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Sub Section-A Sub Section A:1 General Terms and Conditions Page No. 1, 2, 3, 4, 5, 6, 7, 8, 9, 10, 11, 12, 13 Sub Section A:1A Company's Reservation Policy Page No. 1, 2, 3,4, 5, 6,7 Annex. I, II, III, IV, V, VI, VII, VIII, IX Sub Section A:1B Recruitment Policy Annexure to Recruitment Policy Sub Section A:2 Standard Executive Designations Page No. 1,2 Sub Section A:3 Standard Non-Executive Designations Page No. 1,2,3,4 Sub Section A:4 Promotion Policy Sub Section A:5 Transfer Policy and Benefits Sub-section A:6 Rules of Perks and Allowances in Cafeteria Sub-section A:6A Percentage of Perks and Allowance in Cafeteria Sub Section-B Sub Section B:1 Salary grades Sub Section B:2 Dearness Allowance Page No. 1, 2 Sub Section B:3A House Rent Allowance Page No. 1234 567 Sub Section B:3B House Rent Recovery Sub Section B:4 Compensatory Allowances Sub Section B:5 Other Allowances Sub Section B:6 Travelling and Daily Allowance Rules Sub Section B:7 Pay Fixation Rules Sub Section B:8 Entitlements of Departmental Trainees & Trainee Officers

Sub Section-C Sub Section C:1 Cash Award for Acquiring Higher / Additional Qualifications Sub Section C:2A Sponsorship for Higher Studies Sub Section C:2B Study Leave Sub Section C:3 Family Planning Incentives Sub Section C:4 Plant Performance Payments Sub Section C:5 Special Incentive & Bonus Sub Section C:6 Participation in Inter-Unit Sports

Sub Section C:7 BHEL Excellence Awards Scheme

Sub Section-D

Sub Section D:1 Overseas Site Rules

Sub Section D:2 Conduct, Discipline and Appeal Rules

Page No 1,2 ,3

Sub Section D:3 Medical Examination Rules

Sub Section D:4 Membership of Professional Bodies

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Sub Section-E Sub Section E:1 Leave and Holidays Sub Section E:2A Encashment of Earned Leave

Sub Section E:2B Encashment of Half Pay Leave

Sub Section E:3 Leave Travel Concession Rules effective from 10th April 2003 E3A Leave Travel Concession (LTC) E3B Leave Travel Assistance (LTA)

Sub Section E:4 Railway concessional Ticket facility for children studying at outstations Sub Section E:5 Medical Attendance Rules

Sub Section E:6 Retired Employees Contributory Health Scheme

Sub Section E:7A Conveyance Reimbursement for Executives

Sub Section E:7B Conveyance Reimbursement for Supervisors

Sub Section E:7C Conveyance Reimbursement for Non-Executive Employees inNon-Supervisory Categories Sub Section E:7D Reimbursement of Conveyance Maintenance Expenditure Sub Section E:8 Group Savings Linked Insurance Scheme

Sub Section E:9 Group Insurance Scheme

Sub Section E:10 Insurance Scheme in Lieu of EDLI Scheme

Sub Section E:11 BHEL Employees Housing Loan Group Insurance Schemes Sub Section E:12 Accident / Medical Insurance Scheme

Sub Section E:13 Compensation to Employees not covered under Workmens' Compensation Act Sub Section E:14 Compensation in cases of those killed in terrorist attacks Sub Section E:15 BHEL Gratuity Fund Rules

Sub Section E:16 Death Relief fund

Sub Section E:17 Reimbursement of cost of Newspapers

Sub Section-F

Sub Section F:1 Festival Advance

Sub Section F:2 Cycle Advance

Sub Section F:3 Vehicle Advance

Sub Section F:3A Vehicle Loan Interest Subsidy Scheme

Sub Section F:4 House Building Advance

Sub Section F:4A BHEL Employees Housing Loan Interest Subsidy Scheme Page no. 1, 2, 3, 4, 5, 6, 7 Formats

Sub Section F:5 PC Loan Interest Subsidy Scheme

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2.1 All employees on first appointment in the service of the company including employees appointed to a higher grade consequent on promotion or on the basis of an open selection shall be placed on probation for a period of one year during which period their performance will be watched carefully with a view to determining their suitability for confirmation against the regular post. However, the following categories of employees are exempted from the above rules:

a) b)

Employees of the Government and other Public Sector Undertakings, initially taken on deputation and subsequently absorbed in the Company's service except where the period of deputation is less than one year. Officers appointed to posts in the grade of Rs.20500-26500 and above.

2.2 The period of probation may be extended at the discretion of the competent authority, but will not be extended by more than one year save for exceptional reasons to be recorded in writing.

2.3 Every new employee appointed in the Company's service will be issued with a formal order of confirmation on satisfactory completion of probationary period or the extended period of probation, as the case may be. The employee will be considered to be continuing on probation until so confirmed in writing.

2.4 An order relating to confirmation or extension of probation will normally be communicated within one month from the date of completion of the probationary period or extended period of probation. If, however, for administrative or other reasons it is not done so, the employee concerned will be informed of the reasons thereof within the stipulated period of one month.

2.5 If during the probationary period or extended period of probation, the performance, progress and general conduct of the employee are not found satisfactory or upto the standard required for the post, his/her services are liable to be terminated at any time without notice and without assigning any reason therefore.

2.6 Permanent Government servants joining BHEL against open advertisement who retain lien on their substantive posts in their parent departments: The normal probation period of all such employees will be one year from the date of joining the company. However, after satisfactory completion of a probationary period of at least three months from the date of joining the Company, any such employee can be permanently absorbed in the company provided his pay has been fixed under the relevant Government rules applicable to Government servants getting absorbed in Public Sector Undertakings in public interest and provided the employee himself pays the required contributions towards leave salary and pension to his parent department till the date of his absorption in BHEL.

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2.7 Note: An employee who on joining public sector undertaking retains

lien in Government for some time is not entitled to CPF, Leave, and Gratuity benefits under the Company Rules for the period of service during which he retains lien in Government irrespective of the fact that leave salary and pension contributions are paid by the employee himself.

3. Discharges and Termination of Service 3.1 Except as may be specifically provided in the contract of

service or in the Standing Orders, the Management may at any time discharge an employee from service by giving notice for the period mentioned hereunder or by payment of wages in lieu of such notice. Similarly, the employee will be required to give the same notice in the event of his intention to leave the service of the Company. Notwithstanding the above provision, an employee who is in an executive/supervisory cadre and who tenders resignation will be relieved of his duties only on his resignation being accepted. The Management reserves the right not to accept his resignation if the circumstances so warrant i.e. if the disciplinary proceedings are pending or a decision has been taken by the competent authority to issue a charge sheet. Before accepting the resignation, the Competent Authority will obtain clearance from the Unit and Corporate Vigilance Departments where necessary. Acceptance of payment of salary from the employee in lieu of full or unexpired period of notice will be at the discretion of the Management. The resignation will be effective only from the date from which it is accepted by the Company and the employee is finally relieved in consequence thereof.

3.2 Notice Period 3.2.1 Category of employee Notice period Regular Employees a) All Executives Three months on either side b) Others One month on either side 3.2.2 Temporary employees a) On expiry of

stipulated period of appointment

No notice on either side

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Category of employee Notice period 3.2.2 Temporary employees b) If no period of appointment is

stipulated or the appointment is required to be terminated before the expiry of the stipulated period for which there should be a provision in the letter of appointment

One month on either side

3.2.3 Probationers i.e. those appointed on Probation

One month on either side in the case of Executives and 14 days notice on either side for other categories

3.2.4 Apprentices/Trainees As per the provisions of the Bond

3.2.5 Substitutes and Casual employees with less than 240 days service

No notice on either side

3.2.6 In order to ensure consistency, all cases of resignation of executives involving waival of the prescribed notice period will require approval of the Corporate Office and as such may be referred to Corporate Office for processing and obtaining orders of the competent authority. A maximum of one-month waival can be considered subject to other conditions.

3.2.7 The cases of non-executive's resignations requiring waival of notice period may be dealt at unit level subject to the conditions that the employee has not encashed his EL during the preceding one year and no vigilance case is pending against him.

3.2.8 With a view to avoid any anomaly and ensure consistent policy in line with the above orders being adopted in all cases, wherever the non-executives are promoted to executive cadre, they will be governed by three months notice clause.

3.2.9 The above provisions relating to notice period should invariably be incorporated by the Units / Divisions suitably in the appointment letters/offers of appointment made to the Executives / Supervisors

3.2.10 For instructions regarding enforcement of Bond, where applicable, refer to Rule 15 of this chapter.

3.2.11 In case of employees who resign from the services of the company on being selected by or through UPSC or by another Public Sector Enterprise, the aforesaid notice period need not be insisted upon and the employees may be relieved as soon as possible subject to exigencies of work. (Amended vide Circular No.030/PPX/2005 dated

08/07/2005)

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3.2.12 Where an employee in the senior executive level i.e., E5 and above not getting promoted to the next higher grade, has attained the age of 50 years and wishes to resign from BHEL, he may be permitted to do so giving one and half months notice instead of three months. Where, however, notice period is one month as per the terms of appointment, it will remain unchanged. In addition, the benefit of encashment of earned leave and half pay leave as admissible on superannuation may also be extended to the employees resigning from the service of BHEL under the above circumstances. The above rule is on hold and in abeyance. No application under this rule may be processed till further orders. (vide Corporate HR Circular No. 055/TMX/2006 dated 27-11-06)

3.2.13 The cases of employees, governed by the BHEL Conduct Discipline and Appeal Rules, for grant of permission to contest election to any Legislative Body or any Local Authority, shall be regulated in the following manner: a) The request shall be received and processed by the concerned Unit HR and the same may be considered by the Unit Head, depending on the circumstances of each case. b) While granting such permission to the employee, it should be made clear to the employee by the Unit HR that, in case he/she is elected, he/she will have to resign from the services of the Company and no leave will be granted to him/her. A suitable undertaking to this effect may be obtained from the employee, by the Unit HR, while granting permission. (vide Corporate HR Circular No. 017/IRX/2009 dated 23-04-2009)

3.3 The services of an employee may also be terminated by the Company on the following grounds, among others:

a On abolition of the post. b On being declared unfit for further service on medical grounds. c Insolvency. d Conviction by a court of law for criminal offence amounting to

moral turpitude. e Employee engaging himself in other employment without the

written permission of the Management or if he is found to have been working elsewhere during the period of leave or off duty.

f Loss of confidence by the company in an employee holding position of trust or confidence or by virtue of his nature of duties.

g

Absence by an employee on grounds of sickness for a continuous period of more than 18 months if suffering from tuberculosis, leprosy, mental or malignant diseases or fracture of lower/upper extremity and six months or more if suffering from any other ailment on the basis of the opinion of the Medical Board.

4. Superannuation / Voluntary (Pre-mature) Retirement /

Review on attaining 55/58 years of Age

4.1 Superannuation

Every employee shall be required to retire from service on attaining the age of 60 years.

4.2 The Management may, however, on review retire any employee after he attains the age of 55/58 years on giving one and half months notice or payment of one and a half month's pay and allowances in lieu thereof subject to necessary clearances including vigilance clearance. An employee may also, after attaining the age of 55 years, opt to retire voluntarily from the service of the Company on giving one and a half month's notice subject to necessary clearances including vigilance clearance. In both the cases, the retirement after approval on obtaining the necessary clearances, including vigilance clearance, will be effective only from the date of relieving of the employee by the Company. Employees retiring between the age of 55 and 60 years will be eligible for all retirement benefits.

4.2.1 The Voluntary (Pre-mature) retirement will, however, be accepted by the Management subject to the guidelines provided for under Voluntary (Pre-mature) Retirement in para 4.3 below.

4.3 Voluntary (Pre-mature) Retirement 4.3.1 The following guidelines will be adopted while processing the

cases of employees seeking voluntary (pre-mature) retirement 4.3.2(A) Requests for Voluntary (Pre-mature) Retirement should not

be accepted in the following cases:- i) In the case of employees in core areas of operations of the

Company e.g. Marketing, Erection, Commissioning, Servicing, Manufacturing and related activities, Engineering & Designs, R&D, IT etc.

ii) In the case of employees in the grade of General Manager & above

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4.3.2(B) Exception to the general guideline as at (A) above may, however, be made in the case of i) Employees with known serious health problems and ii) Employees who have stagnated in the current & previous two grades for a long time.

4.3.2(C) Requests for Voluntary (Pre-mature) Retirement may also be considered for the following cases:- i) Those working in / having experience in peripheral / non-core areas; ii) Areas if any, where a decision has been taken by the Company to exit etc; iii) Areas where the Company is not experiencing a shortage of manpower; and in all above cases, who can be easily relieved without a substitute. (Corp.H.R. Circular No. 039/TRX/2006 dated 10/07/2006.)

4.3.2(D) Requests of employees at all levels for voluntary( pre-mature) retirement within three months of their superannuation may be considered subject to exigencies of service and at the discretion of the management ( vide Corporate HR circular No. 040/TRX/2007 dated 11/9/2007)

4.3.3 All cases of employees opting for Voluntary (Pre-mature) Retirement should be scrutinized based on above guidelines, by special Cross Functional Committees which should be formed at Units / Regions, at the level of General Manager, before forwarding their cases to Competent Authority for approval. (Corp.H.R. Circular No. 039/TRX/2006 dated 10/07/2006.)

4.3.4 In case a Functional Director resigns from his/her post in the interest of BHEL (e.g to take up a Board level position in a Joint Venture formed by BHEL) or in public interest, and the resignation is accepted by Government of India, he/she will be entitled to all benefits as available on retirement to BHEL employees. To avoid double benefits, those benefits which are being provided by the JV Company, as part of their Service rules, will not be extended by BHEL. This will be effective from 01.02.2009 and will be subject to further approval of the Board in each case. ( Corporate HR Circular No. No.019/TRX/2009 dated 23.04.09)

4.4 Compulsory retirement 4.4.1 Compulsory retirement may be given as a penalty under Rule

23(H) of BHEL CDA Rules,1975 4.4.2 Employees who are given compulsory retirement will be eligible

for RECHS Facilities, if otherwise eligible under the Scheme. 4.4.3 Pre requisites of clause 4.2 will not be applicable for

compulsory retirement cases. (Corporate HR Circular No.024/PPX/2010 dated 25/06/2010 4.5 No BHEL employee shall be granted extension in service

beyond the age of 60 years.

4.6 Retirement of employees shall take effect from the afternoon of the 24th day of the calendar month, that is, the last day of BHEL wage month in which the employee concerned attains the age of superannuation instead of the afternoon of the actual date of his superannuation. If date of birth is 25th of the month like 25th October the employee will retire on the preceding 24th i.e., on 24th October and not on 24th November.

4.7 Review of employees on attaining the age of 55/58 years 4.7.1 For further continuation in service, the cases of employees are

required to be reviewed twice, once at the age of 55 years for retention upto 58 years of age and again at 58 years for retention upto 60 years of age, except as indicated at 4.6.4 below.

4.7.2 The cases of non-executives in various grades and Executives upto E6 shall be reviewed at the Unit level by ED or GGM, (having the powers of ED) and the cases of Executives in E6A and above grades will be sent to Corporate Office with specific recommendations of Unit Head, for review by Director (HR) and CMD as applicable, in the prescribed proforma (Annexure). Only those cases where Head of Unit recommends that the services of an employee in E5 & E6 grades cannot be further continued beyond 55/58 years, will be referred to Corporate Office. Cases upto E6, where Units are not headed by ED or GGM (having powers of ED) will be reviewed by concerned Functional Directors.

4.7.3 While reviewing the cases of employees for further continuation in service, the ACR ratings/PMS/MAP Score of last 5 years shall be taken into consideration.

4.7.4 In cases where a definite decision cannot be taken to retire the employees because of marginal level ratings in performance, only one year extension in service beyond the age of 55/58 years, will be granted, at a time, subject to further improvement. This is applicable only in such cases where the performance rating is "Good" or less in three or more years in the preceding 5 years.

Equivalent of "Good" will be as follows: a) In ACR System Rating of "Good" or less/ Third level or less in a 5 point scale b) In PMS System Score of less than 60 c) In e-MAP System Pre normalized score of less than 3

4.7.5 Such cases shall be reviewed again in the subsequent year and recommended for continuance in service, only on evidence of improvement in performance. The same approach of giving one year extension shall also be followed in cases where disciplinary enquiry is pending while reviewing on attaining the age of 55/58 years. Their cases shall be reviewed again in the subsequent year.

(Corporate HR Circular No.50/TRX/2005 dated 26/10/2005 & Corporate HR Circular No.009/TRX/2007 dated 02/02/2007)

5. Verificationof Character and Antecedents.

Appointment to any post in the Company shall be subject to the satisfactory verification of character and antecedents.

6. Liability for defence service All Engineering and Medical Graduates appointed to any post

in the Company shall, if so required by the appointing authority, be liable to serve in any Defence Service or post connected with the Defence of India for a period of not less than four years, including the period spent on training, if any.

Provided that such persons shall not: (a) be required to serve as aforesaid after the expiry of ten years

from the date of their appointment; and (b) ordinarily be required to serve as aforesaid after attaining the

age of 40 years in case of Engineering Graduates and after attaining the age of 45 years in the case of Medical Graduates.

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7. Seniority 7.1 Seniority shall be determined by the merit order assigned by the

Selection Board. 7.2 The seniority of person whose services are obtained on

deputation and who is subsequently absorbed in the service of the company without break shall be determined with reference to the date of his joining the existing post initially on deputation.

7.3 Seniority of employees recruited as Trainees shall be determined with reference to the merit order in which they are placed as a result of their performance in the pre-absorption test and interview.

7.4 In order to make the position clear and to evolve uniform procedure in the determination of the seniority in any particular category of posts, the following principles shall apply:

i) The grant of an initial pay higher than the minimum of the scale, will not by itself confer on an employee seniority above those who are drawing lower pay in the particular category of post, except in cases where weightage of the past service has been allowed with the approval of the competent authority.

ii) Candidates selected for appointment at an earlier selection shall be senior to those selected later, irrespective of the dates of their joining, provided the candidate selected joins not later than three months from the date of issue of the appointment letter.

iii) Candidates duly selected for promotion at an earlier date shall be senior to those selected for promotion at a subsequent selection.

8. Record of age/date of birth Every employee shall declare, on his first appointment in the

company or on being required to do so by the Management at any time, his date of birth according to the Christian Era/Saka Era and produce confirmatory documentary evidence thereof e.g. Matriculation or School Leaving Certificate or Birth Certificate from Municipality and in the absence thereof such evidence as may be acceptable to the Management. If any employee is unable to produce documentary evidence of his age he shall state his age and make a written declaration that the age as stated by him is correct. Such an employee shall be sent to the Medical Officer authorised by the Company for examination and his opinion as to the employee's age shall be binding on the employee as well as the Management. The date of birth recorded with the Company at the time of his first appointment shall not be altered except in case of clerical errors.

If an employee is unable to state his exact date of birth but can state approximately the year and month then 1st July in former case and 16th of a month in the latter case shall be treated as the date of birth for the purpose of the Company's records.

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9. Hours of work Every employee of the company shall be required to work 48

hours a week. 10. Overtime (including work on weekly holiday) The Management reserves the right to require any employee

to work overtime including work on weekly holidays in accordance with the instructions issued from time to time.

An employee is also liable to be recalled for duty at any time. For such overtime work done, adequate compensation by way of compensatory off or overtime payment will be allowed at the discretion of the Management.

11. Issue of Service Certificate A service certificate shall be issued on request to an

employee at the time of discharge or termination of his service, resignation or retirement.

12. Change of Address The employee must notify the Management immediately on

any change in the residential address as recorded at the time of initial appointment.

13. Transfers Employees shall be liable to be transferred at the discretion of

the Management from one work/Department/Section or station to another provided that in doing so the Management shall keep in view the suitability of the employee for the particular work and also that the pay, grade and the seniority of the employee concerned is protected. Similarly employees shall be liable to be transferred to any office/Unit/Division/Project of the Company as also to any of the departments ofGovernment of India or any other Public Sector Undertaking.

14. Forwarding of applications for employment 14.1 For employment outside BHEL 14.1.1 All applications for employment outside BHEL should be

forwarded through proper channel with the recommendations of the controlling officer, to Personnel Department for consideration in the form as at Annexure-A.

14.1.2 (a)

Applications of employees who have not executed any bond or those who were not selected through lateral induction can be forwarded freely during their probation. Once they have completed their probation and have been taken in the regular establishment of the Company, applications may be forwarded subject to the exigencies of service.

14.1.2 (b)

In case of employees selected through lateral induction, applications for employment outside BHEL will not be forwarded for the first three years of service in BHEL. On completion of three years' service in BHEL, including probation

period, applications of lateral inductees may also be forwarded subject to exigencies of service.

14.1.3 Applications of employees of all categories (other than those under bond or those selected through lateral induction) may be forwarded without the restriction of one application per calendar year subject to the exigencies of service. This however, will not apply to employees under bond or those who were selected through lateral induction.

(vide Corporate HR Circular No. 018/PPX/2010 dated 04-05-10)

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14.1.4 Applications from the categories of employees listed in Annexure-B may generally be forwarded without any restriction.

14.1.5 In case of SC/ST and OBC employees, applications may be forwarded liberally except in cases when there may be compelling grounds of the interest of the organisation for withholding such applications.

14.1.6 Applications from executives up to E6A grade may be forwarded with the approval of Executive Director/GGM concerned. If the Unit Head happens to be below Executive Director/GGM level, approval of Functional Director concerned or Director (HR) will be obtained. Applications from executives of E7 (AGM) and above grades will continue to be forwarded only with the approval of Corporate Office.

While forwarding applications, it should be clearly indicated that on selection, their release from BHEL will be subject to exigencies of service.

However, applications for Board level posts in PSUs against PESB notifications should continue to be sent to Corporate Office for further processing, irrespective of the level of the executive.

The request for resignation of executives of E5 and above grades will also continue to be sent to Corporate Office for acceptance.

( Vide Corporate Circular no 004/TMX/2005 dated 18/01/2005) 14.2 For employment in other BHEL Units 14.2.1 Applications from those who have executed bond to serve

BHEL or any other Government Undertaking for a specified period will be forwarded for higher posts within BHEL Units provided the posts applied for are in their known trade/line.

14.2.2 Applications from persons who have not executed any bond may be forwarded freely for posts within BHEL Unit/Divisions, if the applicant has not been trained for a specific trade/field. If he has been trained for a specified trade/field, no application from him for post in a different trade may be forwarded.

14.2.3 Applications of departmental candidates against open advertisements/internal circulars from sister units of BHEL will be forwarded only if the applicants have served a minimum of one year service in the grade to which they have been recruited except for selections that are made centrally on BHEL basis.

14.3 All applications should be sent by the controlling officer to the Personnel Department with his recommendations in the prescribed form.

14.4 No-objection certificate and Job experience certificate will not be issued for immigration purposes.

14.5 Whenever employees under any service bond or employee with outstanding HBA/interest subsidy apply for NOC for issue of passport, consent letter from surety/ies may be obtained.

15. Instructions regarding enforcement of Bond NOTE: Forwarding of applications for employment out- side

BHEL (including PSUs) is not permissible during bond period unless otherwise stated in the rules below. ( vide Corporate HR Circular no. 021/PPX/2007 dated 21/05/07

15.1 Engineer/Executive Trainees Some of the Engineer/Executive Trainees before joining

BHEL also appear for examinations/interviews conducted by the Central/State Govt./Quasi Govt. organisations and/or other Public Sector Undertakings, but the results of such examinations/interviews are known only after they have joined BHEL. In some cases these Trainees may prefer to accept the offer made by the Government/Quasi Govt. organisations or other Public Sector Undertakings. The recovery of training expenses etc. from such Trainees will be regulated in terms of the guidelines given below: -

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(i) For joining Central /State Govt./Quasi-Govt. Organisations /other Public Sector Undertakings: The employee may be allowed to accept the job offered to him and released by waiving recovery of the training expenses otherwise required to be paid under the bond, provided the concerned Trainee executes a fresh bond with the Central /State Govt. /Quasi-Govt. Organisation/the Public Sector Undertaking where he joins for serving the said Organisation/Undertaking for the unexpired period of bond. This could be done in consultation with the concerned Government Department /Organisation /Undertaking. This is without prejudice to the obligations of the Engineer /Executive Trainees under the contract executed under the provisions of the Apprentices Act, if the Trainee leaves the service during the training period.

(ii) In all other cases full recovery of bond amount as per the existing orders will continue.

15.2 Waival of bond in respect of female employees who on getting married, want to leave the service of the Company before the expiry of the bond period:All such cases where a female employee wants to resign on getting married, the conditions of the waival of bond will be sympathetically considered.

15.3 In case an employee under bond is selected for appointment in Central / State Government service based on success in the competitive examination(s) conducted by the UPSC or similar Governmental agencies, the recovery of training expenses may not be enforced provided the employee concerned executes a fresh bond with the Government for the unexpired period of the bond. However, the employees wishing to apply and appear for such Examination(s) will be required to take prior approval of the Competent Authority. Such permission will ordinarily not be withheld for identical and superior level posts. In the case of employees under bond wishing to join other Public Undertakings, the existing policy will continue.

15.4 It is clarified that the recovery of the bond amount and notice period pay in the case of employees under bond who resign should be regulated as follows: Both the bond amount and the notice period pay need not be recovered and only the greater of the two may be recovered, i.e., the amount payable as bond money or the pay for the notice period whichever is greater, only may be recovered. This will be applicable in cases of employees under bond for training within the country and those who are under study leave bond. In the case of employees under study leave bond, this will be applicable even if they submit their resignations without returning from study leave. This dispensation will however not apply in case of employees who are under bond for training abroad at Company's expenses.

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In such cases of study leave where the employees do not return and also have not availed any benefit from the Company during the period of study leave their resignation may be treated as normal resignation as on the date of going on study leave without insisting on bond. If the employees have not availed any service benefit during the study leave period the resignation may be treated w.e.f. the date of proceeding on study leave, subject to remitting the notice period pay under extant rules.

15.5 The question of allowing proportionate reduction in the amount of bond for Indian trained employees has been considered and the following orders have been passed:

i. Engineers, Diploma Holders and others who are trained by BHEL in India either within BHEL or with some outside organisation, and who have signed a bond of 5 years service on completion of training, no reduction on bond amount is to be allowed if they leave BHEL within and upto the third year of service after training. After the third year of service i.e. in the 4th or 5th year of service if the employee resigns and leaves the services of BHEL, proportionate reduction in the bond amount may be allowed.

ii. In the case of employees trained by BHEL either within BHEL or with some other Organisation in India, and who have signed bonds of service for 3 years period on completion of training, no reduction in bond amount is to be allowed for the first 2 years, but proportionate reduction be allowed if the employees leave the service of the Company during the final year of the bond period.

iii. For the category of Indian trained Artisan and others whose periods of service bond are of less than 3 years duration after training, no reduction is to be allowed in the bond amount on their leaving the service of the Company within 2/3rd of the period stipulated in the bond. Proportionate reduction may be allowed thereafter.

15.6 In the case of employees trained abroad, no proportionate reduction in their bond amount is to be allowed even if their service falls short of the bond period by a day.

16. Return of Company's property, equipment, tools, etc. Every employee leaving the service of the Company shall,

before leaving the service of the Company, return all property, equipment, tools belonging to the Company issued or lent to him in connection with his employment in the Company. The cost of such property, equipment or tools not so returned shall be liable to be deducted from his pay or the amount due to him or recovered otherwise.

17. General The whole time of an employee will be at the disposal of the

Company, and every employee may be employed in any manner in the service of the company without any claim for additional remuneration.

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ANNEXURE – A General Terms & Conditions

Bharat Heavy Electricals Limited (UNIT:_______________________ )

Form for forwarding applications for employment To, Personnel Department (UNIT)

Name of the applicant Designation & Staff No. For the post of In Pay Scale In Organisation 1. Is he under bond to serve the

BHEL for a specified period? If so, indicate the period of bond.

2. Has he been trained in the Company for a specified Trade?

3. Has he completed his probation?

4. Has he previously applied for a post outside BHEL in this calendar year?

5. Has he previously applied for a post in any other unit of BHEL in his present Trade within a year?

6. Do you recommend that the application be forwarded?

Encl: Application Controlling Officer Name: Designation:

* Strike whichever is not applicable.

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ANNEXURE - B Categories of employees under Section 14.1.4 whose

applications will be forwarded without any restrictions. 1. Attendants, Duftries, Roneo operators, Record keepers, Clerks,

Assistant Gr.II / Gr.I, Assistant Office Superintendents, Office Superintendents, Sr. Office Superintendents, Accountants, Sr. Accountants, Cashiers, Time keepers, Stenographers, Personal Assistant and Private Secretaries.

2. Store keepers, Store holders. 3. All Civil Engineering Staff. 4. Buyers and other staff in Purchase Department. 5. Labour Welfare Supervisors. 6. All Library Staff. 7. All Canteen and Guest House Staff. 8. Public Relations Assistants / Media Assistants. 9. Telex and Telephone operators. 10. Attendants (for lift operating). 11. All staff of Sanitary Department. 12. Technicians in Printing Section. 13. Unskilled Workers.

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COMPANY’S RESERVATION POLICY

1. OBJECTIVE To adapt to and fulfill the socio economic commitments of

the Government to the unfortunate/minority sections of the society as part of the company’s social objectives and thereby help realise the dream of the productive nation.

