PERSONNEL

MANUAL

CORPORATE OFFICE
KRISHAK BHARATI COOPERATIVE LIMITED
A-10, Sector-1, NOIDA – 201 301 (U.P.)

FEBRUARY, 2004
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IMPORTANT

The matter presented in this Manual is a ready reference

and not exact reproduction of Circulars, Orders and Rules.

In case of any dispute or doubt, Circulars/Orders issued

on the subject matter may be referred to.

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 CONTENTS
CHAPTER SUBJECT PAGE
NO.

1.0.0 POWERS & SUB-DELEGATION

1.1.0 Delegation of Powers 10

1.1.1 Powers of Board of Directors 10
1.1.2 Powers of Executive Committee 12
1.1.3 Marketing Sub-Committee 13
1.1.4 Powers of Audit Committee 14
1.1.5 Powers of Managing Director 15
1.2.0 Sub-Delegation of Powers 17

2.0.0 RECRUITMENT & PROMOTION GUIDELINES

2.1.0 Recruitment & Promotion Guidelines 18

2.2.0 Personal Selection Grade 22

3.0.0 GENERAL CONDITIONS OF EMPLOYMENT

3.1.0 Commencement of Service 24

3.2.0 Identity Card 24
3.3.0 Entry, Exit and Search 25
3.4.0 Payment of Travelling & Baggage Allowance for joining 25
KRIBHCO on first appointment
3.5.0 Medical Fitness & Continued Medical Fitness 27
3.6.0 Character Verification/ Antecedents/ Reference Checking 27
3.7.0 Probation 28
3.8.0 Record of Age 29
3.9.0 Change of Address 30
3.10.0 Hours of Work and Duty 30
3.11.0 Attendance 30
3.12.0 Leave 31
3.12.1 Casual Leave 31

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CHAPTER SUBJECT PAGE
NO.

3.12.2 Special Casual Leave 32

3.12.3. Earned Leave 33
3.12.4 Sick leave 34
3.12.5 Maternity Leave 34
3.12.6 Leave Without Pay 35
3.12.7 Guidelines for Salary in case of Unauthorised Absence/ 35
Resignation
3.12.8 Grant of HRA and CCA during Leave without Pay 37
3.13.0 Holidays 37
3.14.0 Postings and Transfers 38
3.15.0 Temporary Transfers 38
3.16.0 Terms & Conditions of Deputation of KRIBHCO Employees to 39
various Organisations in India
3.17.0 Forwarding of Applications for Outside Employment 41
3.18.0 Permission for further Study while in Service 42
3.19.0 Seniority Rules 42
3.20.0 Resignation 46
3.21.0 Transfer of Earned Leave/Medical Leave/Gratuity 47
3.22.0 Retirement 47

4.0.0 PAY, ALLOWANCES & OTHER BENEFITS

4.1.0 Pay Scales 48

4.2.0 Perks & Allowances 49
4.3.0 Increment 49
4.4.0 Pay Fixation on Promotion 50
4.5.0 Dearness Allowance 50
4.6.0 House Rent Allowance 51
4.7.0 Leased Accommodation 52
4.8.0 Flat Rates of License Fee for Residential Accommodation 52
provided in the Township
4.9.0 City Compensatory Allowance 53
4.10.0 Non-Practicing Allowance 53
4.11.0 Cash Handling Allowance 53
4.12.0 Shift Allowance 54
4.13.0 Special Allowance for Working Longer Hours 54

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 CHAPTER SUBJECT PAGE NO.

4.14.0 Overtime 55
4.15.0 Incidental Expenses in lieu of Compensatory Off 56
4.16.0 Leave Travel Concession (LTC)/Leave Travel Encashment 57
(LTE)
4.17.0 Medical Assistance 58
4.18.0 Criteria for Dependents for Medical Assistance 61
4.19.0 Office-cum-Residential Accommodation Facility for Field 64
Staff
4.20.0 Rules for Allotment/Change of House in KRIBHCO 64
Township, Surat
4.21.0 Guidelines Regarding Personal Usage of Society’s Car by the 67
entitled Key Executives who have been provided Society’s
Car
4.22.0 Facility available for retention of Residential Accommodation 68
on cessation of services/transfer
4.23.0 Travelling Allowance/Daily Allowance 69
4.24.0 Foreign Travel Rules 77
4.25.0 Liveries 80
4.26.0 Issue of Brief Case 82

5.0.0 EMPLOYEES WELFARE & MOTIVATION

SCHEMES

5.1.0 Productivity Linked Incentive Schemes for the employees of 83

KRIBHCO
5.2.0 KRIBHCO Long Service Award Schemes 93
5.2.1 Award on completion of Ten Years’ Service 93
5.2.2 Award on completion of Fifteen Years’ Service 94
5.3.0 Incentive for Family Planning 96
5.4.0 Advance Increment for Boiler Proficiency Certificate 97
5.5.0 Grant of Additional Increments on acquiring 97
B.E./AMIE/C.A./I.C.W.A. qualifications while in Service

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CHAPTER SUBJECT PAGE NO.

6.0.0 LOANS & ADVANCES

6.1.0 Salary Advance 99

6.2.0 Conveyance Loan 99
6.3.0 House Building Loan 105

7.0.0 SOCIAL SECUTITY SCHEMES

7.1.0 KRIBHCO Employees Provident Fund Scheme 116

7.2.0 Group Gratuity-cum-Life Insurance Scheme 122
7.3.0 Group Personal Accident-cum-Death Assurance Scheme 123
7.4.0 Group life Assurance Policy 125
7.5.0 Group Insurance Scheme for covering House Building Loan 125
7.6.0 KRIBHCO Employees Benevolent Fund Scheme 126

8.0.0 TRAINING & DEVELOPMENT

8.1.0 HRD & Training 128

8.2.0 Performance Appraisal System 133
8.3.0 Incentive Schemes for the Progressive use of Hindi 148
8.4.0 Membership of Professional Body 152
8.5.0 Suggestion Scheme 152
8.6.0 Workers Education Scheme 153

9.0.0 CONDUCT & DISCIPLINARY PROCEDURE

9.1.0 Conduct, Discipline & Appeal Rules 156

9.2.0 Discipline and Conduct 156
9.3.0 Employees Responsibility to Inform facts of Conviction 158
9.4.0 Misconducts 159
9.5.0 Unauthorised Absence from Duty 166
9.6.0 Absence from Duty/Station without Permission 166
9.7.0 Employment of Near Relatives of the Employees of the 166
Society in any Company or Society or Firm Enjoying
Patronage of the Society

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 CHAPTER SUBJECT PAGE NO.

9.8.0 Taking Part in Demonstration 167

9.9.0 Connection with Press or Radio/Television 167
9.10.0 Criticism of Government and the Society 167
9.11.0 Evidence Before Committee of any other Authority 168
9.12.0 Unauthorised communication of Information 168
9.13.0 Gifts 169
9.14.0 Dowry 169
9.15.0 Private Trade or Employment 170
9.16.0 Participation in Politics, Elections 170
9.17.0 Investment, Lending and Borrowing 171
9.18.0 Insolvency and Habitual Indebtedness 171
9.19.0 Moveable. Immovable and Valuable Property 171
9.20.0 Canvassing of non-official or other influence 173
9.21.0 Bigamous Marriages 174
9.22.0 Consumption of Intoxicating Drinks & Drugs 174
9.23.0 Suspension 174
9.24.0 Subsistence Allowance 175
9.25.0 Treatment of the Period of Suspension 176
9.26.0 Penalty 177
9.27.0 Disciplinary Authority 177
9.28.0 Institution of Formal Proceedings 177
9.29.0 Employees on Deputation from Central Government or the 178
State Governments or other Undertakings, etc.
9.30.0 Appeal/Review 179
9.31.0 Grievance Settlement Procedure 179
9.32.0 Code of Discipline in Industry 181

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 POWERS & SUB-DELEGATION
1.1.0 DELEGATION OF POWERS

In terms of provisions contained in the Bye Laws of KRIBHCO, powers

have been conferred on the Board of Directors, Executive Committee of
the Board and Managing Director of the society as under :-

1.1.1 POWERS OF THE BOARD OF DIRECTORS :

The Board of Directors of KRIBHCO shall have all such powers as are
considered necessary or expedient for the purpose of carrying out its
functions under the Multi States Cooperative Societies (MSCS) Act and
the Rules. Without prejudice to the generality of foregoing powers such
powers, shall include the powers:-

(i) to admit members;

(ii) to authorise convening of meeting of the General Body;

(iii) to fill any vacancy or vacancies in the Board by Co-option;

(iv) to fill any vacancy or vacancies in the General Body amongst

the elected delegates by Co-option;

(v) to recommend Annual and supplementary budgets for approval

by the General Body;

(vi) to recommend to the general Body distribution of profit;

(vii) (a) to appoint, suspend or remove the Managing Director and to

approve his salary, allowances, pension, gratuity, retirement
benefits and other terms & conditions. However, as long as
the Central Govt. holds 51% or more of the equity share
capital of the total share of the KRIBHCO, the salary and
allowances, pension, gratuity, retirement benefits and other
terms and conditions of service of the Managing Director
shall be such as prescribed under the Act and the Rules;

(b) to appoint, suspend or remove the Finance Director,

Marketing Director and Operations Director and to approve

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 their salary, allowances, pension, gratuity, retirement
benefits and other terms & conditions of service;

(viii) to appoint, suspend or remove Non-Board level Directors in

Grade ‘B’;

(ix) to decide matters relating to withdrawal, transfer and forfeiture

of shares;

(x) to raise funds for the business of KRIBHCO, to determine the

terms and conditions therefor and to charge the assets,
properties etc., of the society as security for loans that may be
raised by it.

