HR Manual_8.5.

12

HR MANUAL

HR Manual_8.5.12

HUMAN RESOURCE POLICY

We, at Rashtriya Chemicals & Fertilizers Limited, a leading public sector undertaking of Government of India, in the business of manufacturing and marketing fertilizers and chemicals, firmly believe that human resource is the single most precious asset of our organization. We continuously endeavor to keep the manpower motivated through various interventions for higher levels of quality and productivity. We are committed to continual improvement and excellence in all our HR interventions through: Strengthening a learning culture by effective training and development, total employee involvement, achieving high performance standards through performance management system and adherence to ethical values. Providing avenues for growth and development by aptitude and need based cross functional mobility of employees to harness their full potential. Ensuring growth of each employee in the organization through a carefully worked out career advancement scheme. Implementing redeployment strategy for manpower optimization. Developing and nurturing an organizational climate which encourages creativity and innovation. Inducting appropriate quality of manpower and retaining them. Making proactive efforts to maintain cordial industrial relations and discipline through a system of periodic interaction with employee collectives. Laying down of all the employee related policies properly and following these transparently Abiding by all statutory obligations in letter and spirit.

HR Manual_8.5.12

HUMAN RESOURCE MANAGEMENT

1.0 HR is the singular most powerful factor affecting any organization. It involves three phases termed as welfare, development and empowerment. Human Resource Management (HRM) is a process of bringing people and organizations together so that the goals of each are met. The art and science of HRM is indeed complex. We have chosen the term art and science as HRM is both the art of managing people by recourse to creative and innovative approaches; it is a science as well because of the precision and rigorous application of theory that is required.

1.1 The various features of HRM include: a) b) c) d) e) f) g) It is pervasive in nature as it is present in all enterprises. Its focus is on results rather than on rules. It tries to help employees to develop their potential fully. It encourages employees to give their best to the organization. It is all about people at work, both as individuals and groups. It tries to put people on assigned jobs in order to produce good results. It helps an organisation to meet its goals in the future by providing for competent and well-motivated employees. h) It tries to build and maintain cordial relations between people working at various levels in the organisation. i) It is a multidisciplinary activity, utilizing knowledge and inputs drawn from psychology, economics etc. 2.0 PRINCIPLES OF HR MANAGEMENT Principles of Human Resources Management have been summarized in 10Cs as under: 1. Comprehensiveness: The proper management of all aspects of the people bearing in mind that the human resources are the most valuable resource the firm has. This means that the financial, health, transportation, tools and anything employees need to work are well taken care of. 2. Cost-effectiveness: The Company ensures that they remunerate their employees appropriately. The employees reward system should be able to sustain the organisation. 3. Control: Firms should be able to take charge of their employees and ensure that productivity and quality is achieved and maintained. 4. Coherence: All the steps taken by the HR team is in line with the mission and vision of the Company. Human Resources Managers should direct their focus on what the Company needs and employee abilities. 5. Communication: Communication is very important in every organization. As it ensures there is flow of information that is necessary for efficiency.
3

HR Manual_8.5.12

6. Creativity: Creativity is a key to be efficient in human resources management. HR Managers should adopt new ways of human resources management as long as it fits the goals and objectives of HR. 7. Competence: It is the responsibility of HR Managers to ensure that their employees are skilled to do their duties. Because, the competence of a firm depends on that of its employees, firms should do everything to increase employee capabilities by training them. 8. Credibility: The organization must ensure that they remain the best brand to most of their clients by maintaining their credibility. They should put in place strategies that ensure all employees have a clear sense of direction to a common goal. 9. Change is inevitable for businesses. The fastest business to embrace change in management of their human resources is better placed to produce better results. 10. Commitment: Every organization has objectives which they intend to meet both for themselves and for their clients. To meet these goals, firms need committed staff therefore it is the firms responsibility to keep their employees motivated so as to ensure they are committed to the organizations course.

HR Manual_8.5.12

I . HUMAN RESOURCE PLANNING

1.0 The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. 2.0 Recruitment Process: 2.1 Identifying the vacancy:

The recruitment process begins with the Human Resource Department receiving requisitions for recruitment from any department of the Company. These contain: Posts to be filled Number of persons Duties to be performed Qualifications required.

2.2 Preparing the job description and person specification. 2.3 Advertising the vacancy Locating and developing the sources of required number and type of employees. 2.4 Managing the response Matching the job description and person specification vis--vis response 2.5 Short-listing and identifying characteristics. the prospective employees with required

2.6 Arranging Interviews of the selected candidates. 2.7 Conducting the interview and decision making

2.0 SOURCES OF RECRUITMENT Recruitment at induction and other level posts approved by Competent Authority shall be made from the sources below:a) Departmental candidates those who are fulfilling laid down criteria by issuing Departmental Advertisement. Regional / Local Employment Exchange. Candidates who have completed prescribed Apprenticeship.

b) c)

HR Manual_8.5.12

d)

Direct recruitment by issuing Press Advertisement (Local/Regional/ National level as applicable). Oustees/PAPs or their dependents whose lands have been acquired for the construction of the factory/township of the Company as per prescribed procedure and if applicable. On deputation as per requirement. Any other source with the approval of the Competent Authority in exceptional circumstances.

e)

f) g)

3.0

PAY SCALES AND POSTS: All the positions in the Company will be in the approved scale as may be in force from time to time. The existing pay scales effective from 01.01.2007 are as follows:.

The Company has following approved pay scales as on 1.1.2007: NON-OFFICER CADRE
Grade A0 A1 A2 A3 A4 A5 A6 A7 A8 A9 A10 A11 A12 A13 Scale of Pay 5500-9400 6475-11350 7600-15250 8260-17000 8600-18000 8650-19000 9300-21500 9300-21500 10425-23900 10425-23900 11850-27800 12500-35500 12500-35500 20250-45500 Normal Designations Jr.Plant Attd.& Equivalent Plant Attd.Gr.III & Equivalent Plant Attd.Gr.II & Equivalent Plant Attd. Gr.I & Equivalent Sr.Plant Attd. /Jr.Typ.Clerk & Equivalent Tech.Gr.III/Optr.Gr.III/Nurse Gr.III/Typ.Clerk & Equivalent FD/MR Gr.II/Tech.Gr.II/Operator Gr.II & Equivalent Steno Clerk/Jr.Accts.Asstt./Sr. Typ.Clerk & Equivalent Tech.Gr.I/Optr.Gr.I/FD/MR Gr.I Equivalent Steno Asstt. /Typ.Asstt./Accts. Asstt. & Equivalent Sr. Optr./Sr. Tech./Sr.FD/MR/ Sr.Steno Asstt./Sr.Accts.Asstt. & Equivalent Sr.Optr/Tech.(SG)/Jr Exe.Optr. & Equivalent Sr.Optr/Tech.(SG1)/Asstt. Exe.Optr. & Equivalent Sr.Optr/Tech.(SG2) & Exe.Optr.Equivalent Group D D D C C C C C C C B B B B

HR Manual_8.5.12

OFFICER CADRE
Grade E0 E1 E2 E3 E4 E5 E6 E7 E8 E9 Scale of Pay 12600-32500 16400-40500 20600-46500 24900-50500 29100-54500 32900-58000 36600-62000 43200-66000 51300-73000 62000-80000 Normal Designations AFM/Jr. Off/AAO/AMO & Equivalent Engineer(Chem./M./E./I.)/Officer(Fin./Mktg./HR)& Equivalent Sr. Engineer(C./M./E./I.)/Sr. Officer(Fin./Mktg./HR)& Equi. Dy. Manager(Chem./Mech./Elect./Inst./ Fin./HR)& Equi. Manager(Chem./Mech./Elect./Inst./ Fin./HR)& Equi Sr. Manager(Chem./Mech./Elect./Inst./ Fin./HR) & Equi Chief Manager(Chem./Mech./Elect./Inst./ Fin.//HR)& Equi.. DGM & Equivalent GM & Equivalent ED & Equivalent Group B A A A A A A A A A

4.0

DIRECT RECRUITMENT:

Based on the requirement of the various skilled manpower, the intake in Non-Officer Cadre will normally be done at the following levels:

4.1 Non-Officer Cadre:

4.1.1 Unskilled Manpower: (i) Minimum intake qualification for lowest entry grade is SSC. (ii) Direct Recruitment in Unskilled category i.e. Junior Plant Attendant & Equivalent/Plant Attendant Gr. III & Equivalent will be done in A0/A1 grade for exceptional cases. (iii) For the post of Ward Attendant, where two years experience is sought, recruitment - in A2 grade. (iv) Jr. Fireman Gr. III (A2 grade)- prescribed qualification is SSC + Training Course of State Fire training Centre (six months duration) and also holding Heavy Motor Vehicle License.; (v) Equipment Attendant Gr. II (A2 grade)- prescribed qualification is SSC +Heavy Motor Vehicle License along with 2 years, experience.

HR Manual_8.5.12

4.1.2 Semiskilled Manpower: Direct recruitment in Semiskilled category is made in A4 grade. The Company recruits Apprentices as per statutory quota either through notification to appropriate Employment Exchanges/data bank of RDAT and if required simultaneously through Press Advertisement. Act apprentices are recruited in different trades such as Mechanical Maintenance (CP)/ Electrician, Draughtsman, Machinist etc. The successful Act Apprentices are considered for appointment as Company Trainee for a period of 1 year as per the requirement of the Company. 4.1.3 Skilled Manpower: (i) Technical Discipline(Company Trainee): On the Technical side, the direct recruitment of Company Trainee is made as Operator Trainee [those who have completed Apprenticeship as Attendant Operator (CP)/Diploma in Chemical Engineering with 1 year training under BOAT] or Technician Trainees [those who have completed Apprenticeship as Instrument Mechanic(CP) / (Diploma in Engineering) in Mechanical / Electrical / Instrumentation disciplines with 1 year training under BOAT]. These Company Trainees are absorbed in A-5 Grade, on completion of one year Training . (ii) Paramedical: Recruitment of Nurse Gr.III & other equivalent - in A5 grade. (iii) Non- Technical Discipline: (a) The Recruitment in Ministerial cadre - as Jr. Steno Clerk in A5 Grade (after completion of one year Company Training) (b) The Recruitment in Finance Discipline - as Jr. Accounts Clerk in A5 Grade(after completion of one year Company Training) (iv) Marketing Discipline: The Recruitment of B.Sc.(Agri.) qualified candidates in Marketing Discipline will be as Marketing Representative Gr. III in A5 grade(after completion of one year Company Training) . 4.2 Officer Cadre:

Manager is the dynamic life-giving element in a business. They are the people who have authority over others and are responsible for their activities and for the operations of an enterprise. The caliber and performance of managers will largely determine the success of a business.

HR Manual_8.5.12

(a) Management Trainees: The Company recruits Management Trainees who are absorbed in E-1 grade after completion of 1 year training. Graduate Engineers are recruited on Technical side and MBA & Equivalent qualified persons in respective field are recruited for NonTechnical Discipline. (b) Other specialized categories: Normally, recruitment in Executive cadre will be made through Management Trainee Scheme. However, in case of urgent need of experienced/trained Technical/Professional Personnel OR Specialized posts, there will be direct recruitment in E-1 or E-2 grade with the approval of the Competent Authority.

HR Manual_8.5.12

II. PROMOTION POLICY

RCF emerged in 1978 as result of split of erstwhile FCI. Promotion rules made by erstwhile FCI were followed. The company introduced over a period of time, many new schemes extending monetary benefits to its employees. In order to make all schemes available at a glance, it was felt necessary to compile all promotion rules. [A] 1.0 1.1 PROMOTION OF EMPLOYEES WITHIN UNIONIZED CATEGORY GUIDING PRINCIPLES All promotions made in accordance with this policy are from one Grade to the next immediate higher grade, subject to availability of vacancies. For all categories of promotion, basic principles of promotion will be 2/3rd of available vacancies to be filled on the basis of seniority cum fitness/suitability and 1/3rd of available vacancies to be filled on the basis of merit. For promotions on merit, Criteria of efficiency, past performance and seniority (if all other factors are equal), will be applicable. Computation of vacancies:

1.2

2.0

While arriving at the no. of vacancies on a particular date, all the vacancies, i.e. (i) newly created posts (ii) resultant vacancies created due to promotions of existing employees to the next higher grade (iii) requirement of new projects & (iv) Retirements till the next date of scheduled assessment shall be considered for computation of vacancies on a particular date. Personal upgradations will not be considered as clear vacancies. 3.0 SUITABILITY 3.1 A candidate will be considered suitable for Promotion/Time Bound Placement/Stagnation only if 1] There is no EOL during the entire period of specification. 2] There is no adverse rating in any of the personal attributes as well as in overall performance of the Confidential Reports of preceding three years. 3] There is no warning letter/censure issued to the candidate by the Authority ( CE & above). In this case the candidate will be bypassed for the benefit for 6 months. This will include the warning letter issued by CAM for misuse of Company quarter. 4] The worker has not availed medical leave on 7 or more (limit revised currently to 9 or more ) occasions during any of the preceding 3 calendar years period.

10

HR Manual_8.5.12

3.2

The candidate who has not been considered for promotion/TBPS/Stagnation because of EOL, adverse CR rating, Warning Letter, Medical Leave frequency will be bypassed only once for any one or more reasons for the same period, which is falling in the specification period of granting promotion/TBPS/Stagnation of same or higher grade.

3.3 In case of a candidate who was not considered due to any of the disqualification specified under the clauses mentioned above, only the record for the subsequent period of 6 months/one year will be seen at the time of next assessment. .

