Ntpc project ( mba)
viggyvanshi
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About This Presentation
viggy vanshi
Slide Content
“Employee Benefits provided to the employee’s
of
NTPC”
Under the guidance of: Submitted by:
DR. S. K. Gupta Amarjit Singh
Sr. Lecturer MBA -HR
Reg. No. 185503/204101090722
VINAYAKA MISSIONS UNIVERSITY SALEM
TAMILNADU, INDIA.
JANUARY 2010
of
NTPC”
Under the guidance of: Submitted by:
DR. S. K. Gupta Amarjit Singh
Sr. Lecturer MBA -HR
Reg. No. 185503/204101090722
VINAYAKA MISSIONS UNIVERSITY SALEM
TAMILNADU, INDIA.
JANUARY 2010
TO WHOMSOEVER IT MAY CONCERN
This is certify that AMARJIT SINGH (Reg. no. C8ND013P1250126), a
student of MBA (HR) 2010 has completed his marketing training project on
“Employee benefit provided to employee’s of NTPC” under my
supervision.
During this Marketing Training we found him very hardworking, sincere
and regular. The project study is recommended for examination and
evaluation.
DR. S. K. GUPTA
(SR. LECTURER)
This is certify that AMARJIT SINGH (Reg. no. C8ND013P1250126), a
student of MBA (HR) 2010 has completed his marketing training project on
“Employee benefit provided to employee’s of NTPC” under my
supervision.
During this Marketing Training we found him very hardworking, sincere
and regular. The project study is recommended for examination and
evaluation.
DR. S. K. GUPTA
(SR. LECTURER)
TABLE OF CONTENTS
Serial No Title page no.
1. Preface .4
2. Company Profile 5
3. Human resource 19
4. Employees benefits 22
·Facilities 24
·Social Security 49
·Advances 79
5. Research methodology 90
6. Questionnaire 91
7. Analysis & Interpretation 93
8. Findings & recommendations 101
9. Conclusion 104
10. References 106
Serial No Title page no.
1. Preface .4
2. Company Profile 5
3. Human resource 19
4. Employees benefits 22
·Facilities 24
·Social Security 49
·Advances 79
5. Research methodology 90
6. Questionnaire 91
7. Analysis & Interpretation 93
8. Findings & recommendations 101
9. Conclusion 104
10. References 106
:: PREFACE ::
This Management Research Project is an integral part of the
curriculum of MBA .
As student I only have learning knowledge, so there is a
need for practical implementation of the theoretical knowledge.
Therefore this project provides me the practical application &
knowledge about the working of an organization & helps me to
understand the corporate environment.
As a part of the MBA curriculum, this project will lead to
development of my “MANAGERIAL ABILITY &
INTERPERSONAL SKILLS”. At the institute I only acquire
bookish knowledge but this organization has trained me in the
areas of HR functions.
The main objectives of this project are-
1)Implementation of theoretical to practical knowledge.
2)Give the understanding of the various benefits provided to
Ntpc’s employees.
3)Study about their satisfaction level from the various
benefits provided to the employees.
This Management Research Project is an integral part of the
curriculum of MBA .
As student I only have learning knowledge, so there is a
need for practical implementation of the theoretical knowledge.
Therefore this project provides me the practical application &
knowledge about the working of an organization & helps me to
understand the corporate environment.
As a part of the MBA curriculum, this project will lead to
development of my “MANAGERIAL ABILITY &
INTERPERSONAL SKILLS”. At the institute I only acquire
bookish knowledge but this organization has trained me in the
areas of HR functions.
The main objectives of this project are-
1)Implementation of theoretical to practical knowledge.
2)Give the understanding of the various benefits provided to
Ntpc’s employees.
3)Study about their satisfaction level from the various
benefits provided to the employees.
COMPANYCOMPANY
PROFILEPROFILE
PROFILEPROFILE
NTPC Limited is the largest thermal power generating company of India. A public
sector company, it was incorporated in the year 1975 to accelerate power development in
the country as a wholly owned company of the Government of India. At present,
Government of India holds 89.5% of the total equity shares of the company and the
balance 10.5% is held by FIIs, Domestic Banks, Public and Others.
Within a span of 30 years, NTPC has emerged as a truly national power company, with
power generating facilities in all the major regions of the country. Based on 1998 data,
carried out by Data monitor UK, NTPC is the 6th largest in terms of thermal power
generation and the second most efficient in terms of capacity utilizations amongst the
thermal utilities in the world.
sector company, it was incorporated in the year 1975 to accelerate power development in
the country as a wholly owned company of the Government of India. At present,
Government of India holds 89.5% of the total equity shares of the company and the
balance 10.5% is held by FIIs, Domestic Banks, Public and Others.
Within a span of 30 years, NTPC has emerged as a truly national power company, with
power generating facilities in all the major regions of the country. Based on 1998 data,
carried out by Data monitor UK, NTPC is the 6th largest in terms of thermal power
generation and the second most efficient in terms of capacity utilizations amongst the
thermal utilities in the world.
VISION
“A WORLD CLASS INTEGRATED
POWER MAJOR, POWERING
INDIA’S GROWTH, WITH
INCREASING GLOBAL PRESENCE”
MISSION
"DEVELOP AND PROVIDE RELIABLE POWER,
RELATED PRODUCTS AND SERVICES AT
COMPETITIVE PRICES, INTEGRATING MULTIPLE
ENERGY SOURCES WITH INNOVATIVE AND ECO –
“A WORLD CLASS INTEGRATED
POWER MAJOR, POWERING
INDIA’S GROWTH, WITH
INCREASING GLOBAL PRESENCE”
MISSION
"DEVELOP AND PROVIDE RELIABLE POWER,
RELATED PRODUCTS AND SERVICES AT
COMPETITIVE PRICES, INTEGRATING MULTIPLE
ENERGY SOURCES WITH INNOVATIVE AND ECO –
FRIENDLY TECHNOLOGIES AND CONTRIBUTE TO
SOCIETY"
CORE VALUES
(BCOMIT)
·BUSINESS ETHICS
·CUSTOMER FOCUS
·ORGANIZATIONAL & PROFESSIONAL PRIDE
·MUTUAL RESPECT AND TRUST
·INNOVATION AND SPEED
·TOTAL QUALITY FOR EXCELLENCE
SOCIETY"
CORE VALUES
(BCOMIT)
·BUSINESS ETHICS
·CUSTOMER FOCUS
·ORGANIZATIONAL & PROFESSIONAL PRIDE
·MUTUAL RESPECT AND TRUST
·INNOVATION AND SPEED
·TOTAL QUALITY FOR EXCELLENCE
NTPC: AN OVERVIEW
Established in 1975, NTPC, the largest power company of the country has been
consistently powering the growth of India. With an installed capacity of 24,249
Mega Watt (MW), NTPC today contributes 27.08% of the nation’s power generation
with only 20.06% of India’s total installed capacity.
An ISO 9001: 2000 certified company; it is world’s 6
th
largest Thermal Power
Generator and 2
nd
most efficient in capacity utilization.
The corporation recorded a generation of 159.11 Billion Units in 2004-05, through
13 coal based, 7 gas based power plants, and Joint Ventures Projects spread all over
the country.
Driven by its vision to lead, it has charted out an ambitious growth plan of becoming
a 66,000 MW plus company by 2017.
NTPC has been rated as one of the top most “Best Employer” of the country for the
year 2003, 2004 and 2005 in a row.
It has also been rated as one of the “Best Companies to Work for in India” by Mercer
HR Consulting- Business Today Survey 2004, it has developed into a multi -
location and multi- Fuel Company over the past three decades.
These achievements have been made possible by the 23500 strong and motivated
work forces that with their dedication are ever willing to take NTPC to greater
heights.
Established in 1975, NTPC, the largest power company of the country has been
consistently powering the growth of India. With an installed capacity of 24,249
Mega Watt (MW), NTPC today contributes 27.08% of the nation’s power generation
with only 20.06% of India’s total installed capacity.
An ISO 9001: 2000 certified company; it is world’s 6
th
largest Thermal Power
Generator and 2
nd
most efficient in capacity utilization.
The corporation recorded a generation of 159.11 Billion Units in 2004-05, through
13 coal based, 7 gas based power plants, and Joint Ventures Projects spread all over
the country.
Driven by its vision to lead, it has charted out an ambitious growth plan of becoming
a 66,000 MW plus company by 2017.
NTPC has been rated as one of the top most “Best Employer” of the country for the
year 2003, 2004 and 2005 in a row.
It has also been rated as one of the “Best Companies to Work for in India” by Mercer
HR Consulting- Business Today Survey 2004, it has developed into a multi -
location and multi- Fuel Company over the past three decades.
These achievements have been made possible by the 23500 strong and motivated
work forces that with their dedication are ever willing to take NTPC to greater
heights.
NTPC’S GROWTH
NTPC's core business is engineering, construction and operation of power generating
plants and also providing consultancy to power utilities in India and abroad. As on
date the installed capacity of NTPC is 24,954 MW through its 14 coal based
(20,685MW), 7 gas based (3,955 MW) and 3 Joint Venture Projects (314 MW).
NTPC acquired 50% equity of the SAIL Power Supply Corporation Ltd. (SPSCL).
This JV company operates the captive power plants of Durgapur (120 MW),
Rourkela (120MW) and Bhilai (74 MW).
NTPC's core business is engineering, construction and operation of power generating
plants and also providing consultancy to power utilities in India and abroad. As on
date the installed capacity of NTPC is 24,954 MW through its 14 coal based
(20,685MW), 7 gas based (3,955 MW) and 3 Joint Venture Projects (314 MW).
NTPC acquired 50% equity of the SAIL Power Supply Corporation Ltd. (SPSCL).
This JV company operates the captive power plants of Durgapur (120 MW),
Rourkela (120MW) and Bhilai (74 MW).
POWER GENERATION OF NTPC
NTPC’s share on 31 Mar 2006 in the total installed capacity of the country was
19.51% and it contributed 27.68% of the total power generation of the country
during 2005-06.
NTPC has set new benchmarks for the power industry both in the area of power plant
construction and operations. It is providing power at the cheapest average tariff in
the country. With its experience and expertise in the power sector, NTPC is
extending consultancy services to various organizations in the power business.
NTPC is committed to the environment, generating power at minimal environmental
cost and preserving the ecology in the vicinity of the plants. NTPC has undertaken
massive afforestation in the vicinity of its plants. Plantations have increased forest
NTPC’s share on 31 Mar 2006 in the total installed capacity of the country was
19.51% and it contributed 27.68% of the total power generation of the country
during 2005-06.
NTPC has set new benchmarks for the power industry both in the area of power plant
construction and operations. It is providing power at the cheapest average tariff in
the country. With its experience and expertise in the power sector, NTPC is
extending consultancy services to various organizations in the power business.
NTPC is committed to the environment, generating power at minimal environmental
cost and preserving the ecology in the vicinity of the plants. NTPC has undertaken
massive afforestation in the vicinity of its plants. Plantations have increased forest
area and reduced barren land. The massive afforestation by NTPC in and around its
Ramagundam Power station (2100 MW) has contributed reducing the temperature in
the areas by about 3°c. NTPC has also taken proactive steps for ash utilization. In
1991, it set up Ash Utilization Division to manage efficient use of the ash produced
at its coal stations. This quality of ash produced is ideal for use in cement, concrete,
cellular concrete, building material.
A "Centre for Power Efficiency and Environment Protection (CENPEEP)" has been
established in NTPC with the assistance of United States Agency for International
Development. (USAID). Cenpeep is efficiency oriented, eco-friendly and eco-nurturing
initiative - a symbol of NTPC's concern towards environmental protection and continued
commitment to sustainable power development in India.
As a responsible corporate citizen, NTPC is making constant efforts to improve the
socio-economic status of the people affected by its projects. Through its
Rehabilitation and Resettlement programmes, the company endeavors to improve the
overall socio-economic status of Project Affected Persons.
NTPC was among the first Public Sector Enterprises to enter into a Memorandum of
Understanding (MOU) with the Government in 1987-88. NTPC has been Placed
under the 'Excellent category' (the best category) every year since the MOU system
became operative.
Ramagundam Power station (2100 MW) has contributed reducing the temperature in
the areas by about 3°c. NTPC has also taken proactive steps for ash utilization. In
1991, it set up Ash Utilization Division to manage efficient use of the ash produced
at its coal stations. This quality of ash produced is ideal for use in cement, concrete,
cellular concrete, building material.
A "Centre for Power Efficiency and Environment Protection (CENPEEP)" has been
established in NTPC with the assistance of United States Agency for International
Development. (USAID). Cenpeep is efficiency oriented, eco-friendly and eco-nurturing
initiative - a symbol of NTPC's concern towards environmental protection and continued
commitment to sustainable power development in India.
As a responsible corporate citizen, NTPC is making constant efforts to improve the
socio-economic status of the people affected by its projects. Through its
Rehabilitation and Resettlement programmes, the company endeavors to improve the
overall socio-economic status of Project Affected Persons.
NTPC was among the first Public Sector Enterprises to enter into a Memorandum of
Understanding (MOU) with the Government in 1987-88. NTPC has been Placed
under the 'Excellent category' (the best category) every year since the MOU system
became operative.
Recognizing its excellent performance and vast potential, Government of the India
has identified NTPC as one of the jewels of Public Sector ‘Navratnas’- a potential
global giant. Inspired by its glorious past and vibrant present, NTPC is well on its
way to realize its vision of being “A world class integrated power major, powering
India’s growth, with increasing global presence”.
NTPC’S EMPLOYER SURVEY
NTPC has been ranked fifth among the top ten "Best companies to work for in India" by
Mercer HR Consulting-Business Today Survey 2005. This is the third consecutive year
that NTPC has appeared in this prestigious list. Besides, NTPC is also the only PSU
among the top ten companies. The survey was conducted on the basis of four attributes
such as HR Metrics, HR Processes and policy, Internal Employee Perception & Stake
holder Perception on a weighted scale to arrive at a total score for each company
surveyed.
has identified NTPC as one of the jewels of Public Sector ‘Navratnas’- a potential
global giant. Inspired by its glorious past and vibrant present, NTPC is well on its
way to realize its vision of being “A world class integrated power major, powering
India’s growth, with increasing global presence”.
NTPC’S EMPLOYER SURVEY
NTPC has been ranked fifth among the top ten "Best companies to work for in India" by
Mercer HR Consulting-Business Today Survey 2005. This is the third consecutive year
that NTPC has appeared in this prestigious list. Besides, NTPC is also the only PSU
among the top ten companies. The survey was conducted on the basis of four attributes
such as HR Metrics, HR Processes and policy, Internal Employee Perception & Stake
holder Perception on a weighted scale to arrive at a total score for each company
surveyed.
NTPC has also been ranked as "3rd Great Place to Work" for in India again
according to the survey conducted by Grow Talent and Business World 2005. What
makes NTPC stand apart is its ability to balance concern for its employees with a
high performance work culture. All NTPC employees have a Projects Manager’s
obsession with deliverables and deadline.
NTPC’S CONSULTANCY SERVICES
The prowess of NTPC in handling the power business springs from the fact that it has
done engineering, project management and operates over 23749 MW capacity, covering
about 105 coal/gas units of capacities varying from 50 MW to 500 MW. NTPC has
developed about 10,000 MW for other utilities including Independent Power Producers.
NTPC has rich experience of working with equipment sourced from different parts of the
world such as USA, UK, France, Germany, Japan, Italy, Korea & Russia etc.
The Consultancy Wing of NTPC, with an ISO 9001:2000 accreditation, undertakes all
the Consultancy and turnkey project contracts for Domestic and International clients in
the different phases of Power plants viz. construction supervision, Project management,
FQA, Inspection services, O&M, RLA/R&M on approximately 22000 MW of various
power utilities. With the string of achievements behind it, NTPC has emerged as the
acknowledged leader in engineering, construction, O&M, RLA/R&M and management
of power projects.
according to the survey conducted by Grow Talent and Business World 2005. What
makes NTPC stand apart is its ability to balance concern for its employees with a
high performance work culture. All NTPC employees have a Projects Manager’s
obsession with deliverables and deadline.
NTPC’S CONSULTANCY SERVICES
The prowess of NTPC in handling the power business springs from the fact that it has
done engineering, project management and operates over 23749 MW capacity, covering
about 105 coal/gas units of capacities varying from 50 MW to 500 MW. NTPC has
developed about 10,000 MW for other utilities including Independent Power Producers.
NTPC has rich experience of working with equipment sourced from different parts of the
world such as USA, UK, France, Germany, Japan, Italy, Korea & Russia etc.
The Consultancy Wing of NTPC, with an ISO 9001:2000 accreditation, undertakes all
the Consultancy and turnkey project contracts for Domestic and International clients in
the different phases of Power plants viz. construction supervision, Project management,
FQA, Inspection services, O&M, RLA/R&M on approximately 22000 MW of various
power utilities. With the string of achievements behind it, NTPC has emerged as the
acknowledged leader in engineering, construction, O&M, RLA/R&M and management
of power projects.
NTPC is registered as a consultant with several leading international development and
financial institutions such as The World Bank, The Asian Development Bank, the
African Development Bank, and UNDP.
NTPC's vast pool of technically qualified and managerial manpower is well supported
by excellent infrastructure and knowledge management facilities to deliver the client
time bound, qualitative and cost effective solution meeting the global standards.
CONSULTANCY SERVICES
NTPC offers consultancy services related to infrastructure sector business
such as:
·Fossil fuel based thermal power plants
·Combined cycle power plants
·Cogeneration plants
·Water supply and treatment
·Environment engineering and management
financial institutions such as The World Bank, The Asian Development Bank, the
African Development Bank, and UNDP.
NTPC's vast pool of technically qualified and managerial manpower is well supported
by excellent infrastructure and knowledge management facilities to deliver the client
time bound, qualitative and cost effective solution meeting the global standards.
CONSULTANCY SERVICES
NTPC offers consultancy services related to infrastructure sector business
such as:
·Fossil fuel based thermal power plants
·Combined cycle power plants
·Cogeneration plants
·Water supply and treatment
·Environment engineering and management
POWER STATIONS
MAJOR POWER STATIONS AT A GLANCE
·SINGRAULI
·SINGRAULI
·KORBA
·RAMAGUNDAM
·FARAKKA
·VINDHYACHAL
·RIHAND
·KAHALGAON
·NCTPP
·TALCHER KANIHA
·UNCHAHAR
·TALCHER THERMAL
·SIMHADRI
·TANDA
·ANTA
·AURAIYA
·KAWAS
·DADRI GAS
·JHANOR-GANDHAR
·KAYAMKULAM
·FARIDABAD
·RAMAGUNDAM
·FARAKKA
·VINDHYACHAL
·RIHAND
·KAHALGAON
·NCTPP
·TALCHER KANIHA
·UNCHAHAR
·TALCHER THERMAL
·SIMHADRI
·TANDA
·ANTA
·AURAIYA
·KAWAS
·DADRI GAS
·JHANOR-GANDHAR
·KAYAMKULAM
·FARIDABAD
HUMANHUMAN
RESOURCERESOURCE
RESOURCERESOURCE
HR VISION:
TO ENABLE OUR PEOPLE TO BE A FAMILY OF
COMMITTED WORLD CLASS PROFESSIONALS,
MAKING NTPC A LEARNING ORGANIZATION.
HR STRUCTURE
GM
[HR]
DGM
[HR]
CMO
SR. MNGR - EB
EMPLOYEES
BENEFIT
[
SR. MNGR- ES
EMPLOYEES
SERVICES
SR. MNGR- C&P
CONTROL &
PROCUREMENT
SR. MNGR- OM
OPERATIONS &
MNGMT.
TO ENABLE OUR PEOPLE TO BE A FAMILY OF
COMMITTED WORLD CLASS PROFESSIONALS,
MAKING NTPC A LEARNING ORGANIZATION.
HR STRUCTURE
GM
[HR]
DGM
[HR]
CMO
SR. MNGR - EB
EMPLOYEES
BENEFIT
[
SR. MNGR- ES
EMPLOYEES
SERVICES
SR. MNGR- C&P
CONTROL &
PROCUREMENT
SR. MNGR- OM
OPERATIONS &
MNGMT.
HR GOALS
·To develop an organization having knowledge based competitive edge.
·To create culture of team building, empowerment and accountability to
convert knowledge into productive action with speed, creativity and
flexibility.
HR STATEGIES
·Institutionalize core values for actualizing throughout the organization.
·Imbibe a culture of openness, competence, commitment, system
orientation, economy, productivity, knowledge management,
communication and training.
·Undertake organizational renewal, restricting, periodic assessment to
have a re look at various initiatives and their impact.
·Create motivational enabling climate of empowerment, participation,
career growth, sensitive line manager and equip them to their own HR
initiative and succession planning.
·Communication within and outside company.
·To develop an organization having knowledge based competitive edge.
·To create culture of team building, empowerment and accountability to
convert knowledge into productive action with speed, creativity and
flexibility.
HR STATEGIES
·Institutionalize core values for actualizing throughout the organization.
·Imbibe a culture of openness, competence, commitment, system
orientation, economy, productivity, knowledge management,
communication and training.
·Undertake organizational renewal, restricting, periodic assessment to
have a re look at various initiatives and their impact.
·Create motivational enabling climate of empowerment, participation,
career growth, sensitive line manager and equip them to their own HR
initiative and succession planning.
·Communication within and outside company.
EMPLOYEEEMPLOYEE
SS
BENEFITSBENEFITS
SS
BENEFITSBENEFITS
EMPLOYEES BENEFITS
EMPLOYEES BENEFITS –
All benefits provided or made available to employees by an employer, including
group life insurance, health insurance, disability insurance, sick leave, annual leave,
educational benefits, and pensions, regardless of whether such benefits are
provided by a practice or written policy of an employer or through an employee
benefit plan.
ORGANIZATION CHART
SR.MNGR
[EB/ER/ED]
MANAGER-EB
EMPLOYEES
BENEFIT
SR. OFFICER-ER
EMPLOYEES
RELATIONS
OFFICER-EB
ASST.
ENGINEER
OFFICER -ER
SENIOR
SUPERVISOR
ASSISTENT ASSISTENT
EMPLOYEES BENEFITS –
All benefits provided or made available to employees by an employer, including
group life insurance, health insurance, disability insurance, sick leave, annual leave,
educational benefits, and pensions, regardless of whether such benefits are
provided by a practice or written policy of an employer or through an employee
benefit plan.
ORGANIZATION CHART
SR.MNGR
[EB/ER/ED]
MANAGER-EB
EMPLOYEES
BENEFIT
SR. OFFICER-ER
EMPLOYEES
RELATIONS
OFFICER-EB
ASST.
ENGINEER
OFFICER -ER
SENIOR
SUPERVISOR
ASSISTENT ASSISTENT
FACILITIESFACILITIES
I. LEAVE RULESI. LEAVE RULES
SHORT TITLE:
These Rules may be called 'NTPC Leave Rules'.
COMMENCEMENT:
These Rules will be effective from 1st July, 1978.