2 Reservation for persons belonging to scheduled castes,

scheduled tribes and other backward classes 2.1 Direct recruitment 2.1.1 Percentage of reservation in Direct Recruitment for persons

belonging to SC, ST and OBC category is given as below: Schedule

Caste Schedule Tribe OBC

Direct recruitment on an All-India basis by means of Open Competitive Test i.e. by written examination

15% 7.5% 27%

Direct

recruitment on an All-India basis otherwise than at (i) above, i.e. by not conducting written competitive examination

16.66% 7.5% 25.84%

Direct recruitment

to Group C and D posts normally attracting candidates from a locality or a region.

As per percentages applicable in the Respective State

2.1.2 Creamy Layer in OBC The aforesaid reservation for OBCs shall not apply to persons

mentioned in Annexure – I as they form part of creamy layer.

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2.1.3 Rosters for Direct Recruitment

To give proper effect to the reservation prescribed, every appointing authority will treat posts as reserved or unreserved according to a model post based rosters as per O.M. No. 36012/2/96-Estt.(Res) dated 2nd July, 1997 (Annexure-II) each consisting of 100 points/120 points/200 points as the case may be as described below :

i) Recruitment made on all India basis by open written competitive examination in the 200 points roster.

ii) Recruitment made on all India basis otherwise than by open written competitive examination in the 120 point roster.

iii) Recruitment attracting candidates from a locality or region according to 100 points roster. (To be worked out by each Unit on the basis of reservation applicable for SCs, STs & OBCs in the respective State.)

2.1.4 Verification of Caste Certificate of Scheduled Castes and Scheduled Tribes

The Caste/Tribe certificate issued by the following authorities in the prescribed form in Annexure-III will only be accepted by the Appointing Authority as sufficient proof in support of a candidates’ claim as belonging to SC/ST.

Authorities for issuing Caste Certificate i) District Magistrate/Additional District Magistrate/Collector/Dy.

Commissioner/ Additional Dy. Commissioner/Dy. Collector/Ist Class Stipendary Magistrate/ Sub-Divisional Magistrate/Taluka Magistrate/Executive Magistrate/Extra Assistant Commissioner.

ii) Chief Presidency Magistrate/Additional Chief Presidency Magistrate/Presidency Magistrate

ii) Revenue Officer not below the rank of Tehsildar. iv) Sub-Divisional Officer of the area where the candidate and/or his

family normally resides; and v) Administrator/Secretary to Administrator/Development Officer

(Lakshdweep Islands).

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Matriculation or School Leaving Certificate or Birth Certificate giving the caste/community of the candidate should not be accepted as proof of caste at the time of initial appointment in accordance with instructions contained in DOPT’s O.M. No. 36012/6/88-Estt(SCT) SRD-III dated 24/4/90.

The appointing authorities should, in the offer of appointment to

the candidates claiming to be belonging to Scheduled Castes/Scheduled Tribes, include a clause as follows :

“The appointment is provisional and is subject to the caste/tribe

certificate being verified through the proper channels and if the verification reveals that the claim to belong to Scheduled Castes/Scheduled Tribes, as the case may be, is false, the service will be terminated forthwith without assigning any further reasons and without prejudice to such further action as may be taken under the provisions of the Indian Penal Code for production of false certificate.”

An Appointing Authority may, if it considers necessary for any

reason, verify the claim of a candidate through the District Magistrate of the place where the candidate and/or his family ordinarily resides. If in any particular case, the verification reveals that the candidate’s claim was false, his services may be terminated

Migration Persons belonging to Scheduled Castes/Scheduled Tribes, who

have migrated from one State to another for the purpose of employment, education, etc., experience great difficulty in obtaining caste/tribe certificate from the State from which they have migrated. In order to remove this difficulty, it has been decided that the prescribed authority of a State Government/Union Territory Administration may issue the Scheduled Caste/Scheduled Tribe Certificate to a person who has migrated from another State, on the production of the genuine certificate issued to his father/mother by the prescribed authority of the State of the father’s/mother’s origin except where the prescribed authority feels that detailed enquiry is necessary through the State of origin before issue of the certificate. The certificate will be issued irrespective of whether the Caste/Tribe in question is a Scheduled or not in relation to the State/Union Territory to which the person has migrated. This facility does not alter the Scheduled Caste/Tribe status of the person in relation to the one or the other State.

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2.1.5 Verification of Caste Certificate of OBCs

For the purpose of verification of the caste and communities, the Government of India has prescribed a certificate from the following authorities as in the case of SC/ST. The format of the certificate that may be given by the concerned district authorities shall be as in Annexure-IV

i) Authorities for issuing caste certificate a) District Magistrate/Additional District Magistrate/ Collector/

Deputy Commissioner/ Additional Deputy Commissioner/ Deputy Collector/ Ist Class Stipendary Magistrate/ Sub-Divisional Magistrate/ Taluka Magistrate/ Executive Magistrate/ Extra Assistant Commissioner (Not below the rank of Ist Class Stipendary Magistrate).

b) Chief Presidency Magistrate/ Additional Chief Presidency Magistrate/ Presidency Magistrate.

c) Chief Revenue Officer not below the rank of Tehsildar d) Sub-Divisional Officer of the area where the candidate

and/or his family normally resides ii) In the light of the Supreme Court’s Judgement in the Indira

Sawhney case, the persons/section (Creamy Layer) to whom the benefit of reservation shall not apply vide column 3 of the Schedule at Annexure-A, the same authorities who are notified as competent to certify OBC’s status have also been authorised to certify that a candidate does not belong to the ‘Creamy Layer’. Instructions have been issued to the District Authorities to verify and issue the necessary certificate to the candidates regarding his OBC status as well as exclusion from the ‘Creamy Layer’.

iii) Migration :Persons belonging to OBCs who have migrated from one State to another for the purpose of employment, education, etc. experience great difficulty in obtaining caste certificates from the State from which they have migrated. In order to remove this difficulty, it has been decided that the prescribed authorities of a State/UT Administration in terms of Para 7.1, may issue the OBC certificate to a person who has migrated from another State on the production of a genuine certificate issued to his father by the prescribed authority of the State of his father’s origin except where the prescribed authority feels that a detailed enquiry is necessary through the State of origin before the issue of the certificate.

iv) The certificate will be issued irrespective of whether the OBC candidate in question is included in the list of OBC pertaining to the State/UT to which the person has migrated. The facility does not alter the OBC status of the person in relation to one or the other State/UT. The OBC persons on migration from the State/UT of his origin to another State/UT where his case is not in the OBC list is entitled to the concessions/benefits admissible to the OBCs from the State of his origin and Union Government but not from the State where he has migrated

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2.1.6 Ban on de-reservation in Direct Recruitment

Where sufficient number of candidates belonging to SC/ST/OBC are not available to fill up the posts reserved for them in direct recruitment, the vacancies shall not be filled by candidates not belonging to these communities. In other words, there will be a ban on de-reservation in direct recruitment

If posts reserved for SC/ST can not be filled up and are carried forward as ‘backlog’ vacancies and remain unfilled for three successive recruitment years, the post earmarked for SC could be filled by ST candidate or vice versa in all subsequent attempts, if suitable candidates belonging to the category for which the vacancy is reserved is not available.

Notwithstanding the aforesaid, in rare and exceptional cases of direct recruitment to Group ‘A’ posts where the vacancy cannot be allowed to remain unfilled in public interest, de-reservation of such reserved vacancies may be permitted with the approval of the Cabinet Minister in-charge of the administrative Ministry, on the recommendation of the Board of Directors.

Further, if due to non-availability of suitable technically qualified SC/ST candidates even with relaxed standards, a reserved post in Group B and C, technical posts cannot be filled with SC/ST candidates and the post cannot be allowed to remain vacant due to the resultant adverse impact on the operations of the public enterprises, de-reservation of such reserved vacancies may be permitted with the prior approval of the Board of Directors. However, even in such cases where de-reservation may be resorted to, the interests of SC/ST will be taken care of by carry forward and exchange as here in before.

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2.1.7 Backlog & 50% Rule

The reserved posts for Scheduled Castes and Scheduled Tribes in all cases of direct recruitment, which have remained unfilled in the earlier year(s) i.e. backlog and/or carried forward posts would be treated as a separate and distinct group and will not be considered together with the reserved posts of the year in which they are being filled up for determining the ceiling of 50 per cent reservation on total number of posts of that year. In other words, the ceiling of 50 per cent on filling up of reserved posts would apply only on the reserved posts which arise in the current year and the backlog/carried forward reserved posts for SCs/STs of earlier years would be treated as a separate and distinct group and would not be subject to any ceiling. However, backlog and /or carried forward reservation will automatically lapse in a cadre as soon as combined representation of a reserved category in direct recruitment is either equal to or more than the prescribed number of reserved posts in the relevant post-based rosters. (Annexure-V).

2.1.8 Concessions & relaxations available to SCs, STs and OBCs in Direct Recruitment:

a) The Upper age limit prescribed for Direct Recruitment has been relaxed by five years in respect of candidates belonging to Scheduled Castes and Scheduled Tribes.

b) Period of experience prescribed is relaxable at the discretion of Competent Authority in case of SC/ST candidate.

c) The Upper age limit prescribed for Direct Recruitment has

been relaxed by three years in respect of candidates belonging to Other Backward Classes

d) All Scheduled Tribe candidates who appear in the written

test for the post of Engineer Trainees are called for interview irrespective of their written test score

e) All SC/ST candidates are exempted from application fee.

f) There is no relaxation in minimum qualification and / or minimum number of marks / grade / percentage in the prescribed level of qualification for SC/ST candidates for eligibility for the post of Engineer Trainee / Executive Trainee.

g) The SC/ST candidates called for interview are paid Traveling

Allowance as per rules.

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2.2 PROMOTION i) In BHEL, all SC/ST employees up to E1 level, who fulfill minimum

eligibility period in terms of length of service in a grade are promoted to the next grade unless they are found unfit for promotion on account of misconduct or poor work performance or habitual absenteeism etc.

Percentage reservation for persons belonging to Scheduled Castes and Scheduled Tribes in Promotion is given as under:

SC ST

(i) For cadre change promotions from (i) Attendant/SSW to Clerical/Artisan cadre (ii) Workers to Supervisor and (iii) Supervisor to Executive cadre

15% 7.5%

2.2.2 Concession for SCs/STs in Promotion

All SC/ST employees upto to E1grade who are due for promotions and where reservation is applicable , will be given 5 additional marks for being evaluated on relaxed standards as per DOPT’s further O.M. No. 36012/23/96-Estt.(Res.)-Vol.II dated 3rd Oct., 2000 (Annexure-VI).

2.2.3 Roster for Promotion

200 point roster as per OM No. 36012/2/96-Estt.(Res) dated 2nd July, 1997 (Annexure-II) is applicable for each of the cadre change promotions.

3.0 Reservation for Persons with Disabilities in Direct Recruitment & Promotion

As per the Persons with Disabilities (Equal Opportunities, Protection of Rights and Full Participation) Act, 1995 & Rules, 1996 every appropriate Government ( In case of BHEL every appointing authority) shall appoint in every establishment such percentage of vacancies not less than three percent for persons or class of persons with disability of which one percent, each shall be reserved for persons suffering from

i) Blindness or low vision ii) Hearing impairment; iii) Locomotor disability or cerebral palsy,

The DOPT O.M. No. 36035/4/99-Estt. (Res.) dated 29th March,2000 clarifying as to whether 3% reservation for persons with disabilities would be with reference to identified posts only or to the total sanctioned strength in the cadre is at Annexure VII

The DOPT O.M. No. 36025/03/97-Estt.(Res.) dated 4 th July, 1997 clarifying the points to be reserved for the Physically Handicapped employees in the promotion roster is at Annexure VIII

4.0 Reservation for Ex-Servicemen

For Direct Recruitment in Groups C and D posts there is a reservation of 14.5% and 24.5% respectively for Ex-Servicemen. (Annexure-IX)

List of Annexures :

Annexure 1 : List for whom reservation doesnot apply. Annexure 2 : GOI OM dated 2nd July 1997 on post based reservation roaster Annexure 3 : Form of certificate to be produced by SC/ST

candidate in support of his claim Annexure 4 : Form of certificate to be produced by OBC candidate in support of his claim Annexure 5 : GOI OM dated 20th July 2000 on treatment of backlog vacancies reserved for SCs/STs Annexure 6 : GOI OM dated 3rd October 2000 on reservation in promotion -prescription of lower qualifying marks/lesser standard of evaluation Annexure 7 : GOI OM dated 29th March 2000 on clarification on reservation for persons with disability. Annexure 8 : GOI OM dated 4th July 1997 on reservation on physically handicapped in the post filled by promotion Annexure 9 : GOI DO letter dated 15th June 1991 on reserved vacancies for ex-service men

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A:2 STANDARD EXECUTIVE DESIGNATIONS The following scheme of standardized designations is

applicable to the various levels of Executives of the Company. 1. TOP MANAGEMENT POSTS BOARD LEVEL SALARY GRADES (Rs.) DESIGNATIONS 80000-125000 Chairman & Managing Director 75000-100000 Director (s) OTHER THAN BOARD LEVEL S.G.

No. SALARY GRADES (Rs.) DESIGNATIONS

E9 62000-80000 Executive Director E8 51300-73000 General Manager I/C /

Group General Manager General Manager ( ) / Chief ( )

2. OTHER THAN MEDICAL AND SECURITY DEPARTMENTS S.G.

No. SALARY GRADES (Rs.) DESIGNATIONS

E7 51300-73000 Addl. General Manager( ) E6A

E6 51300-73000 43200-66000

Sr. Dy. General Manager( ) Dy. Gen. Manager/ Specialist

E5 43200-66000 Sr. Manager ( ) / Specialist E4 36600-62000 Manager ( ) E3 32900-58000 Dy. Manager ( ) E2 29100-54500 Sr.( ) Officer / Sr.( ) Engineer/

Sr Executive ( ) E1

ET

24900-50500 20600-46500

( ) Officer / ( ) Engineer/ Executive ( ) Executive Trainee

(Revision of Pay vide Corporate HR Circular No. 005/IRX/2010 dated 06-02-2010)

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3. MEDICAL DEPARTMENT- Designations of Doctors

Grade General Category Specialist Category E1 Medical Officer Medical Officer E2 Sr. Medical Officer Sr. Medical Officer E3 Dy. Manager (Medical) Dy. Manager

(Specialisation) E4 Manager ( Medical) Specialist (Specialisation)

E5 Sr Manager ( Medical) Sr Specialist (Specialisation)

E6 DGM (Medical) Consultant (Specialisation)

E6A Sr DGM (Medical) Sr Consultant (Specialisation)

E7 AGM (Medical) Head (Specialisation) E8 Chief Medical Services -------

Note: Doctors heading the medical function in aunit in E4 grade and above but below E8 will be designated as Medical Superintendent ( ) Parenthesis to indicate Functional Denominations.

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A:3 STANDARD NON-EXECUTIVE DESIGNATIONS

The following are the standard designations applicable to the various levels of Non-Executives of the Company:

Category - Non Supervisors (Technical) AI Rs. 260-350 (1.9.73)

Rs. 335-8-455 (1.9.78)

Rs. 550-11-715 (1.9.82) Unskilled worker

Rs. 1086-20-1386 (1.9.86) Sanitary Worker Gr.II

Rs. 2130-40-2970 (1.1.92) Catering Attendant Gr.II

Rs.4200-100-4500 : : EB-4550-11-6530

(1.1.97)

Rs.10500-21000 (1.1.07)

AII Rs. 275-395 (1.9.73) Semi skilled worker

Rs. 350-9-404-10-524 (1.9.78) Sanitary worker Gr.I

Rs. 565-13-613-15-823(1.9.82) Catering Attendent Gr.I

Rs. 1101-23-1239-26-1551 (1.9.86) Assistant Cook

Rs. 2185-45-2455-50-3205 (1.1.92) Rs. 4400-110-4730:

:EB-4785-130-7125 ( 1.1.97)

Assistant Cook Mistry Gr.III Assistant Fireman

Rs. 11000-22000 (1.1.07)

AIII Rs. 320-450 (1.9.73) Artisan Gr.IV

Rs. 395-10-455-12-587(1.9.78) Draughtsman Gr. IV

Rs. 610-16-706-18-904(1.9.82) Lab. Assistant Gr. IV

Rs. 1146-27-1308-30-1638 (1.9.86) Dark Room Asstt. Gr. IV

Rs. 2335-52-2647-57-3445 (1.1.92)

Rs. 4800-130-5190:

:EB-5255-150-7805(1.1.97)

Store Keeper Gr. IV Auxiliary Worker Gr. IV Artisan Gr. IV (civil ) Mistry Gr.II Mechanic Gr. IV Telephone Operator Gr.IV (Bhopal Only) Operator Gr. IV Fireman Gr. IV Asstt. Inspector Gr. IV (Sanitation) Caterer Gr. IV Driver Gr. IV

Rs. 11700-23000 (1.1.07)

AIV Rs. 340-490 (1.9.73) Artisan Gr.III

Rs. 415-12-451-13-620(1.9.78) Draughtsman Gr.III

Rs. 630-20-690-22-976(1.9.82) Lab. Asstt. Gr.III

Rs. 1166-32-1262-36-1730 1.9.86) Dark Room Asstt. Gr. III

Rs. 2410-62-2596-67-3534 (1.1.92) Rs.5000-150-5450:

:EB-5525-175-7975(1.1.97) Store Keeper Gr.III Artisan Gr.III (Civil) Auxiliary Worker Gr. III Mistry Gr.I Mechanic Gr.III Telephone Operator Gr.III (Bhopal only) Operator Gr.III Fireman Gr.III Asstt. Inspector Gr.III (Sanitation) Caterer Gr. III Driver Gr.III

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AIV Fireman Gr.III Asstt. Inspector Gr.III (Sanitation) Caterer Gr. III Driver Gr.III

Rs. 12000-24000 (1.1.07)

AV Rs. 390-540 (1.9.73) Artisan Gr. II Rs. 460-15-685 (1.9.78) Draughtsman Gr.II Rs. 675-24-1083 (1.9.82) Lab. Asstt. Gr. II Rs. 1211-40-1891 (1.9.86) Dark Room Asstt. Gr. II Rs. 2560-75-3910 (1.1.92)

Rs.5350-175-5875:

:EB-5965-190-8815(1.1.97)

Asstt. Photographer Gr.II Store Keeper Gr. II Artisan Gr. II (Civil) Auxiliary Worker Gr. II Mechanic Gr.II Telephone Operator Gr. II (Bhopal Only) Operator Gr. II Fireman Gr. II Asstt. Inspector Gr. II (Sanitation) Driver Gr. II

Rs.12200-25000 (1.1.07)

AVI Rs. 470-644 (1.9.73) Artisan Gr. I Rs. 540-18-666-21-792(1.9.78) Draughtsman Gr.I Rs.755-28-951-30-1191 (1.9.82) Lab. Asstt. Gr.I Rs. 1291-45-1606-48-1990 (1.9.86) Dark Room Asstt. Gr. I Rs. 2800-84-3388-90-4288 (1.1.92)

Rs.5750-190-6320:

:EB-6415-205-9285 ( 1.1.97)

Asstt. Photographer Gr. I Store Keeper Gr. I Artisan Gr. I (Civil) Auxiliary Worker Gr. I Mechanic Gr. I Telephone Operator Gr. I (Bhopal only) Operator Gr. I Fireman Gr. I Asstt. Inspector Gr. I (Sanitation) Driver Gr. I

Rs. 12350-28000 (1.1.07)

AVII Rs. 520-760 (1.9.73) Technician Rs. 580-21-622-25-947 (1.9.78) Sr. Draughtsman Gr. III

Sr. Lab Asstt. Gr. III Rs. 800-32-864-37-1345 (1.9.82) Sr. Store Keeper Gr. III

Rs. 1875-60-1995-70-2905 (1.1.87) Technician (Civil)

Rs. 3000-105-3735-110-5055 (1.1.92) Rs. 6000-210-6630:

:EB-6780-230-10160 (1.1.97)

Sr. Mechanic Gr. III Sr. Operator Gr. III Sr. Fireman Gr. III Driver Special Grade Loco Driver Gr. III Photographer Gr. III Sr. Sanitation Asstt. Gr. III

Rs.12400-30500 (1.1.07)

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AVIII Rs. 610-910 (1.9.73) Sr. Technician

Rs. 665-27-719-30-1049 (1.9.78) Sr. Draughtsman Gr. II

Rs. 880-42-964-48-1492 (1.9.82) Sr. Lab Asstt. Gr. II

Rs. 2075-70-2215-80-3255 (1.1.87) Sr. Store Keeper Gr. II

Rs. 3200-110-3970-120-5290 (1.1.92)

Rs.6500-230-7190:

:EB-7350-245-10640(1.1.97)

Sr. Technician (Civil) Sr. Mechanic Gr. II Sr. Operator Gr. II Sr. Fireman Gr. II Loco Driver Gr.II Photographer Gr. II Sr. Sanitation Asstt. Gr. II

Rs. 12600-32500 (1.1.07)

AIX Rs. 700-1100 (1.9.73) Master Technician

Rs. 750-35-1205 (1.9.78) Sr. Draughtsman Gr.I

Rs. 965-52-1225-55-1665 (1.9.82) Sr. Lab Asstt. Gr. I

Rs. 2300-80-2700-100-3700 (1.1.87) Sr. Store Keeper Gr. I

Rs. 3375-120-4335-140-5735 (1.1.92)

Rs.7000-245-7735:

:EB-7900-260-12000 (1.1.97)

Master Technician (Civil) Sr. Mechanic Gr. I Sr. Operator Gr. I Sr. Fireman Gr. I

Rs.16400-40500 (1.1.07)

AIXA Rs.8600-350-14600 (1.1.2000) Loco Driver Gr. I Photographer Gr.I Sr. Sanitation Asstt. Gr. I

Rs.16400-40500 (1.1.07)

AX Rs. 2400-105-2925-115-4075 (25.6.88) Rs.3800-160-4600-170-6980 (1.1.92) Rs.10335-415-17390 (1.1.97)

General Technician General Draughtsman

Rs.24500-45000 (1.1.07) General Lab Asstt. General Store Keeper General Technician (Civil) General Mechanic General Operator General Fireman General Loco Driver General Photographer General Sanitation Asstt.

AXI Rs. 2525-130-4605 (25.6.88) Rs. 4050-200-7650 (1.1.92) Rs.11580-460-18020(1.1.97) Rs.27500-53000 (1.1.07)

Chief Technician Chief Draughtsman Chief Lab Asstt. Chief Store Keeper Chief Technician (Civil) Chief Mechanic Chief Operator Chief Fireman Chief Loco Driver Chief Photographer Chief Sanitation Asstt.

AXII Rs.30500-56000 (25.06.10) Sr. Chief Technician Sr. Chief Draughtsman Sr. Chief Lab Asstt. Sr. Chief Store Keeper Sr. Chief Technician (Civil) Sr. Chief Mechanic Sr. Chief Operator Sr. Chief Fireman Sr. Chief Loco Driver Sr. Chief Photographer Sr. Chief Sanitation Asstt

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Category - Non Supervisory (Non Technical) BI Rs. 260-350 (1.9.73) Attendant Gr.II

Rs. 335-8-455 (1.9.78) Mali Gr.II

Rs. 550-11-715 (1.9.82) Hospital Attendant Gr. II

Rs. 1086-20-1386 (1.9.86) Chowkidar

Rs. 2130-40-2970 (1.9.92) Rs.4200-100-4500:

:EB-4550-110-6530 (1.1.97)

Rs.10500-21000 (1.1.07)

BII Rs. 270-390 (1.9.73) Attendant Gr. I Rs. 345-9-498 (1.9.78) Duftary Rs. 560-13-781 (1.9.82) Mali Gr. I Rs. 1096-23-1487 (1.9.86) Hospital Attendant Gr. I Rs. 2170-45-3115 (1.1.92)

Rs.4400-110-4730: :EB-4785-130-7125(1.1.97)

Roneo Operator Gr. I Security Guard Attendant Gr. I (Estate) Jr. Dresser

Rs.11000-22000 (1.1.07)

BIII Rs. 320-477 (1.9.73) Clerk Rs. 395-10-465-12-609 (1.9.78) Telephone Operator Rs. 610-16-722-18-938 (1.9.78) EDP Operator Gr.III Rs. 1146-27-1335-30-1695 (1.9.86) Time Keeper Gr. III Rs. 2335-52-2699-57-3440 (1.1.92)

Rs.4800-130-5190: :EB-5255-150-7805(1.1.97)

Security Sub Inspector Gr. III Asstt. Estate Inspector Gr. III Jr. Medical Technician Gr. III Pharmacist Gr. III Mid Wife Gr. III Vaccinator Gr. III Sr. Dresser Gr. III Sr. Security Guard Gr. III

Rs.11700-23000 (1.1.07)

BIV Rs. 345-535 (1.9.73) Asstt Gr. II Rs. 420-12-456-14-680 (1.9.78) Sr. Telephone Operator Gr. II Rs. 635-20-695-23-1063 (1.9.82) Receptionist Gr. II Rs. 1171-32-1267-37-1859 (1.9.86) Stenographer Rs. 2420-62-2606-70-3796 (1.1.92)

Rs.5020-155-5485: :EB-5560-175-8535 (1.1.97)

EDP Operator Gr. II Time Keeper Gr. II Asstt. Supervisor Gr. II (Canteen/ Guest House) Sr. Security Guard Gr. II Security Sub-Inspector Gr. II Asstt. Estate Inspector Gr. II Jr. Medical Technician Gr. II Pharmacist Gr. II Mid Wife Gr. II Vaccinator Gr. II Sr. Dresser Gr. II

Rs.12000-24000 (1.1.07)

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BV Rs. 390-550 (1.9.73) Nurse Gr. II Rs. 460-15-685 (1.9.78)

Rs. 675-24-1083 (1.9.82) Rs. 1211-40-1891 (1.9.86) Rs. 2560-75-3910 (1.1.92) Rs.5350-175-5875: :EB-5965-190-8815 (1.1.97)

Rs. 12200-25000 (1.1.07)

BVI Rs. 475-751 (1.9.73) Asstt. Gr. I Rs. 545-18-635-23-865 (1.9.78) Sr. Stenographer Rs. 760-28-900-33-1230 (1.9.86) EDP Operator Gr. I Rs. 1296-45-1521-51-2031 (1.9.86) Time Keeper Gr. I Rs. 2815-84-3403-95-4353 (1.1.92)

Rs.5775-190-6345:

:EB-6440-210-9380(1.1.97)

Asstt. Supervisor Gr. I (Canteen/ Guest House) Asstt. Cashier Security Sub Inspector Gr. I Asstt. Estate Inspector Gr. I Jr. Medical Technician Gr. I Nurse Gr. I Pharmacist Gr. I Mid Wife Gr. I Vaccinator Gr. I Sr. Dresser Gr. I Sr. Security Guard Gr. I Sr. Telephone Operator Gr. I Receptionist Gr. I

Rs.12350-28000 (1.1.07)

BVII Rs. 540-868 (1.9.73) Sr. Asstt. Gr. III Rs. 580-21-622-25-947 (1.9.78) Sr. Planning Asstt. Gr. III

(Bhopal Only) Rs. 800-32-864-37-1345 (1.9.82) Personal Asstt. Gr. III Rs. 1875-60-1995-702905 (1.1.87) Sr. EDP Operator Gr. III Rs 3000-105-3735-110-5055 (1.1.92)

Rs.6000-210-6630:

:EB-6780-230-10160(1.1.97)

Sr. Time Keeper Gr. III Sr. Asstt. (Canteen) Gr. III Sr. Asstt.(Guest-House)Gr. III Sr. Asstt. Cashier Gr. III Sr. Security Sub Inspector Gr. III Sr. Estate Asstt. Gr. III Sr. Medical Asstt. Gr. III Sr. Nurse Gr. III Sr. Pharmacist Gr. III Sr. Telecom Asstt. Gr. III Sr. Receptionist Gr. III

Rs.12400-30500 (1.1.07)

BVIII Rs. 625-946(1.9.73) Sr. Asstt. Gr. II Rs. 665-27-719-30-1049 (1.9.78) Sr. Planning Asstt. Gr. II

(Bhopal Only)

to Section A1 A1A A2 A3 A4 A5

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BVIII Rs. 880-42-964-48-1492 (1.9.82) Personal Asstt. Gr. II Rs. 2075-70-2215-80-3255 (1.1.87) Sr. EDP Operator Gr. II Rs. 3200-110-3970-120-5290 (1.1.92)

Rs.6500-230-7190:

:EB-7350-245-10640(1.1.97)

Sr. Time Keeper Gr.II Sr. Asstt (Canteen) Gr. II Sr. Asstt (Guest House) Gr. II Sr. Asstt Cashier Gr.II Sr. Security Sub Inspector Gr. II Sr. Estate Asstt. Gr. II Sr. Medical Asstt. Gr. II Sr. Nurse Gr. II Sr. Pharmacist Gr. II Sr. Telecom Asstt. Gr. II Sr. Receptionist Gr. II

Rs. 12600-32500 (1.1.07)

BIX Rs. 700-1100 (1.9.73) Sr. Asstt. Gr. I Rs. 750-35-1205 (1.9.78) Sr. Planning Asstt. Gr. I (Bhopal Only) Rs. 965-52-1225-55-1665 (1.9.82) Personal Asstt. Gr. I Rs. 2300-80-2700-100-3700 (1.1.87) Sr. EPD Operator Gr. I Rs. 3375-120-4335-140-5735 (1.1.92)

Rs.7000-245-7735:

:EB-7900-260-12000(1.1.97)

Sr. Time Keeper Gr. I Sr. Asstt. (Canteen) Gr. I Sr. Asstt. (Guest-House) Gr.I Sr. Asstt. Cashier Gr. I Sr. Sec. Sub Inspector Gr. I

Rs.16400-40500 (1.1.07)

BIXA Rs.8600-350-14600 (1.1.2000) Sr. Estate Asstt. Gr.I Sr. Medical Asstt. Gr. I Sr. Nurse Gr. I Sr. Pharmacist Gr. I Sr. Telecom Asstt. Gr. I Sr. Receptionist Gr. I

Rs.16400-40500 (1.1.07)

BX Rs.2400-105-2925-115-4075 (25.6.88) General Asstt. Rs. 3800-160-4600-170-6980 (1.1.92)

Rs.10335-415-17390(1.1.97) General Planning Asstt. (Bhopal Only)

Rs.24500-45000 (1.1.07) General Personal Asstt. General EDP Operator General Time Keeper General Asstt. (Canteen) General Asstt. (Guest-House) General Cashier General Estate Asstt. General Medical Asstt. General Nurse General Pharmacist General Telecom Asstt. General Receptionist

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BXI Rs. 2525-130-4605 (25.6.88) Chief Asstt. Rs. 4050-200-7650 (1.1.92)

Rs.11580-460-18020(1.1.97) Rs.27500-53000 (1.1.07)

Chief Planning Asstt. (Bhopal Only) Chief Personal Asstt. Chief EDP Operator Chief Time Keeper Chief Asstt. (Canteen) Chief Asstt. (Guest House) Chief Cashier Chief Medical Asstt. Chief Nurse Chief Pharmacist Chief Telecom Asstt. Chief Receptionist.