3.0 SPECIFICATIONS FOR PROMOTION (VACANCY BASED) / TIME BOUND PLACEMENT IN NON- TECHNICAL UNIONISED CATEGORIES

3.1 PROMOTION SPECIFICATIONS FOR NON -TECHNICAL DISCIPLINE SL. CATEGORY NO. MINISTERIAL CADRE 1. 2. 2. 3. 4. 5. 6. 5. Jr. Typist Clerk to Typist Clerk (Multiple) Jr.Steno Clerk to Steno Clerk Typist Clerk to Sr Typist Clerk Steno Asstt./Typist Asstt. Sr. Steno Asstt./Sr.Asstt. Executive Asstt.(Functional) Sr. Executive Asstt.(Functional) Telephone Operator-CumReceptionist (A2/A3/A4/A5/A7/A9) FINANCE DISCIPLINE 6. 7. 8. 9. 5 4 6 5 6 5 6 5 5 3 8th Std. DESPATCHERS/MESSENGERS & EQUIVALENT SSC Pass Office Attndt.(multiple) A1 * 4 Messenger Gr.II(multiple) A2 * 4 Messenger Gr.I A3 6 5 Sr. Messenger A4 6 5 Despatcher A5 6 5 Sr.Sender A7 6 5 Club Attendant-cum-Pump-Operator A1 to A7 6 5 *Persons recruited under distress will be promoted after 5 years
11

PROMOTION GRADE

NO.OF YEARS REQUIRED IN THE NEXT BELOW GRADE SSC/ HSC 5 5 6 6 6 6 5 6 GRADUATE 4 4 5 5 5 5 3 5

A5 A7 A7 A9 A10 A11 A12 -

Jr. Accounts Asstt.(Multiple) Accounts Assistant Sr. Accounts Assistant Executive Asstt.(Fin.) Sr. Executive Asstt.(Fin.)

A7 A9 A10 A11 A12

11. 12. 13. 14. 15. 16. 17.

HR Manual_8.5.12

3.2 PROMOTION SPECIFICATION FOR MARKETING DISCIPLINE

SL. NO. CATEGORY PROMOTION GRADE NO.OF YEARS REQUIRED IN NEXT BELOW GRADE

1. 2. 3. 4. 5. 1 2. 3. 4. 5. 6. 1. 2. 3. 4. 5. 6. 7.

LAB ATTENDANTS Non - SSC SSC Lab Attendant Gr. III A0 & A1 Lab Attendant Gr. II (Multiple) A2 7 5 Lab Attendant Gr.I/Field A3 7 6 Attendant Sr. Lab Attendant/Sr. F. Attdnt. A4 7 6 Lab. Asstt. Gr. III/Field Asstt. A5 6 SOIL ANALYST SSC* B. Sc.(Agri.) Soil Analyst Gr. III A5 6 Soil Analyst Gr. II A6 6 4 Soil Analyst Gr. I A8 6 5 Sr. Soil Analyst A10 6 5 Executive Soil Analyst A11 6 5 Sr. Executive Soil Analyst A12 5 3 F.D./ MKTG. REPRE. SSC* B.SC(Agri) Jr. M. R. Gr. I A4 6 M. R. Gr. III A5 6 F.D / M. R. Gr. II A6 6 4 F.D/M. R. Gr. I A8 6 5 Sr. F.D./Sr. M. R. A10 6 6 Executive F.D./ M. R. A11 6 5 Sr. Executive F.D./ M. R. A12 5 3 * For Employees Redeployed/ Transferred from other Disciplines. For Placement in A12 onwards, Seven year Service in A12 Grade is required.

12

HR Manual_8.5.12

3.3 SPECIFICATIONS FOR PROMOTION (VACANCY BASED) / TIME BOUND PLACEMENT IN TECHNICAL UNIONISED CATEGORIES
Minimum experience required in lower grade /scale (in years) to become eligible for promotion / Time Bound placement to the respective grade for different qualifications. GRADE SCALE OF PAY/GRADE NO.OF YEARS REQUIRED IN NEXT BELOW GRADE Non-Matric / Non-SSC (Min VIIIth Pass) Pre-Basic/ Matric / SSC/ Basic / HSC Trade Apprentice/ SSC/HSC +3 yrs NCVT&1yr Company Training 5 Matric + Adv. Course/5 PPT / DIP (in Engg.) + BOAT / B.Sc.+1&1/2 yr. NCVT& 1yr. Company Training 6 -

1 Jr. Plant Attendant Plant Attendant Gr.III

2 5500-9400 (A0 Grade) 6475-11350 (A1 Grade)

3 5 (3 Years 1.1.2007 onwards) 5 (2 Years 1.1.2007 onwards) 6 6/6/7 6 6/6/7 6 6 6 6/6/7 6 6/6/7 6 6 6 8 ( 1.1.2007 onwards)

4 5 (3 Years 1.1.2007 onwards) 5 (2 Years 1.1.2007 onwards) 5 5/5/7 5 5/5/7 5 5 5 5/5/7 5 5/5/7 5 4 6 8 ( 1.1.2007 onwards)

Plant Attendant Gr.II

7600-15250 (A2 Grade)

Plant Attendant Gr. I Sr. Plant Attendant Tech.III/Optr. III etc. Tech.II/ Optr.II. etc. Tech.I / Optr. I etc. Sr. Tech / Sr. Optr. etc. (1)(A11Grade) (2)(A12 Grade) (3)(A13Grade) (4)

8260-17000 (A3 Grade) 8600-18000 (A4 Grade) 8650-19000 (A5 Grade) 9300-21500 (A7 Grade) 10425-23900 (A8 Grade) 11850-27800 (A10 Grade) Placement 12500-35500 Placement 20250-45500 Further Increment of 3%

4 5 5 5/5/7 5 5/5/7 5 4 6 8 ( 1.1.2007 onwards)

4 5 5/5/7 5 5/5/7 5 4 6 7 ( 1.1.2007 onwards)

The employee, irrespective of his existing grade in unionized categories, who acquires qualifications such as AMIE, BE, B.Sc(Engg.), B.Tech., LLM, CA, ICWA will be promoted to the position of Executive Optr./Techn. and equivalent in A-11 Grade after assessment with additional sanction which will be personal to such individual.

13

HR Manual_8.5.12

[B] PROMOTION OF EMPLOYEES TO & WITHIN OFFICERS CATEGORY:

1.0 POLICY FOR PROMOTION OF BELOW BOARD LEVEL EXECUTIVES. 1.1 The existing system of promotion of below Board Level Executives on merit basis are in the four clusters as follows: 1. Promotion from worker category of employees to the lowest grade of officer category i.e. to E0 grade. 2. Promotion of Unit level officers within officer cadre (i.e. from E0 to E1 grade, E1 to E2 grade and E2 to E3 grade). 3. Promotion at Corporate Level Officers i.e. from E3 to E4 grade, E4 to E5 grade and E5 to E6 grade. 4. Promotion from CE level i.e. E6 grade to the position of Dy. General Manager (E7 Grade), General Manager (E7 to E8 Grade) and Executive Director (E8 to E9 Grade). 1.2 For E1 grade, officers completing the prescribed years experience in next below grade as on 30th June are considered for assessment on 1st April. For E2 & above grades, Management Trainees absorbed in E1 grade/Officers joining from outside and in case of officers rejoining from lien upto 30th Sept. are considered eligible for assessment as on 1st April of the said year only in case of first promotion after joining/rejoining. PROCEDURE OF SELECTION FOR PROMOTIONS.

1.3

2.0

The assessment procedure will comprise of the two components namely PAS-3 (CR) rating and personal interview as detailed below. GRADES PAS-3 For 3 yrs. Unit Level Promotion (for E0 to E3 60 Grades) Corporate Level Promotion(For E4 45 and above Grades) Pers. Interview 40 55 Total 100 100

3.0 PREPARATION OF SELECTION LIST FOR PROMOTIONS The marks secured by the employee on the basis of PAS rating and personal interview (Average marks of all DPC members) which will be added together and the order of merit will be prepared. Only those employees who have obtained the prescribed qualifying 75 marks will be included in the selection list for promotion depending on number of vacancies to be filled and with due consideration of reservation guideline, wherever applicable.

14

HR Manual_8.5.12

4.0 4.1

POINTS OF REJECTION A candidate who has availed any Extra Ordinary Leave [EOL] during the last 3 years duration and/or having average or poor rating in any of the attributes of PAS-3 in the immediate preceding three years of the assessment will not be considered for inclusion in selection list to be prepared by DPC for that year. However, at the time of assessment in next year of such candidate who were not considered due to Adverse PAS3/EOL, their record of subsequent one year only will be checked for no further Adverse PAS3 / EOL etc. by the DPC. If employee is under suspension/inquiry or prosecution is pending against the candidate the sealed cover procedure will be followed in that case as per Rules.

4.2

4.3 Cases of employees having doubtful Integrity should be brought to the notice of CMD. Only officers having consistently good rating on Integrity for continuous period of three years should be considered eligible for promotion. ELIGIBILITY/EXPERIENCE IN NEXT BELOW GRADE FOR PROMOTION
Qualification / Promo -tion to the Grade For B. Sc/ Dip. In Engg. /(Graduates in non-Tech. Disciplines) Graduates/ Adv. Course/ 5 PPT qualified Executives (2) For Post-Graduates qualified (in line) NonTech., M. Sc. (Agri.) For Graduates in Engg./ CA / ICWA / regularized in E-1 grade with PG qualification like MBA after BA,B.Sc.etc/ Medical Doctors / Company Secretary/Boiler Proficiency

(1)

(3)

(4)

E-0 E-1 E-2 E-3 E-4 E-5 E-6 E-7 E-8 E-9

5* 2 4 5 3 4 4 3 2 1

5*
(6 for SSC+2PPT)

--2 3 3 4 4 3 2 1

3
(4 for SSC+2PPT)

3 3 3 4 4 3 2 1

Note: 1) In case of Marketing Discipline, 4 years specification for promotion to Officers cadre(E0 Grade). 2) SSC, NCVT qualified officers are promoted on 5/2/6 yrs. Experience in E0/E1/E2 grades and they are not eligible for promotion to E3 & above grades 3)The concession of six months to newly recruited officers shall continue.

15

HR Manual_8.5.12

III. RESERVATION POLICY

Presidential Directives have been issued from time to time extending the policies and procedures of the Government in regard to the reservation, relaxation, concession, etc. for Scheduled Castes, Scheduled Tribes, Other Backward Classes, Physically Handicapped, Ex-Servicemen, etc. to Central Public Sector Undertakings. Accordingly, the Company has been implementing Reservation policy for various categories of employees mentioned above as per the Government guidelines from time to time. 1.0

PERCENTAGE OF RESERVATION FOR DIRECT RECRUITMENT:

Group A B C D

SC *15 15 10 10

ST 7.5 7.5 9 9

OBC *27 27 27 27

P.H.P. 3 3 3 3

Ex-servicemen Nil Nil 14.5 24.5

* For Direct Recruitment on All India Basis otherwise than by Open Competition the percentage for SCs is 16.66 and for OBCs are 25.84 2.0
PERCENTAGE OF RESERVATION IN PROMOTION :

(i) 15% for SCs and 7.5% for ST and 3% for PHP in all the groups up to the lowest rung of Group A. (i) In Promotion by Selection to posts within Group A, i.e. for promotion upto Addl.C.E & Equivalent (E-5 Grade) there is no reservation except a concession namely that the SC/ST officers who are senior enough to be in the zone of consideration for promotion so as to be within the number of vacancies (without relaxation in marks) for which the select list has to be drawn up, would be included in the list, provided they are not considered unfit for promotion. No reservation/concession is available for the posts beyond E-5 grade.

(ii)

16

HR Manual_8.5.12

IV. PERFORMANCE APPRAISAL

[A] OFFICERS PERFORMANCE APPRIASAL SYSTEM (PAS)

1.1.

KPAs: Appraiser and Appraisee will together identify 5 major KPAs (Key Performance Areas) at the beginning of the year (16th March -31st March) and fix targets(Individual and/or Group target as applicable) for the appraisee to work during the year. PAS-1 Forms: Performance Appraisal System-1 (PAS-1) Form to be filled in the Portal assigned to SAP by the Appraiser as per the mutually agreed KPAs & Targets in PAS-1 Form. Appraiser & Appraisee together take a mid-term (1-10 October) review of Appraisees Performance on his KPAs/Targets. This is for considering revisions (with justifications) in KPAs or Targets if any and Performance Counseling, if required. PAS-2 Forms: Performance Appraisal System-2 (PAS-2) Form to be filled in the Portal assigned to SAP by the Appraiser indicating the Revised KPAs/Targets. Revisions if any must be endorsed by Reviewing authority. If there is no change in KPAs/Targets as compared to decided in PAS1, the PAS 2 will indicate NO CHANGE, SAME AS PAS 1. (1-10th October) PAS-3 Forms: Performance Appraisal System-3 (PAS-3) Form to be filled in the Portal assigned to SAP by the Appraiser by allotting score secured out of 20 against each KPA and the score for Managerial Competencies (out of 100) in the Final Appraisal Forms i.e. PAS-3 to at the end of the year (by 31st March) PAS-3 forms duly filled in by Appraiser are sent to Reviewing and Controlling Authorities by 10th May and 15th May respectively of following year. The process of getting the PAS-3 duly filled and wherever required, getting it reviewed by the Competent Authority, will be completed upto 31st May of following year. The Appraiser will submit Training & Development Needs Format directly to HR(D) by 30th April.