SCOPE OF APPLICATION:
These Rules shall apply to:
i) All regular employees of the Company;
ii) Probationers;
iii) Temporary employees;
iv) Trainees/Apprentices, other than Apprentices under the Apprentices Act, 1961;
v) Employees engaged on contract but shall not apply to employees on
I. LEAVE RULESI. LEAVE RULES
SHORT TITLE:
These Rules may be called 'NTPC Leave Rules'.
COMMENCEMENT:
These Rules will be effective from 1st July, 1978.
SCOPE OF APPLICATION:
These Rules shall apply to:
i) All regular employees of the Company;
ii) Probationers;
iii) Temporary employees;
iv) Trainees/Apprentices, other than Apprentices under the Apprentices Act, 1961;
v) Employees engaged on contract but shall not apply to employees on
deputation / Foreign Service to the Corporation.
EXHIBITION OF LEAVE RULES:
A copy of these Leave Rules shall be displayed on the Notice Board.
AMENDMENTS TO AND INTERPRETATION OF THE LEAVE RULES:
These Leave Rules may be amended or modified from time to time by the
Corporation and the same shall take effect in accordance with the orders issued by
the Corporation.
1. CASUAL LEAVECASUAL LEAVE
1. Casual Leave is intended to cover casual absence of the employees for personal
reasons.
2. Casual Leave can be granted for half day also. If half day's leave is taken, the lunch
interval will be taken as the dividing line.
3. Unavailed casual leave would lapse at the end of each calendar year.
4. Sundays and holidays will not be debited to the casual leave account. 6. Trainees and
Apprentices shall get an additional pro- rata credit of casual leave on their absorption as
Executives/Supervisors.
5. In case of retirement / superannuation and resignation, casual leave entitlement shall
be proportionate to the period of service in the calendar year.
EXHIBITION OF LEAVE RULES:
A copy of these Leave Rules shall be displayed on the Notice Board.
AMENDMENTS TO AND INTERPRETATION OF THE LEAVE RULES:
These Leave Rules may be amended or modified from time to time by the
Corporation and the same shall take effect in accordance with the orders issued by
the Corporation.
1. CASUAL LEAVECASUAL LEAVE
1. Casual Leave is intended to cover casual absence of the employees for personal
reasons.
2. Casual Leave can be granted for half day also. If half day's leave is taken, the lunch
interval will be taken as the dividing line.
3. Unavailed casual leave would lapse at the end of each calendar year.
4. Sundays and holidays will not be debited to the casual leave account. 6. Trainees and
Apprentices shall get an additional pro- rata credit of casual leave on their absorption as
Executives/Supervisors.
5. In case of retirement / superannuation and resignation, casual leave entitlement shall
be proportionate to the period of service in the calendar year.
ENTITLEMENT:
a)executives/supervisors/executive trainees: 12 days in a calendar year
b)workmen :
i) Those having up to 10 years of service. : 10 days/year.
ii)those having more than 10 years of service : 12 days/year
c) Other trainees /apprentices : 10 days in a calendar year.
2. SPECIAL CASUAL LEAVE2. SPECIAL CASUAL LEAVE
Special Casual Leave falls outside the normal leave and can be granted to meet special
situations but not for domestic or personal reasons as in the case of casual leave. Cases
in which Special Casual Leave can be granted are mentioned below:
1. Periods spent in camp by employees permitted to join the Territorial Army, not
exceeding 14 days which can be combined with other leave, wherever necessary.
2. Special Casual Leave not exceeding 30 days in a calendar year may be granted:
a) To employees selected to represent the Company in tournaments recognized by the
State/National Association for the game concerned;
b) To employees selected to represent the District or the State or All India in a
recognized tournament;
c) To employees selected to participate in training/coaching camps by State Association;
d) To employees required to act as Umpires or commentators in tournaments of
National/International importance;
a)executives/supervisors/executive trainees: 12 days in a calendar year
b)workmen :
i) Those having up to 10 years of service. : 10 days/year.
ii)those having more than 10 years of service : 12 days/year
c) Other trainees /apprentices : 10 days in a calendar year.
2. SPECIAL CASUAL LEAVE2. SPECIAL CASUAL LEAVE
Special Casual Leave falls outside the normal leave and can be granted to meet special
situations but not for domestic or personal reasons as in the case of casual leave. Cases
in which Special Casual Leave can be granted are mentioned below:
1. Periods spent in camp by employees permitted to join the Territorial Army, not
exceeding 14 days which can be combined with other leave, wherever necessary.
2. Special Casual Leave not exceeding 30 days in a calendar year may be granted:
a) To employees selected to represent the Company in tournaments recognized by the
State/National Association for the game concerned;
b) To employees selected to represent the District or the State or All India in a
recognized tournament;
c) To employees selected to participate in training/coaching camps by State Association;
d) To employees required to act as Umpires or commentators in tournaments of
National/International importance;
e) To employees who wish to attend in their individual capacity meetings/ training
courses organized by professional institutes of which they are members.
f) To employees of NTPC selected to participate in local tournament on behalf of
NTPC."
g) To employees of NTPC participating in Mountaineering and Trekking arranged by
recognized clubs/associations."
If the period exceeds 30 days in any calendar year, the employees can be permitted by
competent authority.
3. Employees participating in inter-unit or inter-departmental tournament can also be
granted special casual leave not exceeding 10 days at a time which can also be permitted
by competent authority to be combined with earned leave.
4. Employees who donate blood on working days may be granted special casual leave
for that day.
5. Employees who undergo sterilization operation under the family welfare scheme may
be granted special casual leave not exceeding six working days in case of male
employees and 14 days in respect of female employees.
3. EARNED LEAVE3. EARNED LEAVE
Earned leave means leave earned in respect of periods of services with the Corporation
and granted on full pay or stipend in case of trainees/Apprentices other than Act
Apprentices.
ENTITLEMENTS:
a) EXECUTIVES, SUPERVISORS, WORKMEN on the rolls as on 31.12.1996: 30
days per year. (Encashable-11 day’s non-encashable-4 days in every half year)
b) WORKMEN :( joined on or after 01.01.1997)
Length of service No. of
days of
Earned
Leave
courses organized by professional institutes of which they are members.
f) To employees of NTPC selected to participate in local tournament on behalf of
NTPC."
g) To employees of NTPC participating in Mountaineering and Trekking arranged by
recognized clubs/associations."
If the period exceeds 30 days in any calendar year, the employees can be permitted by
competent authority.
3. Employees participating in inter-unit or inter-departmental tournament can also be
granted special casual leave not exceeding 10 days at a time which can also be permitted
by competent authority to be combined with earned leave.
4. Employees who donate blood on working days may be granted special casual leave
for that day.
5. Employees who undergo sterilization operation under the family welfare scheme may
be granted special casual leave not exceeding six working days in case of male
employees and 14 days in respect of female employees.
3. EARNED LEAVE3. EARNED LEAVE
Earned leave means leave earned in respect of periods of services with the Corporation
and granted on full pay or stipend in case of trainees/Apprentices other than Act
Apprentices.
ENTITLEMENTS:
a) EXECUTIVES, SUPERVISORS, WORKMEN on the rolls as on 31.12.1996: 30
days per year. (Encashable-11 day’s non-encashable-4 days in every half year)
b) WORKMEN :( joined on or after 01.01.1997)
Length of service No. of
days of
Earned
Leave
First half
of
financial
year
Second
half of
year
Total for
the Year
Total EncashableTotalEncashable
Up to 5 years 12 9 13 9 25
More than 5 years but up
to 10 years
13 9 14 10 27
More than 10 years but
up to 15 years
14 10 15 11 29
More than 15 years15 11 15 10 30
The above provision shall be deemed to have come into effect from 1.1.2001
c) EXECUTIVE TRAINEES: 30 days per year
d) APPRENTICES: 20 days per year.
ACCUMALATION LIMITS:
a) Executives, supervisors, workmen: 300 days.
b) Apprentices: 160 days.
c) Executive trainees: 300 days.
4) Earned leave is credited in advance in 2 installments of 50% each on 1
st
April and 1
st
October, every financial year.
5) Intervening Sundays and holidays falling within in the spell of EL are counted as EL.
ENCASHMENT:
i) Leave as due on 31st March or 30th September of the preceding half year or balance
of leave after adjusting leave taken during the year up to date of encashment, whichever
is less can be enchased.
ii) 75% of total EL is treated as encashable.For the purpose of encashment, Basic pay,
Special pay, Personal pay Dearness allowances are taken into account.
of
financial
year
Second
half of
year
Total for
the Year
Total EncashableTotalEncashable
Up to 5 years 12 9 13 9 25
More than 5 years but up
to 10 years
13 9 14 10 27
More than 10 years but
up to 15 years
14 10 15 11 29
More than 15 years15 11 15 10 30
The above provision shall be deemed to have come into effect from 1.1.2001
c) EXECUTIVE TRAINEES: 30 days per year
d) APPRENTICES: 20 days per year.
ACCUMALATION LIMITS:
a) Executives, supervisors, workmen: 300 days.
b) Apprentices: 160 days.
c) Executive trainees: 300 days.
4) Earned leave is credited in advance in 2 installments of 50% each on 1
st
April and 1
st
October, every financial year.
5) Intervening Sundays and holidays falling within in the spell of EL are counted as EL.
ENCASHMENT:
i) Leave as due on 31st March or 30th September of the preceding half year or balance
of leave after adjusting leave taken during the year up to date of encashment, whichever
is less can be enchased.
ii) 75% of total EL is treated as encashable.For the purpose of encashment, Basic pay,
Special pay, Personal pay Dearness allowances are taken into account.
4. HALF-PAY LEAVE4. HALF-PAY LEAVE
1. Half-pay leave means leave on half-pay earned in respect of service with the
Company and can be granted to an employee for any reasons including on medical
grounds. The half-pay for this purpose shall be treated as half of the basic pay. All other
allowances would be paid in full. Half pay leaves is not admissible to
Trainees/Apprentices and employees on contract.
2. Every employee's half-pay leave account will be credited in advance as in the case of
earned leave.
3) Half pay leave is credited in advance in 2 installments of 50% of entitlement each on
1
st
April & 1
st
October, every financial year.
5. SICK LEAVE5. SICK LEAVE
1. Sick leave will be admissible to Trainees/Apprentices at the rate of 10 days per year
1. Half-pay leave means leave on half-pay earned in respect of service with the
Company and can be granted to an employee for any reasons including on medical
grounds. The half-pay for this purpose shall be treated as half of the basic pay. All other
allowances would be paid in full. Half pay leaves is not admissible to
Trainees/Apprentices and employees on contract.
2. Every employee's half-pay leave account will be credited in advance as in the case of
earned leave.
3) Half pay leave is credited in advance in 2 installments of 50% of entitlement each on
1
st
April & 1
st
October, every financial year.
5. SICK LEAVE5. SICK LEAVE
1. Sick leave will be admissible to Trainees/Apprentices at the rate of 10 days per year
on full pay. It will not be admissible to Executives, Supervisors and workmen.
2. Sick leave account will be credited in advance with 5 days on 1st January and the
balance five days on 1st July every year.
3. The leave at credit of the employee at the close of the previous half year will be
carried forward subject to the accumulation limit of 30 days.
4. The sick leave at the credit of a Trainee/Apprentice who is absorbed as an
Executive/Supervisor/Workman on the date of absorption will be doubled and credited
as half-pay leave to his account.
ENCASHMENTS OF HALF PAY LEAVE & SICK LEAVE:
Maximum
Period
Half pay leave: 240 days
Sick leave: 120 days
6. COMMUTED LEAVE6. COMMUTED LEAVE
1. Half-pay leave can be commuted into full pay leave on medical grounds subject to
production of Medical Certificate from a Registered Medical practitioner. The total
commuted leave admissible in the entire service of the employee shall not exceed 240
days.
2. Total amount of earned leave and commuted leave taken in conjunction shall not
exceed 180 days at a time.
3. Commuted leave will be allowed to regular employees only. It will not be admissible
to Trainees/Apprentices, Probationers, temporary employees and employees engaged on
contract.
When commuted leave is granted, the half-pay leave account of the employee will be
debited with twice the period of such commuted leave.
2. Sick leave account will be credited in advance with 5 days on 1st January and the
balance five days on 1st July every year.
3. The leave at credit of the employee at the close of the previous half year will be
carried forward subject to the accumulation limit of 30 days.
4. The sick leave at the credit of a Trainee/Apprentice who is absorbed as an
Executive/Supervisor/Workman on the date of absorption will be doubled and credited
as half-pay leave to his account.
ENCASHMENTS OF HALF PAY LEAVE & SICK LEAVE:
Maximum
Period
Half pay leave: 240 days
Sick leave: 120 days
6. COMMUTED LEAVE6. COMMUTED LEAVE
1. Half-pay leave can be commuted into full pay leave on medical grounds subject to
production of Medical Certificate from a Registered Medical practitioner. The total
commuted leave admissible in the entire service of the employee shall not exceed 240
days.
2. Total amount of earned leave and commuted leave taken in conjunction shall not
exceed 180 days at a time.
3. Commuted leave will be allowed to regular employees only. It will not be admissible
to Trainees/Apprentices, Probationers, temporary employees and employees engaged on
contract.
When commuted leave is granted, the half-pay leave account of the employee will be
debited with twice the period of such commuted leave.
7. SPECIAL DISABILITY LEAVE7. SPECIAL DISABILITY LEAVE
Employees who are disabled and become temporarily unfit to work on account of
injuries due to accidents arising out of and in the course of employment will be allowed
Special Disability Leave with full wages/salary, subject to the existing conditions.
However, where the benefits under the Group Personal Accident Insurance Scheme are
availed, the benefit of Special Disability Leave will not be admissible & vice-versa.
PROCEDURE:
Special Disability Leave will be granted on the basis of recommendations of a
Committee consisting of the following representatives:
a) Concerned HOD or his authorized nominee;
b) Medical Officer authorized for this purpose;
c) Representative from the HR Depts.; and
d) Safety Officer (if in position)
The Head of O&M/Project Construction & Erection/Finance/Material Personnel
Unit/Project
(Through Personnel Department)
Sub: Request for grant of Special Disability Leave
Dear Sir,
I had met with an injury while on duty on
(Date____________________________________________________while working in
____________________________(Department)__________________I request that I be
granted Special Disability Leave for (No. of Days)____________
_________________from________ to________. I shall not claim half-monthly
compensation for the above disablement period under the Workmen's Compensation
Act, 1923. (This is applicable only for those covered under the Act).
(Signature)
Name:
Employees who are disabled and become temporarily unfit to work on account of
injuries due to accidents arising out of and in the course of employment will be allowed
Special Disability Leave with full wages/salary, subject to the existing conditions.
However, where the benefits under the Group Personal Accident Insurance Scheme are
availed, the benefit of Special Disability Leave will not be admissible & vice-versa.
PROCEDURE:
Special Disability Leave will be granted on the basis of recommendations of a
Committee consisting of the following representatives:
a) Concerned HOD or his authorized nominee;
b) Medical Officer authorized for this purpose;
c) Representative from the HR Depts.; and
d) Safety Officer (if in position)
The Head of O&M/Project Construction & Erection/Finance/Material Personnel
Unit/Project
(Through Personnel Department)
Sub: Request for grant of Special Disability Leave
Dear Sir,
I had met with an injury while on duty on
(Date____________________________________________________while working in
____________________________(Department)__________________I request that I be
granted Special Disability Leave for (No. of Days)____________
_________________from________ to________. I shall not claim half-monthly
compensation for the above disablement period under the Workmen's Compensation
Act, 1923. (This is applicable only for those covered under the Act).
(Signature)
Name:
Emp. No.:
Designation:
Department:
Date
Recommendation of the Committee enclosed. The individual may be sanctioned Special
Disability Leave from_______to_______.
Date: HR Officer
Sanctioned Special Disability Leave from_______to______.
Date:
8. EXTRA-ORDINARY LEAVE8. EXTRA-ORDINARY LEAVE
1. Extra-ordinary leave means leave sanctioned under special circumstances without any
pay and allowances to the following extent when no other kind of leave is due, or when
the employees specifically applies for extra-ordinary leave :
i) Up to 3 months on any one occasion other than on grounds of illness.
ii) Up to 6 months on any one occasion on Medical Certificate for diseases other than
T.B., Leprosy and Cancer.
iii) Up to 18 months on any one occasion in case of treatment for T.B., Leprosy and
Cancer.
2. Entitlement of extra-ordinary leave in respect of Trainees/Apprentices (other than Act
Apprentices) and employees engaged on contract shall not exceed 20 days on any one
occasion.
9. MATERNITY LEAVE9. MATERNITY LEAVE
This may be granted to regular married female employees (excluding
Apprentices/Trainees), in accordance with the following rules:
Designation:
Department:
Date
Recommendation of the Committee enclosed. The individual may be sanctioned Special
Disability Leave from_______to_______.
Date: HR Officer
Sanctioned Special Disability Leave from_______to______.
Date:
8. EXTRA-ORDINARY LEAVE8. EXTRA-ORDINARY LEAVE
1. Extra-ordinary leave means leave sanctioned under special circumstances without any
pay and allowances to the following extent when no other kind of leave is due, or when
the employees specifically applies for extra-ordinary leave :
i) Up to 3 months on any one occasion other than on grounds of illness.
ii) Up to 6 months on any one occasion on Medical Certificate for diseases other than
T.B., Leprosy and Cancer.
iii) Up to 18 months on any one occasion in case of treatment for T.B., Leprosy and
Cancer.
2. Entitlement of extra-ordinary leave in respect of Trainees/Apprentices (other than Act
Apprentices) and employees engaged on contract shall not exceed 20 days on any one
occasion.
9. MATERNITY LEAVE9. MATERNITY LEAVE
This may be granted to regular married female employees (excluding
Apprentices/Trainees), in accordance with the following rules:
To regular married female employees who have actually worked in the company for a
period of not less than 80 days in the 12 months immediately preceding the expected
date of delivery.
The Leave may be granted on full pay for a period which may extend up to 135 days
from the date of its commencement on production of medical certificate from the
Attending Medical Officer provided that Maternity leave shall not commence from a
date earlier than 45 days before the expected date of delivery and shall be up to 90 days
from the actual date of delivery.
It may be combined with leave of any other kind, but only if a Medical certificate from
the Medical Officer Supports the request for such leave. Maternity leave will also be
allowed in case of miscarriage/abortion. The total period of maternity leave on account
of miscarriage/abortion will be restricted to 45 days in the entire career of a female
employee. Request for such leave must be supported by a medical certificate.
10. PATERNITY LEAVE10. PATERNITY LEAVE
A male employee with less than 2 surviving children may be granted paternity leave for
a period a 15 days during the confinement of his wife. He shall be paid leave salary
equal to the pay drawn immediately before preceding on leave.
11) QUARANTINE LEAVE:11) QUARANTINE LEAVE:
1. Quarantine leave is leave of absence from duty necessitated as a consequence of the
presence of certain infectious diseases in the family or household of the employees. Such
leave may be granted by the leave sanctioning authority on the certificate of the
Registered Medical Practitioner for a period not exceeding 21 days, or in exceptional
circumstances, 30 days. Any leave necessary in excess of this period shall be treated as
leave of the type that may be available to the credit of the employees. Quarantine leave can
also be granted in continuation of any other kind of leave other than casual leave. An
employee on quarantine leave will not be treated as absent from duty and his pay will
not be affected.
2Cholera, Small-pox, Plague, Diphtheria, Typhus fever and Cerebral-spinal meningitis
may be treated as infectious diseases for which quarantine leave can be granted.
3. Quarantine leave can be granted to an employee at a place other than his
Headquarters, also provided that he had gone there on duty or authorized leave with
permission of competent authority.
ENTITLEMENTS OF VARIOUS KINDS OF LEAVE
Type of Leave Executives & Accumulation Trainees / Accumulation
period of not less than 80 days in the 12 months immediately preceding the expected
date of delivery.
The Leave may be granted on full pay for a period which may extend up to 135 days
from the date of its commencement on production of medical certificate from the
Attending Medical Officer provided that Maternity leave shall not commence from a
date earlier than 45 days before the expected date of delivery and shall be up to 90 days
from the actual date of delivery.
It may be combined with leave of any other kind, but only if a Medical certificate from
the Medical Officer Supports the request for such leave. Maternity leave will also be
allowed in case of miscarriage/abortion. The total period of maternity leave on account
of miscarriage/abortion will be restricted to 45 days in the entire career of a female
employee. Request for such leave must be supported by a medical certificate.
10. PATERNITY LEAVE10. PATERNITY LEAVE
A male employee with less than 2 surviving children may be granted paternity leave for
a period a 15 days during the confinement of his wife. He shall be paid leave salary
equal to the pay drawn immediately before preceding on leave.
11) QUARANTINE LEAVE:11) QUARANTINE LEAVE:
1. Quarantine leave is leave of absence from duty necessitated as a consequence of the
presence of certain infectious diseases in the family or household of the employees. Such
leave may be granted by the leave sanctioning authority on the certificate of the
Registered Medical Practitioner for a period not exceeding 21 days, or in exceptional
circumstances, 30 days. Any leave necessary in excess of this period shall be treated as
leave of the type that may be available to the credit of the employees. Quarantine leave can
also be granted in continuation of any other kind of leave other than casual leave. An
employee on quarantine leave will not be treated as absent from duty and his pay will
not be affected.
2Cholera, Small-pox, Plague, Diphtheria, Typhus fever and Cerebral-spinal meningitis
may be treated as infectious diseases for which quarantine leave can be granted.
3. Quarantine leave can be granted to an employee at a place other than his
Headquarters, also provided that he had gone there on duty or authorized leave with
permission of competent authority.
ENTITLEMENTS OF VARIOUS KINDS OF LEAVE
Type of Leave Executives & Accumulation Trainees / Accumulation
Supervisors Apprentices (other
than Act
Apprentices)
1. Casual 12 days in a
calendar year
Nil 7 days in a
calendar year
Nil
2. Earned Leave30 days per year300 days 20 days per year160 days12
3. Half Pay Leave20 days per year No ceiling Nil NA
4. Sick Leave Nil - 10 days on full
pay per year
30 days
WORKMEN:
Type of
Leave
Length of serviceNo. of Leave
Per Year
Accumulation
1. Casual Up to 10 year
More than 10 years
10
12
Nil
3 H.P.L. 20 No ceiling
II. HOLIDAYSII. HOLIDAYS
1. All Offices under NTPC will observe 8 closed holidays (including the 3 National
holidays) & 6 restricted holidays.
2. All temporary employees, casual employees and employees on muster roll will be
paid wages for such holidays as well as weekly rest days provided they are on duty on
the preceding and succeeding working days. Where Projects of Offices observe 7
working days in a week, there will be staggered holidays for individual employees.
3. five-day week shall be observed in the offices at corporate Center Headquarters.
Regional Headquarters at Hyderabad, Patna, Allahbad and Nagpur and at metropolitan
cities of Mumbai, Kolkata and Chennai. Accordingly, these offices will remain closed on
Saturday. The office timing will, however, continue as at present i.e. from 9 AM to 5.30
PM with lunch interval of half an hour from 1 to 1.30.