(xi) to determine terms and conditions of collaboration with

cooperatives and others in India and abroad;

(xii) to settle the terms and conditions regarding retirement of share

capital contributed by the Government of India, IFFCO, NCDC
and State/Central Cooperative Banks;

(xiii) to authorise person or persons to sign on KRIBHCO’s behalf,

bills, notes, receipts, acceptances, endorsements, cheques
releases, contracts and documents;

(xiv) to appoint trustee or trustees, attorney or attorneys, agent or

agents for the business of KRIBHCO;

(xv) to refer any claims or demands by or against KRIBHCO for

arbitration and to observe and perform the awards;

(xvi) to frame, regulations of the election of delegates to the General

Body Members, to the Board of Directors and for the conduct of
meetings of the General Body and Board of Directors as per the
Act;

(xvii) to sanction contracts of all values unless otherwise provided for

in the bye - laws;

(xviii) to frame regulation regarding recruitments, scales of pay and

service conditions of employees of KRIBHCO, in accordance
with the Act/Rules;

(xix) to sanction posts for the administration of the affairs of

KRIBHCO in Grades ‘A’ to ‘C’;

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 (xx) to delegate all or any of the powers, authority and discretion
vested in the Board to the Managing Director or other
employee or employees of KRIBHCO subject to the ultimate
control being retained by the Board;

(xxi) to appoint such Committees, Sub-Committees or Standing

Committees as may be necessary and delegate to them such
powers as may be appropriate.

(xxii) to place the Annual Report, Annual Financial Statements,

Annual Plan and Budget for the approval of the General Body;

(xxiii) to consider the Audit and Compliance Report and place the
same before the General Body;

(xxiv) to recommend to the General Body the panel of Auditors and

their remuneration;

(xxv) to examine and formulate the terms for the formation and
continuance of subsidiary institutions and all matters related
and incidental to it;

(xxvi) to review membership in other cooperative;

(xxvii) to acquire and dispose off immovable property;

(xxviii) to take decisions regarding investment of funds of KRIBHCO in

excess of powers delegated to the Managing Director.

(xxix) To approve payment of ex-gratia amount to the employees of

KRIBHCO.

1.1.2 POWERS OF EXECUTIVE COMMITTEE

The Executive Committee of the Board of Directors shall be responsible

for the efficient management of the Society’s various establishments /
projects. It shall have the following duties and responsibilities , subject
to the over all control and authority of the Board of Directors ;

i) to examine and recommend to the Board the budget estimates;

ii) to approve all investment proposals of capital nature up to the

limit of Rs. 15 crores;

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 iii) to create posts in Grades ‘F1 to D’;

iv) to authorise execution of documents for and on behalf of the

Society and authorise the use of common seal of the society as
provided for in Bye-Laws;

v) to grant loan to employees where the amount and repayment

terms are not covered under the Service Rules of the Society;

vi) to approve all revenue expenses and purchases which exceed

the powers vested in the Managing Director under the Bye-laws;

vii) to appoint Trustee or Trustees, Attorney or Attorneys, Agent or

Agents for the business of KRIBHCO;

viii) to refer any claims or demands by or against KRIBHCO for

arbitration, perform awards and to negotiate the compromise,
upto an amount of Rs. 50 lakhs;

ix) to raise funds for the business of KRIBHCO and determine the
terms and conditions thereof and change the assets and
properties etc., of KRIBHCO as security for loans that may be
raised by it provided such powers shall be exercisable with the
prior approval of the Government of India, excepting matters
related to short-term advances for working capital;

x) subject to the approval of the Board, to frame and/or approve

regulations, rules, manuals for the conduct, supervision and
management of the business and affairs of KRIBHCO.

xi) the Executive Committee shall have such other additional

powers and functions as may be assigned to it, from time to
time, by the Board of Directors for the efficient management of
the Society’s various establishments/Projects.

1.1.3 MARKETING SUB COMMITTEE

The Marketing sub-committee shall have the following duties and

responsibilities subject to overall control and authority of the Board of
Directors.

i) To formulate and recommend to the Board for approval the

overall marketing policy for the sale of fertilizers and
agricultural inputs.

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 ii) To lay down distribution strategy including channels and
outlets for the sale of fertilizers and agricultural inputs.

iii) To recommend to the Board of Directors for approval of matters

relating to the pricing policy concerning fertilizers and allied
products.

iv) To lay down guidelines and norms for the distribution margins
and credits for the sale of products.

v) To recommend to the Board of Directors for approval/charges

/modifications considered necessary in the agreement entered
into between Society and its marketing associates.

vi) To approve the norms and modifications thereof, if any,

regarding sharing of the marketing costs between the Society
and its marketing associates within the frame work of the
Marketing Agreement.

Provided also that the Marketing Sub-committee shall have such

other additional powers and functions as may be assigned to it, from
time to time by the Board of Directors for the efficient management of
the Marketing operations of the Society.

1.1.4 POWERS OF AUDIT COMMITTEE

The Audit Committee shall have the following duties and responsibilities
subject to the overall control and authority of the Board of Directors :-

(i) Oversee the company’s financial reporting process and the

disclosure of its financial information to ensure that the
financial statement is correct, sufficient and credible.

(ii) Reviewing with Management the annual financial statements

before submission to the Board focusing primarily on

- Any change in accounting, policies and practices

- Major accounting entries based on exercise of judgment by
management.
- Compliance with accounting standard.
- Significant adjustments arising out of audit.
- The going concern assumptions.
- Observations/comments of the Auditors in draft audit
report.

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 (iii) Reviewing the half yearly and annual financial statements
before submission to the Board and also ensuring compliance of
internal control system.
(iv) Reviewing with the management, external and internal auditors,
the adequacy of internal control system.

(v) Holding periodical discussions with the Auditors about the

scope of audit including the observations of the Auditors.

(vi) Reviewing the adequacy of internal audit function, including the

structure of the internal audit department, staffing and
reporting structure, coverage and frequency of internal audit.

(vii) Discussion with internal Auditors on any significant findings

and follow up thereof.

(viii) Reviewing the findings of any internal investigations by the

internal Auditors into matters where there is suspected fraud or
irregularity or a failure of internal control systems of a material
nature and reporting the matter to the Board.

The Audit Committee shall have the authority to investigate into any
matter in relation to the items falling under its scope of work or refer
to it by the Board.

1.1.5 POWERS OF MANAGING DIRECTOR

The Managing Director shall exercise the powers and discharge the
functions specified below :-

(i) to have a general control over the administration and act as Chief
Executive of the Society;

(ii) to convene the meetings of the General Body / Board of Directors /

Executive Committee / or any other Committee / Sub - Committee
of KRIBHCO at the instance of the Chairman or, in his absence,
the Vice - Chairman, and maintaining proper records of such
meetings;

(iii) to be responsible for the general conduct, supervision and

management of the day-to-day business and affairs of KRIBHCO;

(iv) to receive all moneys and securities on behalf of KRIBHCO and to

make arrangements for the proper maintenance and custody of
cash balance and other properties and to invest surplus funds of

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 KRIBHCO as per the provisions contained in the Act, Rules and the
Bye-laws;

(v) to endorse and transfer promissory notes, Government and other

securities and to endorse, sign, negotiate cheques and other
negotiable instruments on behalf of KRIBHCO;

(vi) to sign all deposit receipts and operate on the account of KRIBHCO
with the Bank;

(vii) to be the Officer of KRIBHCO to sue or to be sued on behalf of

KRIBHCO and sign all bonds and agreements in favour of
KRIBHCO or authorise officer for the purpose;

(viii) to create, subject to budget provision, posts in Grade ‘G’ & below.

(ix) to appoint, promote, suspend or terminate employment of

personnel upto and including Grade ‘C’ in accordance with the
regulation framed by the Board of Directors under Bye Law No. 47
(xviii);

(x) to determine powers, duties and responsibilities of the employees

of KRIBHCO;

(xi) to institute, conduct, defend, compound or abandon any legal

proceeding by or against KRIBHCO or its officer or otherwise
concerning the affairs of KRIBHCO and also to compound and
allow time for payment or satisfaction of any claims or demand by
or against KRIBHCO;

(xii) subject to the regulation, if any, which may be framed by the

Board of Directors, to enter into negotiation and sanction contracts
during the construction phase and incur revenue expenditure upto
the value of Rs. 2 crores at a time, and to rescind and vary such
contracts and to all such acts, deed and things in the name of and
on behalf of KRIBHCO in relation to any of the matters aforesaid
for the purpose of KRIBHCO upto value of Rs. 2 crores at a time;

(xiii) to delegate all or any of the powers, authorities and discretion’s

vested in him to any employees or employees of KRIBHCO subject
to the ultimate control and authority being retained by him;

(xiv) to make arrangements for the proper maintenance of various

books and records of the Society, to arrange correct preparation

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 and finally submission of periodicals, statements and returns to
various agencies as required;

(xv) to assist the Board of Directors in the formulation of policies,

objectives and planning, and

(xvi) to furnish to the Board of Directors, periodical information

necessary for appraising the operations and functioning of
KRIBHCO.

(xvii) To present the draft Annual Report and Financial Statement for the
approval of the Board;

(xviii) To appoint occupier of Factories under the Factories Act, 1948

(xix) Any other matter as may be delegated or directed to be dealt with

by the General Body or by the Board of Directors.

1.2.0 SUB - DELEGATION OF POWERS

In pursuance of Bye-laws no.56 (xiii), M.D. has delegated powers to

Functional Directors and other Executives, which are notified separately.

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 RECRUITMENT & PROMOTION
GUIDELINES

2.1.0 RECRUITMENT & PROMOTION GUIDELINES

Organisations are dynamic, organic on-going systems consisting of many

individuals. A successful Management focuses on the individual and
then attempts to relate the individual to the group and different groups
to the organisation. Individuals join organisation to fulfill their goal and
aspirations within the framework of the organisation. It is one of the
major functions of Management to dovetail the goals and aspirations of
the individual into the goals of the organsiation.