1.2.

1.3.

1.4.

1.5.

1.6.

1.7.

NOTE: This system has presumed a Top-down approach in the process of identifications of KPAs and Targets. Thus major Corporate Goals will flow in the form of specific targets for levels down the line. 2.0 in order to adhere to time schedule mentioned above there are deterrents like deduction of marks of appraiser for non-submission of PAS-3 as per schedule at the discretion of the Management.

17

HR Manual_8.5.12

3.0

DEFINING OUTSTANDING AND POOR PERFORMANCE:

a) Total score of 184 & above shall be considered as Outstanding Performance provided none of the Managerial Competencies is rated below Good i.e. score below 5. Such PAS 3 form needs to be sent for acceptance of Director (in case of officer upto PE & equivalent level ) and for acceptance of CMD (in case of officer in Dy. CE and above level). In case, if any of the Managerial Competencies rated below Good i.e. score from 1 to 4, such PAS 3 form will not be considered as Outstanding Performance and need not be sent for perusal of CMD. b) Total score below 132 shall be considered as Poor Performance and such PAS 3 form needs to be sent for acceptance of Director (in case of officer upto PE & equivalent level) and for acceptance of CMD (in case of officer in Dy. CE and above level). 4.0
Sl 1. 2. 3. 4. 5. 6. 7. DELEGATION OF POWERS FOR PAS: Designation Executive Director/Director Upto General Manager Upto Dy. General Manager Upto Chief Engineer Upto Addl.Chief Engineer Upto Dy. Chief Engineer Upto Plant Engineer Reporting Authority CMD Director Exe.Director General Mgr./CGM DGM CE & Equiv. Dy.CE/Addl.CE (as applicable which ever is higher) AFM/JE/APE (as applicable which is higher) Reviewing Authority CMD CMD Director Exe. Director GM/CGM DGM CE or Equiv. Controlling Authority CMD CMD CMD Director Exe. Director GM/CGM DGM

8.

All workmen

PE/Dy.CE/ CE or equiv. Addl.CE (as applicable which is higher

NOTES: (i) Although CE or Equivalent level is the Controlling Authority for workmen, DGM being a Head of Group of plants, all CRs be routed through concerned DGM. CR of any worker with Poor or Outstanding Remarks will be put up to GM for final acceptance. CR of any officer upto PE & equivalent rank with Poor or Outstanding remarks will be sent to concerned Director for final acceptance. CR of any officer in Dy. CE and above level with Poor or Outstanding will be sent to CMD for final acceptance. PAS 1, PAS 2, and PAS 3 of all finance officers working in IPD Marketing and Fertilisers Marketing Division shall be filled by finance Deptt. only.

(ii) (iii) (iv) (v)

18

HR Manual_8.5.12

5.0 EVALUATION OF FACTORS CONTRIBUTING/INHIBITING PERFORMANCE 5.1 While evaluating the performance under each KPA the effect of and inhibiting factor will be incorporated and indicated separately. contributing

5.2 For significant personal contributions if any, a separate note may be written in the closing remarks by the appraiser.

[B] 1.0 2.0

WORKERS CONFIDENTIAL REPORTS (ACRs) Workers Confidential Reports will be maintained for a calendar year. RATING OF OVERALL PERFORMANCE: (i) Total score 135 & above = Outstanding provided no attribute is rated below (ii) Total score below 90
Good. = Average

3.0

EVALUATION SYSTEM: (a) (b) (c) The Personal attributes are rated on 10 point scale. There are 15 attributes which are to be rated on 1 to 10 point scale. CR will carry maximum 150 marks.

2.0

ADVERSE ENTRIES AND RATING OF OVERALL PERFORMANCE: h) Any attribute rated below Good (i.e. score 1 to 4) will be considered as Adverse and will be communicated to the concerned employee. Such CR forms need not be sent to concerned GM once controlling authority has accepted the ratings. Total score below 90 = Average

(ii)

5.0 ACCEPTING AUTHORITY : (i) DGM is the accepting authority for workmen. (ii) Acceptance of concerned GM is essential in case Overall Performance is rated as Outstanding or Average. (iii) ACRs of all finance workers working in IPD Marketing and Fertilisers Marketing Division shall be filled by finance Deptt. only.

19

HR Manual_8.5.12

V. TRANSFER
1.0 An employee may be transferred from one Plant / Department / Unit /Location to another on any of the following grounds: A) Request Transfer On receipt of Personal request from the employee for personal reasons subject to requirement at other locations and approval of the Management. B) Lateral Transfer Transfer to other discipline against departmental Advertisement on lateral transfer basis. C) Administrative Transfer a. b. c. d. On rotation On re-deployment On promotion On re-designation for acquiring higher qualification D) Transfer to other PSU/Central/State Government on deputation 2.0 Seniority of the Persons: Seniority of the Person transferred will be determined as follows: 2.1 The seniority of employee transferred from one Unit/Division/Office/to another with/without change in the discipline, will carry his old seniority (based on the date of appointment in the scale of pay/post) if such transfer is made on administrative grounds by management and his seniority will be fixed in the new Deptt. accordingly. 2.2. The seniority of employees transferred at their own request from one Unit/Division/Office to another with/without change in the discipline, will be at the bottom of the seniority list of employees of the transferred discipline. 3.0 TRANSFER T.A. (except for Request Transfer)

1. Transportation Cost:Rs. 21/- per KM(maximum of Rs.5,000/-) 2. Disturbance Allowance: one month Basic Pay 3. Labour Cost:Loading and unloading charges at actual (maximum of Rs.4,000/-) 4. Transportation of Car: Only for Employees in the grade of E3 &above 5. Traveling Cost: DGM and above- travel by air in Economy Class for self and their families. Officers below the level of DGM- by AC-II tier. 6. Packaging Cost: at actual subject to a ceiling of Rs.5000/7. Insurance Cost: at actual subject to a maximum of Rs.3000/-

20

HR Manual_8.5.12

8. Incidental Expenses: DGM and above-one airfare in Economy Class and others- one single fare as per entitled class. Incidental expenses are payable only if he moves with the family. 9. Octroi On actual basis. 4.0 Joining time is admissible when: a) a) The transfer involves change in residence The new post is in an office located at a place other than the one from where the employee has been transferred and at a considerable distance. In case of request transfer only journey time will be admissible subject to above conditions.

b)

4.1 Quantum of Joining Time Maximum Six days preparatory leave(Including Intervening weekly Offs and Holidays) are allowed and for every 500 k.m. distance or part thereof additional one day is allowed. However, this will be available only in case of change in Residence, provided he has not availed official / acquaintance tour to the new place of posting.

21

HR Manual_8.5.12

VI. SEPARATIONS
1.0 SUPERANNUATION

All employees including executives below Board Level shall retire from the services of the Company on their completing the age of 60 years. The age set forth in the service record of the employee shall be the basis for arriving at the date of superannuation and the employee shall retire on the last day of the calendar month in which he attains 60 years. However, those employees whose date of birth is 1st of the month shall retire from the services of the company on the last day of the preceding the month. 2.0 2.1 RESIGNATION Any employee who desires to leave the services of the Company shall submit a letter of resignation to the Appointing Authority through proper channel. A copy of the resignation letter shall also be handed over to the HR Department simultaneously and acknowledgement obtained thereof. A resignation shall take effect only after it has been accepted by the Management / Competent Authority and after fulfilling the obligations imposed by the conditions of appointment or contract. A Permanent Employee may leave the services of the Company after giving 1 month(for workman)/ 3 months (for officers) notice as per the terms and conditions of his appointment. The Company reserves the right either to accept pay and allowance/adjustment of leave towards notice period or demand for actual service during the notice period.The Company reserves the right not to accept the resignation if, any disciplinary proceedings / criminal proceedings are pending, initiated or contemplated against an employee. LIEN: All employees with minimum 10 yrs. of regular service elsewhere in the Company will be eligible to apply for grant of lien. Lien will be considered if, employee is joining other Public Sector or Govt. Depts. In India, Foreign assignment through Govt., foreign assignment with Govt. or Public Sector Undertakings on employees own efforts. 4.0 PREMATURE RETIREMENT

2.2

3.0

In case of Officer cadre: An employee who has attained the age of 50 years and is considered to be medically unfit, inefficient or of doubtful integrity may be prematurely retired in Public Interest by the Competent Authority who will satisfy itself with the instances necessitating the premature retirement. A detailed procedure is prescribed under Sub Rule-10 of RCF Employees CDA Rules, 2005, providing for periodical review of individual cases by a Committee which will submit its recommendations to the Competent Authority.
22

HR Manual_8.5.12

The premature retirement under these rules is independent of and without prejudice to Managements Right to dispense with the services of an employee on three months / one months notice (applicable as per terms of appointment). In case of Non-Officer cadre: Any workman may be retired on medical grounds after he has been duly examined and certified as unfit for further employment by the Medical Officer of the unit or a medical board constituted by the unit. 6.0 TERMINATION OF EMPLOYMENT: The services of an employee may be terminated in accordance with the terms of appointment and in accordance with the rules under Standing Orders / CDA Rules, which includes Dismissal, Discharge and removal from services and Compulsory Retirement prescribed under Rule.

23

HR Manual_8.5.12

VII. LEAVE RULES

1.0 LEAVE ADMISSIBLE (A) i. ii. Casual Leave Casual Leave is intended to cover casual absence of the employees for personal reasons. Casual Leave will be allowed for TWELVE DAYS in a calendar year. Public Holidays and Weekly Off occurring during the spell of the leave will not be treated as part of leave. Casual Leave can be granted for half day, if half day casual leave is taken then lunch interval will be taken as the dividing line. Casual Leave can be combined with Special Casual Leave only and not any other leave. It cannot be combined with joining time. Those employees joining the service of the Company during the first half of the calendar year shall be allowed full admissible quantum of casual leave. The employees joining from 1st July onwards will be allowed 6 days casual leave for the calendar year in which they join. Casual Leave will not be granted for more than 10 days at a time. Casual Leave cannot be accumulated and un-availed CL will lapse at the end of each calendar year. Casual Leave can be taken while on tour, but no daily allowance will be admissible for the leave period. SPECIAL CASUAL LEAVE Special Casual Leave falls outside the normal casual leave and can be granted to meet special situation but not for domestic or personal reasons as in the case of Casual Leave. e.g. in case of Curfew, for participating in sporting events of National or International importance in a representative capacity or engaged in coaching or administrative capacity of teams participating in such events (maximum 30 days in the calendar year), for attending annual general meeting and participating in activities of recognized Trade Unions etc. C) EARNED LEAVE i. Earned Leave will accrue to the employee @ one day for every eleven days worked. Holidays and weekly off occurring during the spell of the Earned Leave shall not be treated as part of leave. Earned Leave can be accumulated up to a maximum of 300 days. Earned Leave can be availed on maximum 3 occasions in a calendar year. On 4th / 5th occasions and also beyond 5th occasion, it can be availed with the approval of Competent Authority prescribed for such no. of occasions.. Earned Leave encashment will be as circulated by the Management from time to time.

iii. iv. v.

vi. vii. viii.

B)

ii. iii.

iv.

24

HR Manual_8.5.12

D) i.

HALF PAY LEAVE Half Pay Leave will be admissible @ 20 days for each completed year of service and can be availed of with or without medical certificate. Holidays and weekly off occurring during the spell of Half Pay Leave will be treated as part of the Half Pay Leave. Commuted Leave: Half Pay Leave can be converted into full pay leave (commutable) at half the no. of days of half pay leave by availing on submission of Medical Certificate. MATERNITY LEAVE This will be granted to Female employees as per provisions of Maternity Benefit Act and Rules made there under.

ii.

E)

F)

SPECIAL LEAVE Special Leave on full pay for a total period not exceeding 6 months during the entire service will be granted to employees suffering from the following diseases on production of Medical Certificate from an authorised Medical Officer. i. T.B. ii. Cancer iii. Leprosy iv. Severe Heart Attack/Angina Pectoris v. Paralysis vi. Mental Diseases vii. AIDS viii. Any other disease, which the CMD may add to this list from time to time. NB: Special Leave will be granted only when an employee exhausts all kinds of leave to his credit. EXTRA ORDINARY LEAVE WITHOUT PAY Under special circumstances when no other leave is due and the employee concerned requests in writing for the grant of EOL, such leave may be granted to him at the discretion of the Management. When EOL is not sanctioned, the unauthorized absence will be treated as break in service. The period spent on EOL will not be counted for the purpose of eligibility for promotion.

G)

H)

STUDY LEAVE Study Leave without pay can be granted at the discretion of the Management on merits of each case for a maximum period of 2 years during the entire service to those employees who have put in a minimum period of two years in the Company subject to executing a Surety Bond/Service Bond, as prescribed by Management. No expenses in connection with the Study Leave would be borne by the Company.

25

HR Manual_8.5.12

I)

QUARANTINE LEAVE Quarantine Leave may be granted with pay to an employee who is not able to attend duty due to any infectious diseases like Cholera, Small Pox, Plagues, Diphtheria, Typhoid Fever and Cerebral meningitis in his family. Such leave may be granted on the certificate of the Chief Medical Officer of the Company for a period not exceeding 20 days and in exceptional cases upto 30 days.