DECLARATION OF CLOSED HOLIDAY:
Incase a National Holiday happens to coincide with the weekly rest day (s) i.e. Sunday
(for establishments following 48 hours a week) and Saturday and/ or Sunday (for
establishments following 5 days week) another closed holiday will be declared by the
respective projects/units/establishments of the company so that the actual number of
holidays in the calendar year are not less than twelve. ;
than Act
Apprentices)
1. Casual 12 days in a
calendar year
Nil 7 days in a
calendar year
Nil
2. Earned Leave30 days per year300 days 20 days per year160 days12
3. Half Pay Leave20 days per year No ceiling Nil NA
4. Sick Leave Nil - 10 days on full
pay per year
30 days
WORKMEN:
Type of
Leave
Length of serviceNo. of Leave
Per Year
Accumulation
1. Casual Up to 10 year
More than 10 years
10
12
Nil
3 H.P.L. 20 No ceiling
II. HOLIDAYSII. HOLIDAYS
1. All Offices under NTPC will observe 8 closed holidays (including the 3 National
holidays) & 6 restricted holidays.
2. All temporary employees, casual employees and employees on muster roll will be
paid wages for such holidays as well as weekly rest days provided they are on duty on
the preceding and succeeding working days. Where Projects of Offices observe 7
working days in a week, there will be staggered holidays for individual employees.
3. five-day week shall be observed in the offices at corporate Center Headquarters.
Regional Headquarters at Hyderabad, Patna, Allahbad and Nagpur and at metropolitan
cities of Mumbai, Kolkata and Chennai. Accordingly, these offices will remain closed on
Saturday. The office timing will, however, continue as at present i.e. from 9 AM to 5.30
PM with lunch interval of half an hour from 1 to 1.30.
DECLARATION OF CLOSED HOLIDAY:
Incase a National Holiday happens to coincide with the weekly rest day (s) i.e. Sunday
(for establishments following 48 hours a week) and Saturday and/ or Sunday (for
establishments following 5 days week) another closed holiday will be declared by the
respective projects/units/establishments of the company so that the actual number of
holidays in the calendar year are not less than twelve. ;
CLOSURE OF OFFICES ON DEATH OF HIGH DIGNITARIES:
In case of death of high dignitaries, NTPC's offices, Projects, Stations and other
Establishments will be closed only if the Industrial Establishments of the Central
Government are declared to be closed.
III. NTPC SCHEME OF FACILITIES FOR III. NTPC SCHEME OF FACILITIES FOR
HIGHER STUDIESHIGHER STUDIES
The NTPC Scheme of "Facilities for Higher Studies" covers the following two
categories:
1) Company sponsorship for Higher Studies,
2) Grant of Study Leave for Higher Studies.
1) COMPANY SPONSORSHIP:
Eligibility:
This applies to all regular employees of the Company but excludes Trainees/
Apprentices/those employed on contract/deputation/temporary/casual basis. Employees
who are under suspension or against whom any disciplinary proceedings/vigilance cases
are pending/ contemplated may not be considered for the sponsorship.
Entitlements:
(a) For Company sponsorship within India :
The period of sponsorship, generally will not exceed one year and approved by D (HR).
In exceptional circumstances sponsorship beyond one year may be approved by CMD.
i) The employee will normally be expected to stay in the accommodation available with
the Institution where study is under-taken. However, if any accommodation is not
In case of death of high dignitaries, NTPC's offices, Projects, Stations and other
Establishments will be closed only if the Industrial Establishments of the Central
Government are declared to be closed.
III. NTPC SCHEME OF FACILITIES FOR III. NTPC SCHEME OF FACILITIES FOR
HIGHER STUDIESHIGHER STUDIES
The NTPC Scheme of "Facilities for Higher Studies" covers the following two
categories:
1) Company sponsorship for Higher Studies,
2) Grant of Study Leave for Higher Studies.
1) COMPANY SPONSORSHIP:
Eligibility:
This applies to all regular employees of the Company but excludes Trainees/
Apprentices/those employed on contract/deputation/temporary/casual basis. Employees
who are under suspension or against whom any disciplinary proceedings/vigilance cases
are pending/ contemplated may not be considered for the sponsorship.
Entitlements:
(a) For Company sponsorship within India :
The period of sponsorship, generally will not exceed one year and approved by D (HR).
In exceptional circumstances sponsorship beyond one year may be approved by CMD.
i) The employee will normally be expected to stay in the accommodation available with
the Institution where study is under-taken. However, if any accommodation is not
provided by the Institute, payment of HRA, in lieu, may be sanctioned up to the
following limits.
(1) 'A' class cities: - 12.5% of the pay in all A class cities.
15% of the pay in all A-1 class cities..
(2) Other Places: - 7.5% of normal rates applicable to employees posted in such
places.
ii) The, employees will be paid TA for journeys between the place of duty and the place
where the course is to be attended by them at the time of joining and on re-joining
duties, on its completion.
iii) Examination fees and other charges, if any, of the Institute, will be borne by the
Company.
(b) For Company Sponsorship outside India
The period of sponsorship as well as the entitlement during this period will be
determined by CMD, with reference to the merits of each case
2) STUDY LEAVE:
Eligibility
Study Leave is admissible to any regular employee of the Company, excluding a
trainee/apprentice, who:
i) Has rendered a minimum of 3 years service inclusive of training/apprenticeship period
in the Company. In the case of deputationists who are subsequently absorbed in the
Company, the period of deputation will be taken into account for this purpose.
ii) Is not due to retire within 5 years of the date on which he is expected to return to duty
after the completion of the course.
iii) Is not employed on a contract/deputation/ temporary or casual basis.
iv) Is not under suspension and no disciplinary proceedings/vigilance cases are pending
against him.
Period of Study Leave
i) Study Leave is admissible for a maximum period of 3 years; during the entire service
of the employee, subject to the exigencies of work.
ii) This leave is not debited to the regular leave account of the employee.
Entitlements
i) The employee will not be entitled to any pay or allowances during the period of Study
Leave.
following limits.
(1) 'A' class cities: - 12.5% of the pay in all A class cities.
15% of the pay in all A-1 class cities..
(2) Other Places: - 7.5% of normal rates applicable to employees posted in such
places.
ii) The, employees will be paid TA for journeys between the place of duty and the place
where the course is to be attended by them at the time of joining and on re-joining
duties, on its completion.
iii) Examination fees and other charges, if any, of the Institute, will be borne by the
Company.
(b) For Company Sponsorship outside India
The period of sponsorship as well as the entitlement during this period will be
determined by CMD, with reference to the merits of each case
2) STUDY LEAVE:
Eligibility
Study Leave is admissible to any regular employee of the Company, excluding a
trainee/apprentice, who:
i) Has rendered a minimum of 3 years service inclusive of training/apprenticeship period
in the Company. In the case of deputationists who are subsequently absorbed in the
Company, the period of deputation will be taken into account for this purpose.
ii) Is not due to retire within 5 years of the date on which he is expected to return to duty
after the completion of the course.
iii) Is not employed on a contract/deputation/ temporary or casual basis.
iv) Is not under suspension and no disciplinary proceedings/vigilance cases are pending
against him.
Period of Study Leave
i) Study Leave is admissible for a maximum period of 3 years; during the entire service
of the employee, subject to the exigencies of work.
ii) This leave is not debited to the regular leave account of the employee.
Entitlements
i) The employee will not be entitled to any pay or allowances during the period of Study
Leave.
ii) The employee is entitled to the benefit of continuity of service for CPF and Gratuity
and if the employee chooses to contribute to his Provident Fund account during Study
Leave period, the Company will make a matching contribution as per Rules framed from
time to time.
iii) During the Study Leave period, the employee shall not be considered for promotion,
However, the period will count for eligibility for promotion. The employee will be
considered for promotion as per the company policy of the rejoining duties on expiry of
study leave. The duration of study leave availed without completing the study will not be
reckoned for purpose of eligibility for promotion or for earning increments. The
employees will also not be eligible for grant of Study Leave again.
iv) The study leave will not be considered for the purpose of earning any kind of leave.
IV. REIMBURSEMENT OF EXPENDITURE ON IV. REIMBURSEMENT OF EXPENDITURE ON
CHILDREN'S EDUCATIONCHILDREN'S EDUCATION
ELIGIBILITY:
The expenditure incurred by the employees towards education of their school going
children studying in Class I to XII, Graduation and Post-Graduation awarded by
universities / deemed universities recognized by UGC. It has been decided to allow
reimbursement of expenditure on Children Education to the Employees, as detailed
below.
1. Tuition Fees: Part tuition fees actually paid by the employees over and above Rs.75/-
per month per child (i.e. the highest fees being charged by Kendriya Vidyalaya
presently) will be reimbursed subject to the following monetary ceilings:
(i) Rs.225/- per month per child in respect of employee’s children studying at places
where CCA is not payable.
(ii) Rs.340/- per month per child in respect of employee’s whose children are studying in
places where CCA is payable provided the employee is retaining his family at a place
other than his place of posting or is drawing hostel subsidy at such a place
2. Hostel Subsidy: Reimbursement of expenditure incurred by employees towards hostel
charges of a residential school where their children are studying, at a place other than the
place of posting of the employee concerned, will be allowed as Hostel Subsidy, as per
actual, limited to a maximum of Rs.675/- p.m. per child.
and if the employee chooses to contribute to his Provident Fund account during Study
Leave period, the Company will make a matching contribution as per Rules framed from
time to time.
iii) During the Study Leave period, the employee shall not be considered for promotion,
However, the period will count for eligibility for promotion. The employee will be
considered for promotion as per the company policy of the rejoining duties on expiry of
study leave. The duration of study leave availed without completing the study will not be
reckoned for purpose of eligibility for promotion or for earning increments. The
employees will also not be eligible for grant of Study Leave again.
iv) The study leave will not be considered for the purpose of earning any kind of leave.
IV. REIMBURSEMENT OF EXPENDITURE ON IV. REIMBURSEMENT OF EXPENDITURE ON
CHILDREN'S EDUCATIONCHILDREN'S EDUCATION
ELIGIBILITY:
The expenditure incurred by the employees towards education of their school going
children studying in Class I to XII, Graduation and Post-Graduation awarded by
universities / deemed universities recognized by UGC. It has been decided to allow
reimbursement of expenditure on Children Education to the Employees, as detailed
below.
1. Tuition Fees: Part tuition fees actually paid by the employees over and above Rs.75/-
per month per child (i.e. the highest fees being charged by Kendriya Vidyalaya
presently) will be reimbursed subject to the following monetary ceilings:
(i) Rs.225/- per month per child in respect of employee’s children studying at places
where CCA is not payable.
(ii) Rs.340/- per month per child in respect of employee’s whose children are studying in
places where CCA is payable provided the employee is retaining his family at a place
other than his place of posting or is drawing hostel subsidy at such a place
2. Hostel Subsidy: Reimbursement of expenditure incurred by employees towards hostel
charges of a residential school where their children are studying, at a place other than the
place of posting of the employee concerned, will be allowed as Hostel Subsidy, as per
actual, limited to a maximum of Rs.675/- p.m. per child.
i) The reimbursement of expenditure incurred by employees towards tuition fee and/or
hostel charges, shall be allowed limited to two children only and will be admissible on
production of documentary evidence.
ii) The reimbursement of expenditure on children’s education has also been extended to
physically/mentally handicapped children of employees who are admitted in
normal/special schools.
Procedure:
Employees intending to avail of the reimbursement under the scheme shall submit a
request at the beginning of each academic year along with documentary evidence of
payment made by them towards the monthly tuition fees and/or hostel charges in the
proforma. Subject to the request being in order, the concerned HR Department shall
issue a sanction order for each academic year, indicating the amount and period of
reimbursement to be made to the employee concerned. Consequent to this,
reimbursement shall be allowed on a monthly basis along with the salary of the
employee concerned, for the sanctioned period during the academic year.
Children Education Reimbursement Form
To :- Manager (F-Est.)
It is certified that, I will incur/have incurred expenditure per month per child towards
tuition fee/hostel charges of my son(s)/daughter(s) having details as under:
TUITION FEES
Sr. No. Name & Class Name of the School Amount (Rs.p.m)
1.
2.
HOSTEL CHARGES
Sr. No. Name & Class Name of the School/Hostel Amount (Rs.p.m)
1.
2.
Date:
(Signature of the Employee)
…Name:
Employee No.
Deptt.
hostel charges, shall be allowed limited to two children only and will be admissible on
production of documentary evidence.
ii) The reimbursement of expenditure on children’s education has also been extended to
physically/mentally handicapped children of employees who are admitted in
normal/special schools.
Procedure:
Employees intending to avail of the reimbursement under the scheme shall submit a
request at the beginning of each academic year along with documentary evidence of
payment made by them towards the monthly tuition fees and/or hostel charges in the
proforma. Subject to the request being in order, the concerned HR Department shall
issue a sanction order for each academic year, indicating the amount and period of
reimbursement to be made to the employee concerned. Consequent to this,
reimbursement shall be allowed on a monthly basis along with the salary of the
employee concerned, for the sanctioned period during the academic year.
Children Education Reimbursement Form
To :- Manager (F-Est.)
It is certified that, I will incur/have incurred expenditure per month per child towards
tuition fee/hostel charges of my son(s)/daughter(s) having details as under:
TUITION FEES
Sr. No. Name & Class Name of the School Amount (Rs.p.m)
1.
2.
HOSTEL CHARGES
Sr. No. Name & Class Name of the School/Hostel Amount (Rs.p.m)
1.
2.
Date:
(Signature of the Employee)
…Name:
Employee No.
Deptt.
V. WEDDING GIFTV. WEDDING GIFT
1 NTPC is a family and in this spirit we should be alive to the needs of our employees.
An employee plays a crucial role in the contributions which he makes to our
organization. Like in any family, if member of our family gets married during his stay
with us, it is felt that NTPC should not let such an occasion go unnoticed and
acknowledge it with the required sensitivity
2. On the occasion of marriage of an employee a gift of about RS.1, 100/- may be
presented to him/her on behalf of NTPC. If the wedding takes place in a place where
NTPC has its office/establishment, we may also provide a car/jeep on behalf of the
company for assistance in the marriage function for 3 days for local use only. Further, at
the time once within 6 months of their marriage when the newly married couple visits, a
place where NTPC has its own guest house and stays in the Company guest house, they
may be charged for room rent as being on official visit.
VI. SCHEME FOR GRANT OF MERIT VI. SCHEME FOR GRANT OF MERIT
SCHOLARSHIP TO THE CHILDREN'S OF NTPC SCHOLARSHIP TO THE CHILDREN'S OF NTPC
EMPLOYEESEMPLOYEES
OBJECTIVE:
To provide encouragement and to facilitate higher education of meritorious children
1 NTPC is a family and in this spirit we should be alive to the needs of our employees.
An employee plays a crucial role in the contributions which he makes to our
organization. Like in any family, if member of our family gets married during his stay
with us, it is felt that NTPC should not let such an occasion go unnoticed and
acknowledge it with the required sensitivity
2. On the occasion of marriage of an employee a gift of about RS.1, 100/- may be
presented to him/her on behalf of NTPC. If the wedding takes place in a place where
NTPC has its office/establishment, we may also provide a car/jeep on behalf of the
company for assistance in the marriage function for 3 days for local use only. Further, at
the time once within 6 months of their marriage when the newly married couple visits, a
place where NTPC has its own guest house and stays in the Company guest house, they
may be charged for room rent as being on official visit.
VI. SCHEME FOR GRANT OF MERIT VI. SCHEME FOR GRANT OF MERIT
SCHOLARSHIP TO THE CHILDREN'S OF NTPC SCHOLARSHIP TO THE CHILDREN'S OF NTPC
EMPLOYEESEMPLOYEES
OBJECTIVE:
To provide encouragement and to facilitate higher education of meritorious children
of NTPC employees.
SCOPE:
Only dependent children including legitimate, legally adopted and step children of
NTPC employees are eligible for the Scholarship. The scheme shall also be
applicable to deputationists till the time of their deputation in NTPC.
The applicability of the scheme shall be limited to two children only.
QUALIFYING ELIGIBILITY DURATION & AMOUNT OF SCHOLARSHIP:
The scholarship shall be granted for course of study, as per the following Table
Sl. No.Course Amount of
Scholarship
Rs./Per Annum
Duration
1. For pursuing an undergraduate course leading to
a Degree in Engineering from Regional
Engineering Colleges, IIT, BHU, Roorkie, BITS,
DCE, & DIT.
9000/- 4years
2. For pursuing MBBS Degree Course from AIIMS,
JIPMER, AFMC, & all other Medical College
where admission is through CBSE.
9000/- 4years
3. Full time MBA degree or equivalent from IIMs,
XLRI, XISS, TISS, FMS (DU).
9000/- 2years
4. CA/ICWA course on passing Intermediate
examination. However, the period between
passing entrance and Intermediate examination
will also be taken into consideration for payment
of scholarship. The total period will not exceed
3years.
9000/- 3years
SCOPE:
Only dependent children including legitimate, legally adopted and step children of
NTPC employees are eligible for the Scholarship. The scheme shall also be
applicable to deputationists till the time of their deputation in NTPC.
The applicability of the scheme shall be limited to two children only.
QUALIFYING ELIGIBILITY DURATION & AMOUNT OF SCHOLARSHIP:
The scholarship shall be granted for course of study, as per the following Table
Sl. No.Course Amount of
Scholarship
Rs./Per Annum
Duration
1. For pursuing an undergraduate course leading to
a Degree in Engineering from Regional
Engineering Colleges, IIT, BHU, Roorkie, BITS,
DCE, & DIT.
9000/- 4years
2. For pursuing MBBS Degree Course from AIIMS,
JIPMER, AFMC, & all other Medical College
where admission is through CBSE.
9000/- 4years
3. Full time MBA degree or equivalent from IIMs,
XLRI, XISS, TISS, FMS (DU).
9000/- 2years
4. CA/ICWA course on passing Intermediate
examination. However, the period between
passing entrance and Intermediate examination
will also be taken into consideration for payment
of scholarship. The total period will not exceed
3years.
9000/- 3years
5. BACHELOR OF DENTAL SCIENCES (BDS)
For pursuing BDS course on free/merit seats
from institutions as applicable in sanction of
Merit scholarship in case of MBBS through
Competitive entrance examinations.
9000/- 4years
6. BACHELOR OF ARCHITECTURE
For pursuing B.Arch. on free/merit seats from
Institution as applicable in sanction of merit
scholarship in case of B.Tech/B.E through
competitive entrance examination
.
Rs.9000/- 4years
7
. GRADUATE LEVEL COURSES OFFERED
BY NATIONAL INSTITUTE OF FASHION
TECHNOLOGY
For pursuing 3 years Graduate Diploma course
from NIFT against merit/free seats on passing the
competitive entrance examination conducted by
NIFT.
Rs.9000/- 3years
8. GRADUATE LEVEL COURSES OFFERED
BY INDIAN INSTITUTE OF INFORMATION
TECHNOLOGY
For pursuing 4 & 5 years (integrated)
undergraduate programs of IIIT on obtaining
admission through All India level competitive
examinations conducted by IIIT, on free/merit
seats.
Rs.9000/- 4years
PROCEDURE:
1. The employees intending to avail of the Scholarship for their children under the
scheme shall submit request, at the beginning of each academic year along with
documentary evidence of successful completion of the previous year’s course except for
the first year when the scholarship shall be granted on securing admission in the above
mentioned courses.
2. The scholarship will be discontinued in case the employee whose child has been
For pursuing BDS course on free/merit seats
from institutions as applicable in sanction of
Merit scholarship in case of MBBS through
Competitive entrance examinations.
9000/- 4years
6. BACHELOR OF ARCHITECTURE
For pursuing B.Arch. on free/merit seats from
Institution as applicable in sanction of merit
scholarship in case of B.Tech/B.E through
competitive entrance examination
.
Rs.9000/- 4years
7
. GRADUATE LEVEL COURSES OFFERED
BY NATIONAL INSTITUTE OF FASHION
TECHNOLOGY
For pursuing 3 years Graduate Diploma course
from NIFT against merit/free seats on passing the
competitive entrance examination conducted by
NIFT.
Rs.9000/- 3years
8. GRADUATE LEVEL COURSES OFFERED
BY INDIAN INSTITUTE OF INFORMATION
TECHNOLOGY
For pursuing 4 & 5 years (integrated)
undergraduate programs of IIIT on obtaining
admission through All India level competitive
examinations conducted by IIIT, on free/merit
seats.
Rs.9000/- 4years
PROCEDURE:
1. The employees intending to avail of the Scholarship for their children under the
scheme shall submit request, at the beginning of each academic year along with
documentary evidence of successful completion of the previous year’s course except for
the first year when the scholarship shall be granted on securing admission in the above
mentioned courses.
2. The scholarship will be discontinued in case the employee whose child has been
granted scholarship ceases to be in the services of the Company for any reason
.However, the eligible student may continue to get the Scholarship in the following
cases:-
a) Retirement or Superannuating of the employee
b) Death of the employee
c) Termination of services of the employees due to disability caused by accident or
continued ill health.
d) Voluntary retirement under approved company scheme.
3. The continuance of the scholarship will be subject to good conduct and performance
of the student in the institution concerned. The scholarship shall be cancelled or with
held for a particular period, which can be extended, if a candidate fails to qualify in the
examinations and is not promoted to the next higher class or if the conduct is found
unsatisfactory by the institutions.
VII. COACHING CLASSES FOR CHILDREN OF VII. COACHING CLASSES FOR CHILDREN OF
NTPC EMPLOYEESNTPC EMPLOYEES
1) Infrastructure facilities are provided for setting up coaching classes for 1 batch each of
class XI & XII students in engineering & medical streams.
2) NTPC also provides subsidy in the fee to be paid by the children of NTPC employees
to these coaching centers.
3) A loading facility has been provided in Noida Township for children of NTPC
employees who wish to attend coaching classes at Delhi/ Noida/NCR for preparing for
competitive entrance exam in engineering & medical.
VIII. CANTEENSVIII. CANTEENS
Canteen facilities are available inside the work premises for employees to provide tea,
lunch & snacks at no profit no loss.
CANTEEN COMMITTEE
.However, the eligible student may continue to get the Scholarship in the following
cases:-
a) Retirement or Superannuating of the employee
b) Death of the employee
c) Termination of services of the employees due to disability caused by accident or
continued ill health.
d) Voluntary retirement under approved company scheme.
3. The continuance of the scholarship will be subject to good conduct and performance
of the student in the institution concerned. The scholarship shall be cancelled or with
held for a particular period, which can be extended, if a candidate fails to qualify in the
examinations and is not promoted to the next higher class or if the conduct is found
unsatisfactory by the institutions.
VII. COACHING CLASSES FOR CHILDREN OF VII. COACHING CLASSES FOR CHILDREN OF
NTPC EMPLOYEESNTPC EMPLOYEES
1) Infrastructure facilities are provided for setting up coaching classes for 1 batch each of
class XI & XII students in engineering & medical streams.