KRIBHCO in its formative stages inherited rules and practices from

IFFCO. Subsequently, a need was felt to streamline and standardise the
existing practices and to evolve R&P guidelines for KRIBHCO.

In line with the above, R & P guidelines were framed and revised from
time to time. These are only guidelines for the Management and do not
contain the detailed procedure to implement the same.

Salient features of the guidelines are given below :-

GENERAL

Vacant positions in Organisation Chart shall not automatically be treated

as operative to be filled by recruitment or promotion. The positions
shown in the chart are estimated, keeping in view current and future
requirements and are to be operated only when it becomes necessary to
operate them with the approval of Competent Authority.

Recruitment from outside agencies shall be made when, in the opinion of

the Management, suitable persons are not available within the
organisation. Recruitment from outside may also be done in case of
additional requirements of man-power, due to expansion of the
organisation.

Directors/Executive Directors are empowered to approve selection for

recruitment and promotion upto ‘E’ Grade with report to M.D. However,
recruitment and promotion cases in grade G-1 & above is coordinated at
Head Office.

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As far as recruitment and promotion for posts in Grade ‘D’ and above are
concerned, these will be treated as selection posts and Management shall
follow such specification as may be required from time to time.

All existing employees of KRIBHCO shall be considered for ‘Promotion’ or

‘Direct Recruitment’ only for the next higher grade. Departmental
candidates may apply against open advertisement provided they have
completed one year of service in the immediate lower grade and the
applicant otherwise meets the specification prescribed for the posts
except age limitation.

RESERVATION OF SC/ST/OBC/PHYSICAL HADICAPPED

CANDIDATES IN KRIBHCO

Though the Presidential Directive governing reservation of posts for

SC/ST/OBC/PH candidates is not mandatory to KRIBHCO, the Board, in
keeping pace with national policy on the subject, has directed
implementation of the reservation policy in respect of SC/ST/OBC/PH
candidates, as per guidelines on the subject.

SOURCES OF RECRUITMENT

(i) Direct Recruitment ;

(ii) Promotion of Departmental Candidates;

(iii) On deputation basis from Government or other organisations;

(iv) On contract for a specified period;

(v) From amongst the trainees / apprentices of the Society ;

(vi) Campus interviews as may be approved by the Competent

Authority from time to time.

Panel of selected candidates drawn up for the purpose of recruitment

from outside will be valid for a period of six months. The validity of the
panel may be extended for another six months with the approval of the
Managing Director.

PROMOTIONS

All promotions shall be made subject to availability of vacancies in next

higher grade, suitability of the employee and needs of the society.

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The Departmental Promotion Committees (DPCs) will review cases of
eligible employees twice a year, in April and October. All
Officers/Employees who would have completed prescribed years of
service in the lower grade as on 30th April and 31st October would be
eligible for consideration.

The Departmental Promotion Committee will consider the competence of

the candidates to discharge higher responsibility on the basis of
academic qualifications, relevant experience in and outside the Society;
on the job performance, performance during the interview, suitability for
the higher position and potential for future development. However, for
promotion upto grade ‘G’ candidates shall be interviewed by the DPC to
assess their suitability for promotion. For promotion above Grade ‘G’,
DPC will consider the records of the candidates and assess their
suitability for promotion. In case, Competent Authority feels necessary,
candidates may be interviewed also by DPC.

An employee not found suitable by a Departmental Promotion Committee

will not be eligible for reconsideration by a Departmental promotion
Committee for a period of one year, unless otherwise recommended by
the DPC. The period of one year will be counted from the cut-off date of
the Departmental Promotion Committee in which the case of the
candidate was considered.

Vigilance clearance for promotion is obtained in two stages as under :

a) Vigilance clearance is obtained in respect of all eligible

employees to be assessed by DPC. The sealed cover
procedure is adopted by DPC in respect of employees against
whom vigilance/disciplinary cases are pending/being
contemplated. The cases of such employees (suspect) is
decided on conclusion of vigilance/disciplinary proceedings.

b) For candidate recommended by DPC for promotion, vigilance

clearance is again obtained before issuance of promotion
orders.

An employee who has been punished for misconduct will be debarred

from consideration for promotion for a period of one year form the date
the punishment became effective. Similarly, employees who are under
suspension or who are facing enquires for misconducts shall not be
considered for promotion till the disposal of the cases.

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Employees will be promoted from the lower grade to the next higher
grade in their own cadres only.

KRIBHCO employee in equivalent Grades may also apply for lateral

transfer to a post outside his own cadre and Management may allow
such a transfer provided :

(a) He meets the prescribed job specifications, qualifications and

experience.;

(b) He is found suitable for the other cadre by a Committee, which is

competent for promotion to the particular grade of the new cadre;

(c) On such transfer, 50% of the service rendered in the original cadre
shall count for seniority in the new cadre;

(d) On transfer to the new cadre, he will be on probation for a period

of six months during which, at the discretion of the Management,
he can be reverted back to his old cadre;

(e) Inspite of the proviso (c) above, he will not be eligible for
consideration for promotion to the next higher grade in the new
cadre unless he has rendered atleast one year service;

(f) After absorption in the new cadre, the employee will have no lien or
claim on his previous cadre.

Normally promotion would be effective from 1st May and 1st November
as the case may be. However, on promotion, the original date of
increment of the incumbent will be retained.

In case an employee has not completed the prescribed period as laid

down in the R & P Guidelines and he is working against the post which
has multiple grades or the post is being operated at a lower grade than
what is provided in the Organisation Chart, he will have to complete the
prescribed period before he can be considered for promotion.

Normally, relaxation in eligibility conditions laid down for various posts

will not be granted. However, in exceptional cases where an individual
has shown outstanding merit, relaxation of specifications may be
considered by the Managing Director.

An employee on deputation or having lien in any other Organisation may

be considered for promotion if otherwise eligible but he will not be given
regular appointment to the higher post until he has severed his

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 connections with the parent organisation, subject to the rules of the
Government / previous employer, as are applicable on the date of
absorption / promotion.

2.2.0 PERSONAL SELECTION GRADE (PSG)

1. ‘Personal Selection Grade’ (PSG) would be given only once in the

entire service career of the employees, subject to the following
conditions:-

(a) The employees have been stagnating on account of non-

fulfillment of educational qualifications for at least 8 years as
on 30th April / 31st October (That is, 8 years elapsed after
the employee has reached the maximum level of career
growth in his cadre as per his qualification).

(b) The employees though qualified have been stagnating on

account of non-availability of vacancies for atleast 7 years as
on 30th April / 31st October.

(c) Performance of the employees should be good consecutively

for preceding 5 years.

(d) There is no disciplinary, vigilance case pending and/or

contemplated against the employee.

(e) The employees are otherwise suitable for shouldering higher

responsibilities.

(f) ‘PSG’ shall be personal to the employees.

(g) They would carry new designation, but, shall continue to do

the existing job.

(h) Service rendered in ‘PSG’ shall be reckoned for the purpose

of promotion, to next grade subject to other rules.

(i) Employees who are to be promoted under PSG Scheme will

be counted against their existing positions and there will not
be any resultant vacancy in the lower grade until cessation
of their employment and/or on their regular promotion to
next higher grade.

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2. PSG, subject to other stipulation, would be given to all employees
for promotion upto Grade ‘F’ only.

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 GENERAL CONDITIONS OF
EMPLOYMENT

3.1.0 COMMENCEMENT OF SERVICE

Except otherwise provided by or under the Rules, ‘Service’ of an employee

shall be deemed to commence from the working day on which he reports
for duty in terms of the offer of appointment covered by the Service Rules
/Standing Orders, as the case may be, at the place intimated to him, if
he reports for duty before noon of the working day.

In the event of his reporting for duty in the afternoon, commencement of

service shall be from the next working day.

3.2.0 IDENTITY CARD

Every employee shall be provided with a non-transferable Identity Card.

The Identity Card shall incorporate the following :-

(i) Issue No.

(ii) Name
(iii) Date of Birth
(iv) Designation
(v) Personal Number
(vi) Photograph
(vii) Res. Address
(viii) Blood Group
(ix) Date of Issue
(x) Holder’s Signature

Every Identity Card shall be signed by the Competent Authority duly

authorised in this behalf.

Every employee while entering, leaving or inside the work premises on

demand, at any time, shall show his Identity Card to the Authorised
Personnel.

If an employee loses his Identity Card, he shall immediately report the

loss to the Issuing Authority/Security Officer and Incharge of his Section.
In such a case, a new Identity Card shall be issued to the concerned
employee on payment of an amount as may be fixed by the Management.

24
 If the identity Card becomes illegible or is disfigured due to natural wear
and tear, Management will replace it without any charge. It will be the
responsibility of the employee to apply for a fresh Identity Card and
deposit the disfigured one with the Competent Authority. It will,
however, be the duty of every employee to keep his identity card with due
care. No employee shall be allowed to enter or to work in the premises of
the Society unless he possesses an Identity Card.

The Identity Card shall not be used to enter or pass through the
Establishment while not on official duty, unless authorised by the
Competent Authority.

The identity card issued to any employee shall be surrendered by him on

the cessation of his service.

3.3.0 ENTRY, EXIT AND SEARCH

All employees shall enter and leave the KRIBHCO premises only through
the gates and time specified for the purpose by the Management. The
specified gates may be kept closed during working hours at the
discretion of the Management. The employees must not leave their
working places during working hours without permission of the superior
authorised to grant such permission.

On entering or leaving KRIBHCO premises and at any time at the

discretion of the Management, all employees are liable to be detained and
searched by KRIBHCO security staff or any persons authorised by the
Management for this purpose. Female employees are similarly liable to
be detained and searched by female security staff or any other person
authroised by the Management for this purpose.