J)

SPECIAL LEAVE FOR ACCIDENT WHILE ON DUTY: All employees/trainees and deputationists working in the Company are eligible for this leave. The period of absence on account of accidents arising out of and in the course of employment (i.e. while on duty) will be treated as on duty in cases where the employee is to be hospitalized. Only the period of hospitalization will be treated as on duty and will be eligible for special leave. In other words, this benefit is not available in case there is no hospitalization. This will be in lieu of the half monthly payments due under the Workmen's Compensation Act. Special Leave for Accident while on duty shall be forwarded by the concerned GM, endorsed by DGM(CMHS) and approved by CMD.

K)

PAID HOLIDAY ON ACCOUNT OF ELECTION In order to enable employees to exercise their Franchise in General Election to Lok Sabha and State Assemblies, (Brihanmumbai Municipal Corporations) Polling day in the respective constituencies will be observed as a paid holiday on account of these elections, provided polling falls on a working day(During the working hours) of the employees. If polling time does not fall during the working hours, the employee will not be entitled for Holiday.

2.0 COMPETENT AUTHORITY TO SANCTION LEAVE 2.1 Casual, Earned, Sick, Half pay, Maternity Leave etc.-

DGM & CE or equivalent - Full powers upto 15 days for employees under his control., GM & above - Full powers. Earned Leave on 4th & 5th occasions in a calendar year: Concerned General Manager - For employees up to Dy. CE level Concerned Executive Director - For Addl. CE & above level Earned Leave beyond 5th occasion in a calendar year: Concerned Director - For employees up to Dy. CE level CMD - For Addl. CE & above level

26

HR Manual_8.5.12

2.2

Extraordinary leave without pay Full powers Full powers upto 2 months on medical grounds On recommendation of CMO Full powers upto 1 month on medical grounds On recommendation of CMO

Director Executive Director GM & above 2.3

Special leave with pay CMD -Upto 3 months to be reported to Board

2.4

Study leave for higher qualification of recognized University / autonomous bodies. CMD Full powers

27

HR Manual_8.5.12

VIII. MEDICAL ATTENDANCE AND TREATMENT RULES

(Under Revision) 1.0 Medical Treatment includes : (i) Engaging pathological, bacteriological, radiological, sonological and other methods such as CT Scan, MRI, Nuclear Scans and necessary by the Authorised Medical Attendant. (ii) The supply of medicines, standard vaccines such as BCG, Diphtheria, Pertussis, Tetanus, Polio, Measles, Mumps, Rubella, Hepatitis B (Vaccines only for children below the age of 10 years and risk prone adults), Rabies, sera such as anti-snake venom or other therapeutic substances. (iii) Dental treatment except supply of dentures, crown work bridge work, orthodontic work and other specialized dental work, which is in the nature of beautification. (iv) Urology, Gastrointestinal surgery, Neuro Surgery, Plastic Surgery, meant for functional improvements but not for beautification. (v) ENT treatment except the supply of Hearing aids, Speaking Valves, etc. (vi) Gynec and obstetrics treatment except for restrictions on infertility treatment as specified in these rules. (vii) Ophthalmic treatment such as the supply of all visual aids for defective vision including the supply of intra ocular lens. The reimbursement of cost of Intra-Ocular Lens admissible upto Rs.2500/- per lens. The supply of other visual aids such as spectacles and contact lenses is inadmissible. Lasik surgery to correct refractive errors and surgery for correction of squint are also inadmissible. (viii) Orthopedic treatment. (ix) Provision for treatment of special diseases such as Cancer, Diabetes, Renal failure (Dialysis), Tuberculosis, Mental disease, Poliomyelitis, IHD, AIDS, SARS, etc. as admissible under these rules. (x) Physiotherapy (xi) Rehabilitation of employees addicted to alcohol and drugs as admissible under these rules. (xii) Nursing and hospital accommodation appropriate to status of the Employees. (xiii) Diet in the case of indoor patients, free as admissible under these rules. (xiv) Ayurvedic and Homeopathic System of Treatment.

28

HR Manual_8.5.12

(xv) New scientific methods of treatment / techniques after the approval of the Competent Authority. 2.0. ELIGIBILITY OF DEPENDANTS FOR MEDICAL TREATMENT : All the criteria mentioned herein below are required to be fulfilled simultaneously for deciding Dependency for Medical Facility / Treatment: 5A) Criteria for dependency are: (I)Residential Status: II) Income : For spouse (wife/husband, as the case may be) Income criteria will not be applicable. Parents are deemed to be dependent on the Employee if their total monthly income from all sources including pension and pension equivalent of DCRG benefit does not exceed Rs.5000/- p.m. III) Age: Son including legally adopted, unmarried , dependent son are eligible for medical Treatment/facility till the age of 25 years, except Mentally Retarded / Permanently Disabled Children. Dependent Sister and brother of Employee on roll are eligible for medical Treatment/facility till the age of 25 years. Widowed sister, widowed daughter and Mentally Retarded or Permanently Disabled Children of Employee on roll are eligible for medical facilities irrespective of the age. IV) Marital Status: Son, daughter including legally adopted children, sister and brother are eligible for medical treatment till they get married. Widowed sister and widowed daughter are eligible for medical treatment till they get remarried. Daughter - Divorced/abandoned or separated from her husband shall be treated as dependent on employee and will be eligible for medical treatment irrespective of the age limit subject to the condition that she does not have income ( including alimony amount) exceeding Rs.5000/-p.m. (as in case of dependency of parents) from any source. V) Mentally Retarded/Permanently Disabled Children: Mentally Retarded or Permanently Disabled son / daughter / legally adopted children of Employee on roll are eligible for medical facilities irrespective of the age limit.The cases of Mentally Retarded / Permanently Disabled brother/sister above 25 years age, permanently residing with the Employee will be considered on case to case basis, based on the merit of the case, for extending medical Treatment/facility, to the extent available in RCF Hospital with the approval of CMD.

29

HR Manual_8.5.12

3.0. ELIGIBILITY FOR OTHER CATEGORY OF EMPLOYEES : I. Sportsman: Sportsman on training or on contract are eligible for Treatment for self only to the extent available in RCF Hospital. Deviations, if any, should be subject to specific approval. II. Trainee/Apprentice : Trainees/Apprentices are eligible for Treatment for self only to the extent available at RCF Hospital till his completion of training or apprenticeship period. I. CISF Employees : CISF employees and the members of their families wholly dependent and residing with them are eligible for Treatment as stipulated vide CISF (Medical) Rules till their deployment with the Company. The condition of residing with the employee will be relaxed in the case of eligible dependents of CISF employees who are staying in barracks. II. Railway Employees : Railway Employees engaged within the premises of the Company are eligible for Treatment in RCF Hospital on payment basis at the rates prescribed by the Controlling Medical Officer and approved by the Competent Authority. The employees of Central Railway posted at RCF Thal siding and their eligible dependants as per our criteria for dependency will be extended free Treatment/facility to the extent available at RCF Thal Hospital. They should be referred to Central Railway Hospital for services not available in RCF Thal Hospital. V) Deceased Employee: The spouse, dependant parents and dependant unmarried children of a deceased employee will be eligible for medical facilities at par with retired employees under the RCF retired employees contributory scheme without making any contribution till the normal date of retirement of the employee. Thereafter, only the spouse will be eligible for medical facilities as per the RCF retired employees contributory scheme on the specified payment or at Government rates, if he/she does not join the said scheme. VI) Retired Employees:
COMMON GENERAL CONDITIONS

1. Retired employee and his/her spouse are eligible for treatment on one time non refundable payment basis. In addition, Permanently Disabled Child (Whether Mentally or Physically) of retired employees will be eligible for medical facilities

30

HR Manual_8.5.12

irrespective of the age limit on making onetime non-refundable payment of Rs.5000/- at the time of retirement. 2. a) The retired employees staying within 8 kms from Units Hospital will have to avail medical facilities only from respective Units Hospital. (b) Retired employees residing within the area where Panel Doctors are appointed by the Company will be entitled to avail all the medical services available with the panel doctor, including supply of medicines by Panel Chemist, if any. 3. There are two schemes for retired employees; (I) Non-Contributory Scheme :

Under this Scheme, Ex-employees do not contribute for medical facility. 1) The overall limit for reimbursement of medical expenses per family i.e. Self & Spouse will be Rs.1.5 lakhs per annum. 2) The reimbursement will be as per Govt. rates or as per 30% of the reimbursement rates whichever is less except medicines which shall be at actuals. 3) Retired Employees will not be eligible for reimbursement of implants, artificial appliances. (II) Contributory Scheme:

1) The facility of reimbursement of medical expenses at rates at par with regular employees will be extended under this Scheme on non-refundable payment per family (self & spouse) as under: Sr. No. (i) Date of Retirement Amount of Onetime Payment All ex-employees-a) upto GM- Rs.10,000/(b)GM& above-Rs.12,000/All ex-employees- (a) upto GM-Rs.16,000/(b) GM & above-Rs.20,000/-

Prior to 1st January, 1992 :

(ii)

1st January, 1992 and later:

The contribution for retiring employees in future will be reviewed after every 3 /4 years. 2) The upper limit under this Scheme will be of Rs.3.00 lakhs p.a. per family with reimbursement rates as applicable to serving employees subject to the terms & conditions in this regard. 3) The facility will be available to the retiree / eligible VR optee essentially for himself / herself and his / her spouse, if both are alive. 4) The Company reserves the right of discontinuing the contributory scheme

31

HR Manual_8.5.12

VII) Voluntary Retired Employees : Specific Group of Employees who were separated by Voluntary Retirement prior to 10.4.1989 and on or after 12.2.2003 under the Voluntary Retirement Scheme relaunched with benefit of medical facility vide Circular No.117 dated 12.2.2003 will be entitled for medical facilities at par with superannuated employees as specified vide rule 6 and clause VI. VIII) Contractors and their staff/Casual Employees/Mathadis : Contractors and their staff/Casual Employees/Mathadis engaged for the Company work are eligible for free first aid Treatment at OHC/RCF Hospital only for injuries sustained while on duty. IX) Employees Relatives: The relatives of the Employees other than dependent members of his family are allowed for Treatment in RCF Hospital only on payment basis at the rates prescribed by the Controlling Medical Officer and approved by the Competent Authority. Employee has to arrange for medicines and certain materials required for rendering certain services. 4.0. GRANT OF MEDICAL ADVANCES: I) The Approving Authority subject to his delegation of power vested for granting medical advance set out in sub-clause (iii) of this rule, may, on the certification of Controlling Medical Officer as to the duration and approximate cost of treatment and on the terms and conditions set out in sub-clause (ii) of this Rule, grant an advance to Employees for Medical Attendance and Treatment when they or the eligible dependent members of their Family are taking Treatment, a) as an in-patient in a Hospital or private clinic b) as an outpatient in cases of TB, Cancer, chronic renal disease, AIDS and Thalassemia etc. II) The advance will be subject to the following terms and conditions:

(a)The amount of advance shall not normally exceed twelve months Pay or 75% of the anticipated expenditure whichever is less on production of certificate from Authorised Medical Attendant of the Hospital where the patient is undergoing Treatment and certification of the same by the Controlling Medical Officer. However, the condition of limiting the advance will not be applicable in the case(s) where the RCF Hospital authorities refer the case(s) for Treatment and the advance will be granted equal to the anticipated expenditure on production of certificate from Hospital authorities where the patient is referred for Treatment.

32

HR Manual_8.5.12

(b) Ordinarily not more than one advance shall be granted for the same span of illness or injury. (c) The advance shall be adjusted against the reimbursement that is admissible and any excess shall be recovered from the pay bill of the Employee in one installment.

(i) Recovery of medical expenses for the Treatment of parents: An Employee is required to share 10% of the medical expenses for Treatment of dependent parents availed in Private Hospital on the reference of RCF Medical Authorities. Employee is expected to pay the recovery amount in one installment. However, in few genuine cases for affecting the recovery of such expenses, may review the individual case based on merit of the case and decide the number of installments. (ii) Recovery for the medical expenses for the Treatment of eligible dependents other than parents :In cases where recovery is to be effected from the Employee for the Treatment to eligible dependents, for the expenses above Rs. 5 lakhs, the number of installments will be decided by GM(HR) based on merit of the case d) The Employee should submit his reimbursement claim on the expenditure incurred against advance drawn within one month of incurring the expenditure or discharge of the hospitalized patient whichever is later. Failure to submit the proof of submission of the medical claim(s) to the finance department within two months of drawing the advance will result in recovery of entire advance. iii) The delegation of powers for granting medical advance will be as follows: 1. Controlling Medical Officer(DGM-CMHS) 2. GM(HR) 3. CGM(HR)/ED(HR) 4. CMD : upto Rs. 20000/: upto Rs. 50000/: upto Rs. 100,000/: above Rs.100,000/-

5.0 TIME LIMIT: Claims for reimbursement of medical expenses in respect of a particular spell of illness will be preferred within three months from the date of initiation of Treatment. 6.0 Monetary Ceiling: Expenditure on a spell of treatment or continuous treatment within a calendar year costing beyond Rs 10 lakhs will require the approval of Board of Directors. 7.0 Travelling Allowance Medical TA will not be allowed for OPD Treatment. TA will be admissible only for indoor treatment. Patients needing ambulance will be paid at actuals.
33

HR Manual_8.5.12

8.0 Treatment of Eye Diseases: The reimbursement of cost of Intra-Ocular Lens admissible upto Rs.2500/- per lens. The supply of other visual aids such as spectacles and contact lenses is inadmissible. Lasik surgery for correction of refractive errors and surgery for correction of squint are not admissible. 9.0 Total Knee & Hip Replacement: Generally, these joint replacements are inadmissible except when patient is suffering from severe Rheumatoid Arthritis Gr IV, Avascular Necrosis Gr.IV , Severe Ankylosing Spondylitis, Accidents in case of employees and their dependents subject to employee bear 25% cost of implants in case of and dependent children. Parents will not be entitled for this treatment. 10.0 Entitlement of Class of Accommodation: Employees holding the rank of Plant Engineer & above and his eligible Dependants are entitled for accommodation in the cabin subject to availability, if admitted in RCF Hospital. The normal class of entitlement will be as follows if referred by RCF:Entitlement Slab-I Slab-II Slab-III Slab-IV Slab-V Slab VI Slab VII Designation Plant Attdt. to Sr. Plant Attdt. Operator Gr. III to Gr. I Sr. Operator to APE PE / Dy. CE Addl.CE / CE DGM/GM/CGM ED/Director Reimbursment Rates Rs. 600/Rs. 900/Rs. 1200/Rs. 1800/Rs.2500/Rs.3200/Rs. 4000/-

11.0 Promotion of Small Family Norms a) Grant of Family Planning Allowance to an employee, who undergoes sterilization, is not to be absorbed in future in pay either in the same post or on promotion to higher posts. b) The Employee must be within the reproductive age group. In the case of male Employee, it would mean that he should not be over 50 years and his wife should be between 20 to 45 years of age. In the case of female Employee, she must not be above 45 years and her husband must not be over 50 years of age. c) The employee should have not more than two surviving children. 12.0 Leave for Blood Donation: The employees who donated blood on working days may be granted special casual leave for that day only.