2) NTPC also provides subsidy in the fee to be paid by the children of NTPC employees
to these coaching centers.
3) A loading facility has been provided in Noida Township for children of NTPC
employees who wish to attend coaching classes at Delhi/ Noida/NCR for preparing for
competitive entrance exam in engineering & medical.
VIII. CANTEENSVIII. CANTEENS
Canteen facilities are available inside the work premises for employees to provide tea,
lunch & snacks at no profit no loss.
CANTEEN COMMITTEE
OBJECTIVES
·Suitable canteen facilities would be arranged inside the works premises for the
employees at the projects so as to provide tea/ lunch and snacks etc. at reasonably
cheap rates.
·Canteen committee is to provide hygienic and testy food to employees at
reasonable rate they provide better facilities related to space infrastructure,
ventilation, illumination, utensils etc.
All the issues related to canteen raised by union are handle by them .The last but
not least objective to arrange meeting in which all the matter related to the
canteen are discussed.
IX.IX. LEAVE TRAVEL CONCESSION RULESLEAVE TRAVEL CONCESSION RULES
NATURE & EXTENT OF CONCESSION:
i) An employee will be eligible to avail LTC only after completion of 1year’s
continuous service in regular establishment of Company.
ii) The entitlement for first block of an employee on joining the service of the
Company will be reckoned from the block in which he completes one year's
continuous service.
iii) LTC to deputationists will be allowed as per the terms of deputation. In
the absence of any provision in the terms of deputation, LTC will be allowed as per
the rules of NTPC during the period of deputation.
NATURE OF ENTITLEMENT:
Place of Visit Entitlement Remarks
·Suitable canteen facilities would be arranged inside the works premises for the
employees at the projects so as to provide tea/ lunch and snacks etc. at reasonably
cheap rates.
·Canteen committee is to provide hygienic and testy food to employees at
reasonable rate they provide better facilities related to space infrastructure,
ventilation, illumination, utensils etc.
All the issues related to canteen raised by union are handle by them .The last but
not least objective to arrange meeting in which all the matter related to the
canteen are discussed.
IX.IX. LEAVE TRAVEL CONCESSION RULESLEAVE TRAVEL CONCESSION RULES
NATURE & EXTENT OF CONCESSION:
i) An employee will be eligible to avail LTC only after completion of 1year’s
continuous service in regular establishment of Company.
ii) The entitlement for first block of an employee on joining the service of the
Company will be reckoned from the block in which he completes one year's
continuous service.
iii) LTC to deputationists will be allowed as per the terms of deputation. In
the absence of any provision in the terms of deputation, LTC will be allowed as per
the rules of NTPC during the period of deputation.
NATURE OF ENTITLEMENT:
Place of Visit Entitlement Remarks
SUB-RULE ‘A’
In one block
For Self & Family
Home town; OR By shortest route
Distance up to 1800
Kms; OR
By any route
Distance up to 1400
Kms
By any route on the
basis of Certification
AND in 2 Block
Home Town; OR By shortest route
Any where in India; OR By shortest route
Distance up to 1800
Kms; OR
By any route
Distance up to 1400
Kms
By any route on the
basis of certification
SUB-RULE ‘B’ For Self Alone
Every year Home Town By the shortest route &
provided that his family
is living at a different
station which is away
from his place of work.
CASH LUMPSUM ASSISTANCE :
GRADE CASH LUMPSUM ASSISTANCE IN Rs
(Excluding Hometown & on certification
basis)
W0 to W2 2000/-
W3 to W5 2500/-
W6 to W7 3000/-
S1-S4 / W8-W11 3500/-
SG 3750/-
E1 to E3 4000/-
E4 to E6 5000/-
E7 & above 6000/-
CARRY FORWARD:
1) An employee and members of his family who are unable to avail of LTC in
the relevant block may carry forward the entitlement to the end of the next
In one block
For Self & Family
Home town; OR By shortest route
Distance up to 1800
Kms; OR
By any route
Distance up to 1400
Kms
By any route on the
basis of Certification
AND in 2 Block
Home Town; OR By shortest route
Any where in India; OR By shortest route
Distance up to 1800
Kms; OR
By any route
Distance up to 1400
Kms
By any route on the
basis of certification
SUB-RULE ‘B’ For Self Alone
Every year Home Town By the shortest route &
provided that his family
is living at a different
station which is away
from his place of work.
CASH LUMPSUM ASSISTANCE :
GRADE CASH LUMPSUM ASSISTANCE IN Rs
(Excluding Hometown & on certification
basis)
W0 to W2 2000/-
W3 to W5 2500/-
W6 to W7 3000/-
S1-S4 / W8-W11 3500/-
SG 3750/-
E1 to E3 4000/-
E4 to E6 5000/-
E7 & above 6000/-
CARRY FORWARD:
1) An employee and members of his family who are unable to avail of LTC in
the relevant block may carry forward the entitlement to the end of the next
block. Carry forward will be available only in respect of such family
members who were otherwise entitled for the concession in the relevant
block.
Refusal: Whenever a leave sanctioning authority refuses leave for availing
of LTC due to exigencies of work the matter should be brought to the
notice of Corporate HR Department immediately with proper justification
for such refusals.
2)In the case of such dependent children in respect of whom journey fare was
not leviable in the LTC block, but for whom journey fare is payable on the
date of actual travel in the carry forward block for reason of their having
come into the age bracket in which Journey fare is leviable, reimbursement
of LTC claim is admissible provided they have actually traveled on LTC is
the relevant carry-forward block.
3)Requests for extension of period for availing LTC due to pressing official
reason or personal reason will be examined on the merit of each case for
appropriate decision by the Competent Authority at Corporate Center.
4)Employees will be entitled to reimbursement of LTC for two block years
together at a time. This clubbing with be admissible in the second block
only under the 1800 Kms Scheme if no LTC has been availed for the
immediate previous blockThis facility shall also be admissible to employees who
are left with less than one year of service before superannuation.
ADVANCE:
1 An advance to the extent of 100% of the anticipated fares for journey
of the employee and/or his family from Headquarters to Home
Town/place of visit and back by the entitled class (including
Bus/Steamer/Taxi fare etc.) may be allowed as per entitlement of the
employee; provided the anticipated absence of the employee or his
family, as the case may be, does not exceed three months. In case this
period is anticipated to exceed three months, the advance will be
allowed for the outward journey only. The request for advance
should be made on the prescribed advance form.
2 The advance may be granted within a period not exceeding 60 days
before the proposed date of the journey but shall have to be refunded
forth-with if the employee is not able to produce documentary
evidence within 15days of the drawl of the advance to show that he
has utilized the amount of advance for the purchase of ticket(s).
members who were otherwise entitled for the concession in the relevant
block.
Refusal: Whenever a leave sanctioning authority refuses leave for availing
of LTC due to exigencies of work the matter should be brought to the
notice of Corporate HR Department immediately with proper justification
for such refusals.
2)In the case of such dependent children in respect of whom journey fare was
not leviable in the LTC block, but for whom journey fare is payable on the
date of actual travel in the carry forward block for reason of their having
come into the age bracket in which Journey fare is leviable, reimbursement
of LTC claim is admissible provided they have actually traveled on LTC is
the relevant carry-forward block.
3)Requests for extension of period for availing LTC due to pressing official
reason or personal reason will be examined on the merit of each case for
appropriate decision by the Competent Authority at Corporate Center.
4)Employees will be entitled to reimbursement of LTC for two block years
together at a time. This clubbing with be admissible in the second block
only under the 1800 Kms Scheme if no LTC has been availed for the
immediate previous blockThis facility shall also be admissible to employees who
are left with less than one year of service before superannuation.
ADVANCE:
1 An advance to the extent of 100% of the anticipated fares for journey
of the employee and/or his family from Headquarters to Home
Town/place of visit and back by the entitled class (including
Bus/Steamer/Taxi fare etc.) may be allowed as per entitlement of the
employee; provided the anticipated absence of the employee or his
family, as the case may be, does not exceed three months. In case this
period is anticipated to exceed three months, the advance will be
allowed for the outward journey only. The request for advance
should be made on the prescribed advance form.
2 The advance may be granted within a period not exceeding 60 days
before the proposed date of the journey but shall have to be refunded
forth-with if the employee is not able to produce documentary
evidence within 15days of the drawl of the advance to show that he
has utilized the amount of advance for the purchase of ticket(s).
3 Where after undertaking outward journey, the remaining amount of
advance is not utilized for return journey within six months from the
date of commencement of outward journey, the unspent amount
should be refunded forthwith.
4 An account of the advance shall be rendered by the employee
concerned immediately after the completion of the journey and in no
case later than one month from the date of completion of return
journey.
5 In case of failure to produce the documentary evidence as required or
to refund the unspent amount of advance by the employee, the
employee will be charged penal interest @ 3% over and above the
bank lending interest rate for the period of default.
6 An employee who draws an advance in respect of particular block(s)
for self and or family members and does not utilize the same or a
portion thereof in respect of self or the family members but does not
refund the unutilized/unspent amount within the prescribed time limit
as indicated above will not be eligible for a second advance for the
same block year.
TRAVEL CONCESSION FOR EMPLOYEE'S CHILDREN
STUDYING AWAY FROM THE PLACE OF POSTING OF
THE EMPLOYEES.
Eligibility:
This concession will be admissible to the children of the employees
of the Company who are eligible for LTC subject to fulfillment of
the following conditions
i)Such children are wholly dependent on the employee;
ii)They are studying in recognized educational / professional
institution within India at a place away from the place of
posting of the employee or the residence of his family
(spouse and children only parents of the employee excluded);
advance is not utilized for return journey within six months from the
date of commencement of outward journey, the unspent amount
should be refunded forthwith.
4 An account of the advance shall be rendered by the employee
concerned immediately after the completion of the journey and in no
case later than one month from the date of completion of return
journey.
5 In case of failure to produce the documentary evidence as required or
to refund the unspent amount of advance by the employee, the
employee will be charged penal interest @ 3% over and above the
bank lending interest rate for the period of default.
6 An employee who draws an advance in respect of particular block(s)
for self and or family members and does not utilize the same or a
portion thereof in respect of self or the family members but does not
refund the unutilized/unspent amount within the prescribed time limit
as indicated above will not be eligible for a second advance for the
same block year.
TRAVEL CONCESSION FOR EMPLOYEE'S CHILDREN
STUDYING AWAY FROM THE PLACE OF POSTING OF
THE EMPLOYEES.
Eligibility:
This concession will be admissible to the children of the employees
of the Company who are eligible for LTC subject to fulfillment of
the following conditions
i)Such children are wholly dependent on the employee;
ii)They are studying in recognized educational / professional
institution within India at a place away from the place of
posting of the employee or the residence of his family
(spouse and children only parents of the employee excluded);
iii)They are residing at a place 50 Kms. away from the place of
posting of the employee or the residence of his family.
Entitlement:
1 The concession can be availed of only once in a calendar year during
approved vacation. The approved vacation for this purpose means the
vacation declared by the recognized institution in which the children
are studying.
2 Where the outward journey is commenced in one calendar year, and
the return journey is completed in the following year, the concession
will be reckoned against the year in which the outward journey
commenced.
3 The reimbursement of the fare will be limited to actual expenses
incurred on travel each way subject to a maximum of second class
rail fare at student's concessional rates from the railway station
nearest to the place where the children are studying.
Claim:
1 Claim for reimbursement in all cases will be entertained only on
completion of the return journey.
2 Claims for reimbursement must be supported with adequate proof of
journey i.e. Ticket No. Money Receipts etc. together with a
prescribed certificate from the recognized institution for each child
separately for whom the concession is claimed.
3 Every claim should be preferred in the proforma as prescribed within
three months of completion of return journey failing which it shall
be forfeited.
posting of the employee or the residence of his family.
Entitlement:
1 The concession can be availed of only once in a calendar year during
approved vacation. The approved vacation for this purpose means the
vacation declared by the recognized institution in which the children
are studying.
2 Where the outward journey is commenced in one calendar year, and
the return journey is completed in the following year, the concession
will be reckoned against the year in which the outward journey
commenced.
3 The reimbursement of the fare will be limited to actual expenses
incurred on travel each way subject to a maximum of second class
rail fare at student's concessional rates from the railway station
nearest to the place where the children are studying.
Claim:
1 Claim for reimbursement in all cases will be entertained only on
completion of the return journey.
2 Claims for reimbursement must be supported with adequate proof of
journey i.e. Ticket No. Money Receipts etc. together with a
prescribed certificate from the recognized institution for each child
separately for whom the concession is claimed.
3 Every claim should be preferred in the proforma as prescribed within
three months of completion of return journey failing which it shall
be forfeited.
SOCIALSOCIAL
SECURITYSECURITY
I. EMPLOYEES PROVIDENT FUNDI. EMPLOYEES PROVIDENT FUND
NAME OF THE FUND:
The Fund shall be called "National Thermal Power Corporation Limited
Employee's Provident Fund" New Delhi.
CONTRIBUTIONS AND ACCOUNTS:
CONTRIBUTIONS
SECURITYSECURITY
I. EMPLOYEES PROVIDENT FUNDI. EMPLOYEES PROVIDENT FUND
NAME OF THE FUND:
The Fund shall be called "National Thermal Power Corporation Limited
Employee's Provident Fund" New Delhi.
CONTRIBUTIONS AND ACCOUNTS:
CONTRIBUTIONS
(1)The contribution payable by the Company to the Fund shall be at
the rate of 12% of the basic wages and the Dearness Allowance
(including cash value of any food concession) payable to each
employee and leave encased who is eligible for membership of the
Fund.
(2)The contribution payable by any employee shall be equal to or
more than the contribution payable by the Company in respect of
such employee subject to the limit laid down in the Income Tax
Act.
(3) The contribution shall be calculated on the basis of the basic
wages and Dearness Allowance (including the cash value of any
food concession) actually drawn during the whole month
whether paid on daily, weekly, fortnightly or monthly basis.
(4) Each contribution shall be calculated to the nearest 50 paisa or
more to be counted as the next higher a rupee and less than 50
paisa shall be ignored.
RECOVERY OF A MEMBER'S SHARE OF CONTRIBUTION:
The amount of a member's contribution paid by the Company shall, be
recoverable by means of deduction from the wages of the members and not
otherwise:
Provided that no such deduction may be made from any wage other than
that which is paid in respect of the period or the part of the period in
respect of which the contribution is payable.
MEMBERS ACCOUNT:
1.An account shall be opened in the office of the Fund in the name
of each member in which following shall be credited:
a.His contributions
b.Contributions made by the Company in respect of him; and
c.Interest
2.All items of account shall be calculated to the nearest rupee 50
paisa or more to be counted as the next higher rupee and less than
50 paisa shall be ignored.
the rate of 12% of the basic wages and the Dearness Allowance
(including cash value of any food concession) payable to each
employee and leave encased who is eligible for membership of the
Fund.
(2)The contribution payable by any employee shall be equal to or
more than the contribution payable by the Company in respect of
such employee subject to the limit laid down in the Income Tax
Act.
(3) The contribution shall be calculated on the basis of the basic
wages and Dearness Allowance (including the cash value of any
food concession) actually drawn during the whole month
whether paid on daily, weekly, fortnightly or monthly basis.
(4) Each contribution shall be calculated to the nearest 50 paisa or
more to be counted as the next higher a rupee and less than 50
paisa shall be ignored.
RECOVERY OF A MEMBER'S SHARE OF CONTRIBUTION:
The amount of a member's contribution paid by the Company shall, be
recoverable by means of deduction from the wages of the members and not
otherwise:
Provided that no such deduction may be made from any wage other than
that which is paid in respect of the period or the part of the period in
respect of which the contribution is payable.
MEMBERS ACCOUNT:
1.An account shall be opened in the office of the Fund in the name
of each member in which following shall be credited:
a.His contributions
b.Contributions made by the Company in respect of him; and
c.Interest
2.All items of account shall be calculated to the nearest rupee 50
paisa or more to be counted as the next higher rupee and less than
50 paisa shall be ignored.
PAYMENT OF PROVIDENT FUND:
(1)When the amount standing to the credit of a member, or the
balance thereof after any deduction becomes payable, it shall be the
duty of the Secretary to make prompt payment He shall close the
account of the member and give notice in writing to the person to
whom the amount is payable, specifying the amount and tendering
payment thereof.
(2)If any portion of the amount which has become payable is in
dispute or doubt, the Secretary shall make prompt payment of that
portion of the amount in regard to which there is no dispute or
doubt, the balance being adjusted as soon as may be possible.
(3)If the person to whom any amount is to be paid under these Rules is
a minor or a lunatic for whose estate a guardian or a manager, as
the case may be, has been appointed, the payment shall be made to
such guardian or manager. In case no such guardian or manager
has been appointed, the payment shall be made to such person as
the Chairman, where the amount does not exceed Rs. 1,000 or the
Board if the amount exceeds Rs. 1,000 but does not exceed Rs.
5,000 considers to be the proper person representing the minor or
lunatic and the receipt of such person for the amount paid shall be
a sufficient discharge thereof.
(4) Any person who desires to claim payment shall send a written
application to the Chairman, who may at the option of the person
to whom the payment is to be made, make the payment.
i) By postal money order at the cost of the payee.
ii) By crossed cheque and sent through post; or
ii) By deposit in the payee's bank account, if any.
EMPLOYEES FAMILY PENSION SCHEME, 1971:
The employer is responsible to comply with the statutory provision of
the Family Pension Scheme 1971 with RPFC.
EMPLOYEES DEPOSIT LINKED INSURANCE SCHEME, 1976:
The employer will comply with the conditions of Employees Deposit
Linked Insurance Scheme 1976 with RPFC with effect from 1st
August, 1976.
Whenever any provision of the NTPC Rules are found silent the
provisions of Employees Provident Fund & Miscellaneous Provisions
(1)When the amount standing to the credit of a member, or the
balance thereof after any deduction becomes payable, it shall be the
duty of the Secretary to make prompt payment He shall close the
account of the member and give notice in writing to the person to
whom the amount is payable, specifying the amount and tendering
payment thereof.
(2)If any portion of the amount which has become payable is in
dispute or doubt, the Secretary shall make prompt payment of that
portion of the amount in regard to which there is no dispute or
doubt, the balance being adjusted as soon as may be possible.
(3)If the person to whom any amount is to be paid under these Rules is
a minor or a lunatic for whose estate a guardian or a manager, as
the case may be, has been appointed, the payment shall be made to
such guardian or manager. In case no such guardian or manager
has been appointed, the payment shall be made to such person as
the Chairman, where the amount does not exceed Rs. 1,000 or the
Board if the amount exceeds Rs. 1,000 but does not exceed Rs.
5,000 considers to be the proper person representing the minor or
lunatic and the receipt of such person for the amount paid shall be
a sufficient discharge thereof.
(4) Any person who desires to claim payment shall send a written
application to the Chairman, who may at the option of the person
to whom the payment is to be made, make the payment.
i) By postal money order at the cost of the payee.
ii) By crossed cheque and sent through post; or
ii) By deposit in the payee's bank account, if any.
EMPLOYEES FAMILY PENSION SCHEME, 1971:
The employer is responsible to comply with the statutory provision of
the Family Pension Scheme 1971 with RPFC.
EMPLOYEES DEPOSIT LINKED INSURANCE SCHEME, 1976:
The employer will comply with the conditions of Employees Deposit
Linked Insurance Scheme 1976 with RPFC with effect from 1st
August, 1976.
Whenever any provision of the NTPC Rules are found silent the
provisions of Employees Provident Fund & Miscellaneous Provisions
Act, 1952 shall apply.
WITHDRAWALS:
Withdrawals permitted Ceiling limit for the withdrawal
i) illness/disability of member or his
dependent
3 months basic wages, dearness allowance
ii) higher education of member or his
dependant
-do-
iii) marriage of self ,children ,dependant
sisters &brother
6 months basic wages & DA or the
member’s total contribution with interest
thereon ,whichever is less
iv) other ceremonies of self , children,
dependant parents, sisters & brothers
3 months basic wages& DA or the
member’s total contribution with interest
thereon, whichever is less.
v) marriage of relative 3 months basic wages & DA.
REPAYMENT:
In 25 equal monthly installments for i, ii, iv, v & 50 equal monthly
installments for iii.
II. GRATUITYII. GRATUITY
ELIGIBILITY AND SCALES OF GRATUITY:
1) Gratuity shall be payable to an employee on the termination of his
employment after he has rendered continuous service for not less
than 5 years.
a)On his superannuating or
WITHDRAWALS:
Withdrawals permitted Ceiling limit for the withdrawal
i) illness/disability of member or his
dependent
3 months basic wages, dearness allowance
ii) higher education of member or his
dependant
-do-
iii) marriage of self ,children ,dependant
sisters &brother
6 months basic wages & DA or the
member’s total contribution with interest
thereon ,whichever is less
iv) other ceremonies of self , children,
dependant parents, sisters & brothers
3 months basic wages& DA or the
member’s total contribution with interest
thereon, whichever is less.
v) marriage of relative 3 months basic wages & DA.
REPAYMENT:
In 25 equal monthly installments for i, ii, iv, v & 50 equal monthly
installments for iii.
II. GRATUITYII. GRATUITY
ELIGIBILITY AND SCALES OF GRATUITY:
1) Gratuity shall be payable to an employee on the termination of his
employment after he has rendered continuous service for not less
than 5 years.
a)On his superannuating or
b)On his resignation, retirement or termination of his service
c)On his death or disablement due to accident or disease.
Provided that the completion of continuous service of five years
shall not be necessary where the termination of the employment
of any employee is due to death or disablement.
Provided further that in the case of death of the employee, gratuity
payable to him shall be paid to his nominee, or if no nomination
has been made, to his heirs.
Where the transfer of an employee to another public Sector
Undertaking is effected with the consent of NTPC management,
the employee shall be allowed the benefit of transfer of his
gratuity to his new employer.
2) a) The amount of gratuity shall be equal to 15 days wages last
drawn by the employee concerned for every completed year
of service or part thereof in excess of 6 months subject to
maximum of 40 time 15 days wages or Rs.3.5 lakh
whichever is less.
b) Incase of death of an employee, amount of gratuity will be
admissible on the scale calculated under (a) above or as
worked. out below, which ever be more.
Period of Continuous Service Amount of gratuity
Up to 1Year 4 time 15 days wages
More than 1 Year up to 5 years 12 times 15 days wages
More than 5 Years but up to 20 years 24 times 15 days wages
More than 20 years Half month's wages for completed half year of
service subject to max. of 66 times 15 day
swages. Provided however the amount of
gratuity shall in no case exceed Rs. 3.5 lakh.
c)On his death or disablement due to accident or disease.
Provided that the completion of continuous service of five years
shall not be necessary where the termination of the employment
of any employee is due to death or disablement.
Provided further that in the case of death of the employee, gratuity
payable to him shall be paid to his nominee, or if no nomination
has been made, to his heirs.
Where the transfer of an employee to another public Sector
Undertaking is effected with the consent of NTPC management,
the employee shall be allowed the benefit of transfer of his
gratuity to his new employer.