BXII Rs.30500-56000 (25.06.10) Sr. Chief Asstt. Sr. Chief Planning Asstt. (Bhopal Only) Sr. Chief Personal Asstt. Sr. Chief EDP Operator Sr. Chief Time Keeper Sr. Chief Asstt. (Canteen) Sr. Chief Asstt. (Guest House) Sr. Chief Cashier Sr. Chief Medical Asstt. Sr. Chief Nurse Sr. Chief Pharmacist Sr. Chief Telecom Asstt. Sr. Chief Receptionist.

to Section A1 A1A A2 A3 A4 A5

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Category - Supervisory (Technical) Change of Designations ( vide Corp HR Circular No.015/IRX/2008 dated 16/04/08 & Circular NO.022/IRX/2008 dated 05/06/08 & No.004/IRX/2009 dated 11/02/2009)

S-0 Rs 5600-150-8600 (20.8.05) Rs.12300-26000 (1.1.07)

Supervisor Trainee / Assistant Chargeman / Assistant Engineer Gr.III Assistant Officer (Translation) Gr.III

SAI Rs. 520-760 (1.9.73) Charge man / Assistant Engineer Gr.II Technical Asstt. Gr. III / Assistant Engineer (Technical) Gr.II Design Asstt. Gr. III / Assistant Engineer (Design) Gr.II Scientific Asstt. Gr. III / Assistant Engineer ( Scientific) Gr.II Store Holder Gr. III / Assistant Engineer (Stores) Gr.II Charge man (Civil) / Assistant Engineer (Civil) Gr.II Technician Gr.III Fire Supervisor Gr. III Assistant Engineer (Fire Services) Gr.II Inspector Gr. III (Sanitation) Assistant Engineer (Sanitation) Gr.II Supervisor Horticulture Gr.III Assistant Engineer (Horticulture) Gr.II Stock Verifier Gr.III Assistant Engineer (Stock Verification) Gr.II

Rs. 580-21-622-25-947 (1.9.78) Rs. 800-32-864-37-1345 (1.9.82) Rs. 1875-60-1995-70-2905 (1.1.87) Rs.3000-105-378\35-110-5055 (1.1.92)

Rs.6000-210-6630: :EB-6780-230-10160 (1.1.97) Rs. 12400-30500 (1.1.07)

SAII Rs. 610-910 (1.9.73) Asstt. Foreman/Assistant Engineer Gr.I

Technical Asstt. Gr. II /Assistant Engineer (Technical)Gr.I Design Asstt. Gr. II /Assistant Engineer (Design) Gr.I Scientific Asstt. Gr. II /Assistant Engineer ( Scientific) Gr.I Store Holder Gr. II /Assistant Engineer (Stores) Gr.I Asstt. Foreman (Purchase) /Assistant Engineer (Purchase) Gr.I Asstt Foreman (Civil) /Assistant Engineer (Civil) Gr.I Technician Gr. II Lecturer Gr. II /Lecturer Gr. II Fire Supervisor Gr. II Assistant Engineer (Fire Services) Gr.I Inspector Gr. II (Sanitation) Assistant Engineer (Sanitation) Gr.I Supervisor Horticulture Gr.II Assistant Engineer (Horticulture) Gr.I Stock Verifier Gr.II Assistant Engineer (Stock Verification) Gr.I

Rs. 665-27-719-30-1049 (1.9.78) Rs. 880-42-964-48-1492 (1.9.82) Rs. 2075-70-2215-80-3255 (1.1.87) Rs 3200-110-3970-120-5290 (1.1.92)

Rs.6500-230-7190:EB-7350-245-10640(1.1.97) Rs. 12600-32500 (1.1.07)

JE Rs. 600-1100 (1.9.73)

Rs. 650-35-1105 (1.9.78) Rs. 875-5f2-1135-55-1575 (1.9.82) Rs. 2060-80-2460-100-3460 (1.1.87) Rs. 3185-120-4145-140-5545 (1.1.92) Rs.6470-245-11270 (1.1.97) Rs. 12500-32200 (1.1.07)

Junior Engineer

SAIII

& SAIIIA

Rs. 700-1100 (1.9.73) Foreman / Dy Engineer Technical Asstt. Gr. I/Dy Engineer (Technical) Design Asstt. Gr. I / Dy Engineer ( Design) Scientific Asstt. Gr. I / Dy Engineer ( Scientific) Store Holder Gr. I / Dy Engineer (Stores) Foreman (Purchase) / Dy Engineer (Purchase) Lecturer Gr. I /Lecturer Gr. I Foreman (Civil) / Dy Engineer (Civil) Technician Gr. I Fire Supervisor Gr. I/ Dy Engineer ( Fire Services) Inspector Gr. I (Sanitation) Dy Engineer (Sanitation) Supervisor Horticulture Gr. I Dy Engineer (Horticulture) Stock Verifier Gr. I Dy Engineer (Stock Verification)

Rs. 750-35-1205 (1.9.78) Rs. 965-52-1225-55-1575 91.9.82) Rs. 2300-80-2700-100-3700 (1.1.87) Rs. 3375-120-4335-140-5735 (1.1.92)

Rs.7000-245-7735:

:EB-7900-260-12000 (1.1.97)

Rs.8600-350-14600 (1.1.2000) Rs. 16400-40500 (1.1.07)

to Section A1 A1A A2 A3 A4 A5

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Change of Designations ( vide Corp HR Circular No.015/IRX/2008 dated 16/04/08& Circular NO.022/IRX/2008 dated 05/06/08)

SAIV Rs. 725-1325 (1.9.73) Rs. 775-40-1375 (1.9.78) Rs. 1100-60-1940 (1.8.82) Rs. 2500-120-4300 (1.1.87) Rs. 4000-175-7150 (1.1.92) Rs. 10750-430-16750 (1.1.97) Rs. 11225-450-17525 (1.1.2000) Rs. 24900-50500 (1.1.07)

General Foreman / Additional Engineer Gr.II

SAV Rs. 1050-1650 (1.9.73)

Rs. 1075-50 1675 (1.9.78) Rs. 1450-60-1750-70-2240 (1.8.82) Rs. 3450-140-4570-150-5470 (1.1.87) Rs. 4800-200-5800-250-8300 (1.1.92) Rs.12500-500-18100 (1.1.97) Rs. 13750-550-18300 ( 1.1.2000) Rs. 29100-54500 (1.1.07)

Executive Foreman / Additional Engineer GR.I

SAVI Rs. 3700-140-4400-150-5900 (25.6.91) Sr. Executive Foreman / Sr.

Additional Engineer GR.II Rs. 5400-225-6300-250-9050 (1.1.92)

Rs.13000-520-18250 ( 1.1.97) Rs.14500-580-18700 ( 1.1.2000) Rs. 32900-58000 (1.1.07)

SAVII Rs. 6500-250-7500-275-9425(25.6.95)

Rs. 14500-580-18700 (1.1.97)

Rs. 16000-640-20800 (1.1.2000) Rs. 36600-62000 (1.1.07)

General Executive Foreman / Sr. Additional Engineer GR.I

SAVIII Rs. 36600-62000 (25.06.10) Executive Additional Engineer Gr.II

to Section A1 A1A A2 A3 A4 A5

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Category - Supervisory ( Non-Technical) Change of Designations ( vide Corp HR Circular No.015/IRX/2008

dated 16/04/08 & Circular NO.022/IRX/2008 dated 05/06/08) SBI Rs. 540-860(1.9.73) Asstt. Office Superintendent /Asst. Officer Gr.II Rs. 580-21-622-25-

947(1.9.78) Private Secretary Gr.III /Asst. Officer (PS) Gr.II

Rs. 800-32-864-37-1345(1.9.82)

Media Assistant Gr.III /Asst. Officer (Media) Gr.II

Rs. 1875-60-1995-70-2905(1.1.87)

Public Relations Asstt.Gr.III Asst. Officer (Public Relations) Gr.II

Rs. 3000-105-3735-110-5055 (1.1.92) Rs.6000-210-6630:

:EB-6780-230-10160 (1.1.97)

Rs. 12400-30500 (1.1.07)

Labour Welfare SupervisorGr.III Asst. Officer (Labour Welfare) Gr.II Cashier Gr.III /Asst. Officer (Cash) Gr.II Accountant /Asst. Officer (Accounts) Gr.II Probationary Accountant / Probationary Accountant Buyer Gr.III / Asst. Officer (Buyer) Gr.II EDP Assistant Gr.III /Asst. Officer (EDP) Gr.II Translator Gr.III /Asst. Officer (Translation) Gr.II Librarian Gr.III /Asst. Officer (Library) Gr.II Supervisor Gr.III (Canteen/Guest House) / Asst. Officer (Canteen/Guest House) Gr.II Hostel Warden Gr.III /Asst. Officer (Hostel Warden) Gr.II Security Inspector Gr.III/ Security Inspector Gr.III Estate Inspector Gr.III /Asst. Officer (Estate) Gr.II Sister /Asst. Officer (Nursing) Gr.II Physiotherapist Gr.III /Asst. Officer (Physiotherapy)Gr.II Refractionist Gr.III /Asst. Officer (Refractionist) Gr.II Orthoptist Gr.III /Asst. Officer (Orthoptist) Gr.II Medical Technician Gr.III /Asst. Officer (Med.Tech) Gr.II Supervisor Gr.III (Pharma) /Asst. Officer (Pharma) Gr.II Orthopaedist Gr III / Asst. Officer(Orthopaedist ) Gr II Medical Technician Audiology/Radiology Asst. Officer ( Audiology / Radiology) Gr II Biochemist Gr. III / Asst. Officer( Bio chemist )Gr II Medico Social worker Gr.III / Asst. Officer( Medico Social) Gr II Supervisor Gr.III Public Health / Asst. Officer (Public Health) Gr II Protocol Incharge Gr III/ Asst. Officer ( Protocol) Gr II Statistician Gr.III / Asst. Officer (Statistics) Gr II

SBII Rs. 625-946(1.9.73) Office Superintendent

Asst. Officer Gr.I Rs. 665-27-719-30-1049

(1.9.78) Private Secretary Gr.II Asst. Officer (PS) Gr.I

Rs. 880-42-964-48-1492 (1.9.82)

Media Assistant Gr.II Asst. Officer (Media) Gr.I

Rs. 2075-70-2215-80-3255 (1.1.87)

Public Relations Asstt.Gr.II Asst. Officer (Public Relations) Gr.I

Rs. 3200-110-3970-120-5290 (1.1.92)

Rs.6500-230-7190:

:EB-7350-245-10640(1.1.97)

Rs. 12600-32500 (1.1.07)

Labour Welfare Supervisor Gr.II Asst. Officer (Labour Welfare) Gr.I Cashier Gr.II Asst. Officer (Cash) Gr.I Sr.Accountant Gr.II/ Accountant Asst. Officer (Accounts) Gr.I Buyer Gr.II /Asst. Officer (Buyer) Gr.I EDP Assistant Gr.II Asst. Officer (EDP) Gr.I Translator Gr.II

Asst. Officer (Translation) Gr.I Librarian Gr.II Asst. Officer (Library) Gr.I Supervisor Gr.II (Canteen/Guest House) Asst. Officer (Canteen/Guest House) Gr.I Hostel Warden Gr.II /Asst. Officer (Hostel warden ) Gr.I Security Inspector Gr.II /Security Inspector Gr.II Estate Inspector Gr.II Asst. Officer (Estate) Gr.I Asstt. Matron /Asst. Officer (Nursing) Gr.I Physiotherapist Gr.II Asst. Officer (Physiotherapy) Gr.I Refractionist Gr.II Asst. Officer (Refractionist) Gr.I Orthoptist Gr.II Asst. Officer (Orthoptist) Gr.I Orthopaedist Gr.II /Asst. Officer (Orthopaedist) Gr.I Medical Technician Gr.II Asst. Officer (Med.Tech.) Gr.I Supervisor Gr.II(Pharma) Asst. Officer (Pharma) Gr.I Medical Technician Audiology/Radiology / Asst. Officer ( Audiology / Radiology) Gr I Biochemist Gr. II / Asst. Officer( Bio Chemist )Gr I Medico Social worker Gr.II / Asst. Officer ( Medico Social) Gr I Supervisor Gr.II Public Health / Asst. Officer (Public Health) Gr I Protocol Incharge Gr II/ Asst. Officer ( Protocol) Gr I Statistician Gr.II/ Asst. Officer (Statistics) Gr I

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Change of Designations ( vide Corp HR Circular No.015/IRX/2008 dated 16/04/08 & Circular NO.022/IRX/2008 dated 05/06/08)

JE Rs.600-1100 (1.9.73) Junior Executive Rs.650-35-1105 (1.9.78)

Rs.875-52-1135-55-1575 (1.9.82) Rs.2060-80-2460-100-3460 (1.1.87) Rs.3185-120-4145-140-5545 (1.1.92) Rs.6470-245-11270 (1.1.97) Rs. 12500-32200 (1.1.07)

SBIII Rs.700-1100 (1.9.73) Sr. Office Superintendent

Dy. Officer Rs.750-35-1205 (1.9.78) Private Secretary Gr.I

Dy. Officer (PS) Rs.965-52-1225-55-1665

(1.9.82) Media Assistant Gr.I Dy. Officer (Media)

Rs 2300-80-2700-100-3700 (1.1.87)

Public Relations Asstt.Gr.I Dy. Officer (Public Relations)

Rs.3375-120-4335-140-5735 (1.1.92) Rs.7000-245-7735 : : EB-7900-260-12000 (1.1.97) Rs. 16400-40500 (1.1.07)

Labour Welfare Supervisor Gr.I /Dy. Officer (Labour Welfare) Cashier Gr.I /Dy. Officer (Cash) Sr. Accountant Gr.I /Dy. Officer (Accounts) Sr. Accountant /Dy. Officer (Accounts) Buyer Gr.I /Dy. Officer (Buyer)

SBIIIA Rs.8600-350-14600 ( 1.1.2000) Rs. 16400-40500 (1.1.07)

EDP Assistant Gr.I /Dy. Officer (EDP) Translator Gr.I /Dy. Officer (Translation) Librarian Gr.I /Dy. Officer (Library) Supervisor Gr.I (Canteen/Guest House) / Dy. Officer (Canteen/Guest House) Hostel Warden Gr.I /Dy. Officer (Hostel warden) Gr I Security Inspector Gr.I /Security Inspector Gr.I Estate Inspector Gr.I /Dy. Officer (Estate) Matron /Dy. Officer (Nursing) Physiotherapist Gr.I /Dy. Officer (Physiotherapy) Refractionist Gr.I /Dy. Officer (Refractionist) Orthoptist Gr.I /Dy. Officer (Orthoptist) Medical Technician Gr.I /Dy. Officer (Med.Tech.) Supervisor Gr.I (Pharma) /Dy. Officer (Pharma) Orthopaedist Gr I / Dy. Officer (Orthopaedist) Med Tech Audiology/ Radiology / Dy Officer (Audiology/Radiology) Bio Chemist Gr I / Dy Officer(Bio Chemist) Medico Social Worker Gr I / Dy. Officer (Medico Social) Supervisor Gr I Public Health / Dy.Officer (Public Health) Protocol In Charge Gr I / Dy. Officer (Protocol) Statistician Gr I / Dy. Officer (Statistics)

SBIV Rs.725-1325 (1.9.73)

Rs.775-40-1375 (1.9.78) Rs.1100-60-1940 (1.8.82) Rs.2500-120-4300 (1.1.87) Rs.4000-175-7150 (1.1.92) Rs.10750-430-16750 (1.1.97) Rs.11225-450-17525 (1.1.2000)

Chief Supervisor Additional Officer Gr.II

Rs. 24900-50500 (1.1.07)

SBV Rs.1050-1650 (1.9.73)

Rs.1075-50-1675 (1.9.78) Rs.1450-60-1750-70-2240 (1.8.82) Rs.3450-140-4570-150-5470 (1.1.87) Rs.4800-200-5800-250-8300 (1.1.92) Rs.12500-500-18100 (1.1.97) Rs.13750-550-18300 (1.1.2000) Rs. 29100-54500 (1.1.07)

Executive Supervisor Additional Officer Gr.I

SBVI Rs.3700-140-4400-150-

5900 (25.6.91) Rs.5400-225-6300-250-9050 (1.1.92) Rs.13000-520-18250 (1.1.97) Rs.14500-580-18700 (1.1.2000) Rs. 32900-58000 (1.1.07)

Sr. Executive Supervisor Sr. Additional Officer Gr.II

SBVII Rs.6500-250-7500-275-

9425 (25.6.95)

Rs.14500-580-18700 (1.1.97)

Rs.16000-640-20800 (1.1.2000) Rs. 36600-62000 (1.1.07)

General Executive Supervisor Sr. Additional Officer Gr.I

SBVIII Rs. 36600-62000

(25.06.10) Executive Additional Officer Gr. II

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A:4 PROMOTION POLICY AND RULES 1. Objectives 1.1(a) To provide all employees with broad equality of opportunity in

growth and career prospects. (b) To ensure fairness, equitability, consistency and uniformity in

the matters of promotion of employees in all the Units/Divisions of the Company.

(c) To recognise and reward employees for their contribution to the growth of the Organisation.

(d) To sustain the high morale of the employees by informing them of the promotion opportunities existing in the Organisation.

2. Promotion Rules 2.1 Classification of Groups/Cadres For purposes of promotion and career growth all employees

are included in one of the following groups/cadres: a) Sr. Executive

Cadre Salary grades E5 and above

b) Executive Cadre Salary grades E1 to E4 c) Supervisory Cadre Salary grades S-0, SAI/SBI to

SAVIII/SBVIII and JEs d) Skilled/Ministerial

group Salary grades AIII/BIII to AXII/BXII

e) Semi-skilled group Salary grades AII/BII f) Unskilled group Salary grades AI/BI 3. Promotion to and within the Sr. Executive Cadre will be

regulated by the Corporate Office. However, within this cadre, E6 and above is treated as All Company Cadre and promotions are carried out by Corporate Office on the recommendations of

the Committee of Directors/CMD. Promotion in other cadres/groups will be regulated by the Unit Management as per

the principles and guidelines laid down from time to time.

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4. Guidelines and Principles 4.1 Promotion from one Group/Cadre to another Group/Cadre Promotion from one Group/Cadre to another Group/Cadre is on

the basis of merit as assessed through a selection process which may include an appraisal of performance and test/interview designed to determine the employees' skill, aptitude and abilities for effective functioning in the higher group/cadre. Employees are eligible for consideration for promotion to the higher group/cadre on completion of a specified number of years of service (to be referred to hereinafter as eligibility period) in the lower group/cadre, subject to organisational needs. This eligibility period will be notified by the Management from time to time keeping in view the requirements of the organisation.

4.2 Promotion within a Group/Cadre Employees are eligible for consideration for promotion from a

lower grade to the next higher grade within the same group/cadre on completion of the number of years of service prescribed in the lower grade (to be referred to hereinafter as the 'qualifying period') and attainment of satisfactory standards in conduct and performance. The 'qualifying period' for promotion within a group will be notified by the Management from time to time keeping in view the requirements of the organisation.

Employees promoted to or within the Supervisory Cadre or to/within the Executive Cadre upto E5 grade will be on probation for a period of one year. On satisfactory completion of probation such employees will be confirmed in the new grade. The Competent Authority for declaring successful completion of probation is ED/GM (in charge of the Division)/GM(P&A)/AGM (Head of Division)

4.3 'Fast Track' Promotions With a view to rewarding employees for sustained outstanding

performance, and in order to provide motivation to them for further improvement, accelerated promotions are considered for eligible employees on completion of a specified period of service as may be prescribed for this purpose for each grade. The number of employees promoted under this clause, however, is generally limited to 10% of the total number of employees eligible for such promotions as the basic idea is to spot the best performers on work.

4.4 It may not be possible to ensure advancement/career prospects beyond a certain point for employees who either do not possess the requisite qualifications/skill needed for the higher post or are held up for want of requirements in the higher groups/cadre. Such cases are reviewed and employees are considered for the higher grade on completion of 10 years good and effective service provided their conduct and performance are otherwise satisfactory. This is normally not applicable to the position of E5 i.e. the Sr. Manager's grade and above.

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4.5 There may be a certain percentage of employees who do not qualify for promotion under any of clauses provided above. These are so due to their consistently 'poor' performance and/or other reasons. Such employees treated under the category 'Drop-outs' are not eligible for promotion until there is recorded improvement in their overall performance and conduct.

5. Channels of Promotion Promotion of an employee means his movement from a post in a

lower grade to a post in the next higher grade along with respective promotion channels specified for the purpose. The channels of promotion for the non-executive cadre are shown in the enclosed Annexure I&Annexure II.

6. Rules and Procedures Promotions will be considered by Departmental Promotion

Committees (DPCs) to be constituted at the Unit level for various grades falling under the purview of the Unit Management. The criteria adopted by the DPC for considering promotions will broadly include factors such as qualifications, experience, performance, general suitability and potential for higher responsibility.

In case of promotion from Supervisory cadre to Executive cadre, the Selection Committee should include a Central Selection Board Member on it.

Vigilance clearance should be obtained in respect of all employees, who are in the zone of consideration, before considering them for promotion.

The promotion cases of eligible employees who are transferred after 31st March and before June, will be considered by the previous unit, if due for promotion, during that year. The recommendations of the DPC will be communicated to the latter unit for issue of orders.

7. Preference for SC/ST The Government of India orders issued from time to time relating

to reservations for SC/ST candidates will be observed in so far as these are applicable in the context of BHEL Promotion Policy.

8. Seniority Seniority as between personnel promoted on the same date shall

be determined in accordance with the order of merit drawn up by the Departmental Promotion Committee and approved by the competent authority.

9. Representations from employees regarding Non-Selection or Super-session

An attempt is always made by the Divisional/Departmental Head to explain to an employee the reasons for his non-selection so that the employee has an opportunity to make up his deficiencies in the relevant area. If the employee still has a grievance he may submit a representation to the competent authority through

proper channel.

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The Head of Department will examine the case and submit to the General Manager/Executive Director with his remarks/ recommendations for orders.

Representations must be submitted within one month of the date of release of promotion order/list and unbecoming language will not only be rejected but will be taken up suitably with the employee concerned. Also joint appeals or representations will not be entertained.

10. Debarring Employees undergoing punishment for specified period shall

not be considered for promotion during that period. 11. Promotion of Employees whose conduct is under

investigation 11.1 Cases of Employees to whom sealed cover procedure will be

applicable at the time of consideration of the cases for promotion, details of employees in the consideration zone for promotion falling under the following categories should be specifically brought to the notice of the Departmental Promotion Committee: - i) Employees under suspension. ii) Employees in respect of whom a charge-sheet has been issued and disciplinary proceedings are pending.iii) Employees in respect of whom prosecution for a criminal charge is pending.

11.2 The Departmental Promotion Committee shall assess the suitability of the employees coming within the purview of the circumstances mentioned above along with other eligible candidates without taking into consideration the disciplinary case/criminal prosecution pending. The assessment of the DPC, including 'Unfit for Promotion', and the grading awarded by it will be kept in a sealed cover. The cover will be super-scribed "Findings regarding suitability for promotion to the grade/post of.................................in respect of Shri............................. Staff No...........................(name of the employee and Staff No.). Not to be opened till the termination of the disciplinary case/criminal prosecution against Shri..................................." The proceedings of the DPC need only contain the note "The findings are contained in the attached sealed cover."

11.3 The same procedure outlined in the above Para will be followed by the subsequent Departmental Promotion Committees convened till the disciplinary case/criminal prosecution against the employee concerned is concluded.

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11.4 On the conclusion of the disciplinary case/criminal prosecution, which results in dropping of allegations against the employee, the sealed cover or covers shall be opened. In case the employee is completely exonerated, the due date of his promotion will be determined with reference to the position assigned to him in the findings kept in the sealed cover/covers. However, whether the employee concerned will be entitled to any arrears of pay for the period of notional promotion preceding the date of actual promotion, and if so to what extent, will be decided by the Disciplinary Authority by taking into consideration all the facts and circumstances of the disciplinary proceeding/criminal prosecution. Where the Authority denies arrears of salary or part of it, it will record its reasons for doing so. It is not possible to anticipate and enumerate exhaustively all the circumstances under which such denials of arrears of salary or part of it may become necessary. However, there may be cases where the proceedings, whether disciplinary or criminal, are, for example delayed at the instance of the employee or the clearance in the disciplinary proceedings or acquittal in the criminal proceedings is with benefit of doubt or on account of non-availability of evidence due to the acts attributable to the employee etc. These are only some of the circumstances where such denial can be justified.

11.5 If any penalty is imposed on the employee as a result of the disciplinary proceedings or if he is found guilty in the criminal prosecution against him, the findings of the sealed cover/covers shall not be acted upon. His case for promotion may be considered by the next DPC in the normal course and having regard to the penalty imposed on him.

11.6 It is also clarified that in a case where disciplinary proceedings have been held under the relevant disciplinary rules, 'warning' should not be issued as a result of such proceedings. If it is found, as a result of the proceedings, that some blame attached to the employee, at-least the penalty of Censure should be imposed.

11.7 It is necessary to ensure that the disciplinary case/criminal prosecution instituted against an employee is not unduly prolonged and all efforts to finalise expeditiously the proceedings should be taken so that the need for keeping the case of employee in a sealed cover is limited to the barest minimum. It has, therefore, been decided that the authorities concerned should review comprehensively the cases of employees, whose suitability for promotion to a higher grade has been kept in a sealed cover on the expiry of 6 months from the date of convening the first Departmental Promotion Committee, which had adjudged his suitability and kept its findings in the sealed cover. Such a review should be done subsequently also every six months. The review should, inter alia, cover the progress made in the disciplinary proceedings/criminal prosecution and further measures to be taken to expedite their completion.

11.8 In spite of the six monthly review referred to in Para 7 above, there may be some cases, where the disciplinary case/criminal

prosecution against the employee are not concluded even after the expiry of two years from the date of the meeting of the first DPC, which kept its findings in respect of the employee in a sealed cover. In such a situation the competent authority may review the case of the employee, provided he is not under suspension, to consider the desirability of giving him ad hoc promotion keeping in view the following aspects :

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a) Whether the promotion of the employee will be against public interest.

b) Whether the charges are grave enough to warrant continued denial of promotion;

c) Whether there is not likelihood of the case coming to a conclusion in the near future;

d) Whether the delay in the finalisation of proceedings, departmental or in a court of law is not directly or indirectly attributable to the employee concerned;

e) Whether there is any likelihood of misuse of official position, which the employee may occupy after ad hoc promotion, which may adversely affect the conduct of the departmental case/criminal prosecution.

The competent authority should also consult the Central Bureau of Investigation and take their views into account where the departmental proceedings or criminal prosecution have risen out of the investigations conducted by the Bureau.

11.8.1 In case the competent authority comes to a conclusion that it would not be against the public interest to allow ad-hoc promotion to the employee, his case should be placed before the next DPC held in the normal course after the expiry of the two year period to decide whether the officer is suitable for promotion on ad-hoc basis. Where the employee is considered for ad-hoc promotion, the Departmental Promotion Committee should make its assessment on the basis of the suitability of the individual's record of service without taking into account the pending disciplinary case/criminal prosecution against him.

11.8.2 After a decision is taken to promote an employee on an ad-hoc basis, an order of promotion may be issued making it clear in the order itself that:-

i) The promotion is being made on purely ad-hoc basis and the ad hoc promotion will not confer any right for regular promotion; and

ii) The promotion shall be 'until further orders'. It should also be indicated in the orders that the Company reserves the right to cancel the ad-hoc promotion and revert at any time the employee to the post from which he was promoted.

11.8.3 If the employee concerned is acquitted in the criminal prosecution on the merits of the case or is fully exonerated in the departmental proceedings, the ad hoc promotion already made if any be confirmed and the promotion treated as a regular one from the date of the ad-hoc promotion with all attendant benefits. In case the employee could have normally got his regular promotion from a date prior to the date of his ad-hoc promotion with reference to his placement in the DPC proceedings kept in the sealed cover(s), he would also be allowed his due seniority and benefit of notional promotion as

envisaged in Para 4 above.