34

HR Manual_8.5.12

IX. EMPLOYEE PARTICIPATION & GRIEVANCE REDRESSAL

1.0 GRIEVANCE REDRESSAL SYSTEM

Grievance Redressal System in the Company aims at providing a channel or avenue by which any aggrieved employee may present his grievance; providing a procedure which ensures that there will be a systematic handling of every grievance. It also aims at providing a method by which an aggrieved employee can relieve his feelings of dissatisfaction with his job/working condition/ promotion/ career growth etc. There is a multi-facet Grievances Redressal System as follows: Grievance Cell has been established at Welfare Centre to facilitate the employees to record their grievances. Employees handover their grievances (handwritten or typed in any language Hindi, English or Marathi) through proper channel or directly to the Co-ordinator of the Grievance Redressal Cell at Welfare & Guidance Centre, Factory Gate No.1. The Co-ordinator accepts the grievances and makes entry in the Grievance Register in presence of employee and forward the grievance to the concerned Sectional head of HR Dept. Grievances are also redressed through Union representative in various meetings with the Management. Individual employee also can write through the departmental head or directly to the HR Deptt. The concerned HR Officer decides on the genuine grievance as per the laid down policy. If he cannot decide as per the rules and guidelines in vogue, such grievance is put up to the Management. Explaining the facts of the case and suggestions to resolve the problem if any. Complaint Register is also maintained for SC/ST employees which is kept in the custody of SC/ST Liaison Officer at Trombay as well as Thal Unit. Women cell is also set up for female employees, which also functions as Sexual Harassment Complaint Committee. 2.0 WORKERS PARTICIPATION IN MANAGEMENT

Workers Participation in Management aims at: establishing cordial relations between employers and workers; building up a spirit of co-operation and understanding between them; increasing productivity; securing better welfare services for workers; and at training them to understand and share the responsibilities of management. 2.1 (a) Works Committee (as per the provision of Industrial Dispute Act, 1947) Various sub-committees of Works Committee are as follows: 1) Hospital Advisory Committee 2) Township Advisory Committee 3) Sports and Cultural Advisory Committee
35

HR Manual_8.5.12

(b) Canteen Management Committee (as per the provision of Factories Act, 1948) (c) Central Safety Committee (as per the provision of Factories Act, 1948) In addition to the Central Safety Committee, there are Plant wise Safety Committees comprising of workers representatives. 2.2 Quality Circles:

A QC circle is a small group consisting of first-line employees who continually control and improve the quality of their work, products and services. It aims at identifying all the associated problems. The group systematic analyses the problem using problem solving tools and techniques of Quality Circle so as to reach to the root cause of the problem and finding out probable solutions, selection of an ultimate one, working out the action plan for implementation of the solution. it is more of a forum for examining its own work and deciding on the ways for achieving higher perfection through selfinvolvement. 2.3 Suggestion Scheme:

This scheme is under implementation in the company since 1965. Main objective of this scheme is to utilize the creativity of individuals through suggestions. This is a forum which promotes employee's intellectual contribution in the management process. The Suggestion Scheme in the company iis not confined to any particular area but encompasses different ideas which help the organization in wastage reduction to conservation of resources, pollution control, efficiency improvement and every other aspect which improves quality of life of our esteemed employees. 2.4 Five S - Workplace Management:

Housekeeping practices in any company reflect the managements general attitude towards work. Neatness and cleanliness of workplace has become an important requirement. Modern developments call for high level of process accuracy, dust free atmosphere, proper maintenance, clean habits, understanding and proper training of employees towards workplace management. A clean factory always impresses everyone and also helps to create confidence on the quality of product. Five-S is an integrated concept for proper housekeeping which is called as Workplace Management. Effective work place management calls for Five steps. Japanese in their language call these steps as: 1)SEIRI Organising or re-organising, SEITON: Neatness, SEISO: Cleaning, SEIKETSU: Standardization, SHITSUKE: Discipline. 2.5 KAIZEN :

Kaizen means improvement. The core principal of kaizen is to make small, immediate improvements in the processes and standards of the workplace. It means small Improvements done consistently over a long period of time. If the kaizen principles are integrated into workplaces, noticeable improvements are seen right away, and great improvements in the long term. It improves quality, safety,Customer satisfaction, delivery, Productivity, and reduce waste.

36

HR Manual_8.5.12

X. INDUSTRIAL RELATIONS

Industrial Relations means Employer-Employee relations in an industry. It is the relationship that emerges out of day-to-day working and association of labour and management. It includes individual relations and joint consultation between employers and workers at their places of work, collective relations between employers and their organizations and trade unions and the part played by the State in regulating these relations. The main aspects of Industrial Relations are: 1. 2. 3. 4. Promotion and development of healthy, labour Management Relations; existence of strong, democratic and responsible Trade Union. Maintenance of industrial peace and avoidance of industrial strife through joint Management. Development and growth of industrial democracy; Establishing plant level Joint Management Councils, Joint Committees, Quality Circles, etc. The spirit of collective bargaining recognizes equality of status between the two conflicting groups and prepares the grounds in an atmosphere of trust and goodwill for discussions and negotiations on matters of common interest to both industry and labour. Welfare work helps create, maintain and improve labour management relations and thereby contribute to industrial peace. The success of Industrial Relations depends on the ability of Industrial Relation Executives to effectively carry out the union management Policies.

5. 6.

In an Industry, the Collective Bargaining, Plant Discipline and Union Relations are the principal items which form the core of Industrial Relations. Industrial Relations Approach: The Management believes in solving problems of the employees across the table through collective bargaining. Various industrial relation aspects involve dealing with the representative union/forums of various groups, handling grievances of employees, disciplinary actions, handling court cases, etc. as detailed below: (A) Collective Bargaining with various Major Trade Unions The individual as well as collective service matters of the workmen category including wages, promotion, non-statutory welfare matters etc. are discussed between the Union and Management in its monthly scheduled Meeting and matters are resolved amicably. The service conditions/matters of workmen are regulated by Standing Orders of the Company. Both the union and the management do not believe in agitation, strike, lockout, etc.

37

HR Manual_8.5.12

(B) RCF SC/ST Employees Welfare Association This forum is affiliated to SEWASTAMBHA, and is a watch guard for implementation of reservation policy in the matters of Recruitment and Promotion, In general, it promotes interest of SC/ST employees and specifically, it can intervene in the matter of implementation of Govt. guidelines regarding reservation, maintenance of Rosters, etc. C)RCF Officers Association This is the registered union of officers affiliated to NCOA which represents individual as well as collective service matters of the officers category in RCF. The service conditions of officers are governed by RCF Employees (Conduct, Discipline & Appeal) Rules, 2005. D)Contract Labour, Mathadi Labour Administration Contract Labour There are some non-core supportive services carried out by the Contract Labour engaged through specialized agencies. These jobs are awarded to independent contractors on annual contract basis by inviting tenders through news papers/listed parties. The contract is awarded to the lowest tenderer fulfilling the statutory requirement. It is ensured that the contractor holds a valid labour license and having PF & ESIS Code. Mathadi Labour Company is engaging Mathadi workers for carrying out various operations of Bagging and Dispatches, which covers loading/unloading, stacking and other allied operations etc. They are governed by the Maharashtra Mathadi, Hamal and Other Manual workers (Regulation of employment & Welfare ) Act, 1969. Company Trombay Unit is Registered Employer of Mathadi workers under the Railway Goods Clearing and forwarding Unprotected Workers (Regulation of Employment and Welfare) Scheme, 1976. For Thal, Company is registered with Grocery Market & Shops Board and is bound to engage Registered Mathadi workers for the job relating to loading and unloading operation. Company is engaging the Mathadi workers at both the units through the Mathadi Board constituted by the State Govt.

38

HR Manual_8.5.12

XI. DISCIPLINARY ACTION

Maintenance of the discipline in an establishment is of paramount importance for its smooth running. Disciplinary Action is required to be taken sometime to discipline an employee. An employer who takes a punitive action against his employee is required to observe principles of equity, justice and fair play. These principles are termed as Principles of Natural Justice. 1.0 1..1 1.2 GUIDE LINES FOR DISCIPLINARY ACTION Preliminary investigation into complaint is necessary to establish a prima facie case before framing the charges. The Disciplinary Action is to be initiated against Officer as per the provisions of CDA Rules and against the worker as per the provisions of Certified Standing Orders. The Charge-Sheet should be framed in simple & unambiguous language specifying inter alia the following: a) b) c) d) e) Date, time & place of incident Precise description of the incident Relevant provision of the Certified Standing Order /CDA Rules as applicable. Specific time for submitting the explanation in writing. In case employee is required to be suspended from work, pending inquiry, the same should also be recorded in the concluding para of the Charge sheet or a separate Suspension order shall be issued.

1.3

1.4

Charge Sheet is to be served on the employee and acknowledgement obtained. The Charged employee should be given fair chance to understand/explain the charges. If the employee ask for extension of time for giving written reply, reasonable extension may be granted after taking into consideration the reasons given therefor. In case the Charged employee admits all the charges unconditionally, categorically and without any reservation in writing and in the opinion of the Disciplinary Authority the misconduct warrants minor punishment, there is no need to proceed further with the inquiry. In such case, the charged employee shall be imposed with minor penalty by issuing a written order and after giving a personal hearing. In case the Charged employee admits the Charges unconditionally & categorically in writing without any reservation and in the opinion of the Disciplinary Authority the misconduct warrants major punishment, an inquiry shall be held in the matter by appointing the Inquiring Authority.

1.5 1.6

1.7

1.8

39

HR Manual_8.5.12

1.9

If the charge is not admitted or no reply to the charge sheet is received, an inquiry is to be ordered. If charges are accepted partially, an inquiry is ordered for the charges not specifically admitted. The Disciplinary Authority shall appoint an Inquiring Authority and a Presenting Officer and the same shall be informed to the charged employee. The delinquent employee can opt for a Defence Asstt. from the co-workers of the unit/department, if he so desires. SUBSISTENCE ALLOWANCE: In case of suspension, pending investigation or inquiry, the employee shall be paid subsistence allowance as under:

1.10 2.0

2.1

For Non-Officer Cadre Employee: a) At the rate of fifty percent of the basic wages and allowances which the workman was entitled to immediately preceding the date of suspension, for the first ninety days of suspension. b) At the rate of seventy-five percent of such wages for the remaining period of suspension if the delay in the completion of disciplinary proceedings against such workman is not directly attributable to the conduct of such workman. c) Notwithstanding anything contained in (a) and (b) above where the provisions related to subsistence allowance under any other law/standing orders being in force are more beneficial to workman, these will prevail.

2.2

For Officer Cadre Employee: (a) An employee will be entitled to draw subsistence allowance equal to 50% of his last drawn Basic Pay + DA and admissible allowances as per rules provided he is not engaged in any other employment or business or profession or vocation. A certificate to this effect is required to be furnished by the suspended employee in the prescribed format. Please refer Annexure-V of CDA Rules. If the suspension period exceeds 6 months, the amount of subsistence allowance may be increased upto 75 % of basic pay if the period of suspension have been prolonged for reasons not directly attributable to the employee under suspension.

(b)

The Detailed procedure of holding the Disciplinary Proceedings has been elaborated in CDA Rules in case of Executive Cadre and this being a standard legal procedure, shall also be followed in case of Unionised cadre employees.

40

HR Manual_8.5.12

3.0

Penalty: An employee may be imposed with any of the following penalties on being found guilty of misconduct, depending upon the severity of misconduct and his past records.

3.1

Non-Officer Cadre Employee (as specified under Certified Standing Orders): i. ii. iii. iv. v. vi. vii. Adverse entry in the Personal Record or Censure Fine Stoppage of increment Reversion to a lower post Suspension without pay for a period not exceeding 4 days. Discharge without or with notice or pay in lieu of notice but without loss of Provident Fund benefits. Dismissal.