Any employee having, in his possession, any article belonging to him

which is also being used in the KRIBHCO premises shall, on entry,
deposit the same with the Security Staff.

3.4.0 PAYMENT OF TRAVELLING AND BAGGAGE ALLOWANCE FOR

JOINING KRIBHCO ON FIRST APPOINTMENT

The reimbursement of Travelling and Baggage allowance to new

appointees in KRIBHCO in Grade ‘H’ and above shall be made as under :-

REIMBURSEMENT OF TRAVEL/TRANSPORATION COST :

Reimbursement of cost of travel and transportation of household goods

shall be made on production of money receipts.

25
The controlling authorities will reimburse only such amount subject to
the limits and conditions laid down. The reimbursement shall be made
only after an employee is confirmed on satisfactory completion of his
probation period.

All claims admissible should be submitted within one month of joining.

These benefits shall not be admissible to an appointee whose place of last

employment happens to be within the municipal Limits of his place of
posting in KRIBHCO.

Reimbursement of train fare on account of Travelling expenses shall be

made for travel from the nearest Railway Station of the place of last
employment or place of residence declared in his application, as the case
may be, to the nearest Railway Station of the place of posting in
KRIBHCO for self and dependent family members by the shortest route
as under :-

GRADE CLASS

G & Above First Class (Non A/C)

H / G2 / G1 IInd Class (Non A/C)

Actual cost of freight on transportation of personal effect by Goods train

from the railway station nearest to the place of last employment or place
of residence declared in his application as the case may be to the railway
station nearest to the place of employment in KRIBHCO shall be
reimbursed at actuals subject to the following limits :

CATEGORIES 0F EMPLOYEES UNIT OF GOODS

Grade Without Family With Family

‘D’ & above 2000Kgs. Full Wagon

‘G’ to ‘E’ 1000 Kgs. 3000 Kgs.

H/G2/G1 750 Kgs. 1500 Kgs.

26
 An appointee owing and possessing Motor Car or Motor Cycle / Scooter
in his name shall also be reimbursed the actual cost of transportation of
the conveyance by passenger train as follows :

Grade ‘G1’ and above : One Motor Car or One Motor

Cycle/Scooter

Grade H/G2 : One Motor Cycle/Scooter

A fixed sum of Rs 250/- will be granted towards the cost of local

transportation and for other incidental and miscellaneous expenses on
account of shifting.

3.5.0 MEDICAL FITNESS & CONTINUED MEDICAL FITNESS

No person shall be appointed as permanent employee or probationer in

the service of KRIBHCO unless such a person has been medically
examined and found fit as per the required medical standards of the
organisation, by a medical authority designated by KRIBHCO.

The medical fees for the medical examination shall be borne by

KRIBHCO. No travelling allowance shall, however, be paid for any
journey performed for the purpose of getting medically examined.

At any time, while in KRIBHCO’s employment, any employee may be

required by KRIBHCO at their cost to appear for medical examination
before a Medical Officer designated for the purpose and produce a
certificate of fitness from the said Medical Officer. If the employee is
found medically unfit for further continuance in KRIBHCO ‘s employment
at any time during the course of his employment with KRIBHCO by the
designated Medical Officer, the services of the employees may be
terminated by the Management by giving one month notice or pay in lieu
of the notice period.

3.6.0 CHARACTER VERIFICATION / ANTECEDENTS / REFERENCE

CHECKING

Confirmation of an employee in KRIBHCO service and his continuance

shall be subject to his character/antecedents/reference being found
satisfactory.

KRIBHCO Management may verify the character, antecedents and

performance by making reference to the referees and also to previous
employers and check antecedents of the selected candidates and
employees in any manner as it may deem fit from time to time.

27
 However, in case of persons who are selected from Govt./Semi
Govt./PSUs, copies of the verifications reports or a certificate to that
effect is obtained from his previous employer before the employee is
confirmed. Such verification, if considered necessary may be obtained
subsequently at any time during the course of employment.

In case the Character Verification Report of the appointee is found

unsatisfactory in any manner, whatsoever, his services will be summarily
terminated by KRIBHCO Management.

KRIBHCO Management will be the sole arbitrator to say whether CVR

received is satisfactory or unsatisfactory.

3.7.0 PROBATION

All persons appointed to permanent posts in KRIBHCO, on fresh

appointment, promotion or lateral transfer, shall be on probation for a
period of six months from the date of such appointments. The period of
probation may be further extended by a period of three months at a time
and total probation period not exceeding one year, at the discretion of the
Management.

In case of workman who are governed by the Standing Orders, the period
of probation will be as prescribed in the Standing Orders.

At any time during the period of probation (including extensions thereof,

if any) or at the end of such period if in the opinion of the Management,
an employee’s work or conduct has not been satisfactory, his services
may be terminated without notice and without assigning any reasons,
provided that if he had been in KRIBHCO's permanent employment
immediately prior to the appointment in question, he may be reverted to
such earlier post or a post equivalent thereto without notice and without
assigning any reason.

On the completion of the period of probation, including extensions

thereof, if any, the performance shall be reviewed, and if the
Management is so satisfied, a written communication shall be issued to
the employee to the effect that the period of probation has been
satisfactorily completed. Until a written communication is issued by the
Management on satisfactory completion of the initial or subsequently
extended probationary period it will be presumed that the probationary
period has been extended.

28
 Notwithstanding anything contained in the rules, the following employees
will be exempted from the requirement of the probation rule :

(a) Permanent employees of the Government who join initially on

deputation / foreign service for an initial specified period and on
completion of such period are absorbed in the same post in
KRIBHCO.

(b) Employees appointed to the post of General Manager or equivalent

post or above.

3.8.0 RECORD OF AGE

Each person entering service of the Society shall, in proof of the date of
birth, submit Matriculation/School Final Examination Certificate or
equivalent examination or School Leaving Certificate or University
Certificate wherein the Date of Birth is recorded.

Those persons who have not passed Matriculation/School Final

Examination or not entered any school, primary or otherwise and,
therefore, are unable to produce document as above, any one of the
following documents containing his date of birth will be accepted as
evidence of age :

i) Attested extracts from Registrar of Birth & Death duly

authenticated by appropriate authority.

ii) A certificate from the Medical Officer of the Society.

In case an employee produces more than one documentary evidence in

support of his date of birth/age, the certificate indicating the highest age
shall be accepted and recorded by the Society.

Once the date of birth is accepted and recorded as above, at the time of
joining or thereafter it shall become final and binding. However, the
Society reserves the right to ask at any time an employee to produce
documentary evidence of his date of birth on the basis of additional
information/evidence subsequently which may come to the notice of
Management and if any discrepancy is noticed, Management may change
the date earlier recorded after giving due notice to the employee. This is
without prejudice to Management’s right to take other disciplinary action
as per rules.

29
 3.9.0 CHANGE OF ADDRESS

All employees shall, on their appointment, notify to the Management

their local and permanent addresses. It shall be the responsibility of the
employee to notify any change of address to the Management promptly.
Any communication sent by the Management to the last communicated
address by the employee, shall be treated as the communication duly
served on the employee.

3.10.0 HOURS OF WORK AND DUTY

The working hours, weekly hours, shift timing, interval for rest, spread-
over, etc. for different categories of employees shall be notified from time
to time by the Management at its sole discretion depending upon the
requirements of work.

3.11.0 ATTENDANCE

All employees shall follow instructions or rules or regulations or circulars

as may be issued by the Management from time to time in respect of time
keeping, marking of attendance etc.

Attendance shall be marked by employees daily according to the method,

manner and place prescribed by the Management from time to time.

All employees must report to work and be ready to start work at the time
and place notified by the Management punctually by the starting time of
the shift or working hours and after getting their attendance marked, in
the manner as determined by the Management.

No employee shall leave his place of work or stop working untill the end
of his working time & untill the change of work has been taken over by
the employee of the next shift, as the case may be, and only thereafter
he shall change his clothes, etc., and punch his attendance card or get
his attendance marked. Mere presence in KRIBHCO premises will not be
treated as attendance or presence by the employee unless the period
required to gain full attendance is devoted to work, for which the
employee is employed.

An employee shall not leave his place of duty at the end of his working
hours without the permission (which may be general or special ) of his
incharge/superior and/or until the employee of the next shift has taken
over the charge from him.

30
 Any employee who is not found present at his work place during his
working time, without sufficient justification, shall be treated as absent
and is liable for punishment.

Any employee who after presenting himself for work is found absent from
work or his proper place or place of work during working hours without
permission shall be treated as absent for the whole day, in case his
absence is detected before half time and for half day in case his absence
is detected after half time. This will be without prejudice to any other
disciplinary action which may be taken against him.

Without prejudice to the right of the Management for taking disciplinary

action for late coming or absence or for an employee not performing the
duty in the manner required for which he has been employed, the
employee coming late or not being present at his work place will be liable
to the deduction of wages/salary for the period of late coming and
absence from duty.

3.12.0 LEAVE

Leave cannot be claimed as a matter of right but may be sanctioned,

refused, curtailed, revoked or postponed by the Management according
to the exigencies of work.

Leave will not be granted to a person under suspension.

Application in prescribed form for leave of absence (inclusive of holidays)

for a period upto three days shall be submitted two days in advance and
for leave of more than three days, atleast seven days in advance.

An employee will not proceed on leave until his leave is sanctioned. Any
employee, who proceeds on leave without sanction, will be guilty of
‘misconduct’ and besides being considered as absent without pay, will be
liable for disciplinary action.

No employee either on leave or holiday or otherwise shall leave station

without prior permission of his Departmental/Sectional Head and
without giving full addresses on which he is likely to be available.

Following types of leave are admissible to the employees :-

3.12.1 CASUAL LEAVE

Casual leave is admissible to permanent employees to the extent of 14

days in calendar year. Causal leave cannot be combined with any other

31
 kind of leave and any unutilised balance of leave shall lapse at the end of
the calendar year.