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11.8.4 If the employee is not acquitted on merits in the criminal prosecution but purely on technical grounds and the Company further proposes to take up the matter to a higher court or to proceed against him departmentally or if the employee is not exonerated in the departmental proceedings, the ad-hoc promotion granted to him should be brought to an end.

12. Keeping in view the changes in internal conditions and external environment, the Company may at any time and at its discretion, make any changes in the promotion policy and the rules as stated herein if it is satisfied that such changes are necessary in the overall interest of the organisation.

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ANNEXURE-I

NON-EXECUTIVE CADRE

Channels of Promotion

'A' Group SVIII Executive Additional Engineer Gr.II

I SVII General Executive Foreman /

Sr. Additional Engineer Gr.I I

SVI Sr. Executive Foreman / Sr. Additional Engineer Gr.II I

SV Executive Foreman / Additional Engineer Gr.I

SIV General Foreman / Additional Engineer Gr.II E1 I-----------------------------------------------I

AXI Chief Technician I

I I

AX General Technician I

I I

AIX/SAIII Master Technician / Dy. Engineer I

Foreman / Dy. Engineer I

AVIII/SAII Sr. Technician / Assistant Engineer Gr. I I

Assistant Foreman / Assistant Engineer Gr. I I

AVII/SAI Technician / Assistant Engineer Gr. II I----------------------

Chargeman* / Assistant Engineer Gr. II I

*Open Market

AVI Artisan Grade I I

Auxiliary Worker I

A V Artisan Grade II I

Auxiliary Worker II I

AIV Artisan Grade III I

Auxiliary Worker III I

AIII Artisan Grade IV* I----------------------

Auxiliary Worker IV I

*Open Market

AII Semi/Skilled Worker I

A I Unskilled Worker* *Open Market

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page not done as yet

2.

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A:5 TRANSFER POLICY AND BENEFITS 1. Policy Every employee of the Company is liable for transfer from one

Department/Section/Job within the same Unit/Division or from one Unit/Division of the Company to another or from the Company to any other Government Department/Public Sector Undertaking as and when required by the Company at the discretion of the Management. Such transferees are eligible, unless otherwise stated, for the following benefits subject to the conditions stated hereunder:

Note: While implementing the Transfer Policy the career based

Promotion Policy has also to be reckoned with. Though the promotions are required to be made subject to Organisational needs, the same is not fully co-related to the vacancies existing. For business considerations and for Administrative exigencies, grouping and re-grouping of activities are undertaken. Stresses and emphasis are applied on a year to year basis in consideration of the targeted performance levels. It has been experienced that the number of employees promoted to a particular grade far exceeds the turnover of employees in that particular grade. The career growth promotion policy entitling the employee for consideration for promotion to the next higher grade after putting prescribed minimum period of service without regard to the vacancies arising or immediately anticipated has resulted an addition to the strength of the employees in the levels promoted. In order to suitably place all thus promoted in the higher grades in commensurate positions, it may become necessary to create new departments/sections and also to upgrade certain posts. The horizontal transfer does not involve alteration of status e.g. DGM would remain a DGM irrespective of the place of posting and the power, privileges, scale of pay that the DGM post has, is carried to the new post along with him. But it is not possible at all times to ensure that the executive powers and the amplitude of the jobs at the two places remain same due to the nature of our activities and dynamism. Posting and transfers are reviewed in the Company from time to time and it is a matter for the Company to decide in meeting the organizational needs. Hence, it should be possible to upgrade/downgrade posts and to post people suitably.

2. Horizontal Transfer Unless selected for a higher position, the transfer of an employee

is made in the same grade and pay as held at the time of transfer (hereinafter referred to as 'horizontal transfer'). Such employees who are horizontally transferred are entitled to the following benefits:

2.1 The employee is entitled to one month's basic pay as advance (recoverable in three installments) and baggage allowance, transfer grant, disturbance allowance etc. as admissible under the TA Rules of the Company.

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2.2 The employee is entitled to carry forward the leave to his credit, if any, at the time of transfer.

2.3 Service already rendered by the employee in the Company at the time of transfer is counted for purposes of gratuity, provident fund etc.

2.4 The employee is entitled to payment of bonus at the rate applicable to identical employees in the Unit/Division to which he is transferred provided that the rate of bonus which an employee is eligible in the unit from which he is transferred out will be protected on his transfer and he will be compensated to the extent of difference between the bonus drawn by him in the latter unit and that admissible to the employees of the identical categories in the parent unit. This dispensation is admissible only if the employee has put in a minimum of two years of service on the date of transfer in the unit where higher rate of bonus is payable and his transfer is not consequent on his having been selected for the higher post in the new unit. The concession, will however, be discontinued when the rate of bonus admissible in his existing unit becomes equal to or higher than that admissible to identical categories in the parent unit. The protection will be only of the rate of bonus the employee was actually drawing at the time of transfer.

2.5 Subject to the provisions of Para 9 of this chapter, the employee is entitled to protection of his seniority held at the time of his transfer.

2.6 (a) Employees who are occupying Company accommodation/ leased accommodation at the place of their parent Unit are allowed to retain such accommodation for a maximum period of three months from the date of relief, provided such accommodation is retained for the bonafide use of the family (wife and children only) . The recovery of rent for this period of three months will be at the same rate as on the date transfer. In addition for this period of three months House Rent allowance is admissible at the new place of posting under the relevant rules subject to his not occupying company accommodation /guest house. (b) Permission to retain the family at the earlier place of posting in company leased accommodation as on the date of transfer for a period of up to one year beyond the initial period of three months, will be given by Head of Unit to which the employee has been transferred. Permission beyond this period of one year would be given in exceptional circumstances with the approval of Director (HR) only, after being duly recommended by the Head of Unit to which the employee has been transferred. Once approval has been so given, the payment of lease rent may continue to be done by the earlier Division for the sake of ease and continuity and amount debited to the new Unit. In case the employee who has been transferred wishes to retain accommodation in Company's township at the earlier location, then in such cases also permission will be given by the Head of the Unit at the new location, but in consultation with the Head of Unit / Competent Authority at the previous location where the employee was earlier

posted. ( vide Corporate HR circular No.027/WLX/2005 dated 17/06/2005) (c ) In cases where no such permission is granted and the accommodation provided by the Company has not been vacated by the maximum period of three months as provided herein, then market rent/penal rent will be charged and/or admissibility of HRA in the new place will be reviewed.

(d) The Head of Unit at the new location may also allot suitable Company accommodation (other than Guest House Accommodation) as Transitory Accommodation at the new location for the stay of such employees beyond the initial period of 3 months after transfer. Such transitory accommodation could also be shared accommodation. For such accommodation, double the applicable license fee will be recovered in case the said accommodation is allotted on individual basis .In case of allotment on shared basis single license fee as applicable will be recovered from each of the employees. In addition, for the accommodation retained at the earlier location, applicable license fee will be recovered. (e) The period of stay by an employee on transfer in the Company Guest House or Transit Flat at that particular location shall not exceed 90 (ninety) days in any manner i.e. in continuation or with breaks. In case of 'Unit Head' this condition can be relaxed with the specific approval of CMD. As far as possible Head of unit/ ED should also shift to the house earmarked for him after the period of three months. In case the Head of unit/ED opts to continue to stay in the Company�s Guest House after obtaining due approval of CMD, then for the period of stay, double the license fee as applicable to his entitled quarter at that location will be charged.

( Corporate Circular No. 018/WLX/2004 dated 25/06/2004)

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Permission to stay in Guest House to other executives can be

given for an additional period upto 3 months with the following conditions: 1) Each case has to be approved by CMD. 2) No HRA will be payable for this extended period of stay. 3) Double the license fee applicable for the earmarked / notified type of quarter will be payable by the employee. 4) In any case the stay beyond the initial period of 90 days will not exceed further period of 90 days. (Corporate HR Circular No. 011/ WLX/ 2010 dated 15.02.10).

(f) Also an employee who prior to transfer was drawing HRA and who is permitted to retain his family (ie spouse and dependant children) at the earlier place of posting, shall be eligible for grant of HRA at the rate applicable for that station. Such permission to retain the family at the earlier place of posting on HRA as was being drawn on the date of transfer for a period of up to one year will be given by Head of Unit to which the employee has been transferred. Permission beyond this period of one year would be given in exceptional circumstances with the approval of Director (HR) only, after being duly recommended by the Head of Unit to which the employee has been transferred. Such employees are also eligible for the facility of transitory accommodation.

The amendments are effective from 3rd June 2005.

(Corporate Office Circular No. 027/WLX/2005 dated 17-06-2005) 2.7 The provisions of Rule 2.6 above are not applicable to

employees deputed to out stations on long duration assignments in connection with erection and commissioning work etc. who are governed by the TA Rules of the Company in this regard. These are also not applicable to deputationists from Government Departments and other Organisations when they are repatriated to their parent Organisations.

2.8 The family of an employee transferred to another station will continue to be entitled for medical attendance and treatment at the previous station of posting of the employee in the following cases :

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Note: 'Family' means an employee's spouse, legitimate children and step-children dependent on the employee, adopted child/ children in the case of an employee who has no child and the adoption is legal and the child/children are residing with and wholly dependent on the employee. In cases of transfers, the family would also include parents, unmarried brothers and sisters whose income per month from all sources is less than Rs.1500/- p.m. and fulfill other dependency criteria. The other dependency criteria will be as specified under the LTC/Medical Attendance rules.

a) If the employee is unable to take his family to the new station for reasons such as want of suitable accommodation, children's education etc. and for that reason he has been permitted to retain Company accommodation at the old station.

Note: In cases covered under this clause LTC for the family members can be claimed from the previous station of posting instead of the Headquarters of the employee.

b) Where the family is shifted permanently to the employees' home town and a declaration is given to this effect by the employee concerned.

c) The family continues to stay in the place where the employee was posted prior to his transfer to another Division/site.

3. Transfer on selection to Higher Post against open advertisement

The employees selected from one Unit/Division for appointment to higher posts in another Unit/Division against open advertisement are entitled to all the benefits as on horizontal transfer except the grant of disturbance allowance and payment of Bonus. Their pay in the higher post is fixed as on promotion.

Departmental employees, who are posted to other units on their selection as JEs in the internal recruitment, may be treated as on transfer and transfer benefits allowed accordingly. However, in the event of these employees taking transfer back to their original place of posting within four years, then transfer benefits paid will be recovered. (vide Corporate HR Circular No. 027/TRX/2012 dated 15.09.12)

4. Transfer on selection as Trainee/Apprentice The employees selected as Trainees/Apprentices against open

advertisement are governed by the rules on "Entitlements of Departmental Trainees" as notified from time to time.

5. Incentives for employees transferred as a result of shifting of office from one place to another at an outstation.

The following additional/extended incentives are admissible to employees who are transferred as a result of the shifting of a Unit/Division from one place to another at an outstation over and above the normal entitlements admissible on transfer under the relevant TA Rules of the Company.

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1) 50% of the transfer grant as admissible under the rules. 2) Special Disturbance Allowance of Rs.500, which will be

admissible to employees in E5 grade and above also subject to other conditions.

3) Payment of HRA or retention of Company accommodation (including leased accommodation) as the case may be, at previous station upto the end of the academic session, current on the date of transfer will be admissible if employee is actually keeping his family (spouse and children) there for the purpose of education of children. In addition, suitable free bachelor accommodation at the new station of posting may be provided subject to availability. In such cases (where the Company accommodation/ HRA is admissible with reference to the previous station of posting and bachelor accommodation is also provided at the new station), no daily allowance will be admissible for the duration of employee's visit to the previous place of posting, nor HRA at the new place of posting will be admissible.

The employee's intention to avail of the facility of retention of the Company/Company leased accommodation will be communicated by him in writing at the time of transfer.

4) Consequent upon shifting of the office from one station to another, if an employee is transferred to the new place of posting before the expiry of a period of 3 years reckoned from his previous transfer from an out-station, he may be granted the following additional lump sum amounts:

i) Rs. 250/- if he has a family with one child ii) Rs. 450/- if he has a family with more than one child 5) The grant of the above incentives is subject to the furnishing of

necessary proof by the employee, as may be required by the Controlling Officer.

6. The employees transferred on promotion from one Unit/Division to the other involving change of station in keeping with the requirements of the organisation are entitled to all the benefits as on horizontal transfer except for the protection of the higher rate of Bonus as provided in Para 2.4 above. In other words, they will also be entitled to special disturbance allowance if otherwise admissible under the rules.

7. Joining Time 7.1 Joining time, as under, is admissible to all regular employees of

the company whether they are transferred while on duty at their earlier place of posting or on leave.

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a) Journey Time Mode of Journey Journey Time Rail 1 day for each 800 Kms. or part

thereof subject to a minimum of one day

Road (when travel by train is not customary)

1 day for each 300 Kms or part thereof subject to a minimum of one day

Air Actual time subject to a minimum of one day

Note: Travel by road not exceeding 30 Kms to or from railway station at the beginning or end of the journey is not counted against joining time. Joining time is calculated by the shortest and direct route. In exceptional cases, joining time as normally admissible may be extended by Head of the Division depending upon the merit of each case.

b) Preparation Time All transferees are entitled to 7 days preparation time including

Sundays and other holidays. 7.2 No Joining time is admissible in the case of local transfers

whether these are inter-unit or intra-unit. 7.3 Carry forward of Joining Time In cases where joining time is not fully availed of at the time of

transfer, the un-availed portion of the joining time will be credited to the non-encashable portion of the earned leave account of the employee which can be availed of at any time as earned leave. If an employee receives the transfer order while availing leave at a place other than the Headquarters, he is entitled to joining time as admissible for transfer from the station where he is spending his leave or his headquarters whichever is less.

7.4 Overstay of Joining Time Where an employee overstays joining time, such period of

overstay is treated as extraordinary leave. Authority competent to sanction transfer may, however, grant leave of the kind due in such cases on the merits of each case.

7.5 Admissibility of Pay during Joining Time

During joining time, an employee is entitled to draw such pay and allowances as he would have drawn if he had continued in his old post or pay and allowances which he will draw on assuming charge of the new post, whichever is less.

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7.6 Posting Abroad The above rules are applicable mutatis mutandis in case of

posting abroad. In addition to the preparation time of seven days, actual travelling time by the approved route is allowed. Any enforced stay/halt, if certified by the Controlling Officer, is also admissible.

7.7 Seniority during Joining Time During joining time, a transferred employee is deemed to be

carried in the seniority list of the Unit/Division from which he is transferred till the date he reports in the new Unit/Division to which he is transferred, unless he belongs to All Company cadre.

The promotion cases of eligible employees who are transferred after 31st March and before June, will be considered by the previous unit, if due for promotion, during that year. The recommendations of the DPC will be communicated to the latter unit for issue of orders.

7.8 Grant of preparatory/rejoining time to the employees deputed abroad for training.

No preparatory/rejoining time will be granted in such cases, as all the pre-departure formalities for going abroad for training are completed by the Administration in the Units.

8. Approval and Issue of transfer Orders 8.1 Non - Executives

Intra-unit & inter unit transfer of non executives will be within the purview of Unit Management. In case of inter-unit transfer, approval of both the Unit Heads will be obtained.

8.2 Executives

8.2.1 Intra-Unit transfer (i) Transfer of executives within the same unit up to the level of

Additional General Manager will be done with the approval of the concerned Executive Director. Unit Heads delegated with the powers of Executive Director will also be competent to approve the transfer. Unit Heads below the level of Executive Director and reporting directly to Functional Director/CMD, will obtain prior approval for transfer of executives at the level of Deputy General Manager and above

(ii) Transfer of Deputy General Manager and above within TBG and ROD, involving change of station will be approved by Director (IS&P).

(iii) Movements of DGM & above executives into and out of HR, Finance, and Engineering functions should be got cleared from the respective Functional Directors. In case of vigilance function,

CVO’s clearance would be required for all levels of executives. (iv) Information of changes made in respect of Deputy General

Manager and above will be sent to all concerned in the Corporate Office.

8.2.2 Inter-Unit transfer

(i) Inter-unit transfer of all Executives will be approved and orders issued by Corporate Office. Approval for transfer of executives up to Senior Deputy General Manager will be given by the concerned Functional Director and Director (HR).

(ii) Transfers from one Power Sector Region/Unit to another Region/Unit (other than Additional General Manager and above and transfer into Delhi) will be approved by Director (Power).

(iii) Prior approval of CMD will be obtained for inter-unit transfer of executives at the level of Additional General Manager and above. This will include transfers from one Power Sector Region/Unit to another.

8.3 Transfer of all employees involving posting at Delhi and contiguous areas of Delhi, i.e. NOIDA, Gurgaon etc., will be processed through Corporate HR and approved by CMD

8.4 The placement, work allocation and reporting relationship of General Managers and above in all units will require prior approval of CMD.” ( Vide Corporate HR Circular No. 010/TMX/2012 dated 16.4.12)

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9. Notwithstanding anything contained in this chapter, transfers which are at employees' own request will be subject to the following terms and conditions:

i) Transfer T.A. including Transfer grant and disturbance allowance will not be allowed.

ii) Joining time will not be admissible. iii) In case an employee makes a request for transfer and this

request has been approved by the Competent Authority, then all Transfer Benefits under the rules will be admissible if he/she has put in at least 15 years of continuous service at the same Unit or Division or at the same place of posting at the time of request for transfer (Unit or Division would include manufacturing Units, Divisions/Regions under Business Sectors and Corporate Office).

iv) An employee who at the time of cadre change promotion/ re-designation to Executive Cadre was promoted/ re-designated and posted to a Power Sector / ISG /TBGsites and subsequently after completion of four years service at site/sites, requests for a transfer back to his parent Unit or elsewhere and such request is approved by the Competent Authority, then the transfer of such employee may be treated as "Transfer in Company interest" and all transfer Benefits may be allowed ( vide Corporate circular 027/TRX/2012 dated 15.09.12)

v) Cases not fulfilling the criteria at (iii) above will continue to be governed by the existing rules mentioned in (i) and (ii) above.

10 Guidelines for Transfer on Seconded basis (Corporate HR Circular No. 022/TRX/2009 dated 25/05/09)

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B:1 SALARY GRADES 1. Executive Salary Grades with effect from 1.1.2007: CMD Rs.80000-125000 Director Rs.75000-100000 Executive Director Rs.62000-80000 E-8 - General Manager Rs.51300-73000 E-7 - Addl. General Manager Rs.51300-73000 E-6A - Sr. Deputy Gen.

Manager Rs.51300-73000

E-6 - Deputy General. Manager Rs.43200-66000 E-5 - Senior Manager Rs.43200-66000 E-4 - Manager Rs.36600-62000 E-3 - Deputy Manager Rs.32900-58000 E-2 - Sr. Engineer/Officer /

Sr. Executive Rs.29100-54500

E-1 -Engineer/Officer/Executive Rs.24900-50500 ET - Executive Trainee Rs.20600-46500 2. Non-Executive Salary Grades with effect from 1.1.2007: A - Technical SA VIII (wef 25.06.10) Rs.36600-62000 SA VII Rs.36600-62000 SA VI Rs.32900-58000 SA V Rs.29100-54500 SA IV Rs.24900-50500 AXII (wef 25.06.10) Rs.30500-56000 AXI Rs.27500-53000 AX Rs.24500-45000 SA III / SAIII A / AIX / AIX A Rs.16400-40500 SA II / AVIII Rs.12600-32500 SAI / AVII Rs.12400-30500 S0 Rs.12300-26000 AVI Rs.12350-28000 AV Rs.12200-25000 AIV Rs.12000-24000 AIII Rs.11700-23000 AII Rs.11000-22000 AI Rs.10500-21000

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Non-Executive Salary Grades with effect from 1.1.2007:

B-Non-Technical SB VIII (wef 25.06.10) Rs.36600-62000 SB VII Rs.36600-62000 SB VI Rs.32900-58000 SB V Rs.29100-54500 SB IV Rs.24900-50500 B XII (wef 25.06.10) Rs.30500-56000 BXI Rs.27500-53000 BX Rs.24500-45000 SB III / SBIII A / BIX / BIX A Rs.16400-40500 SB II / BVIII Rs. 12600-32500

SB I / BVII Rs.12400-30500 S0 Rs.12300-26000 BVI Rs.12350-28000 BV Rs.1200-25000 BIV Rs.12000-24000 BIII Rs.11700-23000 BII Rs.11000-22000

BI Rs.10500-21000

3. Junior Executives (1.1.2007) Rs.12500-32200

4. Trainees / Apprentices

Engineer Trainee - ET Scale

Executive Trainees - ET Scale

Supervisor Trainees - S0 Scale

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B:2 Dearness Allowance

1. With effect from 1.1.2007, Dearness Allowance is granted to compensate the price increase above AICPI 126.33, to which the revised salary grades relate. The payment of D.A. is based on 100% neutralisation over quarterly average of AICPI 126.33.

2. The periodicity and effective dates of revision will be as under:-

Quarterly Average Date of Effect

September - November 1st January

December - February 1st April

March - May 1st July

June - August 1st October

3. In determining the average consumer price index the actual up

to two places of decimal will be reckoned.

4. For computation of D.A. 50 paise and above to be rounded off to

next Rupee and less than 50 paise to be ignored.

5. D.A. on HPL

D.A. during Half Pay Leave is to be computed with reference to the basic pay actually drawn. In other words, in such cases D.A. will be computed on the reduced pay only.

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B:3A HOUSE RENT ALLOWANCE & LEASING OF ACCOMMODATION

A HOUSE RENT ALLOWANCE 1. Payment of House Rent Allowance on revised basic pay

w.e.f. 26.11.2008 to the employees not provided with company accommodation will be at the following rates: Cities with population Rate of HRA 50 lakhs and above 30% of Basic Pay 5 to 50 lakhs 20% of Basic Pay Less than 5 lakhs 10% of Basic Pay

The payment of HRA shall be as per classification of cities notified by the Government. Classification of cities is enclosed at Annexure - I. HRA rates at BHEL locations is at Annexure II.

1.1 For the purposes of these rules, the term "Pay" in addition to basic pay includes personal allowance*, deputation (duty) allowance, stagnation increment, family planning incentive and all other payments declared by the Company from time to time to be included for HRA.

* In case the actual amount of HRA as per prescribed rate is less than the actual amount of HRA drawn as on 25.11.2008 in case of a particular employee, the difference would be allowed to be drawn by the employee as "Personal Allowance" until the difference is eliminated in course of time subject to the condition that the difference will be subsumed within the overall limit prescribed for perquisites and allowances prescribed under the DPE guidelines.

(vide Corporate HR Circular Nos. 005, 006, 007/IRX/2010 dated 06.02.10)

1.2 House rent allowance as above is admissible to all employees, without reference to the quantum of rent paid and without requiring them to produce any rent receipt.

2 General 2.1 Where both husband and wife are employees of the Company

and posted at the same station, HRA is admissible to both of them as per their individual entitlement subject to the prescribed limit. However, HRA is not admissible to both, if even one of them has been allowed Company owned / leased accommodation.

2.2 HRA will not be admissible in the following situations: If the employee is staying in an accommodation including a

leased accommodation allotted to his or her spouse or parent by the Company / Central/State Government / PSU / Semi-Government Organisation / Autonomous Body / Nationalised Bank / LIC etc If the employee is staying in the Company's Guest House or has been allotted “Transitory Accommodation” at the place of posting either on single occupancy terms or on shared basis. If the employee is occupying Company / Government accommodation unauthorisedly at the same station or at another station.

If the employee who continues to occupy Company / Government accommodation unauthorisedly i.e. after the allotment of accommodation has been cancelled in their names by the appropriate authority and the employees concerned have been directed to vacate the accommodation allotted to them.

2.3 Payment of HRA shall be made subject to the employee furnishing a certificate as at Annexure III below:

2.4 The employees will be entitled to be paid house rent allowance during leave at the same rates at which they were drawing these allowances before they proceeded on leave. For this purpose leave means total leave of all kinds not exceeding 120 days or the first 120 days of the leave period where the leave exceeds 120 days, but does not include leave preparatory to retirement, refused leave or terminal leave, whether running concurrently with the notice period or not. When holidays are combined with leave, the entire period of holidays and leave should be taken as one spell of leave. However, in the case of Maternity leave which is on full pay for a period of 180 days from the date of its commencement in case of female employees with less than two surviving children, the limit is 180 days, subject to production of Medical Certificate from the Authorised Medical Attendant (AMA). The limit of 120 days - excepting for female employees on Maternity Leave where the limit is 180 days - shall be extended to eight months for the purpose of grant of these allowances in the case of employees suffering from tuberculosis; Cancer or other ailments provided the leave is supported by a medical certificate. It is immaterial whether the leave is on medical certificate from the very commencement or is in continuation of other leave. The question whether HRA may be paid to an employee suffering from tuberculosis, cancer or other ailments during leave on medical certificate beyond eight months will be decided on merits by the Management.

2.5 Any clarification on payment of HRA, not covered in the above Rules, will be referred to Corporate HR for final decision.

Annexure I(Government notified list) Annexure II (List of BHEL locations) Annexure III (Certificate for claiming HRA)

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B LEASING OF ACCOMMODATION BY THE COMPANY Third Party Company Lease and Self Lease

3

Executives in the grade of E1A to E9 are eligible for accommodation to be leased by the company. This facility will be admissible to the executive borne on the regular establishment of the Company including the deputationists, who are entitled to the same and who are posted at places where leasing of accommodation by the company has been approved. The list of cities where lease is permitted is at Annexure - III (A).

3.1 This facility to executives from E1A to E4 grade is allowed strictly on case to case basis where the company is unable to provide its own accommodation and regulated as approved by the Board of Directors delegating the powers to CMD / Director(HR).

3.2 Where both the husband and wife are employees of the Company posted at the same station and reside together in the same house/portion of the house, only one of them at their option will be eligible for this facility and the other spouse shall not be paid any HRA even if he/she is otherwise eligible to draw HRA at a flat rate.

3.3 The ceiling limit of rentals for the accommodation leased by the Company at the locations where lease is permitted in respect of the executives who are entitled to it are placed at Annexure - III (B).

4 The Company may take on lease a house owned by an executive / spouse / father / mother / children or by a Hindu undivided family in which he is a co-parcener for the residence of the executive himself on payment of rent which will be termed as "Self Lease" and shall be assessed by a "Departmental Rental Assessment Committee" constituted by the Management for this purpose. Leasing of accommodation from any other individual/s will be a "Third Party Company Lease".

4.1 The house taken on self lease shall be allotted to the executive concerned who has offered it for lease to the Company for his residence. In the event of his ceasing to be in the employment of the Company, the house will normally be made over to him subject to such safeguards as may be necessary for recovery of balance of House Building Advance, if any, outstanding against him.

4.2 Processing of applications for approval

Executives who intend to avail this facility shall make an application for the same and forward it to the HR Department along with details given in the prescribed proforma. The HR Department will in the first instance obtain approval of the competent authority in principle. Option to take a house on lease

rests with the Management and cannot be claimed as a matter of right.

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4.3 Procedures for Self lease facility After the proposal has been agreed to in principle, the HR Department will pass on the relevant papers to the Departmental Rental Assessment Committee (DRAC) for its recommendations before finally fixing the rent.

4.3.1 Constitution of Departmental Rental Assessment Committee (DRAC) and scope of its functioning: DRAC shall be constituted in each Division/Unit to assist the Management in determining the rental value of the houses offered by the executives on lease to the Company. At places where more than one Division/Unit are located, a common Committee may be constituted by the Divisions/Units concerned in consultation with each other to ensure a uniform approach.

TThe Committee shall consist of representatives from Civil, HR and Finance Departments. The Head of the Division/Unit may at his discretion nominate representatives from other Departments as well if he considers necessary to do so. The member from HR department will be designated as the Secretary who will coordinate functioning of the Committee and be responsible for submitting its report to the Management.

4.3.2 In determining rental value, the Committee will take into consideration the following :

1) The living area to be considered for rental assessment will include rooms, kitchen, bath, toilets, lobby & passage. Exclusion or inclusion of area to be considered for this purpose will be on the recommendation of DRAC member from Civil.

2) The area of the house/portion of the house occupied / proposed to be occupied by the executive and his/her family. While considering the property owned by parents/children and where parents/children (not dependent) are living in the same premises, the area for rental assessment for the self lease may be restricted to 50% of total area for rental assessment.

3) Prevalent market rent for similar accommodation in the locality, including the type of construction and common facilities.

4) Any other factor that may be relevant for determining the rental value.

Based on the above factors, DRAC may evolve rate per sq.ft. for the living area which will be submitted to the Head of Division/ Unit for approval. The approving authority may require the Committee to review its recommendations in the light of the facts that may have come to their notice subsequently or for any other valid reasons.

4.3.3 The rent so fixed shall remain in force for a period of three years and shall not be reviewed during this period. However, if there is

a decrease in the area under occupation, the concerned executive shall immediately notify the changes to the Company. In such an event the rental value of the area under occupation shall be determined afresh. The rental value per sq. ft. as originally determined shall be the basis for re-fixing the revised rental.

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5 Terms and Conditions

The terms and conditions below or amended from time to time will be applicable for both third party company lease and self lease, unless otherwise stated

5.1 The lease will, after having been approved by the competent authority, take effect from the date of application if the house is already in occupation or from the date of occupation, whichever is later. However, for executives in the grade E1A to E4, the lease will be effective from the date on which the request has been made by the individual concerned or the date of occupation of the house or the date of vacation of company quarter or the date of approval for this facility, whichever is later

5.2 While agreeing to rentals on third party company lease, the rate per sqft of carpet area approved and used for determining rentals for self lease cases as reference point. Adequate care is to be taken that the rentals agreed to for third party company lease is lesser of the following (a) rent quoted by the land lord or (b) the rent that would be fixed for similar self lease accommodation in the same location

In case this criterion is not met, units should satisfy themselves that adequate justification exists for the variance

5.3 In the event of premises being in the joint name with the spouse and the employee is HBA/HLIS beneficiary, agreement for self lease will be entered into with the employee only. In case of joint ownership other than spouse, the lease agreement will be signed by all individuals concerned

5.4 Third party company lease / self lease for another house in lieu of self lease for a dwelling unit acquired in the same place by availing HBA/HLIS will be governed by the conditions under clause 14.5.4 of sub-section F-4, Vol. II of Personnel Manual.