3.2

Executive Cadre Employee (as specified under CDA Rules): [I] i. ii. iii. iv. Minor Penalties: Censure Withholding of promotion Withholding of increments of pay with or without cumulative effect for a specified period. Recovery from pay or such other amount as may be attributable to him of the whole or part of any pecuniary loss caused to the Company by his misconduct, negligence or breach of orders. Reduction to a lower stage in a grade/time scale of pay for a period not exceeding three years, without cumulative effect. Major Penalties: Reduction to a lower stage in a grade/time scale of pay with cumulative effect for a period upto three years or for a specified period exceeding three years with or without cumulative effect. Reduction to a lower grade/time scale of pay with corresponding change of designation for a specified period. Compulsory Retirement Removal from service which shall not be a disqualification for future employment under Govt./PSU. Dismissal from service which shall be a total disqualification for future employment under Govt./PSU.

v.

[II] i.

ii. iii. iv. v.

3.3 APPEAL In case the employee is aggrieved by the order of the Disciplinary Authority, he can prefer an appeal to the appropriate Appellate Authority within the time specified in CDA Rules/Standing Orders.

41

HR Manual_8.5.12

4.0 4.1

SEALED COVER PROCEDURE : Cases of Employees for whom sealed cover procedure will be applicable. Employees under suspension. Employees in respect of whom a charge sheet has been issued and disciplinary proceedings are pending. Employee in respect of whom prosecution for a criminal charge is pending. Disciplinary Authority:

(i) (ii) (iii) 6.0

As per the delegation of powers, the following are the disciplinary authorities in the matter of disciplinary action/awarding Minor/Major punishment: Category of Employees EDs/GMs/DGMs and Equivalent other than Presidential Appointees All employees at the level of Chief Engineer All employees at the level of Addl.Chief Engineer All employees upto the level of Dy. Chief Engineer Disciplinary Authority Board of Directors Appellate Authority Board of Directors

Chairman & Managing Director Executive Director/ Director General Manager

Board of Directors Chairman & Managing Director Executive Director/ Director

7.0 PAYMENT OF T. A. IN CASE OF DISCIPLINARY ACTION : 7.1 T.A. for journey to attend the court for giving evidence of producing official documents etc. Where an employee if required to attend the court to produce official documents or to give evidence in the official capacity, he may be allowed to draw travelling allowance as for a journey on tour. The amount of travelling allowance may be paid initially by the Company and then claim reimbursement from the Court, in cases wherever legally receivable. 7.2 T.A. for journey to an employee under suspension An employee placed under suspension will be allowed travelling allowance as on tour if he is required by the competent authority to travel to a place other than the place of his normal duty after suspension. The T.A. claim of such an employee will be regulated with reference to the pay drawn by him before suspension. 7.3T.A. for journey to attend a Departmental Enquiry An Employee called by the Corporation from his headquarter / station to attend a Departmental Enquiry may be granted TA as on tour.

42

HR Manual_8.5.12

XII. SOCIAL SECURITY SCHEMES

(I) DEATH-CUM-RETIREMENT GRATUITY SCHEME

RCF Employees Gratuity Fund was established w.e.f. 1.4.85 and is duly approved by the Commissioner of Income Tax vide his approval dated 31st March 1986 1. Payment of Gratuity: (a) Gratuity shall be payable to an employee on the cessation of his employment after he rendered continuous service for not less than five years. i) On his superannuation, or ii) On his retirement or resignation iii) 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. (b) For every completed year of service or part thereof in excess of six months, an employee will be entitle for the Gratuity at the rate of fifteen days wages based on the rate of wages last drawn by the employee concerned.

(II) RCF EMPLOYEES PROVIDENT FUND

The Board of RCF Ltd. In the first meeting held on 13.3.78 approved the Constitution of a Board of Trustees for the purpose of administration and management of Rashtriya Chemicals and Fertilizers Ltd. Employees Provident Fund. The contribution payable by the Company under the scheme is at the rate of 12% of the basic pay & dearness allowance. In addition to the compulsory subscription, a member may at his option, subscribe monthly, the maximum amount under VPF @10%. Basic+DA Accumulations in the fund are payable: (i) To the member on leaving the services of the Company. (ii) To the Nominee on death of the member during service. Withdrawal from the fund is allowed : 1. For purchasing a dwelling house/flat 2. For construction of a dwelling house including the acquisition of a suitable site for the purpose. 3. Advance from the fund for marriages or post matriculation education of children. 4. In case the factory has been locked up or closed down for more than 15 days of reasons other than a strike and if employees are rendered unemployed without any compensation. 5. Advance from the fund for illness in certain cases. 6. Financing of Members Life Insurance Policies 7. Conversion of policy into paid up one and payment of late fee etc.

43

HR Manual_8.5.12

(III) THE EMPLOYEES PENSION SCHEME, 1995. The Scheme has come into force on the 16th November, 1995. The pension is compulsory for all the existing members of the ceased Family Pension Scheme, 1971 and new entrants from 16.11.1995 onwards. A part of the contribution representing 8.33% of the Employees Pay (to the extent of Rs.6500/-) is remitted by the Employer to the Employees Pension Fund within 15 days of the close of every month A member shall be entitled for: 1) Superannuation Pension:, if he has rendered eligible service of 20 years of more and retires on attaining the age of 58 years. 2)Retirement Pension, if he has rendered eligible service of 20 years or more and retires or otherwise ceased to be in the employment before attaining the age of 58 years. 3)Short Service Pension, if he rendered eligible service of 10 years or more but less than 20 years. In the case of New Entrant, the amount of Monthly Superannuation Pension or Retiring Pension, as the case may be, shall be computed in accordance with the following factor, viz.
Monthly Members Pension = Pensionable Salary x Pensionable Service

70 Past Service Benefits on completion of 58 years of age on 16.11.1995 Sl.No. Years of Past Service Salary more than Rs.2500/p.m. Rs.85/Rs.105/Rs.135/Rs.170/-

1. 2. 3. 4.

Upto 11 years More than 11 years but upto 15 years More than 15 years but less than 20 years Beyond 20 years

On completion of the age of 58 years after 16.11.1995, the past service benefit shown hereinabove shall be multiplied by the prescribed factor(ranging from 1.049 to 2.992) corresponding to the period between 16.11.1995 and date of attainment of age 58 years to arrive at past service pension payable. If the member dies, the widow/child/orphan is entitled for monthly Widows Pension(payable to the widow till death), Monthly childrens Pension(25% of Widows Pension payable to 2 children (each @ 25%) payable up to the age of 25 years, Monthly Orphans Pension( payable up to 75% of Widows Pension)

44

HR Manual_8.5.12

(IV) RCF EMPLOYEES' FAMILY PENSION SCHEME.

RCF Employees' Family Pension Scheme is in operation since 1966 in our Company.This scheme will be applicable to all RCF Employees who were not covered under the Family Pension Scheme, 1971 & 'Employees' Family Pension Scheme, 1995. This is a non-contributory scheme as employees are not required to pay any contribution. (1)A lump sum amount minimum of Rs.4000/- and maximum of Rs. 15000/will be paid immediately after the death of employee.(2) widow gets Pension of Rs.487.50 minimum and Rs.1625/- p.m maximum.

(V) RCF LTD. EMPLOYEES SUPERANNUATION (PENSION) SCHEME

The Scheme is Optional for the eligible members at launching stage. 10% of basic pay will be deducted from the January 2012 salary of all employees. An employee who does not want to join the pension scheme has to submit written application by 20th February 2012 to HR department at Trombay & Thal. The deducted amount in the month of January 2012 for employees not opting for the scheme by 20th February 2012 will be refunded in the salary for the month of February 2012. If an employee separates/resigns from the company before completing 15 years of service in RCF / CPSE, his contribution will be returned with interest as declared by LIC from time to time. However if he/she joins another CPSE where such pension scheme is available, the accumulated funds in his/her pension account will be transferred accordingly. An employee will contribute 10% of basic pay per month in the individuals corpus and RCF will make matching contribution to the individuals corpus. The amount will be deposited in RCF Ltd. Employees Superannuation (Pension) Trust. Management of pension fund has been outsourced to LIC of India. The amount contributed by an employee, the matching contribution of RCF and the interest on the total amount as declared by LIC from time to time will be accumulated as the corpus in the name of the employee. At the time of superannuation the total accumulated corpus in the name of the employee will be considered for fixation of pension amount. An employee will have the option of commuting 1/3rd of total accumulated corpus at the time of superannuation in his/her name. As per present Income Tax Rules the commuted amount will be tax free. The balance amount will be considered for pension purpose. Various pension options and indicative amount based on present annuity rates are indicated at Table I There will be nomination facility for the individual fund account with the RCF Ltd. Employees Superannuation (Pension) Trust while building corpus for pension. The nomination form for the scheme will be made available for those employees who desire to give separate nomination for the pension scheme. If nomination form is not submitted by an employee, the PF nomination will be considered as nomination for the pension scheme till the time fresh nomination is given by the employee for the
45

HR Manual_8.5.12

pension scheme. The latest nomination submitted by an employee will be valid till the fixation of pension. Before start of pension, member shall submit nomination for the pension in prescribed format to LIC of India through RCF Ltd. Employees Superannuation (Pension) Trust. If an employee does not opt for the pension scheme with effect from January 2012, the benefit of past contribution shall not be made applicable however if employee joins pension scheme in future the pension scheme shall be made applicable from the date of joining of the pension scheme and retrospective benefit shall not be applicable. There is no option for discontinuing the membership of pension scheme before separation from the company. Before completing 15 years of service in CPSE: In case of Resignation: Only Employees accumulated contribution will be refunded In case of Death: Choice will be given to nominee to opt for pension or claim the refund of total accumulated Corpus in the name of the deceased member. In case of Termination: The total accumulated corpus in the name of the employee shall be remitted back to the employer. The terminated employee will not be eligible for pension and employees accumulated contribution will be refunded after deducting dues / liabilities payable to RCF. In case of Disability: Pension will be paid from the date of separation from employment. After 15 years of service in CPSE: In case of Resignation: If a member joins another CPSE with similar pension scheme, the members accumulated corpus will be transferred to that CPSE pension scheme. The resigned member can opt for immediate pension / deferred pension. In case of Death: Choice will be given to nominee to opt for pension or claim the refund of total accumulated Corpus in the name of the deceased member. In case of Termination: The total accumulated corpus in the name of the employee shall be remitted back to the employer. The terminated employee will not be eligible for pension and employees accumulated contribution will be refunded after deducting dues / liabilities payable to RCF. In case of Disability: Pension will be paid from the date of separation from employment. Salient features of RCF Ltd. Employees Superannuation (Pension) Scheme Pension scheme is implemented as per the direction of Ministry of Chemicals and Fertilizers (DOF). The scheme will be effective from 01.01.2007

46

HR Manual_8.5.12

Eligibility: Benefit of this scheme will be applicable to all employees who are on RCF roll and also for the retired / separated employees on or after 01.01.2007 to 31.12.2011, subject to minimum 15 years of length of service in RCF / CPSE prior to superannuation / resignation. Relaxation is available in case of death / disability / incapacitation. This scheme is optional in nature for the eligible members. As per approval of DoF, the members of this scheme shall contribute 5% of basic pay from 1.01.2007 to 31.03.2009 and 10% of basic pay with effect from 1.04.2009 onwards. The separated employees shall contribute to this scheme from 01.01.2007, till at least the date of their separation from RCF. Company will deposit matching contribution to the scheme. 10% of basic will be recovered against the Pension contribution from the salary of an employee from January, 2012 onwards. Simultaneously, Company will deposit matching contribution to the scheme from January, 2012 onwards. Past contribution recovery for the period 1.01.2007 to 31.12.2011 will be recovered in suitable installment from employees with matching contribution from company. Separate circular will be issued in this regard. Rate of Company contribution (at present 10% of Basic Pay) shall be reviewed / withheld, if the Profit after Tax dips below Rs. 100 Cr. for a financial year. Employee can make additional voluntary contribution to the Pension fund in lump sum / monthly to plan for higher pension, however, company will not make matching contribution against such additional voluntary contribution. After superannuation retired employee may continue in the scheme with or without contribution from retired employee up to the age of 65. In case of contribution by employee company will not make matching contribution against such additional contribution. Employee resigning and joining another CPSE - Transfer of accumulated pension fund to pension fund of such CPSE is allowed (both in case of transfer in and out of RCF). Separate Pension Trust is being formed for administration of the scheme. The Management of Pension fund has been outsourced to LIC of India. LIC of India is chosen as a Fund Manager because of following feature in their scheme :-

o Pension fund invested with LIC has sovereign guarantee by Government of India u/s 37 of LIC act 1956. o Funds will be invested in traditional plan (cash accumulation / not unit link plan). It has got capital guarantee feature built in to the scheme. o LIC has also given good rate of return on funds invested in above plan. o During the last 5 years LIC has declared rate of return ranging from 9.10% to 9.45 %. However in future, LIC may increase / decrease the rate of return on the fund.