New recruitees who join in KRIBHCO during any part of the calendar
year shall be granted casual leave proportionately for the remaining part
of the year.

Holidays and Weekly-Off days falling before, during and after the casual
leave will not be counted as part of leave. Casual leave not more than 10
days will be permissible at one stretch. However, under special
circumstances at the discretion of the Management Casual Leave beyond
10 days may also be considered.

3.12.2 SPECIAL CASUAL LEAVE

(a) An employee who donates blood at any working day may be

granted special casual leave for that day only.

(b) If an employee undergoes sterilization operation (Vasectomy or

Salpingectomy), he is entitled to be granted special casual leave
not exceeding 6 days inclusive of the days of operation and
holidays falling in between.

If the wife of an employee undergoes non puerperal sterilization

operation, the employee is entitled to total of 7 days Special Casual
Leave (inclusive of holidays falling in between) for looking after his
wife and family members due to temporary disablement of his wife
on account of operation.

(c) Female employees who undergo non puerperal sterilization

operation after 5 days of delivery and thereafter shall be granted
special casual leave not exceeding 14 days (inclusive of the day of
operation). No special casual leave shall be granted to female
employees who undergo puerperal sterilization operation within
two to five days after delivery.

(d) For insertion of IUCD, female employees are entitled to one day’s
special casual leave for the day of insertion of IUCD if it is done on
the working day.

(e) Special casual leave for curfew shall be granted to the employees
subject to the following conditions :-

The curfew should have been imposed in the area where the
employee lives.

32
 The timings of curfew should be such that it is not possible for the
employee to come out of his residence and civil authorities should
have refused to issue curfew passes for attending to his duties.
The concerned employee must submit a certificate from the Local
Authorities with regard to the imposition of curfew in the area
where the concerned employee lives.

An employee who was already on leave when the curfew was first
clamped would not be entitled to special casual leave.

The Competent Authority for grant of Special Casual Leave on

account of curfew shall be General Manager and above.

(f) Special Casual Leave for exercising franchise in the event of

Election to the Parliament and to the Legislative Assemblies shall
be granted in accordance with the Government
Guidelines/Directives.

(g) Special Casual Leave shall be granted to the employees who

participate in State/National/International level sports events
which project the image of the Organisation.

3.12.3 EARNED LEAVE

Permanent employees are eligible for 33 days Earned Leave in a year at

the rate of one day for every 11 working days. For the purpose of
calculation of Earned Leave due, the period of unauthorised absence,
period of leave without pay, strike and lay-off shall be excluded.
Sundays, holidays and off-days falling before, during and after the
Earned Leave will not be counted as a part of Leave provided permission
is taken, for these days.

Earned Leave due to an employee would be credited to Earned Leave

Account subject to a maximum of 300 days.

The accumulated earned leave lying in the credit of the employee’s

Earned Leave Account would be allowed to be encashed twice in a
calendar year upto a maximum of 60 percent of the total leave at his
credit subject to the condition that there must be a minimum balance of
15 days left in his account at the time of encashment. Encashment of
Earned Leave is worked out on the basis of last drawn (Basic Pay + DA +
CCA + P.P.) multiplied by number of days of Earned Leave and divided by
26.

33
3.12.4 SICK LEAVE

Permanent employees are eligible for Sick Leave at the rate either 20
days on half pay or 10 days on full pay in a calendar year for every
completed year of service on medical grounds.

Sick Leave will be allowed for accumulation without limit. However, the
total duration of Earned Leave and commuted half pay Sick Leave availed
in conjunction shall not exceed 300 days.

Any employee who proceeds on leave on ground of sickness will be

allowed to resume duty only on production of a medical-cum-fitness
certificate from an Authorised Medical Attendant, in case the Sick Leave
is for 3 days or more at a time.

Sick Leave standing to the credit of an employee subject to a maximum

of 120 days (FP) can be encashed at the time of superannuation,
voluntary retirement, resignation or death. Encashment of Sick Leave
will not be available in case of termination of service consequent upon
disciplinary action, loss of lien etc.

At the time of cessation of employment, the entire quantum of Sick Leave

to the credit of an employee will be commuted to full pay. However,
encashment of Earned Leave and Sick Leave put together will not exceed
300 days on full pay of which the Sick Leave component will not exceed
120 days on full pay.

The salary component for calculating the amount of encashment of Sick

Leave will be the same as in the case of encashment of Earned Leave.

3.12.5 MATERNITY LEAVE

Female employees are entitled to Maternity Leave for a period upto 90

days from the date of its commencement or confinement. Employees who
are covered under any law regarding Maternity Leave would be granted
Maternity Leave as per such law.

In case of miscarriage, including termination of pregnancy, Maternity

Leave shall be granted for a period not exceeding 45 days subject to the
condition that the application for such leave is supported by the
certificate from an Authorised Medical Attendant.

Maternity Leave may be combined with any other kind of leave, except
Casual Leave provided that the same is supported by a certificate from
an Authorised Medical Attendant.

34
3.12.6 LEAVE WITHOUT PAY

In case of prolonged sickness or for any other genuine reason,

Management at its discretion may grant Leave Without Pay (LWP) to an
employee. However, LWP will not be granted if Earned Leave is due to
the employee. Similarly, no LWP will be granted on medical grounds if
Medical Leave is due.

3.12.7 GUIDELINES FOR SALARY IN CASE OF UNAUTHORISED

ABSENCE/RESIGNATION

Where an employee unauthorisedly overstays or absents himself from

duty continuously for a period of eight days or more or where an
employee overstays unauthorisedly for a very long period and
subsequently submits his resignation, salary and other benefits of such
employee are to be regulated as under :

SALARY :

In case the unauthorised absence/overstay of sanctioned leave is beyond

eight days, advice shall be sent that employee is absenting
unauthorisedly. In case the employee returns to resume duties
subsequently and submits his explanation to the satisfaction of the
approving authority and is allowed to resume duties, advice for release of
salary should be sent on such terms and conditions as may be decided
by the approving authority.

LEAVE :

No leave should be sanctioned by the leave sanctioning authority unless

he is satisfied with the reasons/explanations submitted by the concerned
employee for his absence and the same should be recorded in writing.

In case, the employee does not turn up to resume duties, and

subsequently submits his resignation, the entire period of his
unauthorised absence should not be regularised under any
circumstances whatsoever and no leave in credit should be adjusted
against the period of his unauthorised absence.

L. T. C./L.T.E :

No LTC/LTE shall be sanctioned for the concerned employee or his family

members during the period of unauthorised absence.

35
PROVIDENT FUND :

Since no salary would be payable for the period of unauthorised absence,

there would be no contribution towards CPF during the period.

GRATUITY

The period of unauthorised absence would not count for the purpose of
calculation of Gratuity.

OUTSTANDING LOAN / ADVANCE :

If any loan/advance is outstanding against an employee who is on

unauthorised absence, penal interest at the rate of 18% per annum shall
be charged on the total amount (Principal + interest, in case of house
Building Loan and Conveyance Loan) for the period of his unauthorised
absence.

No fresh loan/advance including from provident fund shall be granted to

the employee during the period of unauthorised absence .

UNIFORM/LIVERIES :

An employee who is absenting unauthorisedly or submits resignation

while on unauthorised absence, shall not be issued uniform, liveries,
protective clothing, etc. nor shall he be made any reimbursement on this
account. In case, such employee is allowed to resume duties , his
entitlement to issue/reimbursement towards liveries, etc. shall be
processed as per rules.

BONUS / INCENTIVE / AWARD :

No Bonus/Incentive/Award, etc, shall be released to an employee who is

on unauthorised absence. Entitlement to the withheld amount shall be
considered as per rules, in case he is allowed to resume duties
subsequently. In case, an employee submits resignation while on
unauthorised absence, withheld amount on account of Bonus/Incentive/
Award etc. shall be released to him as per rules on submission of ‘No
Dues Certificate’ from all concerned.

H.R.A / TOWNSHIP ACCOMMODATION :

House Rent Allowance (HRA) payable to the employee should be stopped

if an employee unauthrosidly remains absent beyond a period of eight
days. HRA would be released only in case the employee returns and

36
 explains his absence satisfactorily and the same is regularised by the
approving authority. In case absence is not regularised, HRA will not be
payable for the period of unauthorised absence beyond eight days.

As regards retention of Society’s accommodation in Township/leased

accommodation maximum retention upto one month in case of
unauthorised absence/resignation can be permitted. In case an
employee while on unauthorised absence submits resignation, market
rent should be recovered from him beyond eight days of unauthorised
absence.

RESIGNATION :

In case it is decided to accept the notice for resignation received from an

employee absenting unauthrisedly, the same should be only from the
date resignation is actually received by the office. In no case resignation
should be accepted from a retrospective date.

As regards notice period, one month’s notice pay shall be recovered from
the employee who has remained on unauthorised absence prior to
submission of notice of resignation and he would not be allowed to
resume duties in lieu of notice pay.

3.12.8 GRANT OF HRA AND CCA DURING LEAVE WITHOUT PAY

If an employee avails leave without pay for more than 120 days, he shall
not be entitled to House Rent Allowance and City Compensatory
Allowance during the period of leave without pay exceeding 120 days.

In case of prolonged sickness due to serious ailment of self provided it is

certified by the doctor specially designated by KRIBHCO for this purpose
and subject to the approval of Managing Director, HRA & CCA may also
be granted during leave without pay exceeding 120 days in relaxation of
foregoing provision at the sole discretion of the Management.

3.13.0 HOLIDAYS

Employees are allowed 14 holidays as per rules and regulations of the

Society. A notice indicating holidays declared by the Society in a calendar
year is displayed on the notice board at the beginning of the calendar
year or at any time thereafter, if necessary.