5.5 No brokerage will be payable in respect of the house leased under the provision "Self lease" For third party company lease, brokerage is permitted restricting to 15 days of entitled lease rent or actual rent of the premises, whichever is less, on submission of the original cash receipt for the same from the authorised brokerage firm. The employee can avail this dispensation only once during the entire service time.

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6 Reimbursement of Lease Maintenance Expenditure is withdrawn wef 10.7.2009. No payment on this account is allowed. ( vide Corportae HR Circular No. 026/WLX/2009 dated 10.7.2009)

The expenditure incurred by the executives on repairs/maintenance/minor alterations carried out in the leased premises occupied by them may be reimbursed subject to the following conditions:

6.1 The repairs/maintenance/minor alterations carried out are essential and the landlord is not agreeable to meet the expenses thereon subject to the conditions that no alterations in the premises will be undertaken without the specific written consent of the landlord..

6.2 The total amount to be reimbursed in a year commencing from the date of operation of the lease shall be least of the following: 1. the lease rent entitlement per month 2. the actual rent per month for the premises 3. the actual lease maintenance expenditure incurred during the relevant lease year. The time of submission of the claim , should however, relate to the lease year to which the claim pertains.

6.3 Reimbursement of expenses on account of purely maintenance work like, white/colour washing/distemper, painting/polishing of wooden fittings will be made once in a period of two years only for the same premises.

6.4 Expenses incurred within 3 months of the date of occupation or in the three months preceding the termination of the lease should not exceed Rs.100/-. If it exceeds this limit, the excess amount shall not be reimbursed. Renewal/extensions of lease shall be deemed to be in continuation of the earlier lease for this purpose. In cases of those who superannuate/resign wherein at the time of incurring maintenance expenditure the period preceding the termination of lease exceeds three months but falls short of one year, the actual expenses on repairs/ maintenance for the full year will be payable subject to the ceiling as per actual lease rent/entitlement whichever is lower.

6.5 Reimbursement of expenses incurred by the executives will be made on the basis of a certificate in the proforma supported by the details of the expenses along with the dates on which repairs/maintenance etc. were carried out.

6.6 The cost of bulbs/tubes will not be reimbursed.

6.7

The reimbursement of expenses on these accounts will be made twice in a year i.e. in June and December unless the expenses incurred amount to half of the full entitlement or more.

7 Retention of leased accommodation on transfer

Policy on retention of accommodation leased by the company (third party and self lease) on transfer will be governed by provision under clause 2.6 of Sub-Section A-5, Vol. I of Personnel Manual.

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8. Retention of accommodation after retirement/death

8.1 The Company owned accommodation/Company leased accommodation (excluding self lease) is allowed to be retained on payment of normal rent for a period of four months after retirement/ superannuation of the employee. The recovery of rent in such cases will be at the same rate as on the date of retirement/superannuation and shall be made in advance or alternatively from the leave salary or any other amount payable to the employee after retirement/superannuation. Where the recovery or payment is not made in advance, the employee concerned shall give an undertaking in writing that the amount can be recovered from his settlement dues, before permission is granted to retain the accommodation.

8.2 The maximum period of retention of Company owned / Company leased accommodation (excluding self lease) in the event of death of an employee will be six months on the request made by the dependents of the deceased employee. The recovery of rent in such cases will be at the same rate as on the date of death of the employee and shall be made in advance or alternatively adjusted from the leave salary or other amount payable to the employee after death.

8.3 Permission to retired employees and families of deceased employees to continue to occupy Company accommodation beyond the period of four months and six months respectively may be given only with the approval of ED/GGM of the units. In respect of Delhi, for the accommodation at NOIDA approval of Exe.Director(HR) and in respect of accommodation at ASIAD, approval of Director (HR) would be required. Such cases, if any, should be processed with full justification at least one month before the expiry of the period normally allowed. In any case, even where such approvals are given beyond the specified period, market rent should be charged. The market rent should be determined by a Committee at the local level keeping in view the prevailing market rents and this in any case should not be determined at less than twice the normal rent. It is emphasised that such cases should be minimal and considered in exceptional circumstances. The Corporate Office should however be kept informed.

8.4 These will also be applicable to all Deputationists from Central/State Governments and other PSUs serving in BHEL..

9 Any clarification on leasing of accommodation, not covered in the above rules, will be referred to Corporate HR for final decision.

10 Interpretation of rules of HRA and Leasing accommodation will be with the approval of Director(HR) and any amendments to these

rules will be with the approval of CMD.

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Annexure III(A) A Cities where lease is permitted

SLNO CITY Classification for Lease (wef 26-11-2008)

1 Delhi & Contiguous areas X 2 Mumbai X 3 Kolkata X 4 Chennai X 5 Bangalore X 6 Hyderabad X 7 Nagpur Y 8 Lucknow Y 9 Bhubaneswar Y

10 Guwahati Y 11 Chandigarh Y 12 Vadodara Y 13 Jabalpur Y 14 Ludhiana Y 15 Amristar Y 16 Jallandar Y 17 Jaipur Y 18 Varanasi Y 19 Patna Y 20 Thiruvananthapuram Y 21 Raipur Y 22 Rudrapur Z

( vide Corporate HR circular No.53/WLX/2007 dated 06/11/07) (vide Corporate IOM No.AA/HR/Lease(Policy)/09 dated 02/04/09) (vide Corporate HR Circular No.008/WLX/2010 dated 06/02/10)

Annexure III(B) B Ceiling limit of rentals for accommodation

leased by the company (wef 1.4.2010)

Grade Rental Ceilings (Rs. per month) 'X' *Class

cities 'Y' Class cities

'Z' Class cities

E1 20200 15150 10100 E2 21800 16350 10900 E3 23200 17400 11600 E4 24800 18600 12400 E5 26300 19730 13150 E6 26400 19800 13200 E6A 27600 20700 13800 E7 28400 21300 14200 E8 29200 21900 14600 E9 32000 24000 16000

(vide Corporate HR circular No. 008/WLX/2010 dated 06/02/10)

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B:3B HOUSE RENT RECOVERY 1. Recovery of rent for accommodation leased by the Company

will be at the flat rates of license fee linked to living area as applicable to Company owned residences subject to the following conditions:

The living area of the residence taken on lease will be assessed by the Respective Departmental rent assessment committees as per norms specified on page 9, of this sub-section based on layout plan of residence taken on lease by the company indicating the dimensions to be certified by the employee.

In self lease cases, where rent is paid in the name of employee, it will be mandatory for the employee to make a fair assessment of the income from house property during the financial year and intimate the same to the office before the commencement of every financial year so that income tax is deducted at source by the company itself. The above decision is effective from 1.4.99.

2. In respect of employees residing in company owned/arranged accommodation the rates of house rent recovery will be as detailed below. Company arranged accommodations are those which are specifically notified by the Corporate Office and does not include leased accommodation.

2.1 In case of employees who have constructed/purchased a house by utilising HBA/interest subsidy and have been permitted to stay in the Company Owned Accommodation at the same place or place contiguous thereto, the house rent recovery shall also be at the flat rates of license fee linked to the living area.

2.2 Flat rate of License fee based on living area In respect of employees who joined prior to 1.1.1991, flat rate

of license fee prescribed by Government will be the ceiling on house rent recovery for company owned/arranged accommodation allotted to employees. The rent recovery in such cases will be made at the rate of 10% of pay or the rent or the flat rate of license fee, whichever is the least. This is effective from 1-1-1991 with a proviso of no recovery and no arrears for period before 1-1-1991. In respect of those employees who have joined the Company on or after 1-1-1991, who are allotted Company owned/arranged accommodation, house rent recovery will be made at the flat rates of license fee prescribed from time to time by Government of India or 10% of pay whichever is the least.

The flat rates of license fee may be worked out in accordance with Government of India O.M. No.12035(1)85-Pol.II (Vol.III (i) dated 7th August 87 issued by Government of India, Ministry of Urban Development (Directorate of Estates) as revised from time to time (copy enclosed)).

3. It may be noticed from Annexure - III to the above referred

letter of Govt. of India that ranges of living areas corresponding to different types of accommodation are overlapping. With a view to ensure uniformity in classification of accommodation and determining the flat rates of license fee, following classifications may please be followed. Based on the Government of India order no.18011/1/92- POL.III, the rates with effect from 1-7-96 and 1-7-99 are placed below. These rates of license fee are subject to revision every three years.

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Flat rate of license fee based on living area Type Living Area (Sq. Mt.) License Fee

(Rs. p.m.) Above Upto w e f

01-07-2010 A - 30 40* - 30 50# - 30 95@ - 30 115^ B 30 40 205 40 50 260 C 50 55 310 55 65 380 D 65 75 420 75 91.5 525 E 91.5 106 740 106 132.75** 900 EI 132.75** 159.5 1100

159.5 189.5 1320 EII 189.5 243 1550 EIII 243 350.5 2220 350.5 522 3270 Servant

Quarter 50

Garage 30 *

# @ ^

shared toilet for more than two quarters. shared toilet for two quarters. plinth area less than 300 sq.feet. plinth area of 300 sq.feet and more.

** This range is closed at the mid-point with reference to next higher range.

( vide Corporate HR circular No. 014/WLX/2011 dated 12/05/11)

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No.12035(1)/85-ol.II (Vol.III(i) Government of India

Ministry of Urban Development (Directorate of Estates)

New Delhi, the 7th Aug.,1987 OFFICE MEMORANDUM Sub: Fixation of flat rate of license fee for residential accommodation

under Central Government all over the country - Recommendations of the Fourth Pay commission.

In para 14.32 of the Report of the Fourth Pay commission (Part - I) , the Commission has made the following recommendations relating to charging of license fee for Government accommodation allotted to employees:-

Under the existing rules, the rent for Government accommodation other than hostel accommodation is recovered at 10% of emoluments (basic pay plus dearness pay upto 320 points CPI) or standard rent of the house, whichever is less. In the case of employees in receipt of pay below Rs.300/- the recovery is made at 7.5% of emoluments or standard rent whichever is less. Thus, considerable accounting work is required for calculating rent in each case. This also leads to disparities in recovery of rent among comparable employees in occupation of the same type of accommodation in different stations, and in different localities at the same station. We are of the view that rent for the Government accommodation should be recovered at a flat rate with reference to the type of accommodation allotted to the employees and the rate should be uniformly applicable throughout India. This will not only dispense with avoidable accounting work but will also bring about uniformity in rent recovery from the employees for the same type of accommodation in all places. We recommend that Government may examine the matter and take a decision.

2 The matter relating to fixation of flat rate of license fee for Government accommodation has been considered by Government and the recommendation of the Fourth Pay Commission for fixation of flat rate of license fee for residential accommodation all over the country has been accepted. The relevant provisions of the Fundamental Rules and the Supplementary Rules have also been amended for the purpose of fixation/recovery of flat rate of license fee and for its revision every three years. Copies of the notifications published in the Gazette of India amending FR-45A and SR-324 are enclosed (Annexure - I&Annexure - II).

3 In terms of GFR-45-A-IV(C)(ii) , it has been decided by the Central Government to prescribe flat rates of license fee for the residential accommodation available in general pool and also under various Ministries/Departments of Government of India all over the country (except in respect of sub-standard/

unclassified accommodation of Ministry of Defence, accommodation for service personnel/Officer of Ministry of

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Defence and accommodation under the control of the Ministry of Railways). The flat rate of license fee for different types of accommodation fixed by Government is indicated in the statement attached with this O.M. (Annexure -III). The formula for calculating the living area of the accommodation is indicated in Annexure-IV. For common services/ conservancy and for fire tax and scavenging tax payable for residences, no additional charges are to be recovered. The flat rate of licence fee is to be recovered with effect from 1.7.87 i.e. from the salary for the month of July,1987. This is in partial modification of the date of effect communicated in this Ministry's Confidential O.M. of even number dated the Ist June,1987.

4. It has also been decided that no additions/alterations of structural character may be carried out in residences at the request of the allottees. Such additions/alterations, if considered necessary, may be carried out in all similar residences in a standardised manner and no additional licence fee or charges may be recovered from the allottees for such additions/alterations.

5. Normally, water and electricity charges are payable by the allottees to the local bodies. Where, however, such charges cannot be recovered from the allottees due to non-availability of separate motors etc., this will continue to be recovered by the Government from the allottees. Similarly, charges on account of issue of furniture, electrical appliances, air conditioning appliances etc., would also be recovered from the allottees, if issued.

6. The living area of the quarters indicated in Annexure III has been assessed on the basis of the living area of the bulk of general pool quarters as these quarters have been constructed over a long period of time. However, there may be cases, where the living area of the quarters may be slightly less than the minimum specified or the relevant type or slightly more than the maximum specified. In such cases, license fee may be recovered on the basis of the classification of the types of accommodation and based on the lowest or highest rates depending on the lower living area or higher living area of the quarter and in such cases, the license fee may be fixed on a provisional basis and such anomalies brought to the notice of the Directorate of Estates indicating the type of accommodation, plinth area, living area, year of construction and number of rooms available etc., so that such cases can be considered and decision taken.

It is requested that immediate action may please be taken to recover license fee in accordance with these orders in respect of accommodation under the control of various Ministries/Departments all over the country.

Sd/- (I.Chaudhury)

Joint Secretary to the Govt. of India.

2.

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ANNEXURE - I Gazette of India, Extraordinary Part-II Sub-section (1) of Section

3 dated 1.7.87 Government of India

Ministry of Urban Development (Finance Division)

New Delhi, the 30th June,1987 NOTIFICATION GSR NO.623(E) In exercise of powers conferred by the proviso to

article 309 and clause (5) of article 148 of the constitution, the President, after consultation with the Comptroller and Auditor General of India in relation to persons serving in the India Audit and Accounts Department hereby makes the following rules further to amend the Fundamental rules, namely:

1.

1) These rules may be called the Fundamental (Amendment) Rules,1987.

2) They shall come into force on the Ist day of July, 1987. 2. In the Fundamental Rules, in clause IV of Rule 45, in sub-clause

(c) item (ii) shall be renumbered, the following item shall be inserted:

ii) prescribe flat rate of monthly license fee applicable throughout the country based on the cost of construction and plinth area living area of the type of accommodation alloted to the employees subject to the condition that the amount taken from any officer shall not exceed 10 percent of his monthly emoluments.

Sd/-(Arjan Dev) Under Secretary to the Govt. of India

(F/No.11(7)/W&E/86 Note: (Earlier amendments were made upon the following

notifications). 1. No. 8(17)/61-Estates dated 4.6.61

2. No.5(9)/63 Estates dated 4.6.63 3. No.5(13)/62-Estates dated 5.7.63 4. No.11(51)/68-W&E dated 4.10.79 GSR 2453 dated 25.10.69

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ANNEXURE - II Gazette of India, Extraordinary, Part II, Sub-section (1) of Section

3 dated 1.7.87 Government of India

Ministry of Urban Development (Finance Division)

New Delhi, the 30th June,1987 NOTIFICATION G.S.R NO.624(E) In exercise of the powers conferred by the

provision to article 309 and clause (5) of article 148 of the Constitution, read with FR.45 of the Fundamental Rules, the President, after consultation with the Comptroller and Auditor General of India in relation to persons serving in the India Audit and Accounts Department, hereby makes the following rules further to amend the Fundamental Rules, namely:-

1. 1. These rules may be called the Supplementary (Amendment) Rules, 1987. 2. They shall come into force on the Ist day of July, 1987.

2. In the Supplementary rules, in SR 324 after sub-rule (3) the following sub-rules shall be inserted , namely:-

Notwithstanding anything contained in sub-rules (1) and (2) the flat rate of license fee prescribed under FR. 45-A-IV(c) (ii) for residences shall be recalculated on the expiry of three years from the date of the last calculation and the recalculation shall take effect from Ist July next following, or from such other date as the President may direct.

Sd/-(Arjan Dev) Under Secretary to Govt. of India

F.No.11(7)/W&E/86

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ANNEXURE - III Statement indicating the formula for fixation of flat rate of license

fee for different types of accommodation. Type of

accom- odation

Range of living area (in Sq. Mt.)

Flat rate license fee uniformly applicable through outthe country.

Remarks

(1) (2) (3) (4) A Upto 30 10 Quarters sharing

toiletfacility meant for more than two quarters.

A Upto 30 15 Quarters sharing toiletfacility meant for two quarters.

A Upto 30 25 Old quarters with plinth area less than 300 Sq. Ft.

A Upto 30 35 Quarters with plinth area of 300 Sq. Ft. and more.

B 26.5 35 Crash programme type-B quarters with plinth area of 350 Sq. Ft. reclassified as type-A

B 32 to 40 60 B 41 to 50 75 C 34.5 60 Crash programme

type-C quarters with plinth area of 425 Sq. Ft. reclassified as type-B.

C 44 to 55 85 C 56 to 65 105 D 59 to 75 115 D 76 to 91.5 145 E Upto 106 185 E Beyond 106 210 E.I Upto 159.5 260 E.I Beyond 159.5 300 E.II 189.5 to 224.5 350 E.III 243 to 350 500

E.III 350.5 to 522 600

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Hostel Accommodation Category of

suite

Living Area(Sq.Mt.)

Proposed flat rate of license fee uniformly applicable throughout the country.

(1) (2) (3) 1. Single room 21.5 to 30.0 65.00 2. Single room 30.5 to 39.5 90.00 3. Double room 47.5 to 60.00 125.00 For servant quarters and garages, allotted independent of the

regular accommodation / hostel, the following flat rates may be recovered:

i) Servant Quarter Rs.10 per month. ii) Garages Rs.5 per month.

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ANNEXURE - IV

YARDSTICK FOR DETERMINATION OF LIVING AREA MAIN BUILDING a) Rooms, Kitchen, Bath, Latrine,

Stores and enclosed Verandah. 100% of the floor area

b) Verandah, Corridors and Barsati. 25% of the floor area c) Porch. 12.5% of the floor area d) Court yard pucca. 5% of the floor area. OUT HOUSES a) Rooms. 25% of the floor area. b) Verandahs. 12.5% of the floor area.

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B:4 COMPENSATORY ALLOWANCES 1. City Compensatory Allowance

The payment of City Compensatory Allowance stands

dispensed w.e.f. 26.11.2008. (Corporate HR Circular No. 005/IRX/2010 dated 06/02/2010) (Corporate HR Circular No. 006/IRX/2010 dated 06/02/2010) (Corporate HR Circular No. 007/IRX/2010 dated 06/02/2010) DPE OM No. 2 (70)/08-DPE(WC) dated 26/11/2008.

2. Location Allowance Non-executive employees upto AVI/BVI category working in

Hardwar, Jhansi, Ranipet, Jagdishpur, Rudrapur and Goindwal will be entitled to the payment of Location Allowance at the rate of 3.5% of basic pay subject to a maximum of Rs. 20/- per month. The payment of Location Allowance stands dispensed w.e.f. 26.11.2008. (Corporate HR Circular No. 005/IRX/2010 dated 06/02/2010) (Corporate HR Circular No. 006/IRX/2010 dated 06/02/2010) (Corporate HR Circular No. 007/IRX/2010 dated 06/02/2010)

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B:5 OTHER ALLOWANCES

1. Non-Practising Allowance to Medical Officers.

The rate of Non-Practicing Allowance is 25% of revised Basic Pay with effect from 26/11/2008. The NPA will not count for any purpose.

2. Late Night Snack Allowance

All employees who work in night shifts extending beyond mid-night are paid Late Night Snack Allowance at the rate of Rs.100/- per night w.e.f. 1/1/2010 for a period of 5 years, i.e. up to 31/12/2014. This allowance is payable to temporary employees also provided they are working against regular vacancies. (Corporate HR Circular NO.005/IRX/2010 dated 06/02/2010) (Corporate HR Circular NO.006/IRX/2010 dated 06/02/2010) (Corporate HR Circular NO.007/IRX/2010 dated 06/02/2010)

3. Allowance etc. for Nursing Staff

3.1 Messing Allowance All Nursing Staff in the Medical department irrespective of their

salary grade are entitled for messing allowance of Rs.500/- per month for a period of 5 years w.e.f.1/1/2010. (Corporate HR Circular NO.007/IRX/2010 dated 06/02/2010)

3.2 Free Unfurnished Accommodation All Nursing Staff in the Medical department irrespective of their

salary gradeare entitled for free unfurnished accommodation. (Corporate HR Circular No. 020/WLX/2007 dated 16/05/2007)

3.3 Free Electricity The provision of providing free electricity to Matrons/Asst.

Matrons/ Sisters/Nurses Gr.I/Gr.II and Matrons / Superintendents in E1 grade stands dispensed with effect from 12.2.2010. However, reimbursement of electricity charges shall constitute part of cafeteria and be reckoned within the ceiling of 46% perks and allowances.

(vide Corporate HR IOM No. AA/HR/IR/523 dated 16-11-2010)

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4. Kit Allowance to Employees Deputed Abroad 4.1 The employees of the Company in the scales of pay upto and

including E2 grade and its equivalent and who are deputed for training abroad for more than 3 months continuous duration are entitled to a kit allowance of Rs.750/- provided they have not been paid such an allowance in the last seven years. The amount will be paid in cash in India subject to the production of duly receipted vouchers in respect of articles of outfit which have been or are to be purchased out of the drawal of the amount failing which the entire amount will be refundable to the Company. If the amount drawn is more than the expenditure incurred, the balance should be refunded to the Company.

4.2 In cases of employees who are sponsored by the Company for higher studies abroad, they may be granted an advance for the purchase of kit of an amount not exceeding Rs. 750/- which can be recovered in five equal monthly instalments from the salary payable in India. This amount may be granted only at the request of the employee.

5. Cycle Allowance(Now covered under Perks and Allowances under Cafeteria)

Employees who own and maintain cycles and use the same for discharge of official duties and are not availing subsidised transport facility and are not in receipt of transport subsidy allowance or conveyance reimbursement as in Sub-Section E:7 will be entitled to cycle allowance of Rs.150/- p.m. w.e.f 1.1.2005 strictly on a functional basis.

6. Welding Allowance to High Pressure Welders 6.1 Rates of Welding Allowance Categories of employees eligible for

welding allowance Rate per month

(Rs.) wef 15/03/2007

a) Welders in AV and AVI salary grades possessing the requisite IBR certificate issued by any State Boiler Inspectorate In Boiler Quality, Steel Plate Welding (Submerged Arc/ Manual Arc/ Manual Electric Arc/ CO2/ Tig/ Stellite Gas/ Flash Butt and similar other processesof welding)

200 *

In exceptional cases of non-availability of welders in AV grade those in AIV grade may be considered for the grant of this allowance.

The Stellite Gas welding is to be certified by Welding Engineering Department.

* The existing trained welders engaged on carbon steel/ submerged arc/ Tig welding will be paid Rs. 250/- per month in Bhopal unit.

( vide Corporate HR circular No.037/IRX/2007 dated

24/08/07)

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Categories of employees eligible for welding allowance

Rate per month (Rs.) wef 15/03/07

b) Welders in AV and AVI salary grades possessing the requisite IBR certificate issued by any State Boiler Inspectorate in Carbon Steel (Pipe Tube Welding) and Alloy Steel Plate (Submerged Arc/ Manual Arc/ Manual Electric Arc/ CO2/ and similar other processes of welding)

300

c) Welders in AVI and AVII salary grades possessing the requisite IBR certificate issued by any State Boiler Inspectorate in Alloy Steel Pipe/ Tube Welding (Manual) Submerged Arc/ Manual Arc/ ManualElectric Arc/ CO2/ Tig/ Stellite Gas/ Flash Butt and similar other processes of welding.

400

( vide Corporate HR circular No.037/IRX/2007 dated 24/08/07)

6.2 The grant of Welding Allowance under these Rules will be at the sole discretion of the Unit Management and will be subject to the following terms and conditions:-

a. A Welder shall undergo the necessary training as prescribed by the Unit Management, to acquire the skill as certified by the competent authority. b. A Welder should be actually engaged on the job requiring the corresponding requite skill. c. A Welder should complete his assigned jobs to the required standards both in quantity and quality. d. A Welder should retain his skills (to be determined through tests/examination prescribed by Management/IBR Regulations) in his respective grade for which the Welding Allowance is granted. e. There will be periodical re-qualification tests and pre-production tests to assess the skill from time to time. f. The above (revised) rates are subject to improvements in quality standards at least by 25%.

The ways and means of achieving these improvements have to be discussed and settled at the Plant level.

6.2.1 Subject to the terms and conditions as above, units may frame detailed rules, procedures and other technical norms as considered appropriate.

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6.3 Pre-conditions for continued eligibility: 6.3.1 Where a welder drawing Welding Allowance is promoted to a

post in a grade which does not carry such allowance, his pay on promotion will be fixed in the higher grade after taking into account the welding allowance drawn by him in the lower grade, provided that the allowance was drawn by him in the lower grade for a minimum period of three years.

6.3.2 A welder in AVI grade in receipt of Welding Allowance will continue to be eligible for the payment of Welding Allowance on his promotion as Sr Artisan Gr. III in the grade of AVII if he continues to be engaged in the same or similar job and provided other terms and conditions are duly satisfied. The same will apply in case of promotion from Technician to Sr Technician.

6.4 Stoppage and discontinuance of Welding Allowance Subject to and in addition to the terms and conditions as

above, Welding Allowance will cease to be payable: 1. When a Welder’s certificate is invalidated according to the Indian Boiler Regulations. 2. When a Welder’s certificate is invalidated due to failure in re-qualification.

6.5 General 6.5.1 High Pressure Welders who have been given the higher

grades of AVII and AVIII in lieu of Welding Allowance under an agreement or otherwise will not be eligible for payment of Welding Allowance under this scheme.

6.5.2 The scheme of Welding Allowance as above will be applicable to all categories of welders in all the Units of the Company except Tiruchy, where High Pressure Welders who would normally be eligible for the grades of AVII and AVIII in lieu of High Pressure Welding Allowance may be allowed to exercise their option for the High Pressure Welding Allowance in the lower grade.

6.5.3 Welding Allowance will be counted as ‘pay’ for purposes of computation of Provident Fund Contribution, Gratuity, Bonus, Plant Performance Payment, House Rent Allowance, City Compensatory Allowance, Overtime and Leave Encashment.

7. Transport Subsidy (Now covered under Perks and Allowances under Cafeteria)

All employees whether residing in Company accommodation / township or outside township where Company subsidized transport facility is not provided for commuting to and from work-place, and who are not in receipt of reimbursement of conveyance expenditure are entitled to payment of a transport subsidy at a rate equal to 50% of the fare by public transport/suburban train (bus) from a predetermined reference point to the normal place of duty and back. Provided that where such reference points are not determined, the employees are entitled to a specified fixed amount as transport subsidy as notified by the Management from time to time. The increase in the fare after 15.6.83 calculated in a similar manner as above will, however, be reimbursed fully in consultation with the Corporate Office.

( vide Corporate HR Circular NO 007/PPX/2008 dated 24/03/08)

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8. Grant of Conveyance Allowance to Blind and Orthopaedically Handicapped Employees

8.1 Such of the employees borne on regular establishment of the Company (including workcharged staff), who are blind or are orthopaedically handicapped with disability of lower extremities and who generally require physical assistance for going to and coming from the place of their duty are entitled to a special conveyance allowance @ 5% of basic pay subject to a maximum of Rs.200/- p.m. over and above the transport subsidy/ subsidised transport / conveyance reimbursement facility admissible under Company rules w.e.f. 01-09-2006(Vide Corporate HR Circular No. 047/CLG/2006 dated 01-09-2006) on fulfilment of the following conditions:-

1. An orthopaedically handicapped employee will be eligible for conveyance allowance only if he has a minimum 40% permanent partial disability or both the upper and lower extremity deformities. 2. The conveyance allowance will be admissible to the orthopaedically handicapped employees on the recommendation of the Head of Orthopaedics Department of a Government Civil Hospital. 3. In the case of a blind employee, the allowance will be admissible on the recommendation of the Head of Opthalmological Department of Government Civil Hospital. The employees having vision less than 3/60 or field vision less than 10 in both the eyes, will also be eligible for grant of allowance in terms of the above provisions; and 4. The allowance will not be admissible during leave (except Casual Leave), joining time or suspension.

8.2 Heads of Departments have full powers to sanction conveyance allowance to such employees who submit their applications for grant of such allowance after obtaining recommendations from the appropriate medical authorities for the purpose. The allowance is to be granted w.e.f. the date the recommendation of the concerned medical authority has been received by the Head of the Department.

8.3 The following decisions taken in respect of the Govt. employees and communicated in Office Memorandum BPE/C- 003/80/2(68)/76-BPE(GMI) of Ministry of Finance, dated 30.1.80 will also apply to BHEL employees.

i) Conveyance allowance could be allowed to an orthopaedically handicapped employee if he/she has a minimum 40% permanent partial disability of either upper or lower limbs or 50% permanent/partial disability of both upper and lower limbs together. For purposes of estimation of disability, the standards as contained in the Manual for Orthopaedic Surgeon in Evaluating Permanent Physical Impairment brought out by the American Academic of Orthopaedic Surgeons, U.S.A. and published on their behalf by Artificial Limbs Manufacturing

Corporation of India, G.T. Road, Kanpur shall apply. Other conditions for the grant of conveyance allowance shall, however, remain unchanged.