2) a) The amount of gratuity shall be equal to 15 days wages last
drawn by the employee concerned for every completed year
of service or part thereof in excess of 6 months subject to
maximum of 40 time 15 days wages or Rs.3.5 lakh
whichever is less.
b) Incase of death of an employee, amount of gratuity will be
admissible on the scale calculated under (a) above or as
worked. out below, which ever be more.
Period of Continuous Service Amount of gratuity
Up to 1Year 4 time 15 days wages
More than 1 Year up to 5 years 12 times 15 days wages
More than 5 Years but up to 20 years 24 times 15 days wages
More than 20 years Half month's wages for completed half year of
service subject to max. of 66 times 15 day
swages. Provided however the amount of
gratuity shall in no case exceed Rs. 3.5 lakh.
The amount of gratuity equal to fifteen days wages shall be computed in the following
manner:
Monthly wages x 15
15 days wages = ————————————
26
PAYMENT OF GRATUITY:
i) An employee who is eligible for payment of gratuity or any
person authorized in writing to act on his behalf shall apply to the
Secretary within 30 days from the date the gratuity becomes
payable to him.
Provided that where the date of superannuation or retirement of
an employee is known, the employee may apply to the Secretary
before thirty days of the date of superannuation or retirement.
ii)A legal heir of an employee who is eligible for payment of
gratuity shall apply to the Secretary within one year from the date
the gratuity becomes payable to him.
MODE OF PAYMENT OF GRATUITY:
The gratuity payable shall be paid in cash or if so desired by the payee, by Demand
Draft or Cheque to the eligible employee, nominee or legal heir, as the case may be.
Provided that in case the eligible employee, nominee or legal heir, as the
case may be, so desires, and the amount of gratuity payable is less than
Rs.1000, payment may be made by postal money order after deducting the
postal money order commission thereof from the amount payable.
Every employee when joining the Fund shall subscribe an Agreement.
FORM A
FORM OF AGREEMENT
I hereby declare that I have read the Rules and Regulations of the National Thermal Power
Corporation Employee's Gratuity Fund and that I agree to be bound by them and subsequent
manner:
Monthly wages x 15
15 days wages = ————————————
26
PAYMENT OF GRATUITY:
i) An employee who is eligible for payment of gratuity or any
person authorized in writing to act on his behalf shall apply to the
Secretary within 30 days from the date the gratuity becomes
payable to him.
Provided that where the date of superannuation or retirement of
an employee is known, the employee may apply to the Secretary
before thirty days of the date of superannuation or retirement.
ii)A legal heir of an employee who is eligible for payment of
gratuity shall apply to the Secretary within one year from the date
the gratuity becomes payable to him.
MODE OF PAYMENT OF GRATUITY:
The gratuity payable shall be paid in cash or if so desired by the payee, by Demand
Draft or Cheque to the eligible employee, nominee or legal heir, as the case may be.
Provided that in case the eligible employee, nominee or legal heir, as the
case may be, so desires, and the amount of gratuity payable is less than
Rs.1000, payment may be made by postal money order after deducting the
postal money order commission thereof from the amount payable.
Every employee when joining the Fund shall subscribe an Agreement.
FORM A
FORM OF AGREEMENT
I hereby declare that I have read the Rules and Regulations of the National Thermal Power
Corporation Employee's Gratuity Fund and that I agree to be bound by them and subsequent
additions and/or alterations, if any, to them from time to time made in pursuance of the
Rules and Regulations of the Fund.
Account
Number.................................
(For office use only)
1. Name..............................................................................................................
(Surname) (First name) (Middle
name)
2. Age..................................................................................................................
(Years) (months)
3. Date of Birth....................................................................................................
5. Sex...................................................................................................................
6. Father's/Guardian name..........................................
7. Marital status......................................................................................................
8. Husband's/Wife’s name.............................................................
9. Identification mark............................................................................................
10. Division/Office in which working............................................................
11. Designation........................................................................................................
12. Employee
number.............................................................................................
13. Date of appointment....................................................................
14. Permanent
address...........................................................................................
Rules and Regulations of the Fund.
Account
Number.................................
(For office use only)
1. Name..............................................................................................................
(Surname) (First name) (Middle
name)
2. Age..................................................................................................................
(Years) (months)
3. Date of Birth....................................................................................................
5. Sex...................................................................................................................
6. Father's/Guardian name..........................................
7. Marital status......................................................................................................
8. Husband's/Wife’s name.............................................................
9. Identification mark............................................................................................
10. Division/Office in which working............................................................
11. Designation........................................................................................................
12. Employee
number.............................................................................................
13. Date of appointment....................................................................
14. Permanent
address...........................................................................................
15. Present
address................................................................................................
Tel No...............................................
Place............................................
Date............................................. Signature/Thumb
Impression of the
Employee
Certified that the above declaration has been executed by..........................................
Employee Number...................................................... employed
as...........................at..........................before me after he had read the entries.
Place........................................
Signature of the
Date..................................:....... Controlling
Officer
APPLICATION FOR GRATUITY BY AN EMPLOYEE
To
address................................................................................................
Tel No...............................................
Place............................................
Date............................................. Signature/Thumb
Impression of the
Employee
Certified that the above declaration has been executed by..........................................
Employee Number...................................................... employed
as...........................at..........................before me after he had read the entries.
Place........................................
Signature of the
Date..................................:....... Controlling
Officer
APPLICATION FOR GRATUITY BY AN EMPLOYEE
To
The Secretary,
Board of Trustees,
National Thermal Power Corporation,
Employee Gratuity Fund,
New Delhi-110003.
Sir,
I hereby apply for payment of gratuity to which I am entitled, on account of my
superannuating/retirement/resignation after completion of not less than five years of
continuous service/total disablement due to accident/total disablement due to disease
with effect from....................Necessary particulars relating to my appointment in the
Company are given in the statement below:
1.Name in full
2.Address in full
3.Department/Branch/Section where last employed
4.Post held with Employee No.
5.Date of appointment
6.Date and cause of termination of service
7.Total period of service
8.Amount of wages last drawn
9.Amount of Gratuity claimed
2. I was rendered totally disabled as a result of (here give the details of the
nature of disease or accident).The evidence/witnesses in support of my
total disablement are as follows: (Here give details)
3. Payment may please by made in cash/open or crossed bank
cheque/demand Draft.
4. As the amount of gratuity payable is less than Rs. 1,000- (Rupees
One thousand only) I shall request you to arrange for payment of the
sum due to me by postal money order at the address mentioned above
after deducting postal money order commission there from.
Yours
faithfully
Place…………………. Signature/Thumb/
Impression
Dated…………………. Of the Applicant employee
Board of Trustees,
National Thermal Power Corporation,
Employee Gratuity Fund,
New Delhi-110003.
Sir,
I hereby apply for payment of gratuity to which I am entitled, on account of my
superannuating/retirement/resignation after completion of not less than five years of
continuous service/total disablement due to accident/total disablement due to disease
with effect from....................Necessary particulars relating to my appointment in the
Company are given in the statement below:
1.Name in full
2.Address in full
3.Department/Branch/Section where last employed
4.Post held with Employee No.
5.Date of appointment
6.Date and cause of termination of service
7.Total period of service
8.Amount of wages last drawn
9.Amount of Gratuity claimed
2. I was rendered totally disabled as a result of (here give the details of the
nature of disease or accident).The evidence/witnesses in support of my
total disablement are as follows: (Here give details)
3. Payment may please by made in cash/open or crossed bank
cheque/demand Draft.
4. As the amount of gratuity payable is less than Rs. 1,000- (Rupees
One thousand only) I shall request you to arrange for payment of the
sum due to me by postal money order at the address mentioned above
after deducting postal money order commission there from.
Yours
faithfully
Place…………………. Signature/Thumb/
Impression
Dated…………………. Of the Applicant employee
III. GROUP PERSONAL ACCIDENT INSURANCE III. GROUP PERSONAL ACCIDENT INSURANCE
SCHEMESCHEME
::
OBJECTIVE:
The objective of the Group Personal Accident Insurance Scheme (GPAIS)
is a welfare measure formulated to insure employees against the
consequences of personal accidents and provide appropriate relief to the
affected employee or the nominee through an Insurance Cover.
SCOPE:
1 The Scheme shall cover all regular employees and will also include/cover
deputationists, Board appointees and Trainees of the Company under its own
training Schemes, but shall not cover Apprentices under Apprentices Act,
Muster Roll/Daily Rated/Casual/Badli substitute employee or employees
appointed on contract basis.
2 With the implementation of this Scheme, the following two Schemes shall
become in operative
(i)Scheme of taking Air Insurance Policy for employees traveling by air
(ii) Scheme of ex-gratia Payment in case of personal injury caused due to
accident arising out of and in course of employment to employees
who are not covered by the Workmen's Compensation Act, 1923.
BENEFITS:
The Insurance Policy will provide coverage by way of payment of
compensation to the extent specified in this Scheme to the covered
employees, whether he is on Company's duty or not, on any location in
India or abroad; against a bodily injury resulting solely and directly from
accidents caused by violent, external and visible means which shall solely,
and independent of any cause, result in death or disablement. The benefits
under the Policy in brief are as follows:
1 Death:
In case of death of a covered employee of NTPC, will be paid
compensation by the Insurers to the extent of 100% of the Capital Sum
Insured, which will be 50 months' pay (i.e. Basic pay and Dearness
Allowance) of the financial year during which the death takes place
2 Permanent Disablement:
SCHEMESCHEME
::
OBJECTIVE:
The objective of the Group Personal Accident Insurance Scheme (GPAIS)
is a welfare measure formulated to insure employees against the
consequences of personal accidents and provide appropriate relief to the
affected employee or the nominee through an Insurance Cover.
SCOPE:
1 The Scheme shall cover all regular employees and will also include/cover
deputationists, Board appointees and Trainees of the Company under its own
training Schemes, but shall not cover Apprentices under Apprentices Act,
Muster Roll/Daily Rated/Casual/Badli substitute employee or employees
appointed on contract basis.
2 With the implementation of this Scheme, the following two Schemes shall
become in operative
(i)Scheme of taking Air Insurance Policy for employees traveling by air
(ii) Scheme of ex-gratia Payment in case of personal injury caused due to
accident arising out of and in course of employment to employees
who are not covered by the Workmen's Compensation Act, 1923.
BENEFITS:
The Insurance Policy will provide coverage by way of payment of
compensation to the extent specified in this Scheme to the covered
employees, whether he is on Company's duty or not, on any location in
India or abroad; against a bodily injury resulting solely and directly from
accidents caused by violent, external and visible means which shall solely,
and independent of any cause, result in death or disablement. The benefits
under the Policy in brief are as follows:
1 Death:
In case of death of a covered employee of NTPC, will be paid
compensation by the Insurers to the extent of 100% of the Capital Sum
Insured, which will be 50 months' pay (i.e. Basic pay and Dearness
Allowance) of the financial year during which the death takes place
2 Permanent Disablement:
In case of permanent total disablement of a covered employee of NTPC, will
be paid compensation to the extent of 100% of the capital sum assured.
In case of permanent partial disablement specific % of the capital sum assured
for different type of disablement.
3 Temporary Disablement:
In case of a temporary disablement of a covered employee caused by an
accident , the employee will be entitled to a sum @ of 1% of the Capital
Sum Insured /week only when the employee is on leave (other than
Special Disability Leave) subject to the condition that this weekly benefit
will be restricted to minimum weekly payment of Rs.3000/- and a
maximum weekly payment of Rs. 5000/- The compensation shall not be
payable for more than 104 weeks in respect of any one injury and in no
case, shall exceed the capital sum assured.
4 Expenses on Transportation of Dead Body:
In the event of death of the Insured Person due to accident, takes place
outside his/her residence, the insurer shall reimburse, in addition to the
amount of compensation of the Capital sum insured, the expenses
incurred for transportation of employee's dead body to the place of
residence subject to the maximum of 2% of Capital Sum Insured or Rs.
1,000/- whichever is less.
CAPITAL SUM ASSURED:
50 months of basic pay plus DA with regard to the pay as on 1
st
April
of the financial year during which death/disablement takes place.
CLAIMS:
Death:
The covered employee's legal personal representative/nominee will
submit the claim in the prescribed form for this purpose along with the
following documents:
i)Claim in prescribed form
ii) Attested copy of Death Certificate
iii) Attested copy of Post Mortem Report
Permanent (total and partial) Disablement:
The covered employee shall submit the claim in the prescribed form for
this purpose along with the following documents:
i) Claim form/Attending Doctor's Report
i) Medical Fitness Certificate
ii) Leave Sanction Certificate by HR dept.
Temporary Total Disablement:
The covered employee shall submit the claim in the
be paid compensation to the extent of 100% of the capital sum assured.
In case of permanent partial disablement specific % of the capital sum assured
for different type of disablement.
3 Temporary Disablement:
In case of a temporary disablement of a covered employee caused by an
accident , the employee will be entitled to a sum @ of 1% of the Capital
Sum Insured /week only when the employee is on leave (other than
Special Disability Leave) subject to the condition that this weekly benefit
will be restricted to minimum weekly payment of Rs.3000/- and a
maximum weekly payment of Rs. 5000/- The compensation shall not be
payable for more than 104 weeks in respect of any one injury and in no
case, shall exceed the capital sum assured.
4 Expenses on Transportation of Dead Body:
In the event of death of the Insured Person due to accident, takes place
outside his/her residence, the insurer shall reimburse, in addition to the
amount of compensation of the Capital sum insured, the expenses
incurred for transportation of employee's dead body to the place of
residence subject to the maximum of 2% of Capital Sum Insured or Rs.
1,000/- whichever is less.
CAPITAL SUM ASSURED:
50 months of basic pay plus DA with regard to the pay as on 1
st
April
of the financial year during which death/disablement takes place.
CLAIMS:
Death:
The covered employee's legal personal representative/nominee will
submit the claim in the prescribed form for this purpose along with the
following documents:
i)Claim in prescribed form
ii) Attested copy of Death Certificate
iii) Attested copy of Post Mortem Report
Permanent (total and partial) Disablement:
The covered employee shall submit the claim in the prescribed form for
this purpose along with the following documents:
i) Claim form/Attending Doctor's Report
i) Medical Fitness Certificate
ii) Leave Sanction Certificate by HR dept.
Temporary Total Disablement:
The covered employee shall submit the claim in the
prescribed form for this purpose along with the following
documents:
i)Claim Form/Attending Doctor's Report
i) Leave Sanction Certificate by HR Department
ii)Fitness Certificate.
Percentage of Capital Sum Insured
i)Loss of toes all
Great both phalanges
Great one Phalanx
Other than great, if more than one toes
lost each.
20
5
2
1
ii)Loss of hearing both ears 50
iii)Loss of hearing one ear 15
iv)Loss of four fingers & 40thumb of one hand
v)Loss of four fingers 35
vi)Loss of thumb-both Phalanges
one Phalanx
25
10
vii)Loss of Index Finger
three phalanges
two phalanges
one phalanx
10
8
4
viii)Loss of middle Finger
three phalanges
two phalanges.
one phalanx
6
4
2
ix)Loss of ring finger
two phalanges
one phalanx
three phalanges 5
4
2
x)Loss of little finger
three phalanges
two phalanges
one phalanx
4
3
2
xi)Loss of metacarpals
first or second (additional
third, fourth or fifth
(additional)
3
2
xii)Any other, permanent partial
disablement
Percentage
as assessed
by the Doctor.
documents:
i)Claim Form/Attending Doctor's Report
i) Leave Sanction Certificate by HR Department
ii)Fitness Certificate.
Percentage of Capital Sum Insured
i)Loss of toes all
Great both phalanges
Great one Phalanx
Other than great, if more than one toes
lost each.
20
5
2
1
ii)Loss of hearing both ears 50
iii)Loss of hearing one ear 15
iv)Loss of four fingers & 40thumb of one hand
v)Loss of four fingers 35
vi)Loss of thumb-both Phalanges
one Phalanx
25
10
vii)Loss of Index Finger
three phalanges
two phalanges
one phalanx
10
8
4
viii)Loss of middle Finger
three phalanges
two phalanges.
one phalanx
6
4
2
ix)Loss of ring finger
two phalanges
one phalanx
three phalanges 5
4
2
x)Loss of little finger
three phalanges
two phalanges
one phalanx
4
3
2
xi)Loss of metacarpals
first or second (additional
third, fourth or fifth
(additional)
3
2
xii)Any other, permanent partial
disablement
Percentage
as assessed
by the Doctor.
PERSONAL ACCIDENT INSURANCE CLAIM FORM
(PARTICULARS OF ACCIDENT)
Policy No.
_______________
Branch/Unit______________
Claim
No.______________________
To
The issue of this form is not be taken as an admission of
liability_______.
TO BE COMPLETED BY THE INSURED
1.(a)Name of Insured (in
full)___________________________________________
(b)Address in
full___________________________________________________
(c) Profession occupation _________________________________
(d) Age last birthday____________________
2. (i)Policy No. Sum Insured Table of Cover Period
(ii)
(iii)
3.(a) Date of Accident
(b) Time of Accident
(c) Where it happened
(d) Name and Add. Of witness
4.How did the accident occur?
(PARTICULARS OF ACCIDENT)
Policy No.
_______________
Branch/Unit______________
Claim
No.______________________
To
The issue of this form is not be taken as an admission of
liability_______.
TO BE COMPLETED BY THE INSURED
1.(a)Name of Insured (in
full)___________________________________________
(b)Address in
full___________________________________________________
(c) Profession occupation _________________________________
(d) Age last birthday____________________
2. (i)Policy No. Sum Insured Table of Cover Period
(ii)
(iii)
3.(a) Date of Accident
(b) Time of Accident
(c) Where it happened
(d) Name and Add. Of witness
4.How did the accident occur?
5.Nature of injury received (If to limb or eye state whether right or left.
6.(a)Nature of disablement
(b)Extent of disablement
Confined to House__________(From__________to___________________________)
Partial disablement_____________ (From__________to_______________________)
(c)Present State of incapacity
. Name and address of Surgeon in attendance
8. (a) Where and when can be Medical Officer of the Company visit you if necessary ?
(b) Name of nearest railway station and distance
there from.
9. (a) Are you insured in any other office or
Offices granting compensation for accident?
(b) If so state name and address of company or
Companies. And amount of insurance.'
I hereby declare that the foregoing statements are made by myself and are true in all
respect and that I have not attempted to conceal from the company anything with which it ought
to be made acquainted and I agree that if I have made, or in any further declaration the company
may require, shall make any false or fraudulent statement or any suppression, concealment or
untrue advertisement whatever, the policy shall be void, and my right to compensation forfeited,
and I am willing, if required, to make a statutory declaration before a Justice of the peace of the
truth of the whole of the foregoing statement or any other statement I may take in connection with
this claim.
Date............................. 199
Received from...........................................................................
The sum of Rupees.........................................................................................................................
Being.........................................................................................................................................................
..................................................................................................................................................................
Rs.
Signature
6.(a)Nature of disablement
(b)Extent of disablement
Confined to House__________(From__________to___________________________)
Partial disablement_____________ (From__________to_______________________)
(c)Present State of incapacity
. Name and address of Surgeon in attendance
8. (a) Where and when can be Medical Officer of the Company visit you if necessary ?
(b) Name of nearest railway station and distance
there from.
9. (a) Are you insured in any other office or
Offices granting compensation for accident?
(b) If so state name and address of company or
Companies. And amount of insurance.'
I hereby declare that the foregoing statements are made by myself and are true in all
respect and that I have not attempted to conceal from the company anything with which it ought
to be made acquainted and I agree that if I have made, or in any further declaration the company
may require, shall make any false or fraudulent statement or any suppression, concealment or
untrue advertisement whatever, the policy shall be void, and my right to compensation forfeited,
and I am willing, if required, to make a statutory declaration before a Justice of the peace of the
truth of the whole of the foregoing statement or any other statement I may take in connection with
this claim.
Date............................. 199
Received from...........................................................................
The sum of Rupees.........................................................................................................................
Being.........................................................................................................................................................
..................................................................................................................................................................
Rs.
Signature
IV. IV. NTPC EMPLOYEE BENEVOLENT FUND NTPC EMPLOYEE BENEVOLENT FUND
SCHEMESCHEME
OBJECTIVE :
The NTPC Employees Benevolent Fund Scheme* is introduced with a
view to provide financial assistance to the families of member employees
who die a natural death while in the employment of the Company.
SCOPE AND COVERAGE :
The Scheme will cover all employees borne on the regular rolls the
Company, who enroll themselves as members or the Scheme, but will
exclude deputationists, lien holders, trainees/apprentices, muster roll,
casual, badli or substitute employees.
MEMBERSHIP OF THE SCHEME :
The Membership of the Scheme will be voluntary. An eligible employee
who wishes to become a member shall apply in the prescribed Form , to
be filled in duplicate, authorizing recovery of the contribution payable by
him @ 0.6% of Basic Pay and DA subject to a minimum of Rs. 10- per
month and a maximum of Rs. 25/- per month
EXTENT OF BENEFIT:
1 In case of natural death of an employee while in the employment of the
Company, the nominated family members of the employee concerned will
be paid on amount equivalent to 25 months Basic Pay + DA (reckoned as
on 1st April of the relevant financial year) subject to a minimum of Rs.
40,000/- and a maximum of Rs. 1 lakh.
2 The benefit, as above, shall not be admissible in the case of death arising
out of accident, for which the relief is covered under Company's Group
Personal Accident Insurance Scheme. In such cases, the nominated family
members of the member employee will be entitled for refund of the
amount contributed by him, without interest.
SCHEMESCHEME
OBJECTIVE :
The NTPC Employees Benevolent Fund Scheme* is introduced with a
view to provide financial assistance to the families of member employees
who die a natural death while in the employment of the Company.
SCOPE AND COVERAGE :
The Scheme will cover all employees borne on the regular rolls the
Company, who enroll themselves as members or the Scheme, but will
exclude deputationists, lien holders, trainees/apprentices, muster roll,
casual, badli or substitute employees.
MEMBERSHIP OF THE SCHEME :
The Membership of the Scheme will be voluntary. An eligible employee
who wishes to become a member shall apply in the prescribed Form , to
be filled in duplicate, authorizing recovery of the contribution payable by
him @ 0.6% of Basic Pay and DA subject to a minimum of Rs. 10- per
month and a maximum of Rs. 25/- per month
EXTENT OF BENEFIT:
1 In case of natural death of an employee while in the employment of the
Company, the nominated family members of the employee concerned will
be paid on amount equivalent to 25 months Basic Pay + DA (reckoned as
on 1st April of the relevant financial year) subject to a minimum of Rs.
40,000/- and a maximum of Rs. 1 lakh.
2 The benefit, as above, shall not be admissible in the case of death arising
out of accident, for which the relief is covered under Company's Group
Personal Accident Insurance Scheme. In such cases, the nominated family
members of the member employee will be entitled for refund of the
amount contributed by him, without interest.
.