37
3.14.0 POSTINGS AND TRANSFERS

Management may at its sole discretion, transfer an employee from one

post to another equivalent post or from one place to another or from one
establishment to another which may be in existence or may come into
existence on a future date anywhere in India or abroad. On such
transfer, the concerned employee will be governed by terms and
conditions applicable to his category of personnel to the post and for
establishment at the place of his transfer/posting.

Employees who are transferred from one location to another by the

Management shall be entitled to the following benefits :

(i) 6 days joining time

(ii) Settling Allowance

(iii) Daily Allowance for self and family members for journey period

(iv) Expenses for transportation of personal effects as per entitlement

provided in TA/DA rules and costs incurred on the transportation
of vehicle entitled under the Conveyance Advance Rules.

However, the above mentioned benefits will not be extended to employees

who are transferred from existing location to desired location on their
own request and will be entitled only for journey fare.

3.15.0 TEMPORARY TRANSFER

On a specific work requirement when an employee is temporarily

transferred from one station to another for a period not exceeding 180
days, the following benefits shall be extended to him :

(i) Retention of township accommodation/company leased

accommodation on usual rent recovery. In cases where the same
has not been provided, the employee will continue to draw HRA as
applicable to his category of employees posted at original Head
quarter.

(ii) Lodging facilities as applicable under TA/DA Rules subject to a

maximum period of 180 days.

(iii) Cash allowance as applicable under TA/DA Rules shall be allowed

in the following manner :-

38
 For First 30 days Full cash allowance

Beyond 30 days & Half of cash allowance

upto 180 days

Beyond 180 days NIL

(iv) Travelling Allowance and Daily Allowance for self only as per
entitlement.

No joining time shall be allowed on temporary transfer except actual

journey period.

3.16.0 TERMS AND CONDITIONS FOR DEPUTATION OF KRIBHCO

EMPLOYEES TO VARIOUS ORGANISATIONS IN INDIA

The Employees who are deputed to other organisations in India shall be

governed under the following terms and conditions :

COST OF DEPUTING KRIBHCO PERSONNEL

The borrowing organisation shall pay to KRIBHCO at the rates notified

from time to time for each day an employee works with that organisation.

The rates will be payable by the borrowing organisation for the following
days :

(a) for every working day

(b) for the journey period, before joining and after leaving the
borrowing organisation

(c) for all intervening, preceding and succeeding holidays. The

specified rates shall not be payable if employees remain on earned
leave, casual leave or sick leave.

The above charges shall be remitted by the borrowing organisation to

KRIBHCO every month in advance.

DAILY ALLOWANCE

The borrowing organisation shall also pay directly to the deputed

employees daily allowance at the rates, as notified from time to time, for
all days worked but not for the period of casual leave, earned leave or
sick leave.

39
OVERTIME

For working beyond 8 hours a day and on holidays or off days, overtime
shall be paid directly to the employees at the rates, as notified from time
to time.

COST OF TRAVEL

Cost of Travel of the individual and his family members, as the case may
be and also the cost of transportation of household goods for joining his
duties with the borrowing organisation and back shall be paid by the
borrowing organisation as per the employee’s entitlement in KRIBHCO.
The employee shall submit his bills to KRIBHCO, who will claim it from
the borrowing organisation.

The employees shall be entitled to Travelling Allowance/Daily Allowance

from the borrowing organisation for travel on duty, as per his entitlement
in KRIBHCO or as per the rules of the borrowing organisation, whichever
is beneficial to him.

LEAVE SALARY

Leave salary contribution @ 11% of salary (Basic + DA+CCA) of an

employee will be remitted to KRIBHCO by the borrowing organisation.

INSURANCE

KRIBHCO employees during deputation period will continue to be

covered under various group KRIBHCO Insurance Schemes and for
which borrowing organisation will remit @ 15% of the monthly basic
salary of the deputed employees for the period concerned.

ACCOMODATION

Employees deputed for 6 months or less shall be provided free furnished

single accommodation. Employees deputed for more than 6 months shall
be provided free furnished family accommodation appropriate to the
employee’s status.

SAFETY

All employees working with the borrowing organisation shall be provided

with the protective clothings and equipments as may be necessary for the
job requirements.

40
 The borrowing organisation shall bear full cost of any disability arising
out of and in the course of employment and for the days it manifests
even after the employee returns back from the borrowing organisation.

WELFARE FACILITIES

Facilities like canteen, recreation club, etc., shall be provided to the

employees by the borrowing organisation as are provided for their own
employees.

HOLIDAYS/OFF DAYS

Weekly off, holidays etc., shall be allowed to the employees as per the law
and rules of the borrowing organisation.

3.17.0 FORWARDING OF APPLICATIONS FOR OUTSIDE EMPLOYMENT

The following guidelines shall apply :-

(a) Applications from employees for employment outside the Society

will be forwarded only to Central Government / Public Sector
Undertaking / Quasi Government / National and State Level
Cooperative Sector Organisations.

(b) Applications from employees for higher posts outside the Society
will not be forwarded until the concerned employee has completed
probation period.

(c) On completion of probation period, not more than four applications

(including for foreign assignments) in a Calendar Year will
ordinarily be forwarded for employment outside KRIBHCO.

(d) Applications of employees under bond and applications of trainees

for outside employment would not be forwarded during the period
they are liable to serve the society.

(e) In case of employees who have already completed more than 5

years service in the same scale of pay, their applications shall be
forwarded for outside employment without any restriction on
number of applications in a Calendar Year.

41
3.18.0 PERMISSION FOR FURTHER STUDY WHILE IN SERVICE

An employee desirous of joining any part-time, full time or

correspondence course of studies shall seek the written permission of the
Management. The Management at its sole discretion, may or may not
grant permission to the employee to pursue such course.

Permission granted shall be subject to the following conditions :-

(i) The work of KRIBHCO shall always have priority over and above
anything.

(ii) The management shall have full right to withdraw the permission
once granted without giving any notice or assigning any reason
thereof.

(iii) Permission once granted will lapse if not availed or after the
completion of the course for which the permission was granted.

The permission will be further subject to the conditions laid down by the
management from time to time.

3.19.0 SENIORITY RULES

The seniority list of all employees falling within the Zone of consideration,
as specified below, shall be prepared cadre-wise.

01. Employees in Gr. `G-1’ & above : at Corporate level

02. Employees in Gr. `G-2’ & below : at Unit level

a) Employees posted at H.O. : Head Office

b) Employees posted at Plant : Plant Office
c) Employees posted at Mktg. : Central Mktg. Office

SENIORITY OF DIRECT RECRUITS

1.1 The seniority of direct recruits shall be determined, at first

instance, with reference to Merit, i.e. position in the
Selection Panel, provided the date of joining of the new
entrant is within 90 days from the issue of appointment
offer. However, if the joining is beyond the period of 90 days,
seniority shall be determined from the date of joining.

42
 1.2 The relative seniority of all new recruits who have joined on
the same date shall be determined with reference to order of
merit in which they are selected for such appointment on the
recommendation of the Selection Committee.

1.3 Where persons recruited initially on a casual or contract

basis are absorbed subsequently, their seniority shall be
determined by the order of merit recommended by the
Selection Committee at the time of their absorption.

1.4 The seniority of employees initially recruited as Trainees

shall be determined with reference to the merit in which
they are placed as a result of their performance in the
Absorption Test/Interview.

1.5 In the case of an employee who is initially taken on

deputation and absorbed later, his seniority in the grade in
which he is absorbed will be counted from the date he was
holding the post on deputation. However, if he is absorbed
in higher grade, his seniority will be counted from the date of
his absorption in KRIBHCO.

SENIORITY OF TRANSFEREES

2.1 The relative seniority of employees transferred from one Unit

(Zone) to another shall be determined on the basis of reasons
of his transfer, viz.,

2.1.1 if transferred on the request of the employee, then on

transfer to new Unit (Zone), his seniority will be placed
below all employees appointed/promoted to that grade
in that cadre.

2.1.2 if the employee is transferred by the Management for

administrative interests, his seniority in the grade will
be protected on such transfer.

2.2 The above clause 2.1 shall not be applicable in case of

employees in grades `H’ and above, as their Seniority List
would be prepared on All India Basis at Corporate level.

2.3 In case of lateral transfer on request, i.e., change of cadre,

50% of service rendered in the previous cadre shall count
for seniority in the new cadre, if selected in the same grade.
If, on change of cadre, the employee is allowed higher grade,

43
 his seniority will be counted from the date of his selection in
the new cadre and no previous seniority benefit will be
allowed.

SENIORITY OF PROMOTEES

3.1 If the date of entry into the present grade of two or more
employees is the same, the relative seniority of such
employees shall, at first instance, be determined by the order
of merit recommended by DPC. However, in the absence of
merit of DPC, the date of entry into previous grade will be
considered.

3.2 If the date of entry into previous grades is the same in

respect of two employees, their seniority at the time of
joining in KRIBHCO shall be considered.

3.3 If the date of joining is also the same, then the age of such
employees shall be taken into consideration in determining
relative seniority. The employee who is older (in age) shall be
treated as senior.

3.4 If the dates of birth of such employees are same, then

alphabetical order of their names (first name, middle name
and surname) shall be considered in determining relative
seniority.
GENERAL

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

4.2 Candidate selected for appointment at an earlier panel shall

be senior to those selected later, irrespective of the date of
their joining, provided the candidate selected joins not later
than three months from the date of issue of the appointment
letter.

4.3 If an employee who acquires qualification in between, the

eligibility criterion shall be based on the date of his eligibility
for promotion to next grade, as per the R & P Guidelines and

44
 not from the date of promotion to his existing grade. The
same is elucidated by the example given below :

An Another
Employee Employee
say ‘A’ say ‘B’
.

a) Date of promotion to 01/05/1992 01/11/1992

to Gr. ‘F-1’.

b) Qualification B.Sc. B.Sc.