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ii) Wherever handicapped persons are referred by Heads of Departments concerned to Government Civil Hospitals located at stations outside their headquarters for getting recommendations for grant of conveyance allowance, actual travelling expenses could be reimbursed subject to a maximum of TA admissible for a journey on tour without any daily allowance for the period of journey and for halts. The period spent on journeys, as also at the hospitals, would be treated as duty.

iii) No fee will be charged by Central Government/Union Territories hospitals from the handicapped employees when they are referred to such hospitals by the Heads of Departments for making recommendations regarding grant of conveyance allowance. However, the fee charged by the State Government Hospitals, if any, would be reimbursed to the employee concerned.

9. Washing Allowance (Now covered under Perks and Allowances under Cafeteria)

9.1 Washing allowance at a uniform rate of Rs.115/- p.m. w.e.f 1/1/2005 is admissible to all categories of employees who are provided with uniforms/protective clothing. The payment of washing allowance will be subject to the condition that the uniform/protective clothing are worn regularly by the employees while on duty during the period for which the allowance is claimed.

9.2 In the case of Nursing staff, Para-Medical staff, Fire Service staff, Drivers and BHEL Watch and Ward employees, washing allowance will be paid at the rate of Rs.140/- p.m. w.e.f 1/1/2005 This payment will be subject to usual certificate.

10. Retention of Honorarium and Fees received for Outside Assignments

10.1 For one time assignments taken with the prior approval of the competent authority, no part of the honorarium, fees etc. received by the employee need be deposited with the Company and they may be allowed to retain the same in full. As regards the honorarium, fees etc. received for recurring or continuous assignments such as lectures for evening classes, part-time or other courses, amount of Rs.6000/- per annum may be retained by the employee concerned beyond which 1/3rd of the amount in excess of Rs.6000/- only may be deposited with the Company.

Note: Contents of BPE letter No. 16(36)/84-GM dated 13.7.84, which

are reproduced below, are applicable in BHEL. Central Government/State Governments have accorded general

sanction to the acceptance of honoraria by their/respective officers for the work done both in connection with examinations/ invigilation/selection-committees/interviews conducted by the

Union Public Service Commission.

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The matter has been examined and it is felt that employees of the Public Sector enterprises may receive honoraria etc., from the UPSC as and when they are associated or their services requisitioned by the UPSC. In all such cases the officials would be considered as on duty. In the circumstances general sanction can be accorded to Officers/employees in the Public Sector Undertakings to the acceptance of honoraria for assignments undertaken by them at the behest of the UPSC.

10.2 Cases where the services of BHEL employees are requisitioned by other organisations for temporary assignments of a short duration of a few days should be dealt with in the following manner

1. Before taking up the assignment, the employee concerned should invariably obtain the prior permission of the Controlling Officer not lower in rank than a General Manager. In cases where the Head of the Office/site is of a lower rank, he will also be competent to accord the approval. The permission will, however, be given subject to the condition that the Company’s work does not suffer in any way. 2. The period of absence from duty, including the journey period, if any, will be treated as duty where permission of the competent authority has been obtained. 3. The liability for TA/DA in all such cases will be of the borrowing institution/organisation. Any deviation that may be considered necessary in view of the customer relationship or other considerations, will require the specific approval of the Head of the Division viz., the concerned ED. While submitting the TA claim to the Company, the employee concerned will indicate the purpose of the journey specifically and also enclose a copy of the approval. 4. The acceptance of honorarium/fees by the employee concerned from the borrowing organisation will be regulated under the rules of the Company.

The above provisions will be applicable where the services of BHEL employees are requisitioned by Government/Public Undertakings / Autonomous bodies/Educational Institutions etc, in connection with conducting examinations, delivering lectures or certain other purposes where the expertise of the BHEL employees is required.

10.3 Fees /other Expenses for Arbitration Assignments. 10.3.1 BHEL employees who are appointed as Arbitrators in

accordance with the Terms and Condition of contracts to resolve disputes / differences between the Company (BHEL) and the Contractors, will be eligible for the following payments towards Fees/other expenses.

1. Rs.200/- per hearing of more than one hour

duration, subject to a maximum of Rs.300/- per case. 2. Expenses /costs as per actuals subject to a maximum of Rs.1000/-per case. 3. Travelling allowances/daily allowance shall be regulated as per relevant rules of BHEL subject to entitlement.

10.3.2 The instructions regarding retention of fees received from outside assignments asamended from time to time (Ref para10at page 6 of Sub-section B:5 of Personnel Manual Vol.I) shall be applicable in such cases.

10.3.3 Before an employee is nominated as Arbitrator, prior approval of his Controlling Officer should invariably be obtained.

11. Educational Assistance/Reimbursement of Tuition Fees(Now covered under Perks and Allowances under Cafeteria)

11.1 Educational Assistance Educational assistance of Rs.45/- p.m. per child will be paid

to the employees in non-executive salary grades subject to a maximum of three school going children inclusive of Higher Secondaryfrom 1st Standard onwards on production of the prescribed certificates. This will be paid only in those cases where education of such children is not possible in the Company aided schools. Assistance as above will be effective from the academic year 2005-2006.

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11.2 Reimbursement of Tuition Fees Reimbursement of expenditure incurred on Tuition Fees will be

allowed to all the regular employees subject to a maximum of two school going children studying in class I to XII on production of the prescribed certificate. This will be applicable w.e.f. the academic year 1997-98 and will be allowed only in those cases where education of such children is not possible in the Company aided schools In cases where the tuition fees paid by the employee is more than Rs.30/- p.m., the tuition fees paid over and above Rs.30/- p.m. will be reimbursed subject to a maximum of Rs.260/- p.m. per child subject to a maximum of two school going children w.e.f the academic session 2005-2006 upto Class XII. The employee should have actually incurred the expenditure before claiming it in the prescribed format. However, the payment can be regulated quarterly. It is clarified that the existing scheme of educational assistance as above continues. However, employees opting for the new scheme will not be covered by the earlier scheme. In other words, employee can be covered only under one scheme.

11.3 The assistance/reimbursement is admissible for the same children who fail in certain classes so long as the children continue to study.

11.4 In respect of employees whose spouses get similar benefit from other Government/Public Sector Undertaking, the assistance/ reimbursement is not admissible as it will amount to double payment to the same children. These cases may be regulated based on the practice followed in Government.

12. Subsidy to Apprentices Subsidy will be paid to the Act Apprentices in addition to the

enhanced stipend rates at the rate of Rs.20/- p.m. as announced by the Government of India vide Gazette Notification No. G.S.R. 24(E) published in Part II Section 3 Sub-section (i) of Extra-ordinary Gazette of 25th January, 1982.

13. Special Allowance to personal staff attached to CMD/Functional Directors/EDs/GM-I/cs/GMs/AGMs

13.1 Special allowance to the personal staff in non-executive categories1 attached to AGMs and above is payable depending on the officer to whom they are attached as per the details given below :

Personal Staff attached to

Amount of special allowance p.m. (Rs.) (wef salary month starting 25.04.08)2

No. of Persons entitled

CMD 1600/- 3 Functional Directors 1250/- 2 EDs 1000/- 2

Group General managers /General Manager I/c 825/- 2

GMs 650/- 1 AGMs 500/- 1 Wherever a GGM or GM(I/c) is vested with the powers of ED, the

above special allowance payable to the staff will be at par with that of ED.2

(1Corporate Circular No 009/PPX/2006 dated 15/02/2006) (2 Corporate Circular No 016/PPX/2008 dated 19/04/2008)

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13.2 Payment of this allowance is further subject to the following conditions :

13.2.1 The allowance is not admissible and will be withdrawn if the employee is promoted/ redesignated as executive . (Corporate Circular No.009/PPX/2006 dated 15/02/2006)

13.2.2 The amount is not admissible for looking after the work during the absence of regular staff.

13.2.3 No overtime will be paid to such employees who are in receipt of this allowance.

13.2.4 The allowance is not admissible if the employee is on leave exceeding 30 days.

14 Service Weightage

The regular employees in the grades A1/B1 to A9/B9; S1 to S3 who were on the rolls of the Company as on 31.12.2006 and continued to be on the rolls of the Company as on 30.12.2009 will be granted Service Weightage w.e.f. 1.1.2007 at the following rates for every completed years of service as on 31.12.2006. (e.g. for 15 years of completed service as on 31.12.2006, an amount of Rs.375/- per month will be payable).

-------------------------------------------- --------------------------------------------

Completed years of service as on 31-12-2006

Rate (Rs./P.M.) per completed year of service

------------------------------------------- -------------------------------------------

Upto 10 years 20 11 years to 15 years 25 16 years to 20 years 30 21 years to 25 years 35 Above 26 years 40

For reckoning the completed years of service, only the service rendered in BHEL in regular salary grades would be counted. The employees who have completed 6 months and more service as on 31.12.2006 will be rounded off to one year and less than 6 months service will be ignored.

The amount of Service Weightage will be paid every month alongwith the monthly salary. The amount of Service

Weightage will not undergo any change once arrived at as on 31.12.2006 and as such, this amount will remain fixed till the next wage revision. The amount Service Weightage shall count for statutory payments such as Overtime Allowance, Gratuity, Provident Fund.

Service Weightage allowed to Supervisors in S1 to S3 grades and employees in A7/B7 to A9/B9 grades will continue to be paid consequent upon their promotion to S4/E1 & A10/B10 grade till next wage revision.

(Corporate HR Circular No. 007/IRX/2010 dated 06/02/2010)

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B:6 TRAVELLING AND DAILY ALLOWANCE RULES 1. The "BHEL Travelling and Daily Allowance Rules" will be

applicable to all regular full time employees of the Company including stipendiary Trainees (unless specified otherwise) other than Apprentices under the Apprentices Act, 1961.

2. Definitions : 2.1 "Pay" in addition to basic pay includes special pay, personal pay,

deputation (duty) allowance, dearness pay, officiating pay and non-practicing allowance.

'Dearness Pay' mentioned in this Rule will be treated as pay for the purpose of entitlement under TA/DA Rules provided it counts as pay for this purpose under the Company/Government Rules as may be applicable.

2.2 "Stipend" paid to an Apprentice shall have the attributes of pay. 2.3 "Day" means a calendar day beginning and ending at midnight.

This is for general reckoning only. For the purpose of calculating Daily Allowance, "Day" is to be taken as a period of 24 hours from the scheduled/actual time of departure from the Headquarters in respect of any particular tour/transfer.

2.4 "Travelling Allowance" means an allowance the employee draws in connection with the company's work.

2.5 "Transfer" means the movement of the employee from the Headquarters at which he/she is posted to another station to which his/her former Headquarters have been changed or where he/she is ordered to take up the post.

2.6 "Family" means an employee's spouse, legitimate children and step children dependent on the employee, adopted child/children in the case of an employee who has no child and the adoption is legal and the child/children are residing with and wholly dependent on the employee.

2.7 In respect of transfers, the family would also include parents, unmarried brothers/ sisters who are entirely dependent on and are residing with the employee. Further,the dependency criteria as laid down under the LTC Rules will apply for determining dependency of members of family.

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3. Travel Entitlements while on Tour, Transfer, LTC etc. 3.1. Travel entitlements while on tour/transfer: Sl.No Mode Category of Employee Entitlement 3.1.1 By Air GM I/C and above Executive/"J" Class E4 to E8 Economy/"Y" Class 3.1.2 By Rail A) E5 and above AC Ist Class B) E4 & below,

excluding those in category 'C'

Ist Class / AC IInd Sleeper.

C) AI/BI & AII/BII with less than 7 years service as regular employee in the Company.

IInd Class / IInd Class Sleeper.

Direct inductees / those regularised in AIII/BII with less than 3 years service as regular employee in the Company.

IInd Class / IInd Class Sleeper.

3.1.3 By Road

A) E5 & above Actual Taxi fare limited to AC Ist. Class Rail fare.

B) AVII/BVII/SI & above upto & including E4

Actual Taxi fare limited to AC II-tier Rail fare.

C) AVI/BVI & below excluding those in in category "C" specified above under. 3.1.2

Rs.1.50 per Km. or cost of single seat in Shared Taxi, whichever is lower, further limited to AC II-tier Rail fare.

D) Employees in Category "C" as specified above under 3.1.2

Actual Bus fare limited to IInd Class Rail fare.

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3.2 Travel Entitlements while on LTC : As per BHEL LTC Rules 3.3. Travel Entitlements for journeys in connection with Medical

Treatment at outstations Sl.No Mode Category of Employee Entitlement 3.3.1 By Rail A) E8 and above AC Ist Class B) E7 & below,

excluding those in category "C" as specified under 3.1.2

Ist Class/AC II Tier Sleeper

C) Employees in Category "C" as specified under 3.1.2

IInd Class/IInd Class Sleeper.

3.3.2 By Road

A) E8 and above Actual Taxi fare limited to AC Ist. Class Rail fare.

B) AVII/BVII/SI to E7 Actual Taxi fare limited to Ist.Class Rail fare.

C) AVI/BVI and below excluding those in category "D" below.

Rs.1.50 per km. or cost of single seat in shared taxi, whichever is lower limited to Ist. Class Rail fare.

D) Employees in category "C"as specified under 3.1.2

Actual Bus fare limited to IInd Class Rail fare.

Deputationists in AIII/BIII and below will be entitled to travel by IInd Class by Rail while on Tour/LTC etc. However, deputationists with basic pay of Rs.5045/- p.m. and above in BHEL's 1997 pay structure will be entitled to travel by Ist Class/ A.C. II Tier Sleeper. In cases, where they are entitled to travel by Ist Class by Rail, the reimbursement for Road journeys will be regulated as per rules, subject to a maximum of Ist Class fare by Rail.

However, when the patient is referred to approved hospital at outstation for hospitalization treatment and in case of emergency the journey is performed one way by air/by train in a class higher than the entitlement and the other way of journey by train in a class lower than the entitlement, the reimbursement of expenditure upto a maximum of fare by entitled class for both outward and return journeys may be allowed. Where the entitled class is first class by train, the reimbursement may be permitted upto a maximum of twice the fare by AC II tier sleeper when journeys are performed by air-rail combination. Wherever concessional fares in respect of the patients suffering from cancer are charged by the Indian Airlines/Railways the same should be availed. In such cases only the concessional fares in respect of the patient will be reckoned for reimbursement purpose.

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3.4 Other Conditions : Travelling Allowance will normally be admissible by the

shortest route. However, the Controlling Officer may relax this condition in exceptional circumstances.

The Apprentices, who are All India Gold Medal Winners in the National Skill Competition, may be allowed to travel by first class during their visit to Delhi to receive the President's Award. The expenditure towards the difference in the amount of fare between the first class and the second class rail fare (as the Directorate of Employment and Training bears the expenses for the second class travel only) may be met by the Company.

3.5 (a) The employees may be permitted to travel by Rajdhani Express for tour journeys by the entitled/lower class. In such journeys where the cost of ticket includes expenses for providing breakfast, meals etc., full DA for the journey period will be paid. Also, in respect of Shatabdi Express Trains, which cover shorter distances and wherein employees travel by A.C. Chair Cars, full DA will be admissible. .

3.5 (b) Employees not permitted to travel by air while on tour / transfer as per rule, if perform journey by air on sector connected by Rajdhani / Shatabdi Express trains, then amount of reimbursement for traveling expenses would be upto the fare by Rajdhani / Shatabdi Express, as applicable as per the entitled class. ( Corporate HR circular No 018/PPX/2007 dated 27/04/07)

3.6 Charges for reservation and telegram charges for securing reservation, if charged by the railways, will be reimbursed. Agency charges paid to travel agents will be reimbursed subject to a maximum of Rs.15/- against a voucher for each journey, if the employee purchases tickets through travel agents. When travel agent has been approved by the Company and tickets are booked by the Company through such travel agents, then actual charges for booking may be allowed. Wherever bed roll charges are levied additionally the same will be reimbursed on production of actual receipt.

3.6.1 If rail tickets are booked online by the employees directly through Indian Railway Catering and Tourism Corporation (IRCTC), then the charges towards the same including the service charges levied by the banks for using credit cards/direct debit facility will be reimbursed on submission of proof for having paid the same. For claiming the service charges, levied by IRCTC, the copy of I-ticket or I-ticket printout or Electronic Reservation Slip (ERS in case of E-ticket) will have to be enclosed. For claiming the charges for not carrying the ERS, the receipt issued by the railway will have to be enclosed. For claiming the charges for using credit card/direct debit facility, the copy of credit card statement/bank account statement or copy of pass book, as the case may be, will have to be enclosed. (Corporate HR Circular No. 008/PPX/2006 dated 15-02-2006)

3.7 Non-availability of reservation by train is not an acceptable reason for not performing the journey connected with official work.

3.8 Employees who travel by rail should indicate the ticket number in their TA claims.

3.9 Executives of the rank of ED and above are entitled to travel by the Executive Class on the Airbus routes operated by the Indian Airlines on tour.

3.10 Executives in the pay scale of E4 and above can travel by air while on duty. In other cases, sanction of Competent Authority should be obtained.

3.11 Travel by Private Airlines may be allowed on official tours where Indian Airlines/Vayudoot flights are not available with prior approval of an Officer of the rank not less than an Addl. General Manager.

3.12 Employees sent for training in India are permitted to travel as per entitlements under the TA rules of the company as applicable to journeys on tour wherever the duration of the journey by Express train is more than 18 hours.

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3.13 In order to provide checks against unnecessary air travel, the following may be ensured by all units/divisions

i Close scrutiny of the departmental travel expense budget during the annual revenue exercise.

ii Ensuring strict adherence to travel expenditure by way of periodic reports to the Unit Head by Unit Finance

iii Submission of half yearly report to Director Finance on actual expenses vis-à-vis budget on this account and reasons for variance above 5%.

iv Prior approval of Controlling Officer for all air travel proposals for tours, except in emergency in which case the tour claim should be counter signed by the Controlling Officer. However, in case of GM and above, prior intimation to Controlling Officer and a mention of this intimation in the claim form, will suffice.

v Tour report detailing the work accomplished be submitted to the Controlling Officer immediately after the tour.

vi The expenditure on account of air travel for tours may be maintained under a separate head for any analysis that may be required at a later date.

3.14 Travel by Air on Foreign Tours on Official Business : Category Entitled Class of Journey C.M.D. First Class G.M. & above Business Class / Club Class / Intermediate

Class. Others Full fare Economy Class. However,excursion

tickets also known as economy class should be availed, wherever possible.

3.15 Employees in AVI/BVI and below excluding those in category "C" under 3.1.2 specified above while on tour, may be reimbursed actual taxi charges for movements between residence and Railway station at Headquarters and Railway Station and temporary residence at outstation.

3.16 Employees in category "C" as specified under 3.1.2 above, while on tour may be reimbursed actual scooter/tonga/rickshaw charges for movements between residence and Railway Station/Bus Stand at Headquarters and Railway Station/Bus Stand and temporary residence at outstations.

3.17 Journeys by road include journeys by steam launch or other sea bound vessels. Where journeys are performed by road between places connected by rail, the road mileage as calculated in para 3.1.3 above will be limited to rail fare as applicable. Where journeys are performed by road between places not connected by Rail, the road mileage as calculated above will be limited to the notional fare by the entitled class. However, Head of Division may relax these limits in special circumstances.

3.18 In case where journeys are undertaken while on tour/transfer by the employees in their own cars/scooters/motor cycles, reimbursement will be made at the rate of Rs.6/- per km. for car and Rs.3 per km. for scooter/motor cycle limited to the rail fare for points connected by rail. ( Corporate Circular No. 059/PPX/2005 dated 15/12/2005)

However, local journeys at the place of tour will not be counted for limiting the entitlement as above. ( Corporate HR circular No 018/PPX/2008 dated 16/05/2008)

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4. LODGING CHARGES FOR STAY IN HOTELS : Sl.

No. Lodging charges subject to max. of

(Rs. per day) Employee

category Delhi/ Mumbai/ Bangalore

Chennai/ Kolkata/ Hyderabad

Others

1. GM I/c, GGM & above

14000 12000 9000

2. GM 10500 8500 7000 3. E6,E6A & E7 7500 7000 5500

4. E2 to E5, SV to SVIII, AXII/BXII

4800 4000 3000

5. ET, E1,SIV, AX/BX &AXI/BXI

3200 2500 2100

6 S0(ST), SI to SIIIA, JE, AVII/BVII to AIX/BIX

1700 1400 1100

7. AVI/BVI and below

1300 1100 900

NOTE : Procedural Aspects of Hotel Empanelment and other Conditions

( Vide Corporate HR Circular No. 56/PPX/2007 dated 23/11/2007) ( Corporate HR Circular No. 015/PPX/2011 dated 10/06/2011)

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4.1 Actual lodging charges paid by the employees for stay in the hotel will be reimbursed subject to the applicable ceilings as specified from time to time, on production of receipts.

4.2 In respect of CMD & Functional Directors, where it is not possible to accommodate in designated hotels, they may be accommodated in other hotels and in such cases they will be entitled to the actual tariff charged by the hotel.

4.3 The applicable hotel tariffs will be regulated as per the circulars issued on the subject from time to time by Corp. office. A list of designated hotels along with the negotiated tariffs at various places will be circulated by ROD/other BHEL offices to all BHEL divisions.

4.4 The above rates of accommodation charges indicated in col (3), (4) and (5) are exclusive of service and other similar charges/taxes which are reimbursable.

4.5 Following provisions may also be kept in view while hiring hotel accommodation:

(1) Reimbursement of hotel charges will normally be restricted to the tariff applicable for single room only.

(2) In cases of short duration halts en route their destination for catching rail/air connection, reimbursement of hotel charges will be admissible only when night halt is involved and is imperative.

(3) Wherever Guest House Accommodation is available the same shall be availed and the hotel accommodation will be hired only if the Guest House accommodation is not available.

(4) Wherever ITDC Hotels are available, these should be preferred. The concession in the tariff available in some hotels including ITDC must be availed of by the employees and reimbursement in such cases will be made after taking into account the concessional rates only.

5. LODGING IN GUEST HOUSES : 5.1 Accommodation charges are payable by the employees when

they stay in the Company's Guest Houses and they will be paid daily allowance as 'with lodging'. In case of stay at Govt. or other public sector undertakings' guest houses with which BHEL has reciprocal arrangements at identical rates, daily allowance will be paid as 'with lodging'. Daily allowance for the period of stay at the station where an employee (not being an employee covered under Rule 17.1.3 of the TA Rules) has been allowed to retain company/ company leased accommodation may be paid, if otherwise admissible under the rules at 'with lodging' rates applicable to the station.

5.2 Employees staying at Govt/Public sector undertaking's guest houses with whom BHEL does not have any reciprocal arrangements, will be paid daily allowance as applicable for the station as per rules. In addition, they may be reimbursed the actual lodging charges paid by them on production of bills.

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5.3 Room rent for stay in Company's Guest Houses while on tour:

Employee Grade Room rent per day AC Room Non AC Room AIII/BIII & below Rs.100/- Rs.50/- AIV/BIV to AIX/BIX/SI to

SIII Rs.200/- Rs.150/-

AX/BX & AXI/BXI SIV to SVII/E1 to E5

Rs.300/- Rs.250/-

E5 and above Rs.500/- Rs.450/- 5.4 The room rent for stay while on tour in Guest Houses maintained

by the Company if settled by the employee will be reimbursed on submission of T.A claims along with the receipts of room rents. In addition D.A as applicable for the station will be paid.

5.5 The room rent for the period of stay may be debited to the unit to which the employee belongs.In such cases, the following procedure will be followed:

5.6 The Guest House will prepare the bill towards the room rent in triplicate and obtain the signature of the employee on the original and the copies.The bill will indicate the employee's Division, Staff No., period of stay and it will be recorded that the amount is being debited to the specified unit. One copy will be retained by the Guest House, second copy will be sent to the Unit Finance Department and the original will be given to the employee concerned. The employee will indicate in his T.A.claim the room rent and record that the same will be debited to his Unit. The Unit Finance will raise debit to the concerned Units once every month along with the list of debits raised giving the requisite details.

5.7 Employees are not expected to stay in the Guest House of commercial concerns other than public sector undertakings.

6. Daily Allowance : 6.1 Daily Allowance is a uniform allowance intended to cover

incidental charges incurred on account of travelling and staying at places other than at Headquarters.

6.2 Daily allowance is to be calculated for the period of absence from Headquarters. The scheduled arrival/departure (and actual arrival if there is a delay of more than 15 minutes from the schedule) of the mode of transport used, shall be reckoned for the calculation of daily allowance. In respect of journeys by road, the actual time of arrival/departure as certified by the employee should be adopted.

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6.3 Rates of Daily Allowance per day : Pay

Scale/ Level

D.A for food & incidentals with lodging facility at Hotels / Transit Flats / Other Guest Houses

D.A. for food and incidentals with lodging facility at

Composite D.A. for lodging food & incidentals

(Rs.) (Rs.) (Rs.)

'A' Class Cities

Other Places

Mfg.Div.& NOIDA G.Houses *

'A' Class Cities

Other places

(1) (2) (3) (4) (5) (6) GGM & above 450 360 285 500 450 GM 410 330 270 475 425 E6,/E6A/ E7 390 315 255 450 400 E2 to E5, SV to SVIII & AXII/BXII

315 255 210 425 375

E1A/SIV AX/BX/ AXI/ BXI

270 225 180 410 360

E1(ET) 250 200 165 400 350 SI to SIIIA, JE, AVII/BVII to AIXA/BIXA

225 180 150 375 335

S0 (Supervisor Trainee)

180 150 125 350 320

AIII/BIII to AVI/BVI 165 135 115 325 300 AII/BII & Below & Art. Trainees

135 115 100 300 280

Temp. Employees 105 90 75 250 230

* Guest Houses located at Bhopal, Jhansi, Hardwar, R.C.Puram Hyderabad, Jagdishpur, Trichy, BAP Ranipet & NOIDA Township.

Daily allowance for the period of journey time will be paid as per applicable rate as indicated under column (4) of the above table.

In case boarding and lodging is provided free, 1/4th of the daily allowance given under columns (2) and (3) as applicable may be paid.

When an employee ( other than the employees posted at site)

goes on tour to a place where he has retained his family in the accommodation arranged by the Company, the DA will be paid as per col. '3' above only.

(vide Corporate HR Circular No. 038/PPX/2006 dated 06-07-06)

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6.4 Daily Allowance may be drawn for the journey period, all halts on duty and holidays occurring during the period of halt. As regards stay at intermediate stations, only stay exceeding three hours will be treated as part of the halt at that particular station and daily allowance as applicable will be paid.

6.5 Daily Allowance may be drawn for broken periods of a "Day" on the following scale:

For absence of less than 6 hours : 1/4 For absence of 6 hours and more but less than

12 hours. : 1/2

For absence of 12 hours and above : Full 6.6 For period spent on journeys, rate of daily allowance as given in

Rule 6.3, column 4, will be applicable. For calculating daily allowance admissible for the journey portion alone, the number of days spent on halt at outstation (rounded off as per Rule 6.5 in respect of each halt) shall be subtracted from the total number of days of absence from headquarters rounded off for the last broken period. If, however, the number of days for such halt (calculated as per Rule 6.5), exceed the total number of days of absence, then the time spent on journey shall be taken as nil and D.A. for halts will be restricted for the total period of absence from headquarters. Any excess over that may be disallowed from the period of halt with lesser rate of D.A.

6.7 Employees who are deputed as escorts with the wagons/trains carrying equipment/consignments from the units to other places are eligible for Daily Allowance as per Rule 6.3 col. 4 for the entire journey period. In cases of halts when the wagon/train is parked in the yards and at wayside stations, employees may be paid honorarium limited to the D.A. difference between 'with lodging' rates and composite DA rates admissible for places other than principal cities in addition to the daily allowance admissible for the total journey period at 'with lodging rates'.

6.8 For prolonged halts full daily allowance may be drawn for a period of 30 days and for a longer period upto 90 days half daily allowance may be drawn. The limit of 30 days and 90 days relates to stay at any one station only. Heads of Divisions have powers to relax these conditions.

6.9 The period of stay away from the outstations for three consecutive nights or more will constitute a break in continuity of stay at outstation for the purpose of these rules.

6.10 No Daily Allowance is admissible for journey performed upto 30 kms. from headquarters. However, in case of these journeys, actual conveyance charges as per entitlement may be reimbursed.

6.11 Rates of Mileage Allowance for performing local journeys in own vehicles on official work at the place of posting including local journey at the place of tour are as follows: Type of Vehicle Rate (in Rs per KM) Car 6.50 Scooter/ Motor cycle 3.50 When own vehicle is not available for valid reasons, claims for

journeys by Taxi / Autorikshaw as per entitlement may also be permitted. Claims for such journeys will be approved by an officer of the rank of General Manager & above or Addl. General Manager where there is no GM. Since local journey at the place of tour is a part of tour, the same need not be separately approved by GM unlike local journeys at the place of posting .

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6.12 Employees using their own vehicle for performing local journeys for official work at the place of posting, local journeys at the place of tour and journeys on transfer in Company's interest are entitled to reimbursement of the following charges if tokens/receipts are enclosed: i) Parking Charges at "paid parking lots" ii) Toll charges for using toll roads The above charges can be claimed along with local conveyance charges. ( Corporate HR circular No. 067/PPX/2005 dated 22/12/2005) ( Corporate HR circular No. 018/PPX/2008 dated 16/05/2008)

7. Lunch/ Tea Allowance & Conveyance Reimbursement Etc : 7.1 Lunch/Tea allowance for journeys beyond 8 Kms. to 30 Kms.

from Head Quarters will be regulated as follows: Category of Employee Entitlement SV/E2 and above Rs.80/- AVII/BVII to AXI/BXI SI to SIV/E1A Rs.60/- AVI/BVI and below Rs.50/- The employees would be entitled to Lunch/Tea allowance if their

absence from office is more than four hours inclusive of Lunch Break (Corporate HR Circular no. 014/PPX/2005 dated 25/05/2005)

7.2 In cases of journeys from headquarters to contiguous places like Ramachandrapuram to Hyderabad /Secunderabad, Delhi to Faridabad / Ghaziabad/ NOIDA, etc., no daily allowance is admissible. In such cases only lunch/tea allowance at the prescribed rate is admissible.