NOMINATION FOR PAYMENT:
1 Every Member employee shall make a nomination in the prescribed
format (Form-I) conferring on one or more persons of his family the
right to receive the benefit under the Scheme in the event of his death,
indicating the shares payable to each member. In case of an employee
having no family, the nomination may be made in favour of any person
or persons or body of persons, corporate or incorporate. Family, for this
purpose shall mean the spouse, children, whether married or unmarried;
dependent parents and the widow and children of deceased son, if any.
2 In case no nomination has been made by the deceased member
employee under this Scheme, the benefit under the Scheme will be paid
to the person(s) as nominated for Group Insurance Scheme.
PROCEDURE FOR PAYMENT:
On natural death of a member employee, intimation will be given by the
concerned HR Department after obtaining the usual formalities. On
receipt of the communication from the HR Deptt., a Society/Committy
will sanction the amount after ascertaining the beneficiary/beneficiaries
entitled to receive the benefit. The payment will be made by a crossed
cheque/bank draft to the beneficiary/beneficiaries.
NOMINATION FOR PAYMENT:
1 Every Member employee shall make a nomination in the prescribed
format (Form-I) conferring on one or more persons of his family the
right to receive the benefit under the Scheme in the event of his death,
indicating the shares payable to each member. In case of an employee
having no family, the nomination may be made in favour of any person
or persons or body of persons, corporate or incorporate. Family, for this
purpose shall mean the spouse, children, whether married or unmarried;
dependent parents and the widow and children of deceased son, if any.
2 In case no nomination has been made by the deceased member
employee under this Scheme, the benefit under the Scheme will be paid
to the person(s) as nominated for Group Insurance Scheme.
PROCEDURE FOR PAYMENT:
On natural death of a member employee, intimation will be given by the
concerned HR Department after obtaining the usual formalities. On
receipt of the communication from the HR Deptt., a Society/Committy
will sanction the amount after ascertaining the beneficiary/beneficiaries
entitled to receive the benefit. The payment will be made by a crossed
cheque/bank draft to the beneficiary/beneficiaries.
V. SCHEME FOR PAYMENT OF FUNERAL V. SCHEME FOR PAYMENT OF FUNERAL
EXPENSESEXPENSES
OBJECTIVE:
The Scheme has been formulated with a view to rendering assistance on an immediate
basis towards' funeral expenses of the employees who die for any reason, while in
employment of the Company.
APPLICABILITY:
The Scheme shall cover and be applicable to all full- time employees of the Company
including deputationists, lien holders, apprentices/trainees recruited under Company's
own training schemes; but shall not be applicable to muster-roll, daily rated, casual,
badli or substitute employees and apprentices .
ASSISTANCE:
1 In the event of death of an eligible employee while in service of the
Company, the following two types of assistance shall be admissible:
i) An amount of Rs. 5000/- shall be paid towards the funeral expenses of
the deceased employee.
ii) Free transport wherever available or alternatively reimbursement for cost of
transportation will be provided for the funeral within the municipal/local
limits of the place where the death of the employee occurs.
2 The aforesaid payment is not over and above, but in lieu of the amount of
Rs. 5000/- admissible to a member of NTPC Employees Provident Fund
from the “capital reserve fund account".
PROCEDURE:
1. On receipt of the information regarding death of an employee, by the concerned HR
Department, the Senior HR Officer/ HR Officer looking after the welfare function, shall
obtain the sanction of the Head of the unit for grant of the payment as well as transport
wherever available or alternatively reimbursement of the cost of transportation (on
production of documentary evidence as regards the expenditure) to the eligible person.
2 On receipt of the sanction, the concerned Finance Department would immediately
EXPENSESEXPENSES
OBJECTIVE:
The Scheme has been formulated with a view to rendering assistance on an immediate
basis towards' funeral expenses of the employees who die for any reason, while in
employment of the Company.
APPLICABILITY:
The Scheme shall cover and be applicable to all full- time employees of the Company
including deputationists, lien holders, apprentices/trainees recruited under Company's
own training schemes; but shall not be applicable to muster-roll, daily rated, casual,
badli or substitute employees and apprentices .
ASSISTANCE:
1 In the event of death of an eligible employee while in service of the
Company, the following two types of assistance shall be admissible:
i) An amount of Rs. 5000/- shall be paid towards the funeral expenses of
the deceased employee.
ii) Free transport wherever available or alternatively reimbursement for cost of
transportation will be provided for the funeral within the municipal/local
limits of the place where the death of the employee occurs.
2 The aforesaid payment is not over and above, but in lieu of the amount of
Rs. 5000/- admissible to a member of NTPC Employees Provident Fund
from the “capital reserve fund account".
PROCEDURE:
1. On receipt of the information regarding death of an employee, by the concerned HR
Department, the Senior HR Officer/ HR Officer looking after the welfare function, shall
obtain the sanction of the Head of the unit for grant of the payment as well as transport
wherever available or alternatively reimbursement of the cost of transportation (on
production of documentary evidence as regards the expenditure) to the eligible person.
2 On receipt of the sanction, the concerned Finance Department would immediately
arrange for the amount in cash and hand-over to the Senior HR Officer/ HR Officer
(Welfare) for doing the needful. After making payment, the concerned Finance
Department will take action for recoupment of the amount from NTPC provident Fund
Trust, New Delhi, in case the deceased employee was member of NTPC Provident Fund.
VI. NTPC EMPLOYEES (HBA) VI. NTPC EMPLOYEES (HBA) GROUP GROUP
INSURANCE SCHEME:INSURANCE SCHEME:
INTRODUCTION:
1) For sometime pact, it has been observed that in the event of untimely
demise of an employee while in service, the deceased employee's family
faces financial hardships in repaying the outstanding House Building
Advance of the employee, if taken; and in the process, the terminal
benefits like PF, Gratuity etc. get depleted to a large extent.
2) To cover the liability of the employees towards outstanding HBA and
interest thereon in case of death, the Company has taken a HBA
Insurance Policy from LIC, which provides for insurance cover for the
house building advance taken by the employees.
Coverage:
In terms of the insurance scheme, LIC shall provide insurance cover to
individual HBA taken by the employees to the extent of Rs.7.0lakh
(principal & interest).In the event of death of an employee while in
service & before repayment of the entire amount of HBA & the interest
thereon, LIC shall pay to the company the outstanding HBA & interest of
the employee, limited to Rs7.0 lakhs.Any amount beyond the limit of
Rs7.0lakh shall be adjusted as due from the concerned employee.
The premium towards taking the aforesaid insurance policy shall be as per
the rates charged by the LIC from time to time. The premium payable
under the scheme will be shared by the company and the concerned
employees in the equal proportion of 1:1: and the employees, share shall
be recovered from them in 12 equal monthly installments.
(Welfare) for doing the needful. After making payment, the concerned Finance
Department will take action for recoupment of the amount from NTPC provident Fund
Trust, New Delhi, in case the deceased employee was member of NTPC Provident Fund.
VI. NTPC EMPLOYEES (HBA) VI. NTPC EMPLOYEES (HBA) GROUP GROUP
INSURANCE SCHEME:INSURANCE SCHEME:
INTRODUCTION:
1) For sometime pact, it has been observed that in the event of untimely
demise of an employee while in service, the deceased employee's family
faces financial hardships in repaying the outstanding House Building
Advance of the employee, if taken; and in the process, the terminal
benefits like PF, Gratuity etc. get depleted to a large extent.
2) To cover the liability of the employees towards outstanding HBA and
interest thereon in case of death, the Company has taken a HBA
Insurance Policy from LIC, which provides for insurance cover for the
house building advance taken by the employees.
Coverage:
In terms of the insurance scheme, LIC shall provide insurance cover to
individual HBA taken by the employees to the extent of Rs.7.0lakh
(principal & interest).In the event of death of an employee while in
service & before repayment of the entire amount of HBA & the interest
thereon, LIC shall pay to the company the outstanding HBA & interest of
the employee, limited to Rs7.0 lakhs.Any amount beyond the limit of
Rs7.0lakh shall be adjusted as due from the concerned employee.
The premium towards taking the aforesaid insurance policy shall be as per
the rates charged by the LIC from time to time. The premium payable
under the scheme will be shared by the company and the concerned
employees in the equal proportion of 1:1: and the employees, share shall
be recovered from them in 12 equal monthly installments.
NATIONAL THERMAL POWER CORPORATION
PERFORMA FOR INDICATING WILLINGNESS/CONSENT TO BECOME
COVERED UNDER THE NTPC EMPLOYEES (HBA) GROUP
INSURANCE SCHEME
With reference to the NTPC Employees (HBA) Group Insurance Scheme,
as introduced vide Corporate Personnel Circular No. 304/93 dated 28-07-
93. 1 hereby indicates my willingness and consent to become covered under
the said Scheme w.e.f 01-06-93.
I also authorize the F&A Department to recover from my salary, in 12
equal monthly installments, my share of the premium (i.e. 50%) for
getting covered under the said Scheme, which will be worked out on
the basis of rates charged by LIC from time to time.
(Signature)
Employee
Name:
Employee No. :
Designation:
Department:
Project/Unit:
To : HR Department
PERFORMA FOR INDICATING WILLINGNESS/CONSENT TO BECOME
COVERED UNDER THE NTPC EMPLOYEES (HBA) GROUP
INSURANCE SCHEME
With reference to the NTPC Employees (HBA) Group Insurance Scheme,
as introduced vide Corporate Personnel Circular No. 304/93 dated 28-07-
93. 1 hereby indicates my willingness and consent to become covered under
the said Scheme w.e.f 01-06-93.
I also authorize the F&A Department to recover from my salary, in 12
equal monthly installments, my share of the premium (i.e. 50%) for
getting covered under the said Scheme, which will be worked out on
the basis of rates charged by LIC from time to time.
(Signature)
Employee
Name:
Employee No. :
Designation:
Department:
Project/Unit:
To : HR Department
NATIONAL THERMAL POWER CORPORATION
PERFORMA FOR SUBMITTING EMPLOYEE DETAILS TO LIC/CORPORATE
CENTRE
EMP. NO. NAME DESIGNATION DATE OF BIRTH AMOUNT OF
HBA
SANCTIONED
1 2 3 4 5
DATE OF TOTAL OUTSTANDING MONTHLY HBA
SANCTION HBA & INTEREST RECOVERY
6. 7, 8.
PERFORMA FOR SUBMITTING EMPLOYEE DETAILS TO LIC/CORPORATE
CENTRE
EMP. NO. NAME DESIGNATION DATE OF BIRTH AMOUNT OF
HBA
SANCTIONED
1 2 3 4 5
DATE OF TOTAL OUTSTANDING MONTHLY HBA
SANCTION HBA & INTEREST RECOVERY
6. 7, 8.
VII. NTPC EMPLOYEES' FAMILY ECONOMIC VII. NTPC EMPLOYEES' FAMILY ECONOMIC
REHABILITATION SCHEMEREHABILITATION SCHEME
OBJECTIVE:
To provide monetary benefit and support to an employee in case of his
Permanent Total Disablement, and to his family in case of his death,
provided the Permanent Total Disablement / death, as the case may be,
takes place while the employee is in service of the Company.
SCOPE & COVERAGE:
The scheme will cover all regular employees (both executives and non-
executives excluding trainees/apprentices). The scheme will also cover
full time Functional Directors of the Company in regular scale of pay.
ELIGIBILITY:
1 The benefits under the Scheme will be admissible in cases of death /
Permanent Total Disablement excluding cases of death/ Permanent Total
Disablement due to accident while on duty, provided the employee has
completed one year of service at the time of death / Permanent Total
Disablement.
2 The benefits may also be allowed in cases of death / Permanent Total
Disablement due to accident while on duty at the discretion of
Management if dependants of the deceased employee do not opt for
employment in NTPC.
REHABILITATION SCHEMEREHABILITATION SCHEME
OBJECTIVE:
To provide monetary benefit and support to an employee in case of his
Permanent Total Disablement, and to his family in case of his death,
provided the Permanent Total Disablement / death, as the case may be,
takes place while the employee is in service of the Company.
SCOPE & COVERAGE:
The scheme will cover all regular employees (both executives and non-
executives excluding trainees/apprentices). The scheme will also cover
full time Functional Directors of the Company in regular scale of pay.
ELIGIBILITY:
1 The benefits under the Scheme will be admissible in cases of death /
Permanent Total Disablement excluding cases of death/ Permanent Total
Disablement due to accident while on duty, provided the employee has
completed one year of service at the time of death / Permanent Total
Disablement.
2 The benefits may also be allowed in cases of death / Permanent Total
Disablement due to accident while on duty at the discretion of
Management if dependants of the deceased employee do not opt for
employment in NTPC.
BENEFIT:
1On the separation of an employee from the service of the Company on
account of death/Permanent Total Disablement, the beneficiary would be
entitled to monthly payment equivalent to the employee's salary (Basic Pay
plus DA + special pay) last drawn provided the beneficiary deposits with the
Management, the PF balance. Gratuity & Group Insurance benefit.
2. Such monthly payment would be inclusive of contributory Pension payable
under NTPC Ltd. Self Contributory Superannuation Benefit (Pension) Trust
Fund and would continue till the normal notional date on which the employee
concerned would have attained the age of superannuation, had the employee
continued in the service of the Company. While amount equivalent to
employee's salary (Basic + DA + special pay) last drawn less pension payable
will be paid by the Company, Pension amount will be paid to the beneficiary
directly by the Pension Trust. The amount would be payable w.e.f. the month
following the month in which the amounts specified in the above Para is
deposited with the company.
TERMINATION OF BENEFIT:
i) On the normal date of superannuation of the separated employee, the
monthly payments under this Scheme would cease and the amount
deposited with the Company under this Scheme would be refunded to the
beneficiary. Under the Scheme, no interest on the deposits will be
admissible for the period of deposit.
ii)If the beneficiary desires to permanently withdraw the PF, Gratuity, and
Group Insurance amounts deposited with the Company under the Scheme
at any point of time, he/she will be allowed to do so.
1On the separation of an employee from the service of the Company on
account of death/Permanent Total Disablement, the beneficiary would be
entitled to monthly payment equivalent to the employee's salary (Basic Pay
plus DA + special pay) last drawn provided the beneficiary deposits with the
Management, the PF balance. Gratuity & Group Insurance benefit.
2. Such monthly payment would be inclusive of contributory Pension payable
under NTPC Ltd. Self Contributory Superannuation Benefit (Pension) Trust
Fund and would continue till the normal notional date on which the employee
concerned would have attained the age of superannuation, had the employee
continued in the service of the Company. While amount equivalent to
employee's salary (Basic + DA + special pay) last drawn less pension payable
will be paid by the Company, Pension amount will be paid to the beneficiary
directly by the Pension Trust. The amount would be payable w.e.f. the month
following the month in which the amounts specified in the above Para is
deposited with the company.
TERMINATION OF BENEFIT:
i) On the normal date of superannuation of the separated employee, the
monthly payments under this Scheme would cease and the amount
deposited with the Company under this Scheme would be refunded to the
beneficiary. Under the Scheme, no interest on the deposits will be
admissible for the period of deposit.
ii)If the beneficiary desires to permanently withdraw the PF, Gratuity, and
Group Insurance amounts deposited with the Company under the Scheme
at any point of time, he/she will be allowed to do so.
VIII. ‘NTPC LTD. SELF CONTRIBUTORY VIII. ‘NTPC LTD. SELF CONTRIBUTORY
SUPERANNUATION BENEFIT (PENSION) SUPERANNUATION BENEFIT (PENSION)
SCHEME’SCHEME’
(Managed by NTPC Ltd. Self Contributory Superannuation Benefit (Pension)
Trust)
OBJECTIVES:-
In order to take care of post retirement needs and contingencies of death or permanent
disablement while in service of the Corporation a, ‘Self Contributory Superannuation
Benefit (Pension) Scheme’ has been introduced.
ADMINISTRATION OF THE SCHEME:-
The Scheme will be administered by a Trust constituted for the purpose and named
as ‘NTPC Ltd. Self-Contributory Superannuation Benefit (Pension) Trust’.
EFFECTIVE DATE:-
Scheme shall be deemed to have been introduced w.e.f. 1.4.95.
COVERAGE AND ELIGIBILITY:-
All existing employees in the pay scales applicable to the workmen, Supervisors and
Executive categories who were on the roll of the Corporation as on 1.4.95 shall be
deemed to be Members of the Scheme from that date.
SUPERANNUATION BENEFIT (PENSION) SUPERANNUATION BENEFIT (PENSION)
SCHEME’SCHEME’
(Managed by NTPC Ltd. Self Contributory Superannuation Benefit (Pension)
Trust)
OBJECTIVES:-
In order to take care of post retirement needs and contingencies of death or permanent
disablement while in service of the Corporation a, ‘Self Contributory Superannuation
Benefit (Pension) Scheme’ has been introduced.
ADMINISTRATION OF THE SCHEME:-
The Scheme will be administered by a Trust constituted for the purpose and named
as ‘NTPC Ltd. Self-Contributory Superannuation Benefit (Pension) Trust’.
EFFECTIVE DATE:-
Scheme shall be deemed to have been introduced w.e.f. 1.4.95.
COVERAGE AND ELIGIBILITY:-
All existing employees in the pay scales applicable to the workmen, Supervisors and
Executive categories who were on the roll of the Corporation as on 1.4.95 shall be
deemed to be Members of the Scheme from that date.
CONTRIBUTIONS TO THE SCHEME :
1 CONTRIBUTION TO THE TRUST BY THE CORPORATION:-
The Corporation shall contribute to the Trust an amount of Rs 100/- per annum for all
the Employees taken together, and such Contribution shall be made over to the Trust
before the end of the accounting year of the Corporation.
2 CONTRIBUTION TO THE TRUST BY THE MEMBERS:-
Every Member shall make following contributions to the Trust by way of deduction
from his salary.
FIXED PERCENTAGE SALARY CONTRIBUTION PAYABLE MONTHLY:-
A fixed Percentage of monthly Salary based on age of Member on the date of his entry
to the Pension scheme determined as under:-
AGE PERCENTAGE OF SALARY
33 Yrs and below 1.0%
Above 33 < = 38 Yrs 1.5%
Above 38 < = 43 Yrs 2.0%
Above 43 < = 48 Yrs 3.0%
Above 48 < = 53 Yrs 4.0%
Above 53 Yrs 5.0%
The above mentioned Percentage shall remain same till he actually leaves the service of
the Corporation unless otherwise revised by the Board of Trustees.
PENSION BENEFITS:
1) SUPERANNUATION OF MEMBER:-
Qualifying Service
As on date of Superannuation a Member should have completed a minimum of 10(Ten)
years of Continuous service but in case of Members who are on the rolls of NTPC as on
1 CONTRIBUTION TO THE TRUST BY THE CORPORATION:-
The Corporation shall contribute to the Trust an amount of Rs 100/- per annum for all
the Employees taken together, and such Contribution shall be made over to the Trust
before the end of the accounting year of the Corporation.
2 CONTRIBUTION TO THE TRUST BY THE MEMBERS:-
Every Member shall make following contributions to the Trust by way of deduction
from his salary.
FIXED PERCENTAGE SALARY CONTRIBUTION PAYABLE MONTHLY:-
A fixed Percentage of monthly Salary based on age of Member on the date of his entry
to the Pension scheme determined as under:-
AGE PERCENTAGE OF SALARY
33 Yrs and below 1.0%
Above 33 < = 38 Yrs 1.5%
Above 38 < = 43 Yrs 2.0%
Above 43 < = 48 Yrs 3.0%
Above 48 < = 53 Yrs 4.0%
Above 53 Yrs 5.0%
The above mentioned Percentage shall remain same till he actually leaves the service of
the Corporation unless otherwise revised by the Board of Trustees.
PENSION BENEFITS:
1) SUPERANNUATION OF MEMBER:-
Qualifying Service
As on date of Superannuation a Member should have completed a minimum of 10(Ten)
years of Continuous service but in case of Members who are on the rolls of NTPC as on
1.4.95 , the minimum qualifying service will be five (5) years (i.e. Past Service +
Future Service).
Rate of Pension:-
Member on Superannuation will be entitled to Superannuation benefit (Pension)
commencing from the month following the month of Superannuation, Pension at the
rate of 1.25% per year of Reckonable Service limited to 50% of salary last drawn. For
Reckonable Service of less than 40 years the benefit shall be proportionately reduced.
2) DEATH OF A MEMBER WHILE IN SERVICE:-
On death of a Member the Beneficiary will be entitled to get Pension at the rate of 50%
of last drawn Salary of the Member. The Pension being payable from the month
following the date of the death of the Member.
3) TOTAL PERMANENT DISABLEMENT / INCAPACITY WHILE IN
SERVICE:-
On the discharge of a Member from the service of the Corporation due to his Total
Permanent Disablement / Incapacity while in service, such Member will be entitled to
Pension at the rate of 50% of his last drawn Salary. The Pension being payable from the
month following the date of discharge from service.
COMMUTATION OF PENSION :-
The Member may at his sole discretion commute a part of the eligible Pension as per the
provisions of Annuity purchased from the LIC by the Trust and as per applicable laws.
PROCEDURE FOR PENSION:-
Consequent upon Superannuation / Death / Discharge from service due to Total
Permanent Disability, cost of Annuity would be paid by the Trust to LIC and LIC will
start paying monthly Pension to the Pensioner. If the Member does not pay his
contribution for Past Service then Pension receivable by him either on Death or
Superannuation or on leaving the service shall be reduced proportionately.
Member will give declaration of their nominees and number of installments to pay
the Past Service Contribution amount for his Past Service in the prescribed proforma
(in triplicate) to be circulated by the Trust.
Future Service).
Rate of Pension:-
Member on Superannuation will be entitled to Superannuation benefit (Pension)
commencing from the month following the month of Superannuation, Pension at the
rate of 1.25% per year of Reckonable Service limited to 50% of salary last drawn. For
Reckonable Service of less than 40 years the benefit shall be proportionately reduced.
2) DEATH OF A MEMBER WHILE IN SERVICE:-
On death of a Member the Beneficiary will be entitled to get Pension at the rate of 50%
of last drawn Salary of the Member. The Pension being payable from the month
following the date of the death of the Member.
3) TOTAL PERMANENT DISABLEMENT / INCAPACITY WHILE IN
SERVICE:-
On the discharge of a Member from the service of the Corporation due to his Total
Permanent Disablement / Incapacity while in service, such Member will be entitled to
Pension at the rate of 50% of his last drawn Salary. The Pension being payable from the
month following the date of discharge from service.
COMMUTATION OF PENSION :-
The Member may at his sole discretion commute a part of the eligible Pension as per the
provisions of Annuity purchased from the LIC by the Trust and as per applicable laws.
PROCEDURE FOR PENSION:-
Consequent upon Superannuation / Death / Discharge from service due to Total
Permanent Disability, cost of Annuity would be paid by the Trust to LIC and LIC will
start paying monthly Pension to the Pensioner. If the Member does not pay his
contribution for Past Service then Pension receivable by him either on Death or
Superannuation or on leaving the service shall be reduced proportionately.
Member will give declaration of their nominees and number of installments to pay
the Past Service Contribution amount for his Past Service in the prescribed proforma
(in triplicate) to be circulated by the Trust.