+B.E.(acquired
subsequently)

c) Length of service 5 years 4 years

required to be put
in Gr. ‘F-1’ as per
guidelines for promotion
to Gr. ‘F’.

d) Date on which 01/05/1997 01/11/1996

employee became
eligible for
promotion

e) Date of counting 01/05/1997 01/11/1996

seniority in Gr.’F-1’
for the purpose of
promotion to Gr. ‘F’.

From the above illustration, it may be seen that though ‘A’ was
promoted in Gr. ‘F-1’ earlier than ‘B’, but on the basis of his
qualifications, ‘B’ had become eligible for promotion earlier than ‘A’
for the purpose of promotion to Gr. ‘F’.

4.4 In case of employees with different prescribed qualification

as per R & P Guidelines are considered for promotion to the
next higher grade on same date, the criterion of seniority will
be the professional qualification, i.e., the one with
professional qualification or higher qualification as
stipulated in R & P Guidelines shall be treated senior to
other.

45
 4.5 Where an employee is considered as unfit for promotion and
is superseded by a junior, such employee shall not, if he is
subsequently found suitable and promoted, take seniority in
the higher grade over the junior person who had superceded
him.

4.6 If a suspended employee is completely exonerated upon

conclusion of the enquiry, his seniority shall be restored as
if he had never been suspended.

4.7 In case upon conclusion of enquiry, the suspended employee

is imposed the penalty of reduction to a lower grade/post,
the seniority of the employees be fixed by giving credit for the
period of service rendered by him in the higher grade/post.
However, such employee shall not be considered for
promotion to next grade before the expiry of one year from
the date the punishment became effective.

3.20.0 RESIGNATION

A permanent employee who desires to leave KRIBHCO service has to give

one month notice in writing or pay to KRIBHCO an amount equivalent to
his salary/wages for the notice period. On receiving the resignation, it
will be ensured as to whether the employee has taken any advance and if
so whether any balance is outstanding against him. If any balance is due
from the employee, he will be advised to deposit the balance amount.

Resignation from KRIBHCO service shall be accepted by the competent

authority. Resignation shall become effective only after acceptance by the
Competent Authority and no employee will be relieved from his duties
unless “no dues clearance” is given by all concerned departments.

No fresh advance of any kind, LTC/LTE, Liveries shall be granted/issued

to the employee after he has tendered his resignation.

If an employee has stood surety for any advance of loan availed by any
other employee, the latter will be asked to furnish alternate surety.

If an employee has been provided leased accommodation by KRIBHCO,

notice of termination of agreement will be given to the landlord. If the
notice period runs short of the lease agreement period due to employee’s
resignation necessary recovery will be made from the employee before he
is relieved of his duties from KRIBHCO.

46
 If any item of furniture / telephone or office equipment has been issued
to the employee concerned, the same will be taken back from him before
relieving order is issued.

3.21.0 TRANSFER OF EARNED LEAVE / MEDICAL LEAVE / GRATUITY

In the event of movement of an employee from KRIBHCO to another

Public Sector Undertaking / Cooperative Sector or vice-versa with the
consent of Management of both the enterprises, accumulated EL and ML
standing to the credit of such employee at the time of leaving the
organisation can be transferred. Only those employees will be extended
this facility, who apply for employment through proper channel.

On the same lines, gratuity is also transferable.

On such transfer of EL/ML/Gratuity, a lumpsum payment in respect of

leave/gratuity shall be made by the relieving organisation to the
organisation where the employee joins.

3.22.0 RETIREMENT

In terms of ‘Service Rules for Employees of KRIBHCO’, the normal age of

retirement for KRIBHCO employee shall be 58 years i.e. from the
afternoon of the last day of the month in which the employee completes
the age of 58 years. In case the date of birth falls on the 1st day of the
month, the employee shall retire on the afternoon of the last day of the
preceding month.

KRIBHCO may, at its discretion, retire a person after a total service of 30

years or on attaining the age of 55 years on a notice of 3 months being
given to the employee or payment of Pay + D.A. in lieu of the notice
period. Similarly, an employee who has put in 30 years of service with
KRIBHCO or has reached the age of 55 years may voluntarily opt for
retirement from KRIBHCO’s service after giving notice of 3 months or on
payment of Pay + D.A. in lieu of the notice period.

In case of workmen governed by Standing Orders, the provisions

governing retirement age shall be applicable as provided under Certified
Standing Orders.

******************************************************************

47
 PAY, ALLOWANCES & OTHER BENEFITS
4.1.0. PAY SCALES

The existing pay scales of different categories of employees are given

below :-

CATEGORY GRADE SCALES OF PAY (RS.)

BOARD LEVEL DIRECTORS : A 27750-750-31500
B 25750-650-30950

NON-BOARD LEVEL B 23750-600-28550

DIRECTORS
OFFICERS C 21500-600-26300
D 20000-500-25000
E 18500-450-23900
F 17500-400-22300
F1 16000-400-20800
G 14500-350-18700
G1 13500-350-18050
G2 10750-300-16750
H 9100-250-14600

WORKMEN H1 8200-220-12380
I 7600-210-11590
J 7100-175-10425
J1 6600-150-9450
K 6400-130-8870
L 6050-110-8360
L1 5650-100-7750
M 5300-90-7190
N 4900-80-6580
O 4100-70-5570

48
4.2.0 PERKS & ALLOWANCES

S. ALLOWANCE/ PERIODICITY PERCENTAGE OF BASIC PAY

NO PERQUISITES OF PAYMENT IN DIFFERENT GRADES
GR. GR. GR. GR.
A & B B(NB), C D to H H1to O
(Board Level) & D(JGM)

01. CONVEYANCE MONTHLY 12% 12%

ALLOWANCE --- ---

02. TRANSPORT MONTHLY 3% 5%

ALLOWANCE --- ---

03. CANTEEN MONTHLY 7% 7% 5%

SUBSIDY ---

04. WASHING MONTHLY 3% 3% 4%

ALLOWANCE

05. NEWSPAPERS MONTHLY 3% 3% 4%

& PERIODICALS

06. EDUCATION MONTHLY 30% 2% 2% 2%

ALLOWANCE

07. FURNISHING MONTHLY 15%

ALLOWANCE --- ---

08. LTC/LTE YEARLY 20% 20% 20% 18%

T OT AL 50% 50% 50% 50%

4.3.0 INCREMENT

Employees shall be entitled to annual increment in accordance with the

incremental rates specified in various pay scales.

The first increment shall be awarded to KRIBHCO employees on initial

appointment subject to satisfactory completion of probation period in the
following manner :-

49
 FOR EMPLOYEES JOINING DATE OF INCREMENT
BETWEEN

(a) 1st January to 30th June 1st January

(b) 1st July to 31st December 1st July

In case of promotion to the next higher grade, the date of increment of an

employee arrived at on his initial appointment in KRIBHCO shall remain
unaltered throughout his service career in KRIBHCO unless otherwise
specifically ordered by the Management to take care of the anomaly in pay
fixation and Leave Without Pay/Absence from Duty.

If an employee remain absent from duty on account of Leave Without Pay,

Unauthorised Absence, the date of award of next annual increment shall
be postponed by the corresponding period for which he remained on
LWP/unauthorized absence.

On appointment or promotion, the annual increment will be awarded only

after confirmation in the service/grade and it will be deferred by the period
of extension (s) of the probation.

4.4.0 PAY FIXATION ON PROMOTION

The pay on promotion shall be fixed in promoted scale of pay at the stage
next above the pay notionally arrived at by adding one notional increment
to the last drawn basic pay in the pre-promoted scale.

4.5.0 DEARNESS ALLOWANCE

Dearness Allowance will be on Industrial Pattern. It is linked with All India

Consumers’ Price Index number (Base Year 1960=100) on Simla Series.
DA is admissible to both Officers and Workmen and is nil at AICPI 1708
for the quarter 01/01/1997 to 31/03/1997.

Beyond AICPI 1708, the percentage neutralisation is 100 percent in all

grades and is reviewed quarterly from 1st January, Ist April, Ist July and
1st October based on the quarterly average of AICPI (1960=100) for the
preceding corresponding quarters September-November, December-
February, March-May and June-August, respectively.

50
4.6.0 HOUSE RENT ALLOWANCE

KRIBHCO employees shall be entitled to House Rent Allowance at the

following rates depending on their place of posting or actual rent paid,
whichever is less, subject to the condition that 10% of their basic pay
shall be borne by the employee :

CLASSIFICATION RATES OF HRA

CITIES/TOWNS

A-1 30% of Basic pay

Ahmedabad, Bangalore, Hyderabad, 25% of Basic Pay

Kanpur, Lucknow & Nagpur.

A, B-1, B-2 and Ajmer, Aligarh, Amravati, 15% of Basic Pay

Bhavnagar, Bhubaneshwar, Bikaner,
Cuttack, Durgapur, Guntur, Jamshedpur,
Kolhapur, Kozhikode, Moradabad, Mysore,
Raipur & Warangal.

Other places 10% of Basic Pay

The classification of cities for the purpose of payment of HRA as notified

by the Govt. of India from time to time is to be followed.

Employees staying in their own houses or in the houses owned by his/her

spouse or dependent children are also entitled to HRA at 100%.

Where both the husband and wife are employed in KRIBHCO but none of
them has been provided with residential accommodation, only one of them
will be entitled to House Rent Allowance at full rate and the other will be
allowed HRA at half the rate, at their option. It will be the responsibility of
the employee concerned to intimate KRIBHCO immediately on
employment of his/her spouse by KRIBHCO, and to exercise a joint option
by husband and wife as to who will draw House Rent Allowance at full
rate and who will draw at half the rate. However, both will get full HRA if
they are not posted at the same location.