7.3 Wherever subsidised lunch is provided, lunch/tea allowance is not admissible.

7.4 If any employee attends duty at a place other than the normal place of work straight from his residence and returns to residence without attending duty at normal place of work, conveyance expenditure will not be reimbursable unless distance of the place of temporary duty from his residence is more than the distance from the residence to the normal place of work. In such a case conveyance expenditure as per his entitlement may be reimbursed only for the excess distance.

7.5 All employees who are in receipt of conveyance reimbursement for using their own conveyance will normally use their conveyance for attending office on Sundays/Holidays. However, when their own conveyance is not available for valid reasons, journeys by taxi/scooter can be undertaken with the approval of the GMs and above or AGM where there is no GM. Further, all employees in the rank of Managers and below, as a measure of economy, will irrespective of their entitlement as defined in these rules travel only by an Auto Rickshaw while performing local duties or to attend office on Sundays/Holidays. Reimbursement of conveyance expenses in such cases will be regulated as per rules applicable to local journeys.

7.6 An employee is not eligible for reimbursement of expenditure incurred on conveyance and cancellation of ticket if he does not

proceed on tour on the ground of not getting accommodation in train since non-availability of reservation by train is not an acceptable reason for not performing the journey in connection with the official work. However, in cases where the General Manager is satisfied that non-performance of journey by train even after reaching the Railway station was for reasons beyond the control of the employee, reimbursement of expenses incurred on cancellation of ticket and conveyance hire may be permitted. Reimbursement of such expenses may also be permitted in case of cancellation of journey by air due to non-availability of seat.

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7.7 An employee will normally proceed on tour from his Headquarters only. Where due to exigencies of work, the Controlling Officer requires an employee to proceed on tour from his leave station, it will be treated as compulsory recall from leave and full Daily Allowance, Fare Etc. will be paid from the station where the employee was spending his leave.

7.8 Leave (including casual leave) can be allowed to an employee on tour under exceptional circumstances by the controlling officer. No daily allowance or other charges will be admissible for such periods of leave. The entitlement for the fare where an employee makes a detour for his own convenience and with the approval of the controlling officer may be determined in each case on merits by the controlling officer subject to the condition that TA in no case will exceed the amount admissible by shortest route from the point of detour to the headquarters.

8. Admissibility of TA for other journeys : The rules regarding travelling and daily allowance will be

applicable for all official journeys undertaken : 8.1 With the consent of the controlling officer. 8.2 To appear before a Departmental Selection Committee. 8.3 To undergo obligatory medical examination. 8.4 To give evidence in a Court of Law in cases in which BHEL is a

party including those where the Company is not actually a party but is interested in the case. If an employee has to attend a court to depose about the facts coming to his knowledge during the discharge of his official duties, the Company will be deemed to be interested in the case.

8.5 To give evidence in a criminal case, a case before a court martial, a civil case to which Government is a party or a departmental enquiry held by a properly constituted authority provided that the facts as to which he is to give evidence have come to his knowledge in the discharge of his public duties. The period of absence in complying with the summons of the Court in such cases will be treated as duty. The travelling allowance as admissible under the rules will be paid to the employee on the basis of a certificate of attendance given by the Court or other authority which summoned him provided he has not accepted any payment of expenses on this account from the said Court or authority. In cases where the Court in which the employee gives evidence is situated within a distance for which no TA is admissible, the employee, if he is not in receipt of Permanent Travelling Allowance, or any other compensation in this regard, may accept such payment of actual travelling expenses as the Court or the summoning authority may pay.

8.6 An employee summoned to give evidence while on leave is entitled to travelling allowance from and to the place from which he is summoned as if he were on duty.

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In cases, where the services of Company's employees are requisitioned by other organisations, for temporary assignments of a short duration of a few days, the liability of TA/DA will be borne by the borrowing organisation. Any deviation that may be considered necessary in view of the customer relationship or other considerations, will require the specific approval of the Head of the Division. While submitting the TA claim to the Company, the employee will indicate the purpose of the journey specifically and also enclose a copy of the approval.

8.7 For appearing in departmental examination/Interview, Medical Treatment, Participation in Sports Etc :

8.7.1 Employees, appearing in the written test/interview for the posts of Executive/Engineer Trainees/Junior Executives and other posts against open advertisements of the Company, are entitled only for train fare by the entitled class from headquarters to the nearest examination/interview centre.

8.7.2 Daily Allowance is not admissible. 8.7.3 The period of absence, limited to the journey time plus day of

the test/interview in such cases will be treated as 'on duty'. 8.8 To obtain medical treatment on the advice of Chief Medical

Officer, train fare of the entitled class only will be admissible. Additional fare for a person or dependent relative to accompany the employee for medical treatment will also be admissible if the CMO certifies that the patient is to be escorted. In addition, the actual expenses from residence to the rail head at the duty station and rail head to consulting room/hospital at the outstation where the employee goes for treatment and back will be admissible once only subject to the maximum of ordinary taxi charges.

8.9 Outside candidates called for interview for the posts in E-2 Grade and above will be paid First Class railway fare while others will be paid Second Class fare. The charges for sleeper and reservation, if paid, will also be reimbursable.

8.10 An employee compulsorily recalled from leave to duty before the expiry of leave will be paid travelling allowance etc. for the journey from the place where the leave was being spent to the station of recall at the discretion of the Controlling Officer.

8.11 Employees who participate in rallies etc. activities, which are sponsored/organized by the Company will be entitled to the TA/DA as given below:

i) Employees, who are selected for participating in such activities at places other than headquarters, will be paid traveling expenses as per their entitlement subject to the maximum of 1st class/AC two tier train fare.

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ii) In case where boarding and lodging is arranged by the Company, the participants from outstations will be paid daily allowance at 25% of the normal ‘with lodging’ rates. This will be applicable whether or not the participants avail of the boarding/lodging facilities made available by the Company.

iii) Where arrangement for lodging only is made by the Company, the participants will be paid daily allowance at the normal ‘with lodging’ rates.

iv) Where arrangement for boarding and lodging is not made by the Company and they are required to make their own arrangement, the payment of daily allowance will be regulated under the normal T.A. Rules.

9. Conveyance Charges at outstations : For journeys undertaken by road at outstations, conveyance

charges will be reimbursed subject to the ceilings as given below. The limits as prescribed can be increased proportionately when stay at outstations is longer than 7 days.

Mumbai/Kolkata/Chennai/ Delhi/B'lore/Hyd

Other Places

Duration of tour upto 3 Days 5 Days 7 Days 3 Days 5 Days 7 Days In Rupees Normal Ceiling 750 1000 1200 600 800 1000

Ceiling with relaxation of Head of Div. in exceptional cases

1100 1300 1600 900 1100 1400

(Vide Corp. HR circular No. 059/PPX/05 dated 15/12/2005) The limits prescribed are applicable to any one station at any

one time for a continuous halt not exceeding 3 days / 5 days/ 7 days, as the case may be. NOTE : For the purpose of the ceilings under this rule, the conveyance charges spent at outstation for journeys performed between airport/railway station to the temporary residence and vice-versa will be excluded.

10. Foreign Tours ( Rule 10 & 11 updated as on Feb 2005) 10.1 Consolidated Rates of Daily Allowance : 10.1.1 BHEL employees going on tours abroad are allowed foreign

exchange at the rates prescribed in this regard by the Company from time to time to cover the DA and other traveling entitlements abroad. The rate of DA in such cases is 'all inclusive' rate in accordance with the rules laid down by the Reserve Bank of India to regulate the release of foreign exchange for such trips and as such is meant to cover expenses on all items including boarding, lodging, conveyance/taxi etc.

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The allowances payable to employees visiting abroad for different

nature of foreign visits is given in the Table below:

Sl. No

Types of Abroad Visit

Allow. Payable when no facilities are provided

Allow. Payable when all facilities are provided

Allow. Payable when boarding & Lodging facilities are provided

Allow. Payable when lodging facility is provided

a b c d e 1 Business Visit/Export

Promotion /Study Tour/ Study Programme /Visit to countries where Site office is available but when the tour is not in connection with the ongoing contract

Full Rate of CDA

25% of CDA as an out of

Pocket allowance

45% of CDA CDA - (45% of CDA - DA as per MEA

rates) **

2 Visit abroad for inspection/ witnessing equipment's testing.

- do - - do - - do - - do -

3 Conference/Seminar/ Workshop / Symposium (other than training)

- do - - do - - do - - do -

4 Visit to countries where site office is available and the visit is in connection with the ongoing contract

DA payable as per MEA circular no. Q/FD/695/3/2000 dt. 01/12/2000 for different countries till further revision.

5 Visit to countries for Short term projects where no site office is established.

Will be decided on case to case basis for each of such projects by the Corporate office.

6 Visit as an expert sponsored by different bodies like CII, FICCI & Exim Banks etc. (Without any direct benefit to the company)

Nothing will be allowed by BHEL except the "special casual leave" on case to case basis. Such cases to be referred to corporate office for approval of the competent authority.

7 Training Abroad As per rule 10.3 at Page 17 of Sub Section B6, Volume-I of Personnel Manual

** In other terms, allowance payable shall be arrived after deducting proportionate lodging charges.

The cases not referred/defined in the above Table may be referred to Corporate Office. CMD's prior approval will still be required for all foreign visits. Day for this purpose is reckoned on 24 hourly basis from the time of arrival at an outstation abroad till the time of departure. Full DA is admissible for the additional time if it exceeds three hours after calculating DA on 24 hourly basis.

NOTE:Current per day rates at which the foreign exchange for visits abroad from RBI/Blanket permit is released, are as follows:

Consolidated rates of DA , for visits in connection with Export

Promotion and other business purposes applicable to all countries for the period spent abroad excluding time spent on onward and return journeys are as follows :

A CMD & Functional Directors

(i) Local Conveyance, Telephone, Contingent expenses and Food D.A

US$ 260/- per day* + Food D.A for respective country as per MEA rate from time to time.

(ii) Hotel Expenses Actual subject to limit of US$300

Note: DA advance will be drawn upto the entitled amount based on the above limits. However, claim for settlement beyond US$ 500 will require approval of Director (Fin.) & CMD. * The breakup of US$ 260/- is : Local conveyance - US$ 165.00; Telephone - US$ 47.50; Other Contingencies - US$ 47.50

B For employees below Director Grade

(i) ED, GGM & GM I/c US$ 350/- per day (ii) Executives in E8 & E7 Grade US$ 300/- per day i) E6A & Below US$ 250/- per day

(vide Corporate HR Circular No. 023/TRX& CLG/ 2010 dtd 11.06.10)

10.1.2 Out of the above consolidated amount, the employees are required to render account on return from tour for all items, other than the Daily Allowance component allowed for food etc, as per MEA rates as applicable to various countries as notified by Corporate Office from time to time. The following procedure will be followed w.r.t. the claims.

i) BHEL employees going abroad on tour for export promotion, business purposes, study tour, seminar etc., would continue to draw the admissible consolidated amount fixed from time to time.

ii) The D.A. towards food etc. exempted for the purpose of rendering accounts is to be computed as per rates prescribed and notified from time to time.

iii) Expenses on hotel accommodation incurred by the employee abroad will have to be supported by bill/receipt.

iv) The account of other expenses like local conveyance, telephone and other contingent expenditure will be rendered and settled on the basis of certification by the employee concerned subject to the following limits:-

a) Local Conveyance: Not to exceed 35% of the consolidated D.A. as per entitlement.

b) Telephone Expenditure: Not to exceed 10% of the consolidated D.A. as per entitlement.

In case of usage of mobile phones provided to the employees, all outgoing mobile phone call charges (including roaming/VAS/SMS etc.) while on international roaming on tour are to be recovered from the concerned employee. Such charges should neither be included in their normal entitlement nor approved by relaxing the rules.

c) Other contingent Expenses: Not to exceed 10% of the consolidated D.A. as per entitlement.

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v) In case the expenditure exceeds the prescribed percentage in respect of (iv) a,b,c above, the officer will render account with supporting bill/receipt.

vi) The present consolidated D.A. fixed in accordance with the guidelines of Reserve Bank of India does not include expenditure on entertainment.

vii) Approval of Competent Authority will be required for expenditure on entertainment (if any). Account duly support by bill/receipt shall be rendered on return.

viii) The employee concerned shall submit the consolidated bill on return accounting for various expenses including Daily Allowance. Any surplus amount, after calculation, shall be refunded to the Company.

10.1.3 For tour from India/Abroad to Libya in connection with site work

and from Libya to other countries.

The following rates of Consolidated DA will be applicable for employees proceeding on tour from India/ Abroad to Libya and from Libya to othe Countries :-

Sl No

Category Consolidated Rate in US$ per day

Hotel Compo (Voucher to be be Attached) US$ per per day

DA in US$ per day

Certification for exp. on TF, Conveyance, contingencies,etc. in US$ per day

1 ED/ GGM 200 upto 100 45 55

2 GM/AGM 180 upto 100 45 35

3 SDGM/DGM 170 upto 100 45 25

4 Sr. Mgr. & be upto Supervis

160 upto 90 45 25

5 Others 150 upto 80 45 25

Further reductions for longer stays beyond 7 days will not be applicable in

this particular case. For officials proceeding to Libya , an advance of a minimum amount of US$ 500 per trip will be given in accordance with Libyan regulations and shall be accounted for by individuals as per above rates upon his return to India.

10.2 For Visits to Sites Abroad : Employees deputed to the overseas sites abroad on tour basis in

connection with the on-going contract will be entitled to DA as prescribed by the Company from time to time comprising of the following :

10.2.1 Lodging Charges : At places where Company cannot make lodging arrangements, the

employee will be entitled to stay in Hotels as empanelled by the Ministry of External Affairs for the Central Government employees of equivalent status touring in those countries and claim actual expenses incurred subject to production of receipts. For cities where approved panel of hotels is not prescribed, the lowest hotel rate for the particular grade of employees applicable in the capital city of that country will be the ceiling for hiring accommodation in hotels in such cities. However, in case of Bhutan and Nepal, if Company cannot make lodging arrangements, employees can claim hotel charges as per their entitlement equivalent to the rates applicable at Delhi

In addition to the actual cost of hotel accommodation within the prescribed monetary ceiling, an employee will be entitled to the reimbursement of actual expenditure incurred on taxis or other conveyance hire for trips on official duty during a tour for the performance of official duties within such limits as may be prescribed. For this, the employee will have to certify that the expenditure has actually been incurred. The Controlling Officer will also certify that the expenditure was necessary and reasonable.

10.2.2 Cash Allowance : (i) In addition to the lodging charges as mentioned above, the

employees will also be entitled to Cash Allowance as prescribed by the Company from time to time subject to any other rules prescribed in this regard, as follows:

Category of Employee

Entitlement

A) SV/E2 and above

At full rates as prescribed from time to time.

B) AIV/BIV to AXI/BXI/ SI to SIV/E1

At 75% of (A) above.

C) AIII/BIII and below

At 33% of (A) above.

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(ii) No reimbursement on account of tips in addition to Cash Allowance shall be admissible.

(iii) Where the hotel charges are inclusive of breakfast charges, Cash allowance shall be reduced by 10%.

(iv) In case an employee is provided with free accommodation or chooses to make his own arrangement for stay, his entitlement of DA will be restricted to Cash Allowance as applicable with reference to that station. If both boarding and lodging are provided free or at company's cost the DA will be at 25% of the Cash Allowance.

(v) Incase the stay of an employee at an overseas site exceeds 7 days, the cash allowance will be at the following rates :

8th to 21st Day @ 63% of full rate

22nd to 90th Day @ 37% of full rate

10.3 Rate of maintenance allowance for visits abroad in connection with training :*

Duration of Training

Where Hostel/ Guest House accommo- dation at concess- ional rates are not available

Where Hostel/ Guest House accommo- dation at concess- ional rates are available

Where lodging is provided free by the host institution

Rate per Day US$

Rate per Day US$

Rate per Day US$

i) Where training period is for 15 days.

112.50 78.75 100.00

ii) Where training period is for more than 15 days but upto 30 days.

112.50 per day for first 15 days and thereafter 93.75 per day from 16th day to

78.75 per day for first 15 days and 63.75 per day for remaining period from 16th day to 30th day.

100 per day for first 15 days and thereafter 80 per day from 16th day to 30th day.

30th day.

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Duration of

Training Where Hostel/ Guest House accommo-dation at concess- ional rates are not available

Where Hostel/ Guest House accommo-dation at concess- ional rates are available

Where lodging is provided free by the host institution

Rate per Day US$

Rate per Day US$

Rate per Day US$

iii) Where training exceeds 30 days but upto 6 months.

As above upto first 30 days and thereafter 75 per day.

As above upto first 30 days and thereafter 45 per day

As above upto first 30 days and thereafter 57 per day.

(iv)

Where training exceeds 6 months.

As at iii) above upto 6 months and 37.5 per day for period beyond 6 months.

As at iii) above upto 6 months and 30 per day for period beyond 6 months.

As at iii) above upto 6 months and 38 per day for period beyond 6 months.

If both boarding and lodging are provided free by the host institutions, foreign exchange at the rate of US $37.5 per day for a maximum of 30 days is payable.

* The rates of Maintenance Allowance have been reduced by 25%

10.4

Payment of DA for tours abroad is to be regulated with reference to the periods spent abroad excluding the time spent on onward and return journey.

10.5

No DA shall be admissible during any period of travel by air.

10.6

Foreign Exchange equivalent to Rs.200 which is normally released at airport at the time of embarkation will not be treated as part of traveling expenses for reimbursement by the Company.

11. Insurance Charges :

11.1

Reimbursement @ Rs.10/- per air journey is admissible towards insurance subject to the certification of actual expenditure in respect of journeys by air only to those employees on tour who are not covered under the Annual Insurance Policy, if any, taken by the Division.

11.2 Air insurance charge will also be admissible in respect of

family in case of transfer.

11.3

The employees visiting foreign countries on tour can avail the facility of overseas medical insurance provided by the nationalised insurance agencies on individual basis according to the likely duration of their stay abroad. The insurance premium paid will be reimbursed through their T.A. Bills in Indian currency on production of necessary vouchers in this regard. In cases where the employees are deputed for training abroad and their medical care during their stay abroad is not covered by the host company/Government, they will be allowed reimbursement of expenses incurred on taking medical insurance.

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12. On Transfer which is in Company's Interest In case of inter-unit as well intra-unit transfers, TA will be paid

with reference to the grade of pay of the employee at the new station of posting. TA will normally be admissible from the old station of posting to the new station of posting. The family can precede the employee by not more than one month and follow him within 6 months from the date of transfer. This is relaxable by Heads of the Divisions in special circumstances. However, if the family of an employee travels to a station other than the new place of posting, TA for the journey by the family restricted to the distance between the new place of posting and the old station of posting may be paid.

12.1 Journey by rail : Employees and members of their families shall be entitled to

travel by the same class of accommodation as on tour and will be entitled to the following:

For employees l rail fare For husband/wife dependent parents each l rail fare For each dependent child, brother, sister of 12

years and above. l rail fare

For each dependent child/brother/sister below 12 years but above 5 years.

One half rail fare

12.2 For journeys by Air : An employee who is entitled to travel by air on tour can also

undertake journeys by air on transfer in which case he/she is entitled to draw the air fare actually paid for himself/herself and members of his/her family. The used jacket of the air ticket along with counterfoils of boarding cards should be submitted along with the claim. In case, the counterfoils of boarding cards are lost, the same should be mentioned on the claim and the employee should certify that no free or concessional ticket under the frequent flier or such other similar schemes has been availed.

12.3 For journeys by Road : For journey by road between places connected by rail, actual

expenses limited to rail fare will be reimbursed. For places not connected by rail the employees may be reimbursed actual expenditure limited to his entitlement of notional railway fare incurred against reasonable evidence of expenditure for mode of conveyance appropriate to the category of employee.

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12.4 DA and pay advances. 12.4.1 An employee will draw one DA for self, each adult member of

family and l/2 DA for each child between 5-12 years, as incidentals in accordance with Rule 6.3 above.

12.4.2 Employee on transfer can draw one month's basic pay as advance recoverable in three equal monthly installments.

12.5 Request Transfer : Transfer TA and other entitlements like Transfer Grant,

Disturbance Allowance and Baggage Allowance are not admissible to the employees who seek transfer at their own request.

13. Transfer Grant & Disturbance Allowance. 13.1 Transfer Grant : A lumpsum amount equivalent to one month's basic pay is

payable subject to the conditions laid down. 13.2 Rates of Disturbance Allowance : Disturbance Allowance is payable subject to the conditions as

laid down, as per the following rates : Category of Employees Disturbance

Allowance AVI/BVI & Below Rs.1500/- AVII/BII to AIX/BIX/SI to SIII Rs.2000/- AX/BX/AXI/BXI/SIV to SVII &

E1A to E4 Rs.2500/-

E5 & Above Rs.3000/- 13.3 Conditions for payment of Transfer Grant and

Disturbance allowance: 1. The transfer/posting involves the change of

station of posting. 2. The employee has put in not less than six months service at the place from which he/she is transferred/posted. 3. The employee has shifted to the new place of posting and the posting involves dislocation of employee's residence. 4. The transfer is not a case of "Request Transfer".

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14. Baggage Allowance : Employees can draw actual cost of transportation of baggage

by goods train upto the following maxima: Mode Category of

Employees Entitlement

By Goods Train SV/E2 and above 8 wheeler wagon (120 quintals)

AVIII/BVIII/SII to AXI/BXI/SIV/E1

4 wheeler wagon (60 quintals).

AIV/BIV to AVII/BVII/SI

3000 Kgs.

AIII/BIII and below 1500 Kgs. By Passenger As above Actual freight

charges Train limited to amount chargeable for loads given against "Goods Train".

By Road As above Actual freight chargeslimited to 1.5 times the amount admissible for transportation of maximum baggage as per entitlement by"Goods Train".

By Container Service.

E5 and above Double Container.

AVIII/BVIII to E4 Single Container. 14.1 In view of the special difficulties in the North Eastern States

and Assam, it has been decided to increase the baggage allowance restricted to twice the amount normally admissible under the T.A. Rules. However, the choice of the Transporter will be left to the individual but it should be the one out of the approved Transporters. The Company will not take any responsibility of providing/arranging the Transporter/Transportation or any consequence thereof.

14.2 In addition, the employee would also be entitled to the cost of transportation of his conveyance (motor car, motor cycle or scooter) provided the same is necessary for the performance of duties.

14.2.1 If an employee transports his conveyance on its own power and whether the employee and/or family members travel by the same conveyance or not an allowance of Rs.6/- per km. for car & Rs.3/- for scooter/motorcycle to cover the expenses of the transportation of conveyance, and/or the members of the family, including the employee, will be paid limited to the

amount of train fare for the transportation of the conveyance. (Vide Corp. HR Circular 059/PPX/2005 dated 15/12/05)

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by passenger train and amount of fare by the entitled class for the employee and/or his/her family members who have travelled by the same conveyance. Further the employee and/or members of the family who have not travelled by the same conveyance are eligible to travel by the entitled class to the new place of posting separately within the permissible period. The daily allowance will be paid as per rail journey for the shortest route.

14.2.2 The employee can transport his/her conveyance by road, goods train/passenger train at his/her option but the reimbursement for transport by road will be claimed to the cost of transport by passenger train.

14.3 Charges for carriage of personal effects from Residence to Railway Station and from Railway Station will be payable for loading/unloading and transport at each end on certification by the employee that he/she has incurred subject to the ceilings as given below:

Category of Employees Entitlement on certification E5 and above Rs.3000/- SV/E2 to SVII/E4 Rs.2250/- AVIII/BVIII to

AXI/BXI SII to SIV/E1A

Rs1500/-

AIV/BIV to SI Rs.1000/- AIII/BIII and below Rs.750/- (Vide Corp. HR circular no. 059/PPX/2005 dated 15/12/05) 14.4 Octroi duty on house-hold effect and conveyance etc, if any,

paid by the employees on transfer will be reimbursed subject to the production of receipts, vouchers etc. Octroi duty on conveyance is payable if it is certified by the Controlling Officer that the same was necessary for the performance of official duties.

14.5 In cases where both the husband and wife are employees of the Company and are transferred from the same old station to the same new station either at the same time or within six months of his/her transfer, Transfer Grant, Disturbance Allowance and Baggage Allowance will be admissible to only one of them as per the entitlement of the person who claims and not to both as independent employees.

15. Transfer TA on Retirement/Death : Air/rail fare, cost of transportation of baggage, transfer grant

and incidental TA etc to a retiring Company employee from place of duty to any other place may be paid on the same terms as for serving employees on transfer. These concessions mutatis mutandis will also be admissible to the family of any employee who dies while in service. However, no disturbance allowance is admissible.

The retiring employees will be allowed some charges towards

carriage of personal effects even when they settle down in the last station of duty/contiguous place. The payment (at one end only) in such cases would be made on certificate basis at the same rate as at Rule no. 14.3. (Vide Corp. HR Circular No. 60/PPX/05)

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15.1 The cost of transportation of conveyance viz. motor car, motor cycle, scooter etc. will not be admissible for retirement, as the conveyance cannot be deemed to be required for the performance of official duties after retirement. However, the expenditure on transportation of conveyance will be allowed if the same is covered within the baggage allowance as stipulated in Rule 14 and 14.1

15.2 The concession under this rule can be availed of within one year of retirement/death of the employee. The concession is also admissible in respect of retired employees who die within one year from the date of retirement before availing this benefit.

15.2.1 The term 'any other place' occurring in Rule 15 is to be construed as the home town of the employee or any other place where he wants to settle after retirement. In case such a place happens to be out of India, TA is to be paid upto the last port of embarkation in India.

15.2.2 Where a retiring employee avails the facility of transfer TA under this Rule for going to home town or to any other place where he wants to settle after retirement, the benefits admissible under the BHEL Retired Employees' Contributory Health Scheme of the Personnel Manual will be admissible to him only with reference to that place at least for a period of two years.

15.2.3 Such of the retiring employees who avail above mentioned transfer TA facility will not be entitled to Medical, LTC etc., facilities as dependents of their wards who may also be employees of BHEL if the place chosen for settlement after retirement by the retiring employees happens to be a place other than the one where their wards are serving. Even if they subsequently shift to reside with their wards, they will not be entitled to these benefits as dependents of the wards at least for two years from the date of retirement.

16. Entitlement of TA for joining duty on fresh Appointment. 16.1 Central/State Government/Public Sector Undertaking

employees : Air/rail fare, daily allowance and baggage allowance as

admissible under BHEL rules, according to the grade and pay offered in BHEL will be paid.

16.2 Other Employees : They will be paid train fare for self and members of their

family as per the entitled class governing the grade and pay offered in BHEL. In addition, excess baggage allowance equal to the free baggage given by the carrier will also be admissible. Provided that, where a fresh appointee who has availed himself of the benefit of these provisions, resigns within one year of his joining duty in BHEL, he will be liable to refund the amount paid to him by way of TA, baggage allowance, fare etc.

NOTE: For entitlement of TA under the above rule the families of the fresh appointees should join them at the place of posting within a maximum period of six months reckoned from the date of joining duty in the Company. The family status of the employees and his entitlement to TA will however be determined with reference to the date of the offer of appointment.

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17. Entitlement for long duration assignment : A) Package for employees posted at site in India B) Entitlement for operational staff of SAS & Others

17.1 Employees deputed to outstations in connection with erection, commissioning, and other work assignments for a period of less than 180 days will be entitled to the normal DA at full rates as admissible under Rule 6.3 of the TA Rules.

Entitlement in case of long duration assignments for similar purposes extending over a period of 180 days or more following terms and conditions and special provisions.

17.1.1(A) For the period of actual stay when assignment is of 180 days or more at the outstations inclusive of leave and holidays daily allowance will be paid at the following rates effective from 25/04/2008.

Grade Site Category / D.A.

Rs. per day Category 'A'

sites Category 'B' sites

Category 'C' sites

E6 and above

238 293 369

E2 to E5 SV to SVII

200 255 332

E1A,E1(ET), SIV, AX / BX AXI / BXI

165 221 293

SI to SIIIA, JE AVII/BVII to AIXA/BIXA, S0 ( including Sup./Acct Trainee /Dip Trainee)

146 183 238

AIII/BIII to AVI/ BVI

111 146 183

AII/BII & below &Artisan Trainees / Temp employees recruited against regular

94 127 148

vacancies

( Vide Corporate HR Circular No 017/PPX/2008 dated 06/05/2008)

Site Employees proceeding on tour to another site will also be paid site DA for the period of such tour in addition to normal site DA. In case of tour to a location other than project site ie manufacturing unit, Head quarters or other offices, site DA will be paid for upto FOUR days of such tour in a month. This is effective from 1.4.2008. (Vide Corporate HR Circular No 012/PPX/2008 dated 1.4.08)

Addition and deletion of sites will be done by the Divisions concerned by constituting a committee comprising of Executives in Construction Management/Projects, HR and Finance. The Power Sector proposals, duly recommended by the Head of the Region/Unit, will be routed through Head of HR - Power Sector (HQ) and Corporate HR for approval of Director (Power). The proposals of Divisions falling under Industry Sector, duly recommended by the Head of the Unit will be put up through Corporate HR for approval of Director (IS&P). In respect of sites of other Divisions, the proposals will be put up to Director (HR) for approval. List of sites enclosed as Annexure-A.