47

HR Manual_8.5.12

o Consistency in Annuity rates for last five years. Pension options: The likely pension amount to an individual member will depend upon parameters such as length of service, age of employee, employees Basic Pay, Pension Option selected by the employee, Amount accumulated in individuals pension account, Annuity Rate declared by LIC from time to time etc. Table I Option 1 Option 2 Option 3 Option 4 Option 5 Option 6

10 20 Only Life Years* 15 Years* Accumulated Pension & Life Pension 5 Years* Years* Corpus at no return of With Return of + Life for + Life + Life for + Life for Corpus the time of corpus member for member member retirement (Rs. Per (Rs. Per member (Rs. Per (Rs. Per (Rs. Per Rs. month) month) (Rs. Per month) month) month) month) 100000 200000 400000 500000 1000000 767 1566 3175 3979 7958 583 1198 2438 3058 6117 760 1553 3148 3945 7892 746 1525 3092 3875 7750 725 1483 3008 3770 7541 700 1433 2908 3646 7292

In case of death of member the pension will be paid to the nominee up to indicated number of years marked at * i.e for options 3,4,5,& 6 in Table I. The years will be counted from month of start of pension for the member and corpus will not be refunded to the nominee. In case of option 2, the nominee will have choice to opt for pension or to get refund of the entire corpus of the deceased member. LIC will provide facility to view to the individual member fund statement to the Members on their website :- www.licindia.com. Member has to exercise option for pension or he/she has to forward the request to defer the pension from date of superannuation up to 65 year age If no option is exercised by the member at the time of starting the pension, option 2 will be made applicable by default. Per Month Pension calculation rate in the table is worked out on the basis of prevailing annuity rate declared by LIC. In future Annuity rate may vary from time to time and the actual pension amount will depend upon annuity rates prevailing at the time of fixation of pension.

48

HR Manual_8.5.12

LIC will maintain separate transaction / Pension Account of each member. Individual Annual statement of the fund will be given after the end of a financial year. Withdrawal of 100% or partial accumulated pension fund is not allowed at any point of time. Pension will be paid on superannuation. Mode of payment of Pension : Payment of Pension can be paid to the member by : o Account Payee Post Dated Cheques. o ECS to Members Bank Account. o Annuity Card.

Income Tax Benefit o Employee contribution will be allowed u/s 80C for Income Tax Rebate. o Earning on accumulated members balance (yearly basis) will be Tax-Free u/s 10(25)(iii). o Corpus payable in lumpsum to the nominee on death of the member is NonTaxable u/s 10(13) of I.T. Act. o Further pension paid to the beneficiary or to the nominee will be taxable. The management is happy to launch the above scheme for all eligible employees and congratulations to the members for voluntarily opting for the pension scheme.

VI. EMPLOYEES DEPOSIT LINKED INSURANCE SCHEME (EDLI)

In order to get exemption under Sec.17 (2) of EPF Act, 1952 for Employees' Deposit Linked Insurance Scheme, 1976, the Company has taken a group Insurance policy. The scheme is effective from 1.8.78 and is dealt with by the Provident Fund Section. Upon the death of the member whilst in service, the sum assured Rs.1,32,000/- will be paid to the nominee of the deceased.

VII. GROUP PERSONAL ACCIDENT INSURANCE SCHEME (GPAI):

RCF has taken a GROUP PERSONAL ACCIDENT INSURANCE POLICY, for providing cover against death and disablement resulting from accidents to the employees. This cover is on a 24 hour basis throughout the period of service including leave and holidays.

VIII. HOUSE BUILDING LOAN INSURANCE SCHEME (HBLI):

While it will be anybody's desire to have long and comfortable life, life being as it is with its many uncertainties, anything can happen any time. HBL Insurance covers the House Building loan liabilities in the event of an untimely death.

49

HR Manual_8.5.12

The premium on principal sum of HBL is borne by the member and the premium for the interest portion is borne by the Company. Yearly premium is covered in 4 installments. Premium paid is eligible for income tax deductions. Being on the lines of Group Insurance, the premium is comparatively very less which depends upon the age of the loanee and the insurable amount. The employees who have taken House Building Loan (HBL) and opted for the Scheme either from 1.3.1987 or subsequently are members of the scheme.

IX. GROUP SAVING LINKED INSURANCE SCHEME (GSLI):

The Group Saving Linked Insurance Scheme is effective from 10.3.1986. The monthly contribution of the member (which includes 40% life premium and 60% saving portion) is remitted to the Life Insurance Corporation of India. In case of death of a member his nominees shall be entitled for the sum insured (Rs. 30000/60000/90000/120000) along with saving portion (i.e. 60% of total premium) and interest on savings as decided from time to time. On cessation of membership for reasons other than death, a member gets his savings portion back along with the interest.The contribution paid by the member is exempted under Section 80G of Income Tax Act.

X. RCF DEATH BENEVOLENT SCHEME (RCF DB)

RCF Death Benevolent Scheme came into force w.e.f. 1.4.2003. All the regular employees of the company are the members of the scheme. Whenever any employee dies, Rs.10/- will be deducted from the salary of all the regular employees on roll as contribution and the amount so collected will be paid to the next of kin of the deceased as nominated for the purpose of his Provident Fund nomination. The payment of Rs. 30,000/- is made immediately on death of the employee and remaining amount along with final settlement.

XI. BAGGAGE INSURANCE:

The Company has taken a Baggage All Risk Insurance Policy in the interest of employees while on official tour. Under this policy, accompanied baggage of any RCF employee while traveling in the course of official duty, is covered against loss upto Rs.10000/-.

XII.
12.1

OTHER SOCIAL SECURITY MEASURES:

Under Workmens Compensation Act: Under Workmens Compensation Act the compensation is granted for other categories of workmen/apprentices and Mathadi Workers on accidental death within RCF premises.

50

HR Manual_8.5.12

12.2 a)

Immediate Assistance to the Family on Death of an Employee: For Mathadi Workers/Contract workers/Apprentices/Trainees - Rs.6000/- per year of completed service with a minimum of Rs.25000/- and maximum of Rs.60000/-. For Apprentices Trainees the amount shall be Rs. 30,000/For Company Workmen, - Rs.15000/- per year of completed service with a minimum of Rs.50000/- and a maximum of Rs.150000/For Company Officers, - Rs.20000/- per year of completed service with a minimum of Rs.75000/- and a maximum of Rs.200000/-.

b) c)

12.3 Compensation in lieu of Employment In case of Death during service (whether accidental or otherwise), the Company pays to the family an amount equivalent to 20 times the basic salary, subject to a maximum of Rs.10.00 lakhs since the company does not provide any employment to family members. The compensation is payable only if the deceased employee had balance service over one year and surviving spouse who is below 55 years, unemployed. In case surviving spouse is divorced / deceased, unemployed surviving children below 25 years will be equally distributed the amount. 12.4 Funeral Expenses: In case of Death of employee during service (whether accidental or otherwise), the Company reimburses Funeral expenses of Rs. 10000/- to the Family member/ Colleague of the ex-employee on receipt of application for the same routed through HR Deptt.

XIII.

LEAVE BANK SCHEME:

The company recognizes that employees if suffer from serious and prolonged illness which may prevent them from performing their duties for extended periods, such employees may not have sufficient accrued leave to cover such absences. To minimize economic hardship in these situations, the company has established the Leave Bank Scheme w.e.f. 1st February, 2012. The salient features of the scheme are as follows :1. An employee becomes eligible for membership in the Leave Bank Scheme after he/ she completes 1 year of service on the permanent post and he/ she volunteers for donation of commuted sick leave, is a member of the scheme. 2. To create the Leave Bank, one day of commuted sick leave will be deducted from each of the eligible employee, who have not opted out the scheme and credited in the Leave Bank. Thereafter, on exhaustion of the leave from the Leave Bank, the same will be replenished by deducting one day of commuted sick leave from each of the eligible employee. 3. An employee would be considered for receiving the benefit of the scheme, if he/ she Has exhausted all available leave to his/ her account.

51

HR Manual_8.5.12

The application for availing leave from Leave Bank is routed through proper channel to Head of HR Department. There is sufficient medical documentation provided by such employee regarding serious and prolonged medical condition while applying for leave from Leave Bank. This documentation will be verified and sanctioned by Head of Medical Health Services of RCF. The receiving employee has good standing in terms of past leave usage, disciplinary and performance records i.e. an employee will not be eligible if he or she has received any of the following : Poor rating in the punctuality and / or in overall appraisal rating in the preceding year or disciplinary action within the last 12 months.

4. For the purpose of eligibility of promotion, gratuity, PRP, etc such leave from Leave Bank will be treated as EOL. The leave will be treated as consumed for weekly offs, paid holidays, etc occurring during the availment period. 5. Income Tax, Professional Tax, Provident Fund, GSLI Scheme Contribution and other Recoveries will be recovered from the employee, recipient of leave from the Leave Bank and the net amount to be credited to his or her account.

52

HR Manual_8.5.12

XIII.

SALARY, ALLOWANCES, WELFARE SCHEMES & OTHER BENEFITS

A) Pay & Allowances

1.0 BASIC PAY : Basic pay as fixed in the Pay scales revised w. e.f. 01.01.2007 and changed as per rules in this regard from time to time regarding annual increment, promotion, Stagnation, placement, additional increment, removal of increment etc. 2.0 ANNUAL INCREMENT: Annual increment will be at the rate of 3% of Basic Pay and the same will be rounded off to the next ten Rupees. 3.0 DEARNESS ALLOWANCE (DA) : The Industrial Dearness Allowance (IDA) will be at the rate of 100 percent neutralization for the increase above AICPI No. 2884, of 1960 series OR above AICPI No. 126.33, of 2001 series as on 1.1.2007 with periodicity of quarterly adjustment unchanged as per existing practice. 4.0 HOUSE RENT ALLOWANCE (HRA) : House Rent Allowance (HRA) would be payable at the following rates, as applicable to the Central Government employees. The HRA rates as applicable based on the population criteria would be as under: Cities with Population 50 lakh and above 5 to 50 lakh Less than 5 lakh Rates of HRA 30% of Basic Pay 20% of Basic Pay 10% of Basic Pay

HRA shall be paid at the rate of 30% of Basic Pay for Trombay & Thal Unit employees and at the applicable rates for marketing area offices. However, the enhanced rate of payment of HRA to Thal Unit employees at par with Trombay Unit, will be subject to the condition that the payment of higher HRA is linked to increased productivity and its continuation will be on the basis of improved performance and output of the company. In case of the employees availing Company provided accommodation, Rent Recovery would be computed as per the rates applicable under FR-45 applicable from time to time.

53

HR Manual_8.5.12

5.0

PERQUISITES / ALLOWANCES / REIMBURSEMENTS : The payment of perquisites & allowances will be limited to 50% of revised Basic pay of an individual employee, including 1.5% monetising against various facilities provided by the Company. The Tax exemption / concessions in respect of expenses incurred by the employee like education of the children, hostel accommodation of the children, Physical handicapped dependents as applicable, Leave Travel Concession expenses, etc. will be extended as per the provisions of IncomeTax Act.

6.0

UNIFORMS AND LIVERIES : From 2007 onwards one set of uniform, one pair of leather shoes, one pair of rainy shoes and two pairs of socks per year and one set of rainy suit / umbrella once in two years as per existing quality and reference cost of procurement at Corporate Office, will be provided by the Company to all the employees. In addition, a fixed amount of Rs. 800/- p.a. will be given from 2008 onwards towards other items which will include stitching charges, soap, duster, pen, Mug, Towel etc. including rainy sandals to female employees. For employees of Fire Department, Hospital / paramedical staff & Company drivers the present system will continue for items not included in above mentioned payment.

7.0

SHIFT ALLOWANCE : Shift 1st (Morning Shift) 2nd (Evening Shift) 3rd (Night Shift) Present Rate (Rs.) 6 6 18 Revised Rate (Rs.) 20 20 60

8.0

CANTEEN COUPONS : Canteen Coupons worth Rs. 400/- p.m. are given to all workmen from 1st July, 2009. The employees availing these Meal Vouchers get tax benefit as per the Income tax rules.

9.0

PERFORMANCE RELATED PAYMENT (PRP) : The PRP will be based on the financial performance of the Company and will come out of the profits of the Company and will be directly related to MOU rating of the Company. PTP with fixed component equivalent to 2.359% of PBT & incentive portion related to the incremental profit equivalent to 1.932% of PBT, taken together will be distributed amongst all the workmen equally for the Financial Year 2008-09 onwards. PRP will be in lieu of & replacing the present system of distribution of bonus, ex-gratia payment of five percent of distributable profit of the company annually at the time of Dipawali Festival.
54

HR Manual_8.5.12

However, this will be subject to the decision taken by the Remuneration Committee of the Board of Director as per directives of DPE and implemented in consultation with the Union. 10.0 PAY FIXATION ON PROMOTION/PLACEMENT : On promotion/placement of an employee in the higher scale, the basic pay in the promoted scale of pay will be arrived at by granting one notional increment equal to 3% of basic pay being drawn by the employee in prepromoted / pre-placement scale of pay, rounded to next 10 rupees. Such arrived basic pay will be fixed in the new applicable scale of pay on promotion or placement in the higher scale of pay as the case may be.

B) Monetary Incentive Schemes to Employees:

1.0 PROGRESSIVE USE OF HINDI: Cash incentives are paid on passing the examination and on passing Hindi typing & stenography exam. 2.0 ACQUIRING HIGHER QUALIFICATION On acquiring higher qualification with due permission, the employee shall be granted additional increment subject to conditions prescribed in this regard. .