All such declaration will be collected by the concerned Personnel Department of
the Project / Unit and will be sent to the Trust.
Calculation of Pension:
-Rate of Pension: 1.25% x Reckonable Service*
-Monthly Pension Amount: rate of Pension x last Salary drawn.
*Reckonable service = Escalated Future Service + Past Continuous
Service
-Escalated Future Service = (1+(FS x 0.006)) x FS
-Whereas, FS = Future Service to be rendered from 1.4.95 to the date of
cessation of service.
For example if the future service is of 33 years from 1.4.95 then Escalated
Future service will be = (1+(33 x 0.006)) x 33 = 39.53
For example if a member has a Past service of 10 years and Future
service of 6 years and last drawn salary as Rs. 20,000/- i.e. (Basic Pay+
DA+ Special pay) then his pension will be worked out as-
Escalated Future
service
=6.22 yrs.
Reckonable service=Escalated Future Service + Past Continuous
Service
=6.22+10 = 16.22 years
Rate of Pension =1.25% x 16.22 = 20.28% of last drawn
salary
Amount of Pension=20.28% x Rs. 20,000/- = Rs. 4056/- per
month for life.If commutation opted then
monthly pension will be paid @ 2/3rd of
Pension amount originally calculated i.e. 2/3
x 4056 = Rs. 2704/- per month for life +
lump-sum commutation amount.
the Project / Unit and will be sent to the Trust.
Calculation of Pension:
-Rate of Pension: 1.25% x Reckonable Service*
-Monthly Pension Amount: rate of Pension x last Salary drawn.
*Reckonable service = Escalated Future Service + Past Continuous
Service
-Escalated Future Service = (1+(FS x 0.006)) x FS
-Whereas, FS = Future Service to be rendered from 1.4.95 to the date of
cessation of service.
For example if the future service is of 33 years from 1.4.95 then Escalated
Future service will be = (1+(33 x 0.006)) x 33 = 39.53
For example if a member has a Past service of 10 years and Future
service of 6 years and last drawn salary as Rs. 20,000/- i.e. (Basic Pay+
DA+ Special pay) then his pension will be worked out as-
Escalated Future
service
=6.22 yrs.
Reckonable service=Escalated Future Service + Past Continuous
Service
=6.22+10 = 16.22 years
Rate of Pension =1.25% x 16.22 = 20.28% of last drawn
salary
Amount of Pension=20.28% x Rs. 20,000/- = Rs. 4056/- per
month for life.If commutation opted then
monthly pension will be paid @ 2/3rd of
Pension amount originally calculated i.e. 2/3
x 4056 = Rs. 2704/- per month for life +
lump-sum commutation amount.
IX.IX. SCHEME FOR POST SCHEME FOR POST
RETIREMENT MEDICAL FACILITIESRETIREMENT MEDICAL FACILITIES
COVERAGE:
The Scheme is framed with a view to provide medical benefits to the
executives of NTPC and their spouses subsequent to their retirement,
on contributory basis.
ELIGIBILITY:
1 The Scheme will apply to the following categories of NTPC executives:
(i)Executives who separate from the Company on account of
retirement on attaining the age of superannuation or are
separated by the Company on Medical grounds, with a minimum
qualifying period of 10 years of continuous service in
Central/State Government/Public Sector Undertaking, out of
which a minimum of 5 years shall be in NTPC.
(ii)Board level appointees, on completion of first term.
2 To the spouse of deceased employee.
3 Employees pre-maturely retiring on attaining 58 years after having put in
minimum 20 years of service in NTPC.
BENEFITS:
The Medical benefits to the retired executives & their Spouses under
the Scheme will be admissible for the treatment taken only in India.
The retired executives residing at places where the Company has its
own hospitals/full fledged dispensaries would be allowed medical
treatment facilities, including medicines as available in such
hospitals/dispensaries only.
CONTRIBUTION:
For executives: Rs 7200/- one time.
For non-executives:
i) Where Co. hospitals are available: Rs 30/- pm or Rs 3600/- one time.
RETIREMENT MEDICAL FACILITIESRETIREMENT MEDICAL FACILITIES
COVERAGE:
The Scheme is framed with a view to provide medical benefits to the
executives of NTPC and their spouses subsequent to their retirement,
on contributory basis.
ELIGIBILITY:
1 The Scheme will apply to the following categories of NTPC executives:
(i)Executives who separate from the Company on account of
retirement on attaining the age of superannuation or are
separated by the Company on Medical grounds, with a minimum
qualifying period of 10 years of continuous service in
Central/State Government/Public Sector Undertaking, out of
which a minimum of 5 years shall be in NTPC.
(ii)Board level appointees, on completion of first term.
2 To the spouse of deceased employee.
3 Employees pre-maturely retiring on attaining 58 years after having put in
minimum 20 years of service in NTPC.
BENEFITS:
The Medical benefits to the retired executives & their Spouses under
the Scheme will be admissible for the treatment taken only in India.
The retired executives residing at places where the Company has its
own hospitals/full fledged dispensaries would be allowed medical
treatment facilities, including medicines as available in such
hospitals/dispensaries only.
CONTRIBUTION:
For executives: Rs 7200/- one time.
For non-executives:
i) Where Co. hospitals are available: Rs 30/- pm or Rs 3600/- one time.
ii)Where Co. hospitals are not available: Rs 50/- pm or Rs6000/-one
time.
PROCEDURE:
1 An eligible executive who intends to avail of Medical benefits under the
scheme shall apply for this purpose to the Head of the Project/Unit from
where he has retired, indicating inter-alia, the NTPC Project/Unit where
he wants to register himself for availing the facilities giving his
residential address. In the event, the executive wants to change the place
from where he wants to avail the benefits; he will have to approach the
Project/Unit from where he is availing the facilities for the change.
2 The personnel Department of the Project/Unit, will after scrutiny of the
application and verification of the eligibility conditions, issue an office
order permitting the beneficiary/ beneficiaries to avail the benefits with
copies to the Personnel Department and Finance Department of the
concerned Unit/Project where the retired executive is to be registered.
3 The Project/Unit where the retired executive is to be registered shall duly
register the retired executive concerned and issue a Medical Card to him,
after receipt of the prescribed amount of contribution from the retired
executive. The amount will be payable to the Project/Unit by cash or
demand Draft in favor of NTPC drawn on any branch at that place. A
copy of the Medical Card shall also be sent to the concerned Finance and
Accounts Department.
4 The Medical Card will be valid for a period for which the prescribed
contributions have been paid. The Medical Card shall be renewable on 1st
April of each financial year on payment of the prescribed contribution.
However, intermittent or broken period membership shall not be
permitted.
5 The Medical Card will become invalid from the date any of the eligibility
conditions ceases to be fulfilled by the beneficiaries and in that case, the
contribution paid for the unexpired period if any will not be refundable.
CLAIM:
1 For claiming reimbursement of medical expenditure incurred by the
beneficiaries, the retired executive shall prefer claim not more than once
in a month to the Accounts.
2 The claim will be processed and reimbursed to the retired executive by
the concerned Accounts Department after verifying the validity of the
Medical Card and the benefits admissible to the retired executive
concerned under the scheme.
time.
PROCEDURE:
1 An eligible executive who intends to avail of Medical benefits under the
scheme shall apply for this purpose to the Head of the Project/Unit from
where he has retired, indicating inter-alia, the NTPC Project/Unit where
he wants to register himself for availing the facilities giving his
residential address. In the event, the executive wants to change the place
from where he wants to avail the benefits; he will have to approach the
Project/Unit from where he is availing the facilities for the change.
2 The personnel Department of the Project/Unit, will after scrutiny of the
application and verification of the eligibility conditions, issue an office
order permitting the beneficiary/ beneficiaries to avail the benefits with
copies to the Personnel Department and Finance Department of the
concerned Unit/Project where the retired executive is to be registered.
3 The Project/Unit where the retired executive is to be registered shall duly
register the retired executive concerned and issue a Medical Card to him,
after receipt of the prescribed amount of contribution from the retired
executive. The amount will be payable to the Project/Unit by cash or
demand Draft in favor of NTPC drawn on any branch at that place. A
copy of the Medical Card shall also be sent to the concerned Finance and
Accounts Department.
4 The Medical Card will be valid for a period for which the prescribed
contributions have been paid. The Medical Card shall be renewable on 1st
April of each financial year on payment of the prescribed contribution.
However, intermittent or broken period membership shall not be
permitted.
5 The Medical Card will become invalid from the date any of the eligibility
conditions ceases to be fulfilled by the beneficiaries and in that case, the
contribution paid for the unexpired period if any will not be refundable.
CLAIM:
1 For claiming reimbursement of medical expenditure incurred by the
beneficiaries, the retired executive shall prefer claim not more than once
in a month to the Accounts.
2 The claim will be processed and reimbursed to the retired executive by
the concerned Accounts Department after verifying the validity of the
Medical Card and the benefits admissible to the retired executive
concerned under the scheme.
CONTRIBUTORY SCHEME FOR POST RETIREMENT MEDICAL FACILITIES
MEDICAL CARD
REGISTRATION NO.____________ SPACE FOR AFFIXING
PHOTOGRAPHS OF
(TO BE FILLED IN BY THE REGISTERING BENEFICIARIES.
OFFICE)
1. Name of the retired employee
And employee number :_______________
2. Date of retirement :_______________
3. Designation at the time of
Retirement :__________________
4. Scale of pay and basic pay as
On the date of retirement :____________________
5. Project/Unit from which retired :_______________
6. Project/Unit where registered for
Medical benefits under the scheme:_______________
7. Permanent address :_______________
8. Present address :_______________
9. Validity period of the card :_______________
NAME OF THE BENEFICIARIES:
(i) ___________________________(Retired employee)_________(age)
(ii) _________________________________(Spouse)_____________(age)
Specimen signature of the Signature of the issuing
Retired employee. officer.
MEDICAL CARD
REGISTRATION NO.____________ SPACE FOR AFFIXING
PHOTOGRAPHS OF
(TO BE FILLED IN BY THE REGISTERING BENEFICIARIES.
OFFICE)
1. Name of the retired employee
And employee number :_______________
2. Date of retirement :_______________
3. Designation at the time of
Retirement :__________________
4. Scale of pay and basic pay as
On the date of retirement :____________________
5. Project/Unit from which retired :_______________
6. Project/Unit where registered for
Medical benefits under the scheme:_______________
7. Permanent address :_______________
8. Present address :_______________
9. Validity period of the card :_______________
NAME OF THE BENEFICIARIES:
(i) ___________________________(Retired employee)_________(age)
(ii) _________________________________(Spouse)_____________(age)
Specimen signature of the Signature of the issuing
Retired employee. officer.
Date of issue_______________ Designation____________
X. NTPC EMPLOYEES DEATH RELIEF SCHEMEX. NTPC EMPLOYEES DEATH RELIEF SCHEME
OBJECTIVE:
To provide financial assistance to the family of a member employee who dies while in
harness.
COVERAGE:
i) All regular employees borne on the regular rolls of company, and
ii)Who are enrolled as member of the scheme excluding
Deputationists, lien holders, trainees, muster roll, casual, or substitute
Employees.
BENEFIT:
In the event of death of an employee, an amount of Rs 25/- will be deducted from the
next salary due, of all member employees of the company and the entire corpus
remitted to the nominee of the deceased member employee.
X. NTPC EMPLOYEES DEATH RELIEF SCHEMEX. NTPC EMPLOYEES DEATH RELIEF SCHEME
OBJECTIVE:
To provide financial assistance to the family of a member employee who dies while in
harness.
COVERAGE:
i) All regular employees borne on the regular rolls of company, and
ii)Who are enrolled as member of the scheme excluding
Deputationists, lien holders, trainees, muster roll, casual, or substitute
Employees.
BENEFIT:
In the event of death of an employee, an amount of Rs 25/- will be deducted from the
next salary due, of all member employees of the company and the entire corpus
remitted to the nominee of the deceased member employee.
ADVANCESADVANCES
I. HOUSE BUILDING I. HOUSE BUILDING
ADVANCEADVANCE
OBJECTIVE:
I. HOUSE BUILDING I. HOUSE BUILDING
ADVANCEADVANCE
OBJECTIVE:
The objective of NTPC House Building Advance Rules is to establish uniform policy
and rules relating to the grant of House Building Advance to the employees of the
Company.
POLICY:
1These rules are framed entirely as a welfare measures and do not confer any right
or benefit on the employees nor impose any obligation or liability on the
company.
2The House Building Advance will be admissible for constructing a house
including purchase of land for that purpose, purchase of house, enlarging an
existing accommodation, preferably in the areas falling within a radius of 40 kms
of the Company’s project and/or its permanent offices; or any where in India,
where an employee of the Company intends to settle down after retirement.
ELIGIBILITY:
All employees who, on the date of making application for advance, have rendered not
less than five years’ continuous service in the regular establishment shall be eligible for
grant of the advance.
PURPOSE:
The House Building Advance may be granted to the eligible employees
for the following purposes:
1. Acquisition and purchase of land (free hold or lease hold) and
construction of house thereon.
2 Construction of house on land already owned / purchased / acquired
by an employee in his own name or held jointly with his spouse.
3. Purchase of a ready built house at the discretion of the Competent
Authority and or proper evaluation of the property.
4 Enlargement or renovation and modernization or both of living
accommodation in an existing house owned by the employee.
5. Repayment of the balance amount of House Building Advance taken
from previous organization or financial institution.
AMOUNT:
and rules relating to the grant of House Building Advance to the employees of the
Company.
POLICY:
1These rules are framed entirely as a welfare measures and do not confer any right
or benefit on the employees nor impose any obligation or liability on the
company.
2The House Building Advance will be admissible for constructing a house
including purchase of land for that purpose, purchase of house, enlarging an
existing accommodation, preferably in the areas falling within a radius of 40 kms
of the Company’s project and/or its permanent offices; or any where in India,
where an employee of the Company intends to settle down after retirement.
ELIGIBILITY:
All employees who, on the date of making application for advance, have rendered not
less than five years’ continuous service in the regular establishment shall be eligible for
grant of the advance.
PURPOSE:
The House Building Advance may be granted to the eligible employees
for the following purposes:
1. Acquisition and purchase of land (free hold or lease hold) and
construction of house thereon.
2 Construction of house on land already owned / purchased / acquired
by an employee in his own name or held jointly with his spouse.
3. Purchase of a ready built house at the discretion of the Competent
Authority and or proper evaluation of the property.
4 Enlargement or renovation and modernization or both of living
accommodation in an existing house owned by the employee.
5. Repayment of the balance amount of House Building Advance taken
from previous organization or financial institution.
AMOUNT:
1 For new construction / purchase of ready built house:
i) 90 months’ salary / wages of the employee; or
ii)100% cost of construction including that for acquisition of land 100%
cost of the property as the case may be; or
iii) Rs. 7.5 lakhs. Which ever is least.
2 For Enlargement / Renovation & Modernization of living accommodation
in an existing house:
i) 30 months salary / wages of the employee; or
ii) 100% cost of enlargement or
iii) Rs.2.50 lakhs; which ever is least.
REPAYING CAPACITY:
Length of remaining service Repaying capacity
1 Employees retiring / superannuating
after 20 years
2 Employees retiring / superannuating
after 10 years, but not later than 20 years
3 Employees retiring / superannuating
Within 10 years
50% of wages / salary
60% of wages / salary
66-2/3% of wages / salary
INTEREST:
1 An advance granted shall carry simple interest from the date of payment of the advance, the amount
of interest being calculated on the balance outstanding on the last date of each month.
2 The rate of interest (on slab basis) shall be as follows:-
i) 90 months’ salary / wages of the employee; or
ii)100% cost of construction including that for acquisition of land 100%
cost of the property as the case may be; or
iii) Rs. 7.5 lakhs. Which ever is least.
2 For Enlargement / Renovation & Modernization of living accommodation
in an existing house:
i) 30 months salary / wages of the employee; or
ii) 100% cost of enlargement or
iii) Rs.2.50 lakhs; which ever is least.
REPAYING CAPACITY:
Length of remaining service Repaying capacity
1 Employees retiring / superannuating
after 20 years
2 Employees retiring / superannuating
after 10 years, but not later than 20 years
3 Employees retiring / superannuating
Within 10 years
50% of wages / salary
60% of wages / salary
66-2/3% of wages / salary
INTEREST:
1 An advance granted shall carry simple interest from the date of payment of the advance, the amount
of interest being calculated on the balance outstanding on the last date of each month.
2 The rate of interest (on slab basis) shall be as follows:-
Amount of Advance Rate of Interest
Per annum
------------------------ --------------------
Up to 1, 50,000 5.5%
1, 50,001-2, 50,000 6.5%
2, 50,000-3, 50,000 7.5%
3, 50,000-4, 50,000 8.5%
4, 50,000-5, 50,000 9%
Above 5, 50,000 9.5%
REPAYMENT:
1The advance granted to an employee under these rules, together with the interest
thereon, shall be repaid in full before superannuation/separation from service of
the employee by monthly installments within a period not exceeding 25 years;
repayment of principal in 15 years (180 installments) and interest in 10 years
(120 installments).
II. PERSONAL COMPUTER ADVANCEII. PERSONAL COMPUTER ADVANCE
ELIGIBILITY:
The advance towards purchase of a new Personal Computer shall be granted only
to all regular employees who are in the grade of W1 and above, & who have
completed at least 1 year of service, except for:
Per annum
------------------------ --------------------
Up to 1, 50,000 5.5%
1, 50,001-2, 50,000 6.5%
2, 50,000-3, 50,000 7.5%
3, 50,000-4, 50,000 8.5%
4, 50,000-5, 50,000 9%
Above 5, 50,000 9.5%
REPAYMENT:
1The advance granted to an employee under these rules, together with the interest
thereon, shall be repaid in full before superannuation/separation from service of
the employee by monthly installments within a period not exceeding 25 years;
repayment of principal in 15 years (180 installments) and interest in 10 years
(120 installments).
II. PERSONAL COMPUTER ADVANCEII. PERSONAL COMPUTER ADVANCE
ELIGIBILITY:
The advance towards purchase of a new Personal Computer shall be granted only
to all regular employees who are in the grade of W1 and above, & who have
completed at least 1 year of service, except for:
i) Lien holders;
ii) Deputationists;
iii)Apprentices/trainees, whether engaged under Company's own training
scheme or under Apprentices Act, 1961; and
iv)Muster roll, daily rated casual, badli or substitute employees.
AMOUNT:
The maximum amount of advance for the purchase of Personal Computer (or
laptop) to an employee shall be limited to 80% of the actual cost of Personal
Computer subject to a maximum of Rs. 40,000/-
INTEREST:
The rate of interest to be charged on Computer Advance would be (6 %) per annum.
REPAYMENT:
1 The advance granted to an employee under these rules shall be repaid in full
before superannuation/separation from the services of the Company.
2 The advance for purchase of computer will be recovered in not more than 60
equal monthly installments commencing from the month following that in which
the advance is drawn. The interest will be recovered in not more than 12 equal
monthly installments thereafter.
III. FURNISHING / HOUSEHOLD ADVANCEIII. FURNISHING / HOUSEHOLD ADVANCE
Eligibility:
Employees in the executive, supervisory & workmen (W1& above) category
(excluding trainees and persons appointed on contract basis) and who have more
than one-year service left on the date of application will be eligible to apply.
Purpose:
ii) Deputationists;
iii)Apprentices/trainees, whether engaged under Company's own training
scheme or under Apprentices Act, 1961; and
iv)Muster roll, daily rated casual, badli or substitute employees.
AMOUNT:
The maximum amount of advance for the purchase of Personal Computer (or
laptop) to an employee shall be limited to 80% of the actual cost of Personal
Computer subject to a maximum of Rs. 40,000/-
INTEREST:
The rate of interest to be charged on Computer Advance would be (6 %) per annum.
REPAYMENT:
1 The advance granted to an employee under these rules shall be repaid in full
before superannuation/separation from the services of the Company.
2 The advance for purchase of computer will be recovered in not more than 60
equal monthly installments commencing from the month following that in which
the advance is drawn. The interest will be recovered in not more than 12 equal
monthly installments thereafter.
III. FURNISHING / HOUSEHOLD ADVANCEIII. FURNISHING / HOUSEHOLD ADVANCE
Eligibility:
Employees in the executive, supervisory & workmen (W1& above) category
(excluding trainees and persons appointed on contract basis) and who have more
than one-year service left on the date of application will be eligible to apply.
Purpose:
The purpose of the scheme is to grant an interest-free, recoverable advance to
employees for purchasing furniture/household items.
Amount:
The monetary ceiling for sanction of advance to meet the cost of items shall not
exceed the amounts given under against the grades specified. The application for
subsequent advance may be entertained only after 5 years of the drawl of first
advance. However, in case of change in the monetary ceiling due to change of
grade of employee, the difference in entitlement may also be paid to the
employee. The total advance so granted shall, however, be repayable within 5
years from the original sanction.
Level of Employee Monetary Ceiling (Rs.)
E5-E7
25,000
El-E4
15,000
S1 - S4 / W8 - W11 & SG 9,000
W1 - W7 7,000
Recovery:
The advance drawn under the scheme shall be recoverable from salary in 60
equal monthly installment (excluding the month of drawl of advance), or till
superannuation or cessation of employment of the employee, whichever is
earlier. In the event of sanction of subsequent advance due to change of grade of
employee, the amount recoverable shall be recalculated.
IV. IV. MULTI PURPOSE ADVANCE RULESMULTI PURPOSE ADVANCE RULES
Eligibility:
employees for purchasing furniture/household items.
Amount:
The monetary ceiling for sanction of advance to meet the cost of items shall not
exceed the amounts given under against the grades specified. The application for
subsequent advance may be entertained only after 5 years of the drawl of first
advance. However, in case of change in the monetary ceiling due to change of
grade of employee, the difference in entitlement may also be paid to the
employee. The total advance so granted shall, however, be repayable within 5
years from the original sanction.
Level of Employee Monetary Ceiling (Rs.)
E5-E7
25,000
El-E4
15,000
S1 - S4 / W8 - W11 & SG 9,000
W1 - W7 7,000
Recovery:
The advance drawn under the scheme shall be recoverable from salary in 60
equal monthly installment (excluding the month of drawl of advance), or till
superannuation or cessation of employment of the employee, whichever is
earlier. In the event of sanction of subsequent advance due to change of grade of
employee, the amount recoverable shall be recalculated.
IV. IV. MULTI PURPOSE ADVANCE RULESMULTI PURPOSE ADVANCE RULES
Eligibility:
Employees in the executive, supervisor and workmen (W1&above) category (excluding
trainees and persons appointed on contract basis).
Purpose:
The purpose of the Scheme is to grant an interest-free, recoverable advance to employees
to meet contingency requirements.
Amount:
The amount of advance admissible to an employee shall be 1month's Basic Pay as on the
date of application.
i) The advance shall be interest free.
ii) The advance shall be admissible only once in a calendar year.
Recovery:
Recovery of the advance shall be made from the salary of employee in not more than 12
equal monthly installments. The first recovery shall commence from the salary of the
employee from the following that in which advance is drawn.