Entitlement of site employees with regard to Conveyance allowance/Maintenance, Home leave passage, Tour DA on official tour to family station, Reimbursement of Residential telephone charges, Reimbursement of Electricity Charges, Uniform, Site kit reimbursement, Meal Expenses, Insurance Cover, Children education expenses reimbursement, Tatkal HLIS/VLIS, others

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17.1.1 (B) i)

The rate of daily allowance for operational staff (as defined below) of SAS and other employees directly engaged on operational duties for the purpose of repairs and renovation at the site, where the halt is for less than 180 days will be as shown hereunder:-

Category D.A. for food and incidentals with lodging facility at Hotel/Transit flats/other Guest Houses at:-

Composite D.A. for lodging, food and incidentals

'A' class cities

Other places

'A' class cities

Other places

(1) (2) (3) (4) (5) (Rs.) (Rs.) (Rs.) (Rs.) E6,E6A &E7 490 395 565 500 SV to SVII & E2

to E5 395 320 535 470

AX/BX/AXI/BXI /SIV/E1A

340 285 515 450

ET/E1 315 250 500 440 AVII/BVII/SI to

AIXA/BIXA/SIIIA, JE

285 225 470 420

S0( Supervisory Trainee)

225 190 440 400

AIII/BIII to AVI/BVI

210 170 410 375

AII/BII & below & Artisan Trainees

170 145 375 350

Temp. Employees

135 115 315 290

“Operational Staff” refers to BHEL employees upto and including the level of AGMs, (including from manufacturing Divisions) who are deputed on tour basis (as distinct from site posting basis) to sites (where Daily Allowance is payable in Indian Rupees) and who are directly engaged at site on following types of work relating to equipment (Power/ Transmission/ Industry) : (a) Inspecting with a view to diagnosing the problem (b) Trouble shooting (c) Carrying out repairs (d) Carrying out modifications/ Renovations (e) Maintenance/ Servicing/ Overhauling

The TA claims of such operational staff (i.e. where this higher DA is claimed) should be countersigned : (i) By at least a Manager level executive in the case of Non-executives (ii) By at least an AGM level executive in the case of executives upto SDGM level. (iii) By at least a GM in the case of AGMs

Vide Corporate HR circular No 048/PPX/2006 dated 15/09/06 17.1.1 (B) ii)

If the duration of assignment is of 180 days or more, the employees will be governed by Rule 17.1.1(A).

17.1.2

On being posted to an outstation an employee will have the option either (a) to retain his establishment at the Headquarters or (b) to transfer his establishment to outstation. Option under (b) will be allowed only if the assignment is for a period of 180 days or more.

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The facility of keeping their family at the place of their convenience may be allowed to the operational employees of the SAS (Services) Division, irrespective of the duration of their work assignment at the sites viz. even if the duration of their work assignment is less than 90 days.

17.1.3 Where an employee exercises his option under (a) of Rule 17.1.2 above, he will be entitled to the following:

i) House rent allowance and city compensatory allowance, if any, as would be admissible to him at headquarters. Where such an employee is provided leased accommodation or accommodation at the Company's township as the case may be, such facilities will continue to be extended to him so long as he remains posted at the outstation with recovery of license fee as applicable.

ii) Free bachelor accommodation at site/outstation, (Corporate HR Circular No. 020/WLX/2007 dated 16-05-07)

iii)) The above provisions are applicable to an employee who is posted to a project/erection site from any Division of BHEL. Accordingly, in this case the term 'Head Quarters' will refer to 'previous station where he has been posted' and 'outstation' will refer to a 'Project/erection site'.

iv) Further even if an employee who is posted to the project/erection site has to be stationed at the PS-Headquarters of the Project Division initially for a short period, he will be deemed to be posted to the erection site for that period, but during that period he will be treated as on tour only.

v) The housing facility or HRA in lieu thereof and CCA as mentioned in clause (1) above is admissible to an employee only if he opts to keep his wife and children away from the work site. It is not admissible if only dependent parents have to stay back; nor even for children alone when the wife stays with the employee at the work site.

vi) In the case of an employee who retains his establishment with proper approval at a place other than the previous headquarters, housing facility or HRA in lieu thereof and CCA as mentioned in clause (1) above will be with reference to the actual place of residence of the family limited to his entitlement with reference to the regional headquarters, on whose rolls the employee is borne.

vii) The employees who are posted to the project sites including the service sites under SAS (Services) Division are permitted to keep their families at the previous headquarters or any place of their choice will be entitled to the Medical and LTC facilities for their families including dependent parents with reference to the actual place of residence of the families. The dependent parents of the bachelor employees will also be entitled to medical and LTC facilities even if they are not staying with the

employees at the sites. These facilities will be regulated with reference to the actual place of residence of the dependent parents.

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17.1.4 Where an employee exercises his option under clause (b) of Rule 17.1.2 above, he will be entitled to the following:

i) Travelling allowance etc. for self and members of the family as in the case of transfer.

ii) Free family accommodation at site/outstation. ( Corporate HR circular No.020/WLX/07 dated 16-05-2007) . Where it is not feasible to provide such accommodation, daily allowance will be paid at the rates mentioned in the preceding paragraphs. However, where the outstation falls within or in the proximity of an 'A' class city, the Company will either;

a. Pay house rent allowance rates applicable to the Company employees posted in 'A' class cities, or b. Provide free accommodation for which the ceiling limit of House Rent will be applicable to Company employees posted in 'A' class cities.

17.1.5 The employees who are deputed/posted to the project sites in the North Eastern Regions comprising the State of Assam, Meghalaya, Nagaland, Tripura, Arunachal Pradesh, Mizoram will be entitled to the following additional facilities:-

i) In case of employees who proceed on sanctioned leave from a place of duty in North Eastern Region to any place outside that Region the period of travel in excess of 2 days will be treated as joining time.

ii) While availing LTC from the place of duty in North Eastern regions all the executives will be permitted to travel by air upto Calcutta from the airport nearest to the Site and back. From Calcutta to the place where they have been permitted to keep their family/Home Town and back they will be required to travel as per their normal entitlement under the rules. The other conditions will remain unchanged.

The special concessions at Rule 17.1.5 (i) are also, admissible to employees posted in Andaman & Nicobar Islands. The facility under 17.1.5(ii) is allowed upto Calcutta or Chennai in respect of Executives posted at the sites in Andaman & Nicobar islands.

17.1.6 The operational employees of SAS who are posted at Services Centres will be entitled to the facility of two visits per year of stay at the site/service centre to meet their family subject to the following conditions:-

(i) The visit will be permitted (a) once in three to six months and (b) twice including (a) for the above six months but upto 12 months stay away from the stations.

(ii) The entitlement cannot be carried forward to the next year of stay, if it is not availed in the permissible period.

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(iii) The employee will be required to take his leave as due and admissible to visit his family with the prior permission of his Controlling Officer.

(iv) The Company will reimburse the fare to and fro incurred on the journey, as per LTC Rules from the site of posting or the Regional Service Centre as the case may be to the place where the employee has opted to keep his family.

(v) The definition of 'family' for the purpose of such visits to meet the family will be the same as stipulated in LTC rules. In the case of bachelor employee the 'family' refers to 'dependent parents' provided they were residing with the employee at the time of posting at site/Regional Service Centres.

(vi) In the case of SAS, the employee covered by the facility are those engaged on operational duties for the purpose of repairs and renovation at sites. In case of doubt, the decision of GM (Services) shall be final.

(vii) The controlling officer may refuse to grant leave to avail of this facility in the exigencies of work.

(viii) Employees who are on the rolls of the Regional Headquarters of Power Sector and posted at sites will be paid HRA/CCA at rates applicable to the station where the family is permitted to stay limited to the rates at Regional Headquarters on whose rolls the employees are borne.

In cases where the family is not retained at the Regional Headquarters, the employee will be paid normal TA/DA while on tour to Regional Headquarters.

17.2 Payment of TA/DA to persons deputed for training and long term assignment from one BHEL Division to another should be regulated as below:-

(i) Entitlement for training/long term assignments upto 90 days:The employees may be treated as on tour and their cases regulated in accordance with para 6.8 of the TA rules i.e., for the first 30 days they may be paid DA at full rates and for the next 60 days DA at half the rate.

(ii) Entitlement for training/work assignment for period above 90 days :The employees may be treated as on transfer and paid TA accordingly . However, no DA will be admissible for any part of duration of training or work assignment in such cases.

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18. Entitlement for training/refresher courses at outstations (other than BHEL Divisions).

18.1 Classification of Courses: Training/refresher courses are classified into the following

categories depending upon whether : (a) Training fee includes cost of boarding and lodging. (b) Training fee does not include cost of boarding or lodging

but accommodation is provided at nominal rates. (c) Training fee included lodging charges or lodging is

provided free of cost. (d) Employees make their own arrangements for lodging and

boarding. 18.2 Entitlement for courses upto 90 days : The entitlement for DA etc. will be as under: (a) In the cases falling under 18.1(a) above, the employees

will be paid DA at 25% of rate specified under Col.4 under Rule 6.3 of these rules.

(b) In the cases of 18.1 (b) above, DA will be paid at the rate specified under Col.4 under rule 6.3 of these rules. In addition, reimbursement for accommodation at actuals will be made.

(c) In the cases of 18.1 (c) above, DA will be paid at the rate specified under Col.4 under Rule 6.3 of these rules.

(d) In the cases of 18.1(d) above, Composite DA as admissible under TA rules will be made.

NOTE: The employees participating in the local residential programmes where the boarding and lodging is compulsory and is provided free will also be entitled to DA as per rates indicated in clause (a) above.

18.3 Entitlement for courses above 90 days duration: In cases where the training/refresher course is for a period of

more than 90 days, the entitlement will be governed as per Rule 18.2 above for the first 90 days. As regards the period beyond 90 days except in the cases covered by Rule 18.1(a) DA will be paid at half the rates referred to in Rule 18.2 above. However, in respect of cases covered under 18.1 (a) and in cases of reimbursement for accommodation, the provisions of Rule 18.2 will continue to be applicable even for the period beyond 90 days. NOTE: The above provisions will not apply to employees sponsored for courses /training programmes which lead to acquiring of additional qualifications.

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19. Miscellaneous: 19.1 Rates of recovery for private use of Company's car will be at the

rate of Rs 4.00 per Kilo meter ( Corporate Circular No. 059/PPX/2005 dated15/12/2005).

19.2 Where Company Rules are silent, Government rules may be followed, subject to review and approval.

LIST OF SITES

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B: 7

PAY FIXATION RULES

1. These rules may be called BHEL Pay Fixation Rules. 2. Pay on initial Appointment The initial (basic) pay of an employee appointed to a post will be

fixed normally at the minimum of the time scale of the post to which he is appointed. Exceptions to this rule are given in Annexure -I. Higher initial pay may, however, be granted at the discretion of the Management in deserving cases.

3. Pay fixation on Promotion On promotion to a higher post/grade, the initial pay of an

employee in the new time scale shall be fixed at the stage next above the pay notionally arrived at by increasing his pay in respect of the lower post by one increment. In case this happens to be lower than the minimum of the scale, the pay may be fixed at the minimum of the scale. The first increment will be drawn after completion of 12 months service from the date of such fixation of pay and subsequent increments will be preponed to one of the standard dates as per rules. If an employee is drawing pay at the maximum of the scale and is promoted, his pay will be increased notionally by adding one increment (last increment in the existing scale) and then fixed at the next above stage in the higher scale. In case an employee in receipt of Stagnation Increment(s) is promoted to the next higher grade, he/she would be entitled to One Notional Increment (3%) on his Basic Pay + Stagnation Increment(s), if any, and pay would be fixed (rounded off to the next Rupees Ten) in the promoted scale. However, on promotion, the pay so fixed shall not exceed the maximum of the scale to which the employee is promoted. In case his/her pay so arrived at is less than the minimum of the promoted scale, he/she would be entitled to get the minimum of the scale. The above will be made effective for promotions effective from June, 2011.

Note:(1) The rule may be applied irrespective of the period of service in the lower grade and the grades of the posts.

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3.1 Pay Fixation of internal candidates on selection as Trainees/ Apprentices against open advertisements, internal circulars and also on absorption will be governed by the relevant Rules on the entitlements allowed to internal candidates. Note: See sub-section 6.2 of these rules.

4. Treatment of Special Pay/Personal Pay on Promotion Where special pay has been given in lieu of higher grade, it

should be taken into account for the purpose of fixation of pay. Special pay which is granted as an incentive for specific purposes under the Company Rules (other than Family Planning) and which forms part of basic pay under these rules is also similarly taken into account for the purpose of fixation of pay on promotion subject to rules prescribed there for. In other cases, pay including special pay and personal pay may be protected and personal pay, where necessary, granted in the higher post to be absorbed in future increments.

5. Drawal of Increment 5.1 Annual increment will be drawn in a time scale on completion of

one year's satisfactory service. It shall ordinarily be drawn as a matter of course unless withheld by a specific order in writing to that effect.

5.2 No increment will be allowed during period of probation. The first increment will be drawn with effect from the date of completion of probation or on the anniversary date of joining the post, whichever is later. All subsequent increments will, however, be given on the standard date determined with reference to the anniversary date of joining. Where the period of probation is extended, no increment will be given till the probation is successfully completed. The increment will, however, be given with retrospective effect from the date of completion of 12 months of service in the post although no arrears would be paid on that account. Subsequent increments will be regulated from the standard date in accordance with the principles stated above.

5.3 On Promotion to higher grade or where no probation is stipulated in case of initial appointment

The first increment on promotion/appointment shall be allowed to be drawn on completion of one year in the grade. All subsequent increments will, however, be given on the standard date determined with reference to the anniversary date of promotion/appointment.

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5.4 The date of increment will not be changed due to an employee being on authorised leave (full pay/half pay) of any kind or on Company sponsorship for higher studies or availing joining time on transfer. Monetary benefit of increment falling due during such period will also accrue from the due date. (Vide Corporate HR circular No 066/PPX/2005 dated 22/12/2005)

5.5 Leave without pay exceeding 6 months if it is not on medical grounds, period of suspension where the orders of disciplinary authority state so, period of overstayal of sanctioned leave, period of over- stayal of joining time and period of study leave where the employee is allowed to rejoin duty without successfully completing the course of study for which leave was granted will not count for increment.

5.6 The standard date of drawal of increment will be 25th June/25th December.

6. Removal of anomalies in Pay Fixation 6.1 Where an employee promoted to a post draws a lower rate of

pay in that post than another employee promoted subsequently to the same or identical higher post, the pay of the senior employee, in the higher post, should be stepped up to a figure equal to the pay fixed for the junior employee in that higher post. This should be done with effect from the date of promotion of the junior employee and will be subject to the following conditions:

(a) Both the junior and the senior employees should belong to the same cadre (line of promotion) and the posts in which they have been promoted should be identical and in the same discipline/channel of promotion.

(b) The scales of the lower and the higher posts in which they are entitled to draw pay should be same.

(c) The anomaly should have arisen directly as a result of the application of normal pay fixation rules. If in the lower post a junior employee drew a higher rate of pay than a senior by virtue of grant of advance incentive increments, provisions contained in these rules will not be invoked to step up the pay of the senior employee.

(d) The employee whose pay is to be stepped up should be senior in the higher grade and should not be junior in the lower grade.

(e) Comparison of pay has to be made first in the lower post when an anomaly arises in the higher post. A notional figure for the senior employee is to be arrived at in the lower post and then compared with the junior in the lower grade just before the promotion. The benefit of stepping up can be allowed to the senior employee only if he was not drawing or would not have drawn less pay in the lower post than the junior.

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Note:

1. For the purpose of rectification of pay anomaly the principle of seniority of the employee has to be first satisfied which presupposes that the two employees should belong to the same unit and function/discipline. It cannot be extended to cover inter-unit comparisons. 2. The pay anomaly, if any on "redesignation" of a DGM (E6) as a Sr. DGM (E6A) will be rectified in accordance with the above Rule.

6.2 In respect of employee going into certain apprenticeship or training by positive selection with a view to being considered for a higher post or otherwise, his notional progress in the original post and scale has to be proforma protected vis-�-vis his juniors who have not been so selected. This will be done till the senior selected for such apprenticeship or training is appointed in a different post pursuant to such apprenticeship or training. In case he reverts to his original post he should then be restored to his original position.

6.3 In cases where the pay has been stepped up under the above rule, the first annual increment subsequent to the date on which pay is so stepped up, be drawn only after the completion of one year's service from the date of such stepping up and not from the original date of increment. Subsequent increments will be governed by the normal rules of preponement.

7. Employees on Deputation. 7.1 Government servants on deputation to BHEL will have the option

of either getting their pay fixed in the Deputation Post or to draw pay in their parent department scale plus deputation (duty) allowance in accordance with the Government Orders as amended from time to time.

7.2 Deputation to top posts in BHEL will be governed by the orders issued by Government from time to time.

7.3 Rules relating to the pay fixation of the deputationists absorbed in the Company or those who joined the Company from the Central Government on immediate absorption basis, the treatment of their PDA etc., will be regulated as per the orders of Corporate Office.

7.4 Detailed rules governing deputations and normal standard deputation terms as prescribed by GOI will form part of the Handbook of Deputation which will be brought out separately.

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8 Employees joining BHEL from other Public Sector Undertakings/Central Govt./State Govt./Semi-Govt. Institutions on lateral recruitment

8.1 In the case of persons who are already in employment with a Public Sector Undertaking, the Central Government, any State Government, Semi-Government Institutions, the pay on appointment to a post under the Company through lateral recruitment will be fixed in such a manner that the total emoluments (comprising of Pay and DA) drawn in the parent organization is protected

8.2 Basic pay fixed as per the above Clause shall not be below the minimum of the pay scale of the salary grade in which lateral induction has been done

8.3 The fixation of basic pay can not exceed the maximum of the pay scale of the salary grade in which the employee has been laterally recruited.

8.4 Pay protection initially granted, shall not be granted any further, based on comparison drawn with the notional pay progression of the employee in his parent organization.

(Vide Corporate HR IOM AA/HR/IR/521 dated 20.8.10)

9. Reversion to lower grade/post on disciplinary grounds 9.1 In case of reversion of an employee from higher grade/post to a

lower grade/post, the fixation of pay will be done in the manner decided by the authority ordering such reversion and based on Government rules framed from time to time.

9.2 These rules inter-alia, provide that the disciplinary authority may allow the concerned employee to draw any pay not exceeding the maximum of the lower grade or post which it may think proper; provided that the pay so allowed to be drawn should not exceed the pay that would have been fixed by counting the service rendered in higher grade or post as service in the lower grade or post.

10. Miscellaneous 10.1 In the case of employees who are given alternative appointment

due to medical disqualification, the pay last drawn by them should be protected subject to the condition that it should not exceed the maximum of the scale applicable to the post to which they are appointed on medical advice.

10.2 No charge allowance will be paid for holding additional charge of higher or equivalent post.

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ANNEXURE - I Cases in which Pay above the Minimum of the scale can be

allowed 1. Pay of departmental candidates selected against open

advertisement for appointment to regular posts will be fixed as on promotion. This is not applicable to the departmental candidates selected for appointment as Jr. Executives, Trainees/Apprentices or in other posts for which separate set of rules regulate fixation of pay.

2. The pay of the employees joining from other sources will be fixed as approved by the competent authority in each case.

3. In the case of Emergency Commissioned/Short Service Commissioned Officers as also other categories of employees for whom special orders are issued by Government, the same shall be kept in view while fixing the pay of such employees in the Company's scale of pay.

3.1 "The pay (but not the seniority) of the Emergency Commissioned Officers/Short Service Commissioned Officers who joined pre-commission training or were commissioned to the Army on or after 1-11-1962 and were appointed against unreserved vacancies, shall be fixed by granting advance increments equal to the completed years of service (including the training) rendered by them in Armed Forces on a basic pay (inclusive of deferred pay but excluding other emoluments) equal to or higher than the minimum of the scale attached to the civil post. The pay arrived at should not, however, exceed the basic pay (including the deferred pay but excluding other emoluments) last drawn by them in Armed Forces.

In respect of those Officers commissioned between 1-11-1962 and 10-1-1968, and who have joined the Company before 7-4-1980, the notional benefit may be given from the date of joining the Company but no arrears will be paid prior to 7-4-1980. Similarly, in case of those commissioned after 10-1-1968 though notional benefit is to be given from the date of joining the Company, actual monetary benefit is to be allowed only from 1-11-1984.

4. The pay of departmental candidates selected as Junior Executives will be fixed at the minimum of the grade where their pay is below the minimum or at the same or next higher stage where pay is above the said minimum. In cases where the notional pay in previous post/grade becomes higher than the pay fixed in the Junior Executive grade due to notional normal increment in the previous post, the pay in the Junior Executive grade could be refixed from the date the notional increment would have fallen due in the previous post, with the next increment to be drawn after one year from the date of such refixation.

5. In the case of Ex-servicemen re-employed in BHEL, their fixation of pay will be governed by the Government Orders on the subject.

6. The pay of the departmental candidates on their appointment as Probationary Accountants (SI) after passing the Centralised Accounts Examination of the Company will be fixed at the

minimum of the grade where their pay is below the

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minimum or at the same or next higher stage where their pay is above the said minimum. In cases where the notional pay in the previous post/grade becomes higher than the pay fixed in the SI grade due to notional normal increment in the previous post, the pay in SI grade may be refixed from the date the notional increment fell due in the previous post with the next increment to be drawn after one year from the date of such fixation.

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B:8 ENTITLEMENTS OF DEPARTMENTAL TRAINEES & TRAINEE OFFICERS

B:8A ENTITLEMENTS OF DEPARTMENTAL TRAINEES The Rules relating to the protection of pay and allowances and

other entitlements admissible to departmental candidates selected as Trainees/Apprentices against open advertisements/internal circulars, (other than those covered under the Apprentices Act, 1961) are as under:-

1 Stipend: 1.1 Such departmental candidates will be entitled to the stipend/pay

as admissible to other candidates who are selected as Apprentices/ Trainees.

1.2 Provided that those employees who have been on the regular establishment of the Company for a minimum period of two years before their selection as Apprentices/Trainees, shall be entitled to the protection of their Basic Pay + Dearness Allowance as drawn on the date of their joining training.

1.3 Provided further that in such cases annual increments accruing during the period of training shall be regulated as per normal rules of the Company in this regard.

2 House Rent Allowance: 2.1 During the period of training, HRA will be governed by the rules

applicable to the previous station of posting or the place of training where he keeps his family. If the employee has no family, then payment of HRA will be governed by the place of actual posting.

2.2 In any case, HRA/House cannot be claimed at both places. Family for the purpose of this rule includes spouse & children only and not other dependents.

3. City Compensatory Allowance: CCA will be paid in accordance with the rules applicable to the

station where the employee is posted for training. 4. Leave: 4.1 During the period of training the employees will be entitled to

Earned Leave/Half Pay Leave/Casual Leave as admissible to the Trainees/Apprentices under the BHEL Leave Rules. The employees having Earned Leave (both encashable and non-encashable) and Half Pay Leave at their credit at the time of their joining the training will be allowed to carry forward the same on their absorption to the regular posts.

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4.2 Normally, the departmental trainees should not be permitted to avail any kind of leave that stood to their credit before joining the training as long spells of leave are likely to adversely affect their training schedules. However, in cases of hardships due to sickness and when no other kind of leave is due, they may be permitted to avail of leave out of the balance leave standing to their credit before joining training. This is also subject to the condition that request for leave is supported by the Medical certificate issued by the Company's Medical Officer and that leave is sanctioned by an authority not lower than the General Manager.

5. Treatment of training period for Gratuity: The training period will count for payment of Gratuity. 6. Profit sharing bonus and Plant Performance Payment: The employees will be entitled during the period of training to the

profit sharing bonus and plant performance payment, if any, at the rates admissible in the Unit where they were working prior to their selection as trainees/apprentices.

7. Travelling Allowance etc. on transfer: The trainees/apprentices who are posted for

training/apprenticeship to a place other than the place of their earlier posting will not be treated as on transfer. They will, however, be paid travelling expenses as admissible under the T.A. Rules except transfer grant and disturbance allowance. In case the employees shift their families also to the place of training, the travelling expenses for family and transportation of baggage etc. will also be admissible provided they vacate the company/ accommodation in their possession, if any, at the place of their earlier posting.

8. Joining Time: No joining time as in the case of transfer will be admissible for

joining training. However, actual travel time from the place of previous posting to the place of training will be admissible.

9. Pay Fixation on absorption: Pay is to be normally fixed at the minimum of the pay scale. In

case the minimum of the pay sale is less than the basic pay drawn in the previous grade, the same will be protected and the basic pay fixed at the corresponding stage. If there is no such stage, then the basic pay will be fixed at the next higher stage. In cases where the notional pay in the previous grade becomes higher than the basic pay fixed in the higher grade due to notional increment in the previous grade, the pay in the higher grade will be refixed from the date when the notional increment would have fallen due in the previous grade, with the next increment to be drawn after one year from the date of such refixation. This provision came into effect from 25.5.1984.

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B:8B ENTITLEMENTS OF TRAINEE OFFICERS 1. All Trainee Officers who joined BHEL on or after 1.10.79 are

placed at the minimum of E1 grade from the date of their joining BHEL. In addition, they are entitled for Dearness Allowance, CCA, HRA and Transport Subsidy where admissible under the normal rules applicable to regular employees. However HRA will not be admissible where hostel accommodation is provided but not availed. Hostel accommodation wherever provided will be free of charge (including water/electricity/conservancy).

2. Married Trainee Officers living with their families in rental accommodation at the place of their training will be eligible for grant of HRA at applicable rates.

3. Trainee Officers will be entitled to the leave benefits, LTC facility, Medical facility, Gratuity and Provident fund at par with regular employees of the company as per details given below :

3.1 Leave Benefits Half pay leave and encashment of Earned Leave is admissible to Trainees as per normal rules. As regards commutation of leave, it is admissible to Trainee Officers after satisfactory completion of training and probation.

3.2 LTC facilities The Trainee Officers are eligible for LTC facilities after completion of one year's service as in the case of other employees.

3.3 Gratuity The training period will be reckoned for purpose of calculating Gratuity payment.

3.4 Provident Fund The Trainee Officers are eligible to become the members of the Provident Fund Scheme as per Provident Fund Rules. For this purpose service from the date of joining as a Trainee Officer will count for purposes of calculating eligibility under PF Rules.

3.5 Reimbursement of Conveyance Expenditure The Trainee Officers are not entitled for reimbursement of conveyance expenditure during their training period in case they utilise their own conveyance. However, they are entitled after absorption in the regular service of the Company.

3.6 Grant of Second increment The second increment will be drawn only with effect from the date of completion of probation as per the extant rules. The next increment i.e., the third increment will be given on the standard date under the normal rules.

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B:8C ENTITLEMENTS OF SUPERVISORY TRAINEES IN S-0 GRADE

1. All Supervisory Trainees who join BHEL in S-0 grade will be placed at the minimum of the grade from the date of their joining BHEL. In addition, they will be entitled for Dearness Allowance, CCA, HRA and Transport Subsidy where admissible under the normal rules applicable to regular employees. HRA will not be admissible where hostel accommodation is provided but not availed. Hostel accommodation wherever provided will be free of charge (including water/electricity/conservancy).

2 Married Trainee Supervisors living with their families in rental accommodation at the place of their training will be eligible for grant of HRA at applicable rates.

3 Trainee Supervisors will be entitled to the leave benefits, LTC facility, Medical facility, Gratuity and Provident fund at par with regular employees of the company as per details given below :

3.1 Leave Benefits Half pay leave and encashment of Earned Leave is admissible to Trainees as per normal rules. As regards commutation of leave, it is admissible to Trainee Supervisors after satisfactory completion of training and probation.

3.2 LTC facilities The Trainee Supervisors are eligible for LTC facilities after completion of one year's service as in the case of other employees

3.3 Gratuity The training period will be reckoned for purpose of calculating Gratuity payment.

3.4 Provident Fund The Trainee Supervisors are eligible to become the members of the Provident Fund Scheme as per Provident Fund Rules. For this purpose service from the date of joining as a Trainee Supervisors will count for purposes of calculating eligibility under PF Rules

3.5 Reimbursement of Conveyance Expenditure The Trainee Supervisors are not entitled for reimbursement of conveyance expenditure during their training period in case they utilise their own conveyance. However, they will be eligible for reimbursement of conveyance expenditure for owning and maintaining the two wheelers with minimum 95 CC capacity or with less than 95 CC capacity as the case may be at the rate of Rs. 700/- P.M. or Rs. 400/- P.M. respectively after successful completion of training as per Company rules

3.6 Grant of Second increment The second increment will be drawn only with effect from the date of completion of probation as per the extant rules. The next increment i.e., the third increment will be given on the standard date under the normal rules.

3.7 TA/DA Rules

The entitlement during training period has already been prescribed under the TA/DA Rules of the Company. After completion of training, Supervisors in S-0 grade will be extended the same benefits as applicable to Supervisors in S-1 grade

3.8 Internet Facility Internet facility as admissible to Supervisors in other grades will be extended to the Supervisory Trainees after absorption in the regular service of the Company.

3.9 Reimbursement of cost of Newspapers The cost of one newspaper restricted to the cost of "The Hindu" will be reimbursed after completion of training period. ( vide Corporate IOM AA:HR:507 dated 10/10/07)

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