C) Other Welfare Schemes:

TOWNSHIP: The Company has a township is situated at Trombay having 2205 quarters of different types/areas allotted as per the eligibility. Similarly, there are 462 quarters in the township at Thal Unit. There are big Community Halls in both the townships. The hall can be reserved by employees & retired employees 4 months in advance (in case of resigned and voluntarily retired employees 2 months in advance) for marriage (of self/children/brother-sister) except on Ganeshostav, Aayappa, Navratra, or on other Management Programme Days. SPORTS CLUB FACILITY: There is a well equipped Sports Complex situated in the township having swimming pool, Football, Gymnasium, Badminton, Table Tennis Court, Volley Ball Court, Library and a big Cricket play ground. Annual Sport Festival is celebrated by involving employees and their families. HBL INTEREST SUBSIDY SCHEME: HBL has to be availed from any Nationalised Bank or Housing Finance Agency like HDFC Ltd., LIC Home Finance, CAN Home Finance, ICICI Home Finance etc. Difference in interest rate above 5.5% (up to Rs. 10 lakhs) is paid as subsidy amount to the concerned employee to be reimbursed at the close of the financial year. EDUCATIONAL FACILITIES: Schools for education of employees children are situated in the company township. There are 4 schools of English, Marathi and Hindi medium in the township premises.

55

HR Manual_8.5.12

LONG SERVICE AWARD: The employees from Trombay, Thal and Marketing, completing 25 years of service are felicitated along with their spouses at a separate function. A Silver Plaque and a Long Service Certificate are awarded to the employee and a Silver Coin is presented to the Spouse of the employee on this occasion. WORKERS EDUCATION SCHEME: Workers Education Classes are conducted every year to educate the workers about their rights, responsibilities towards job and organisation. Minimum 40 employees per year are educated through the classes (Trombay Unit+ Thal Unit) on various topics such as Labour Laws, Social Security Schemes, Health, Safety, etc. RCF EMPLOYEES CO-OP. CREDIT SOCIETY: The Society started with the membership of 374 employees which has been increased to 3600 members as on date. The main activity of the Society is to provide financial assistance to its members at reasonable rate of interest. For this purpose, contribution made by all members by way of share subscription is utilised.
MEDICAL At Trombay Unit the company owns 35 bedded hospital and at Thal Unit

the company owns 30 bedded hospital. The services of honorary doctors in various stream of medicine like Ayurvedic, Homeopathy, Physicians, ENT Specialist, Dentist, Psychiatrist, Ophthalmologist are also made available at Hospitals. Patients are referred outside for the essential specialised treatment. The employees staying away from the township get reimbursement of medical expenses incurred for treatment of self and eligible dependants at the prescribed rates. In Navi Mumbai (Vashi, Nerul, Koparkhairane), Kalwa(Thane-Dist) Dombivali and Bhandup, where large no. of Companys employees are staying, the facilities of Panel Doctor and Panel Chemists are made available.
MEDICAL CHECK UP Six monthly Medical Examination is conducted for technical

employees. This includes General Physical Check-up, Far, Near Eye vision Checkup, Lung Function Test, ECG and Audiometry Test. For others, Medical check up is regularly conducted once in two-three years. The employees are given the medical reports indicating details about their health status. In case of any problem, the case is referred for the essential specialised treatment.

D) Social Welfare Schemes:

1.0 1. OTHER SOCIAL ORGANISATIONS:

Youth Council situated in RCF Township provides free accommodation to cancer patient & their family members and also undertakes various social welfare activities. 2. The RCF SC/ST Employees Welfare Association runs Buddha Vihar in the RCF Township. 3. Gurudwara 4. RCF Employees Ganeshotsav Mandal
56

HR Manual_8.5.12

2.0 WELFARE OF THE FARMING COMMUNITY 2.1 Integrated Rural Development Programme India lives in its villages. With this concept in mind RCF has resolved to improve the socio-economic conditions at the village level. Integrated Rural development Programme focuses on this aspect which RCF strives to achieve. As a part of this 5 to 10 tribal and backward villages are adopted each year from different states. These programmes are carried out in association with Agricultural department, Zilla Parishads, District Rural Development Financial Institutions and NGOs. The major activities conducted are : Basic Need Development ProgrammesPublic Health and Village Sanitation Programmes: Agricultural Need Development Programmes: Subsidiary Occupation Development Praogramme Farm Labour Training Social Forestry and Waste Land Development: Youth and Women Development Programme:

Along with economic development, the company encourages the organization of social / cultural activities in the adopted villages.During last five years RCF has adopted 27 villages in the state of Maharashtra, Karnataka & Andhra Pradesh. This scheme is monitored by Marketing Department 3.0 SC/ST ADOPTION SCHEME. Selected 10 SC/ST students were sponsored for their Education (from 6th Std to 12th Std.) at Raigad Military School, Mahad under SC/ST Adoption Scheme under the head of the Corporate Social responsibilities done by the HR Deptt.

57

HR Manual_8.5.12

XIV. AUDIT OF HR DISCIPLINE A) INTEGRATED MANAGEMENT SYSTEM

1.0 AUDIT OF QUALITY MANAGEMENT SYSTEM (QMS) UNDER ISO 9001:2008

INTRODUCTION To achieve excellence, Rashtriya Chemicals & Fertilizers Ltd. has implemented EMS in compliance with ISO-14001 in the year 2000.OHSMS in compliance with OHSAS 18001 in the year 2005 & QMS in compliance with ISO-9001. Since year 2006 we have upgraded our management systems as per revision in standards from time to time. The following three management systems have been integrated in common IMS- System. I) ISO 9001:2008 Quality Management Systems. It specifies requirements for a quality management system where an organization, aims to enhance customer satisfaction through the effective application of the system, including processes for continual improvement of the system and the assurance of conformity to customer and applicable statutory and regulatory requirements. II) ISO 14001:2004 Environment Management Systems. It specifies requirements for an environmental management system to enable an organization to develop and implement a policy and objectives which take into account legal requirements and other requirements to which the organization subscribes, and information about significant environmental aspects. It applies to those environmental aspects that the organization identifies as those which it can control and those which it can influence. III) OHSAS 18001:2007 Occupational Health & Safety Management Systems. OHSAS 18001 is an international standard for environmental management, applicable to companies of all sizes and types; certification to OHSAS 18001 provides a dynamic mechanism for the development of effective health & safety management system. Plan-Do-Check-Act principle based cycle, OHSAS 18001: 2007 specifies the most important requirements to identify, control and monitor the risk & hazards of any organization, and also how to manage and improve the whole system. Canteen is audited under all the three management systems. Human Resource Department is audited under Quality Management System (QMS) under ISO 9001:2008.
58

HR Manual_8.5.12

The ISO Cell of H. R. Department maintains the following records for submission of the same at the time of internal/external Audit.

I)

QUALITY OBJECTIVES OF H. R. DEPTT UNDER IMS:

Since Human Resource Department is rendering various services to the employees right from Recruitment to the Retirement, therefore quality objectives need to be well set. Section wise Quality objectives are set and monitored as follows. Quality Objective 1) Timely Recruitment: i) All India Level ii) Local (State Level) Conducting Interviews within six months from the date of release of Press Advertisement. Conducting Interviews within four months from the date of release of Press Advertisement. Performance Indicator

2) Settlement of Separating Employees: Payment of Gratuity in case of: i)Superannuating Employees ii)Resigned Employees 3) Grievances Redressal: First communication in the matter 4) Utilization of Capital Budget: On the date of Separation. Within One month from the date of separation.

within 3 weeks of receipt of grievance. 100% Utilization of Capital Budget.

II)

DOCUMENT OF EXTERNAL ORIGIN:

1.0 LABOUR LAW BOOKS: 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. Apprentice Act ,1961 Bombay Labour Welfare Fund Act, 1953 Building and Other Construction, 1996 Contract Labour (R&A) Act, 1970 Child Labour Act, 1986 Employers Guide to Labour Laws Employees Provident Funds and Miscellaneous Provision Act,195 & Employees Pension Scheme, 1995 Employees State Insurance Act, 1948 Employment Exchange (Compulsory notification of Vacancies) Act, 1959 Factories Act with Mah. Rules, 1948 Industrial Dispute Act, 1947 Industrial Employment (S.O) Act, 1946 Inter State Migrant Workmen Act, 1979

59

HR Manual_8.5.12

14. Maharashtra Mathadi , Hamal and Other Manual workers (Regulation of employment & Welfare ) Act, 1969 15. Maharashtra Pvt. Security Guards( Regulations of Employment & Welfare ) Act, 1981 16. Maharashtra Workmens House- Rent Allowance Act 17. Maternity Benefit Act, 1961 18. Minimum Wages Act, 1948 19. M.R.T.U. & P.U.L.P. Act 20. Payment of Bonus Act, 1965 21. Payment of Gratuity Act, 1972 22. Payment of Wages Act, 1936 23. Private Security Agencies Act, 2005 24. Trade Unions Act, 1926 25. Weekly Holidays Act, 1942 26. Workmens Compensation Act, 1923 27. Bombay Shops & Establishments Act, 1948 28. Equal Remuneration Act, 1976 29. Maharashtra Workmens House- Rent Allowance Act, 1983 2.0 I) II) INTERNAL COMMUNICATION MATRIX Quarterly Deptt Meeting Circulars being issued as & when required

3.0 LIST OF RECORDS 1.0 General Correspondence (ISO 9001 (IMS) - Retention Time 5 Years 2.0 Employee Personal file folders - Retention Time 5 Years after retirement/leaving.

60

HR Manual_8.5.12

XV. CITIZENS CHARTER

The Citizens Charter of the Department flows from the declaration of its Vision, Mission and Standards of Services of the Company which are as follows ; I VISION STATEMENT

To be a world class Corporate in the field of Fertilizers and Chemicals with dominant position in Indian market, ensuring optimal utilization of resources taking due care of environment and maximizing value of stake holders. II MISSION STATEMENT

Exponential growth through business excellence with focus on maximizing stakeholder value by manufacturing and selling Fertilizers and Chemicals in a reliable, ethical and socially responsible manner. III VALUE STATEMENT

RCF shall deal in all aspects of business with integrity, honesty, transparency and with utmost respect to the stake holders, by honouring our commitments, providing results and striving for the highest quality. IV 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. V CLIENTS OF THE DEPARTMENT : Employees of the Company. Government in General and Deptt. Of Fertilizer in particular, Recognised and other registered Trade Unions. Act Apprentices, other trainees, Management Trainees. Families/Dependants of the employees(spouses) Ex-employees and their families/dependants. Contractor and contract labour. MathadiLabour and Mathadi Board. Other Deptt. Heads/OMs/CMs. Other Govt./Semi-Govt. authorities and outside agencies like LIC/Banks. Solicitors, LabourCommissionarat, various statutory & Social Authorities. Citizens staying around the office area and society at large. COMMITMENT: We are committed to continuously upgrade the quality of human resources and promote welfare, development and empowerment. We are also committed to promote specific social objectives such as development of research, development of entrepreneurs, promotion of Sports and Welfare activities, special assistance for upliftment of SC/ST and other socially back ward classes. Our commitment is to secure for its HR as decent a standard of living and as good a quality of life as possible consistent with the general Socioeconomic conditions in the country.
61

HR Manual_8.5.12

VI

SERVICES RENDERED: We ensure such just and fair conditions of employment and procedures as will enable all employees to carry out their duties in the most willing and elective manner ; to fulfill the general employment policy of the government. To provide, continuously, adequate and complete trained HR at all levels and to ensure manpower planning through career and succession planning and also pay fair and adequate monetary compensation under various social security schemes which gives income security and also ensures that during the spell of risks, the individual and his family should not be subjected to a double calamity involving destitution and loss of health, limb, life and work. We provide statutory and non-statutory welfare measures to the employees and their families to ensure their wellbeing and to provide support services to other departments of the Company. We also fulfill the requirement of other statutory agencies and to ensure legal provisions under various Acts, to settle the matters pending with Labour/Industrial Courts, High Courts, Supreme Court, Conciliation and Arbitration machinery. We also care for the community around, especially the SCs/STs and other Backward Classes

VII.

PRESENT SYSTEM OF GRIEVANCE REDRESSAL BY THE DEPARTMENT:

Grievances are redressed at three levels. 1. Grievance Cell has been established at welfare centre to facilitate the employees to record their grievances, Women Cell is also set up for female employees. Complaint Register is also maintained for SC/ST categories. Grievances are also redressed by the representative Union leaders in various meeting with the Management. Individual employee also writes through the departmental head or directly to the HR Deptt. The concerned HR Officer immediately solves the genuine grievance as per the laid down policy. If it cannot be solved as the rules and guidelines in vogue, such grievance is put up to the Management through Corporate HR Deptt. Explaining the facts of the case and suggestion to solve the problem if any.

2. 3.

SAVINGS: NOTHING CONTAINED IN THIS MANUAL SHALL OPERATE IN DEROGATION OF ANY RULES MADE BY THE MANAGEMENT. THE MANUAL IS SUBJECT TO AMENDMENTS AND MODIFICATIONS FROM TIME TO TIME IN ACCORDANCE WITH THE AMENDMENTS MADE INVARIOUS RULES, SYSTEMS, PROCEDURE PRESCRIBED IN VARIOUS STATUTES OR RULES OF THE COMPANY FROM TIME TO TIME. THE PROVISIONS CONTAINED IN THIS MANUAL ARE IN BRIEF AND ARE TO BE READ WITH THE DETAILED WRITTEN INSTRUCTIONS ALONG WITH FOOTNOTES/CLARIFICATIONS, IF ANY, ISSUED BY THE MANAGEMENT VIDE VARIOUS CIRCULARS, NOTICES, OFFICE ORDERS/MEMORANDUMS ETC. ANY ERRORS AND OMISSIONS CONTAINED IN THIS DOCUMENT ARE UNINTENTIONAL AND ARE LIABLE TO CORRECTIONS WHENEVER NOTICED.

62