V. CONVEYANCE ADVANCE V. CONVEYANCE ADVANCE
ADMISSIBILITY:
These rules shall be applicable to all full time employees of the Company except:
trainees and persons appointed on contract basis).
Purpose:
The purpose of the Scheme is to grant an interest-free, recoverable advance to employees
to meet contingency requirements.
Amount:
The amount of advance admissible to an employee shall be 1month's Basic Pay as on the
date of application.
i) The advance shall be interest free.
ii) The advance shall be admissible only once in a calendar year.
Recovery:
Recovery of the advance shall be made from the salary of employee in not more than 12
equal monthly installments. The first recovery shall commence from the salary of the
employee from the following that in which advance is drawn.
V. CONVEYANCE ADVANCE V. CONVEYANCE ADVANCE
ADMISSIBILITY:
These rules shall be applicable to all full time employees of the Company except:
i) Lien holders
ii)Deputationists;
iii) Apprentices/trainees,
iv) Muster roll, daily rated casual, badli or substitute employees.
ELIGIBILITY:
The advance will be granted only to employees who have completed at least 1 year
service in the regular establishment of the company and who have been subscribing for
at one year either to the NTPC Provident Fund Account or any other recognized
Provident Fund Account.
Category of employees Type of vehicle
All executives car
W1 & above Scooter/motorcycle
W0 & above moped
All employees bicycle
AMOUNT:
The amount of advance granted to the employees of NTPC are as under:
Type of vehicle Advance
ii)Deputationists;
iii) Apprentices/trainees,
iv) Muster roll, daily rated casual, badli or substitute employees.
ELIGIBILITY:
The advance will be granted only to employees who have completed at least 1 year
service in the regular establishment of the company and who have been subscribing for
at one year either to the NTPC Provident Fund Account or any other recognized
Provident Fund Account.
Category of employees Type of vehicle
All executives car
W1 & above Scooter/motorcycle
W0 & above moped
All employees bicycle
AMOUNT:
The amount of advance granted to the employees of NTPC are as under:
Type of vehicle Advance
Motor car ( E1 to E5) Actual cost of motor car; OR
90% of cost of maruti (800cc model)
which ever is lower.
Motor car (E6 and above) Actual cost of motor car; OR
90% of cost of maruti, Zen Lx, which
ever is lower.
Scooter/ motor cycle Actual cost of scooter/ motor cycle;
OR
90% of the cost of Bajaj Chetak
Std.150cc scooter / Bajaj CT100
motorcycle, which ever is lower.
Moped Actual cost of moped; OR
90% of the cost of Bajaj Spirit 70cc
moped, which ever is lower.
Bicycle Actual cost of bicycle; OR
Rs.1000/-, which ever is lower.
INTEREST:
An advance granted shall carry simple interest from the date of payment of the advance, the
amount of interest being calculated on the balance outstanding on the last date of each
month.
90% of cost of maruti (800cc model)
which ever is lower.
Motor car (E6 and above) Actual cost of motor car; OR
90% of cost of maruti, Zen Lx, which
ever is lower.
Scooter/ motor cycle Actual cost of scooter/ motor cycle;
OR
90% of the cost of Bajaj Chetak
Std.150cc scooter / Bajaj CT100
motorcycle, which ever is lower.
Moped Actual cost of moped; OR
90% of the cost of Bajaj Spirit 70cc
moped, which ever is lower.
Bicycle Actual cost of bicycle; OR
Rs.1000/-, which ever is lower.
INTEREST:
An advance granted shall carry simple interest from the date of payment of the advance, the
amount of interest being calculated on the balance outstanding on the last date of each
month.
Type of vehicle Rate of interest( per annum)
Motor car 7.5%
Scooter / motor cycle / moped /
bicycle
6.5%
REPAYMENT:
1 The advance granted to an employee shall be repaid in full before
superannuation/ separation from service of the employee, by equal
monthly installments, as indicated below.
i)In case of advance granted for the purchase of a motor car, within a period
not exceeding 12 years
ii)In case of advance granted for the purchase of a scooter/motorcycle, within
a period not exceeding 6 years.
iii)In case of advance granted for the purchase of a moped, within a period not
exceeding 4 years.
2 Recoveries on account of interest will be affected only after the recovery of the
principal amount.
VI. MEDICAL ADVANCEVI. MEDICAL ADVANCE
Employees borne on the regular establishment of the company including trainees
recruited under the company’s own training schemes are eligible for medical advance
for indoor treatment on the basis of nature and likely duration of the ailments / diseases,
estimates of treatment furnished by the hospital and at the discretion of the competent
authority. The medical advance allowed only in non – notified hospitals.
Motor car 7.5%
Scooter / motor cycle / moped /
bicycle
6.5%
REPAYMENT:
1 The advance granted to an employee shall be repaid in full before
superannuation/ separation from service of the employee, by equal
monthly installments, as indicated below.
i)In case of advance granted for the purchase of a motor car, within a period
not exceeding 12 years
ii)In case of advance granted for the purchase of a scooter/motorcycle, within
a period not exceeding 6 years.
iii)In case of advance granted for the purchase of a moped, within a period not
exceeding 4 years.
2 Recoveries on account of interest will be affected only after the recovery of the
principal amount.
VI. MEDICAL ADVANCEVI. MEDICAL ADVANCE
Employees borne on the regular establishment of the company including trainees
recruited under the company’s own training schemes are eligible for medical advance
for indoor treatment on the basis of nature and likely duration of the ailments / diseases,
estimates of treatment furnished by the hospital and at the discretion of the competent
authority. The medical advance allowed only in non – notified hospitals.
RESEARCH METHODOLOGY
OBJECTIVE OF STUDY:
The main emphasis has been laid down on studying the level of satisfaction among
employees regarding the benefits provided to them, to asses the awareness levels
among employees. And to know the views of the employees for further improvement
in the services and benefits they receive. So, as to improve working efficiency and
interest among employees of the organization. To understand and document the
employee benefit scheme in public section organization.
OBJECTIVE OF STUDY:
The main emphasis has been laid down on studying the level of satisfaction among
employees regarding the benefits provided to them, to asses the awareness levels
among employees. And to know the views of the employees for further improvement
in the services and benefits they receive. So, as to improve working efficiency and
interest among employees of the organization. To understand and document the
employee benefit scheme in public section organization.
INTRODUCTION
My research work establishes a framework of evaluation and revaluation of primary
and secondary research. The techniques and concept used in primary research in
order to arrive at findings, which are dealt with and lead to a logical deduction
towards analysis and result
RESEARCH DESIGN
First, a secondary research was conducted, keeping in mind the topic of study, to
gain a clear insight of the topic .For this, I Consulted many
books,manuals,theories.this helped me in designing and framing the right kind of
questions. The proper design helped in selection of relevant questions for the
study .The following questions was then proposed to be studied, under descriptive
research which helped me in analysis.
.
COLLECTION OF DATA
Primary source
Primary source of data collection is used under the study, questionnaire were
prepared to conduct the study.
Sample space - employees including executives and non-executives of
NTPC
(40 questionnaires)
Secondary source
Secondary source of data collection was done to gain a clear insight of the
topic. The research was conducted from various books, journal, and manuals
for conducting primary research.
☺ QUESTIONNAIRE
“A study on E MPLOYEE B ENEFITS provided to NTPC'S E MPLOYEES ”
RESPECTED SIR / MAM,
My research work establishes a framework of evaluation and revaluation of primary
and secondary research. The techniques and concept used in primary research in
order to arrive at findings, which are dealt with and lead to a logical deduction
towards analysis and result
RESEARCH DESIGN
First, a secondary research was conducted, keeping in mind the topic of study, to
gain a clear insight of the topic .For this, I Consulted many
books,manuals,theories.this helped me in designing and framing the right kind of
questions. The proper design helped in selection of relevant questions for the
study .The following questions was then proposed to be studied, under descriptive
research which helped me in analysis.
.
COLLECTION OF DATA
Primary source
Primary source of data collection is used under the study, questionnaire were
prepared to conduct the study.
Sample space - employees including executives and non-executives of
NTPC
(40 questionnaires)
Secondary source
Secondary source of data collection was done to gain a clear insight of the
topic. The research was conducted from various books, journal, and manuals
for conducting primary research.
☺ QUESTIONNAIRE
“A study on E MPLOYEE B ENEFITS provided to NTPC'S E MPLOYEES ”
RESPECTED SIR / MAM,
I’ am a Student of MASTER OF BUSINESS ADMINISTRATION
(MBA) .As a part of our summer training, I ‘am conducting a study. I would request
you to please spare some of your time in answering these questions.
1.Are you satisfied with the pay package, Benefits and welfare packages of the
organization?
Yes No
2.Are you aware about the rewards, including non-financial ones, to motivate
employees?
Yes No to some extent
3.Are you satisfied with the quality of service provided at HR-EB?
Satisfied dissatisfied Neutral
4.Is there Uniformity in implementing HR Policies and systems?
Agree disagree partly agree
5.Your satisfaction regarding online activities of EB-function through People Soft?
Satisfied dissatisfied neutral
6.Are your company’s benefits well defined & shared with all the employees?
Yes no to some extent
7.Your satisfaction regarding activities of HR-EB Time-Office?
Satisfied dissatisfied partially
8.Timely response for settlement of loans and advances?
Good bad excellent neutral
9.Employee friendly behavior of service provider in HR-EB?
Good satisfied dissatisfied excellent
10. Are you satisfied with duration of sanction & amount of conveyance advance in
HR-EB?
satisfied dissatisfied neutral
11.Are you satisfied with the amount of re-imbursement of children education?
Satisfied dissatisfied fully satisfied neutral
(MBA) .As a part of our summer training, I ‘am conducting a study. I would request
you to please spare some of your time in answering these questions.
1.Are you satisfied with the pay package, Benefits and welfare packages of the
organization?
Yes No
2.Are you aware about the rewards, including non-financial ones, to motivate
employees?
Yes No to some extent
3.Are you satisfied with the quality of service provided at HR-EB?
Satisfied dissatisfied Neutral
4.Is there Uniformity in implementing HR Policies and systems?
Agree disagree partly agree
5.Your satisfaction regarding online activities of EB-function through People Soft?
Satisfied dissatisfied neutral
6.Are your company’s benefits well defined & shared with all the employees?
Yes no to some extent
7.Your satisfaction regarding activities of HR-EB Time-Office?
Satisfied dissatisfied partially
8.Timely response for settlement of loans and advances?
Good bad excellent neutral
9.Employee friendly behavior of service provider in HR-EB?
Good satisfied dissatisfied excellent
10. Are you satisfied with duration of sanction & amount of conveyance advance in
HR-EB?
satisfied dissatisfied neutral
11.Are you satisfied with the amount of re-imbursement of children education?
Satisfied dissatisfied fully satisfied neutral
12.Do you feel that amount as provided under House Building Advance is
sufficient? Agree disagree to some
extent
13.Numbers of Holiday Provided by NTPC are sufficient?
Less more adequate
14.How do you rate the process of HR-EB in respect of sanction of your leave through
People Soft
Fair poor good best
15. How do you rate your PF and Gratuity benefits?
Poor fair good best
16. The rates of food items provided in your canteen are reasonable?
Yes no to some extent
17.Is there sufficient space to accommodate every employee in the canteen?
Agree disagree partly agree
18.Are you satisfied with HR-EB activities involved in handling GPAIS Claim?
Satisfied dissatisfied neutral
19.Satisfaction level regarding duration of granting medical advance?
Satisfied dissatisfied neutral
20.HR-EB Employees are open to receive feedback from other employees?
Yes no to some extent
DEPARTMENT: DESIG/GRADE:
SUGGESTIONS:
sufficient? Agree disagree to some
extent
13.Numbers of Holiday Provided by NTPC are sufficient?
Less more adequate
14.How do you rate the process of HR-EB in respect of sanction of your leave through
People Soft
Fair poor good best
15. How do you rate your PF and Gratuity benefits?
Poor fair good best
16. The rates of food items provided in your canteen are reasonable?
Yes no to some extent
17.Is there sufficient space to accommodate every employee in the canteen?
Agree disagree partly agree
18.Are you satisfied with HR-EB activities involved in handling GPAIS Claim?
Satisfied dissatisfied neutral
19.Satisfaction level regarding duration of granting medical advance?
Satisfied dissatisfied neutral
20.HR-EB Employees are open to receive feedback from other employees?
Yes no to some extent
DEPARTMENT: DESIG/GRADE:
SUGGESTIONS:
ANALYSIS ANALYSIS
ANDAND
INTERPRETATIOINTERPRETATIO
NN
ANDAND
INTERPRETATIOINTERPRETATIO
NN
Q.1 Are you satisfied with the pay package, benefits and welfare package of the
organization?
31
9
0
5
10
15
20
25
30
35
YES NO
Series1
Q2. Are you aware about the rewards, including non-financial ones, to motivate
employees?
52%
10%
38%
Yes
No
To some extent
Q3. Are you satisfied with the quality of service provided at HR-EB?
69%
18%
13%
Satisfied
Dis-Satisfied
Neutral
organization?
31
9
0
5
10
15
20
25
30
35
YES NO
Series1
Q2. Are you aware about the rewards, including non-financial ones, to motivate
employees?
52%
10%
38%
Yes
No
To some extent
Q3. Are you satisfied with the quality of service provided at HR-EB?
69%
18%
13%
Satisfied
Dis-Satisfied
Neutral
Q4. Is there uniformity in implementing HR policies and systems?
16
11
13
Agree
Dis agree
Partly agree
Q5.Your satisfaction regarding On –Line activities of EB functions through People-
Soft?
21
7
12
0
5
10
15
20
25
SatisfiedDis-SatisfiedNeutral
Series1
Q6. Are your company’s benefits well defined and shared with all the employees?
16
11
13
Agree
Dis agree
Partly agree
Q5.Your satisfaction regarding On –Line activities of EB functions through People-
Soft?
21
7
12
0
5
10
15
20
25
SatisfiedDis-SatisfiedNeutral
Series1
Q6. Are your company’s benefits well defined and shared with all the employees?
22
4
14
Yes
No
To some extent
Q7. Your satisfaction regarding activities of HR-EB Time- Office?
35
2 3
0
5
10
15
20
25
30
35
SatisfiedDis-
Satisfied
Partially-
satisfied
Series1
Q8. Timely response for settlement of loans and advances.
25
3 3
9
0
5
10
15
20
25
Good Neutral
Series1
Q9. Employee friendly behavior of service provider in HR-EB?
4
14
Yes
No
To some extent
Q7. Your satisfaction regarding activities of HR-EB Time- Office?
35
2 3
0
5
10
15
20
25
30
35
SatisfiedDis-
Satisfied
Partially-
satisfied
Series1
Q8. Timely response for settlement of loans and advances.
25
3 3
9
0
5
10
15
20
25
Good Neutral
Series1
Q9. Employee friendly behavior of service provider in HR-EB?
17
16
3
4
0
2
4
6
8
10
12
14
16
18
Good SatisfiedDis-satisfiedExcellent
Series1
Q10. Are you satisfied with duration of sanction & amount of conveyance advance in
HR-EB?
Q11. Are you satisfied with the amount of re-imbursement of children education?
32
2
6
Satisfied
Dis-satisfied
Neutral
32
2
6
0
10
20
30
40
SatisfiedDis-satisfiedNeutral
16
3
4
0
2
4
6
8
10
12
14
16
18
Good SatisfiedDis-satisfiedExcellent
Series1
Q10. Are you satisfied with duration of sanction & amount of conveyance advance in
HR-EB?
Q11. Are you satisfied with the amount of re-imbursement of children education?
32
2
6
Satisfied
Dis-satisfied
Neutral
32
2
6
0
10
20
30
40
SatisfiedDis-satisfiedNeutral
Q12. Do you feel that amount as provided under House Building Advance is sufficient?
7
24
9
Agree
Dis agree
To some extent
Q13. Numbers of holidays provided by NTPC are sufficient?
5
1
34
Less
More
Adequate
Q14. How do you rate the process of HR-EB in respect of sanction of your leave through
People-Soft?
15
1
20
4
Fair
Poor
Good
Best
Q15. How do you rate your PF & Gratuity benefit?
7
24
9
Agree
Dis agree
To some extent
Q13. Numbers of holidays provided by NTPC are sufficient?
5
1
34
Less
More
Adequate
Q14. How do you rate the process of HR-EB in respect of sanction of your leave through
People-Soft?
15
1
20
4
Fair
Poor
Good
Best
Q15. How do you rate your PF & Gratuity benefit?
2
11
21
6
Poor
Fair
Good
Best
Q16.The rate of food items provided in your canteen are reasonable?
8
11
21
Yes
No
To some extent
Q17. Is there sufficient space to accommodate every employee in the canteen?
9
13
18
0
5
10
15
20
Agree Dis-agreePartly agree
Series1
11
21
6
Poor
Fair
Good
Best
Q16.The rate of food items provided in your canteen are reasonable?
8
11
21
Yes
No
To some extent
Q17. Is there sufficient space to accommodate every employee in the canteen?
9
13
18
0
5
10
15
20
Agree Dis-agreePartly agree
Series1
Q18. Are you satisfied with HR-EB activities involved in handling Group Personal
Accident Insurance claim?
13
5
22
Satisfied
Dis-satisfied
Neutral
Q19. Satisfaction level regarding duration of granting Medical Advance?
22
2
16
0
5
10
15
20
25
SatisfiedDis-
Satisfied
Neutral
Series1
Q20. HR-EB employees are open to receive feedback from other employees?
Accident Insurance claim?
13
5
22
Satisfied
Dis-satisfied
Neutral
Q19. Satisfaction level regarding duration of granting Medical Advance?
22
2
16
0
5
10
15
20
25
SatisfiedDis-
Satisfied
Neutral
Series1
Q20. HR-EB employees are open to receive feedback from other employees?
15
8
17
Yes
No
To some extent
FINDINGS FINDINGS
8
17
Yes
No
To some extent
FINDINGS FINDINGS
ANDAND
RECOMMENDATIRECOMMENDATI
ONON
FINDINGS
1.Employees are aware to some extent about the rewards that are provided to
them.
RECOMMENDATIRECOMMENDATI
ONON
FINDINGS
1.Employees are aware to some extent about the rewards that are provided to
them.
2.Many employees disagree & partly agree about the uniformity of HR
policies & systems
3.Company’s benefits are well defined & shared to all the employees.
4.Many employees are dis-satisfied with the amount of re-imbursement of
children education.
5.The amount, which was provided under HBA, was not sufficient for the
employees.
6.Numbers of holidays provided to the employees are adequate for them.
7.Rate of food items provided to the employees in the canteen are reasonable
to some extent and for some items only.
8.There is not sufficient space to accommodate every employee
9.HR-EB employees are to some extent open to receive feedback from other
employees.
10.An HR-EB activity involved in handling GPAIS claim, out of 40, 13 are
satisfied, 5 are dis-satisfied and rest are neutral in their views.
RECOMMENDATIONS
1. Benefits / salary not at par with similar experience level in most other
industries.
policies & systems
3.Company’s benefits are well defined & shared to all the employees.
4.Many employees are dis-satisfied with the amount of re-imbursement of
children education.
5.The amount, which was provided under HBA, was not sufficient for the
employees.
6.Numbers of holidays provided to the employees are adequate for them.
7.Rate of food items provided to the employees in the canteen are reasonable
to some extent and for some items only.
8.There is not sufficient space to accommodate every employee
9.HR-EB employees are to some extent open to receive feedback from other
employees.
10.An HR-EB activity involved in handling GPAIS claim, out of 40, 13 are
satisfied, 5 are dis-satisfied and rest are neutral in their views.
RECOMMENDATIONS
1. Benefits / salary not at par with similar experience level in most other
industries.
2. The communication gap should be removed and there must be more and
more interaction with the employees.
3. Promotion benefits should be introduced for the non-executives,
particularly who have M.B.A qualification.
4. Benefits & welfare package needs the immediate & substantial
upgradations.
5. More open attitude towards addressing genuine welfare issues.
6. There is a need to improve the quality and quantity of food as well as the
space so that every employee can be accommodated in the canteen
7. Along with the suggestion scheme, think week should be celebrated in the
organization. This will generate new ideas for the improvement of the
organization.
more interaction with the employees.
3. Promotion benefits should be introduced for the non-executives,
particularly who have M.B.A qualification.
4. Benefits & welfare package needs the immediate & substantial
upgradations.
5. More open attitude towards addressing genuine welfare issues.
6. There is a need to improve the quality and quantity of food as well as the
space so that every employee can be accommodated in the canteen
7. Along with the suggestion scheme, think week should be celebrated in the
organization. This will generate new ideas for the improvement of the
organization.
CCONCLUSIONONCLUSION
Conclusion
The study at NTPC revealed that the employees of the
organization are satisfied with the benefits provided to them.
Through the analysis of the responses of the employees it
Conclusion
The study at NTPC revealed that the employees of the
organization are satisfied with the benefits provided to them.
Through the analysis of the responses of the employees it
seems that the employees are aware of the various benefits
provided to them by the organization. The company has a well
defined HR-MANUAL –which includes all the information
regarding social security, advances, incentive schemes and
facilities being provided to the employees. The mean score of
the respondents have showed that they are aware of the
policies & schemes adopted by the company. This is the reason
for maximum employee retention .The strong human resource
enhances the public image of the organization as NTPC is one
of the “NAVRATNAS” of the Indian public sector
undertaking.
Finally an organization with maximum employee retention
and healthy working environment further enhances the image
of company.
REFERENCES :
WWW( WORLD WIDE WEB) WEB ADDRESSES
1) HTTP://WWW.NTPCEOC.COM
2) HTTP://WWW.NTPC.CO.IN
provided to them by the organization. The company has a well
defined HR-MANUAL –which includes all the information
regarding social security, advances, incentive schemes and
facilities being provided to the employees. The mean score of
the respondents have showed that they are aware of the
policies & schemes adopted by the company. This is the reason
for maximum employee retention .The strong human resource
enhances the public image of the organization as NTPC is one
of the “NAVRATNAS” of the Indian public sector
undertaking.
Finally an organization with maximum employee retention
and healthy working environment further enhances the image
of company.
REFERENCES :
WWW( WORLD WIDE WEB) WEB ADDRESSES
1) HTTP://WWW.NTPCEOC.COM
2) HTTP://WWW.NTPC.CO.IN
BOOKS
1) RAO, P. SUBRA
“ESSENTIALS OF HUMAN RESOURCE MANAGEMENT
AND INDAUSTRIAL RELATIONS(text, cases and games) “ 2
ND
EDN.
2) RAO, VSP
“HUMAN RESOURCE MANAGEMENT (text and cases)” 5
TH
EDN.
1) RAO, P. SUBRA
“ESSENTIALS OF HUMAN RESOURCE MANAGEMENT
AND INDAUSTRIAL RELATIONS(text, cases and games) “ 2
ND
EDN.
2) RAO, VSP
“HUMAN RESOURCE MANAGEMENT (text and cases)” 5
TH
EDN.
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