINTED ON DEPUTATION OR ON FOREIGN SERVICE

DEPUTATION TERMS TO ANY POST IN THE COMPANY.

( TERMINATION OF SERVICE OF AN EMPLOYEE :

• ON MEDICAL GROUND

•  ON ACCOUNT OF RETRENCHMENT

•  DURING OR AT THE END OF THE PERIOD OR HIS

PROBATION.

•  EMPLOYED ON TEMPORARY BASIS

SUSPENSION

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SUSPENSION

SUBSISTENCE ALLOWANCE :

IF SUSPENDED SUBSISTENCE ALLOWANCE WILL BE AT THE

RATE OF !' OF THE SALARY.

$! : IF ATTRIBUTED BY DELAY ON THE

  PART OF MANAGEMENT

2! : IF ATTRIBUTED BY DELAY ON

  THE PART OF EMPLOYEE

APPEAL :

TO BE MADE WITHIN 1! DAYS

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Have a wonderful stayHave a wonderful stay

at IOCL–BRat IOCL–BR