Where both husband and wife are employed in KRIBHCO and one of them
has been provided with residential accommodation or leased
accommodation, the other spouse will not be entitled to House Rent
Allowance.

51
 Where an employee’s spouse is employed with Government or Quasi-
Government, Autonomous Body, Public Sector Undertaking, Cooperative
Society, or other determinable sources and the spouse is provided with
residential accommodation by his/her employer, the KRIBHCO employee,
staying with the spouse, will not be entitled to House Rent Allowance
from KRIBHCO.

For drawing HRA from KRIBHCO, such employee will have to furnish an
undertaking that his/her spouse has not been provided with
accommodation by his/her employer.

4.7.0 LEASED ACCOMMODATION

Key Officials of the Society holding in grade E to A are entitled to Society

Leased/self Leased Accommodation at the following rates in different class
of cities :

PLINTH MONETARY CEILING PER MONTH

GRADE AREA A-1 CITIES A CITIES OTHERS

Board Level
A 1900 sft Rs.21000/- --- ---
B 1900 sft Rs.19600/- --- ---

Non-Board Level
B 1900 sft Rs.19600/- Rs.9400/- Rs.6800/-
C 1200 sft Rs.12000/- Rs.8200/- Rs.5800/-
D 1200 sft Rs.11250/- Rs.7200/- Rs.5200/-
E 1200 sft Rs.10500/- Rs.7000/- Rs.5000/-

Officers in other grades (H & above) are also entitled to Society

Leased/Self Leased Accommodation which is equivalent to the entitled
rate of HRA plus employee’s contribution of 10% of Basic Pay. Officers in
grade G1 & above, are also entitled to additional 5% of Basic Pay in case
of Society Leased Accommodation.

4.8.0 FLAT RATES OF LICENCE FEE FOR RESIDENTIAL ACCOMODATION

PROVIDED IN THE TOWNSHIP

The Licence Fee for Society’s accommodation in Township will be

computed and charged based on the formula given in FR 45A, as amended
from time to time and the notification issued thereunder by the Govt. of
India.

52
 4.9.0 CITY COMPENSATORY ALLOWANCE

City Compensatory Allowance is payable at the following rates :

BASIC PAY CLASS OF CITIES

PER MONTH A-1 A B-1 B-2

Below Rs.4000 90 65 45 25
4000 – 5250 125 95 65 35
5251 – 6499 200 150 100 65
6500 & above 300 240 180 120

The classification of cities for payment of CCA as notified by the Govt. of

India from time to time shall be followed.

4.10.0 NON-PRACTICING ALLOWANCE

Non-Practicing Allowance for Medical Doctors is payable as under :

BASIC PAY RANGE (RS.) ENTITLEMENT(RS.)

upto 5000 1000/-

5001 - 6500 1250/-
6501 - 9500 1330/-
9501 & above 1500/-

NPA will count as pay for the purpose of D.A., Gratuity and P.F.

4.11.0 CASH HANDLING ALLOWANCE

Employees who are handling cash at HO/CMO/SMOs/Area

Offices/KBSKs and Plant at Surat are entitled to Cash Handling Allowance
at the following rates with effect from 01/04/2003 :

Amount of monthly Rate of Cash -

cash disbursed Handling Allowance

a) Upto Rs. 50,000/- Rs. 75/- p.m.

b) Over Rs. 50,000/- and Rs. 200/- p.m.

upto Rs.5,00,000/-

c) Over Rs.5,00,000/- Rs.250/- p.m.

53
 Cash Handling Allowance will not be treated as part of wages. It will be
payable so long as a person handles cash.

Cash Handling Allowance will not be payable to Imprest Account Holders

and to those who draw advance for purchases/expenses etc.

Employees drawing Cash Handling Allowance, will not be eligible for the
same in case they are on leave or due to any other reason they do not
handle cash for a period of 15 days in a month. In such an eventuality,
payment will be made on pro-rata basis.

4.12.0 SHIFT ALLOWANCE

Employees of KRIBHCO who are required to work on Shift Duties other

than those coming in break shift shall be paid shift allowance at the
following rates :

1st Shift Morning Rs. 30.00 per shift

2nd Shift Evening Rs. 30.00 per shift

3rd Shift Night Rs. 50.00 per shift

Employees of Medical Department who are coming in break shift and are
attending duties from 8.30 A.M. to 1.00 P.M. and 4.30 P.M. to 7.00 P.M.
shall be paid Break Shift Allowance @ Rs.7/- per day subject to the
following conditions :

01. Doctors who are being paid Non-Practice Allowance will not be
eligible for Medical Duty Allowance.

02. Employees of Medical Department who are in receipt of Shift

Allowance will not be eligible for Medical Duty Allowance.

03. Medical Duty Allowance to the eligible employees would be payable

only for full day attendance and shall not be applicable on the day
of leave/half day leave, etc.

4.13.0 SPECIAL ALLOWANCE FOR WORKING LONGER HOURS

Employees of Plant who are required to work for 48 hours in a week, shall
be entitled to Special Allowance on the following terms and conditions :

01. Special Allowance to the unionised category of employees (Grade N

to H1) shall be at the rate of 1.30 times of the highest increment

54
 admissible in the respective scales of pay (grade) held by the
employees. However, in respect of officers, Special Allowance shall
be restricted to the amount as applicable to the highest O.T.
category of employees.

02. The Special Allwance will be admissible only till an employee

continues to work under the system of 48 hours weekly working and
shall cease to be paid to an employee from the date he is shifted to a
system of less than 48 hours of work in a week.

03. The Special Allowance shall not count for computation of any other
allowance or perquisite or entitlement or for any other purpose
whatsoever.

04. As and when the pay scales are revised, the Special Allowance shall
also be revised with reference to 1.30 times of the highest rate of
increment in each revised pay scale.

4.14.0 OVERTIME

The Management reserves the right to require any workman to work on

overtime including work on weekly holidays and festivals holidays in
accordance with the instructions of the Management issued from time to
time. He is also liable to be called for duty at any time.

GENERAL PRINCIPLES

The overtime work and payment of overtime pay is regulated by the

provisions of the Factories Act, in case of Plant; Delhi Shops &
Establishments Act in case of Delhi Offices, and State Shops and
Establishment Act in case of State Offices.

A worker should be detained on overtime work only when it is required to

meet and exceptional contingency, e.g., to complete an urgent work which
is not expected to be completed during normal working hours and which
cannot be deferred. Overtime work should be an exception and not the
rules.

Only the work done in excess of the prescribed norms of work on any
working day shall be treated as “overtime” work and the incumbent will be
entitled to overtime pay for that period.

55
 ELIGIBILITY FOR OVERTIME PAY
The workmen of all the departments both in Administrative offices and in
Plant in grade H1 and below shall be entitled to overtime pay for the work
done beyond normal working hours.

OVERTIME WORKS ON NATIONAL FESTIVAL HOLIDAYS

If a workman works on a declared national festival holiday, “Double
Overtime” or OT at single rate plus a compensatory off shall be allowed.

If a workman works on a declared national festival holiday which happens

to be his weekly off, OT at double rate plus a compensatory off shall be
allowed.

OVERTIME TO DRIVERS ATTENDING DUTIES OUTSIDE STATION

In case Drivers has to work for more than the period of normal duties
while attending outside duties with officers on tour, he shall be eligible for
payment of OT as per rules.

The touring officer can at his discretion split the working hour of the
driver in one day or more than one day by giving interval in between the
total working hours. The time spent for joining duty and for returning
after leaving the place of duty shall not be counted for the purpose of
calculation of OT on duty. However period of driving during the tour and
waiting period as per instruction of the touring officer shall only be
counted as duty hours. The driver shall be deemed to have relieved from
duty immediately on close of duty as per the instruction of the touring
officer on the day of tour.

4.15.0 INCIDENTAL EXPENSES IN LIEU OF COMPENSATORY OFF

If a workman in Head Office/ Marketing Office is asked to perform duties

on a holiday/weekly off day, he shall be entitled for a compensatory off or
payment of incidental expenses in lieu of OT as under. The
Departmental/Sectional Heads shall ensure that atleast 4 hours is
required to be put in by the employee concerned on that day.

GRADE AMOUNT

O/N/M/L1 Rs. 240/-

L/K Rs. 300/-
J Rs. 360/-
I Rs. 400/-

56
4.16.0 LEAVE TRAVEL CONCESSION (LTC) / LEAVE TRAVEL ENCASHMENT
(LTE)

The permanent employees of KRIBHCO are entitled to LTC/LTE. An

employee on his first appointment in the regular scale of pay with the
Society would be eligible for first LTC/LTE on completion of one year’s
service.

1.0 Entitlement

The entitlement of an employee for LTC/LTE would be as under :-

1.1 Limited to 18% of annual basic pay for employees in grades H1 and
below.

1.2 Limited to 20% of annual basic pay for employees in grades H and
above.

Note: Annual basic pay would mean the actual basic pay drawn for and
pertaining to the preceding 12 months from the month in which
application for grant of LTC/LTE is submitted. For the purpose,
basic pay shall be reduced proportionately for any period of leave
without pay/absence, if any, during the preceding 12 months.

1.3 In case where husband and wife both are employed in KRIBHCO,
only one spouse will be entitled to avail LTC and the other spouse
will have to necessarily avail LTE. However, if both husband and
wife wish to avail LTE the same will be permissible.

1.4 In case of an employee having partly employed in grade H1 and

below, and partly in grade H or above, during a calendar year, the
entitlement will be reckoned with reference to the grade held on the
date of application for availing LTC/LTE. However, in case of
retrospective promotions, past cases of LTC/LTE already settled, will
not be reopened.

2.0 Frequency

2.1 LTC/LTE will be available once in a calendar year.

2.2 There will be no grace period for availing LTC/LTE. In other words,
even for rejection of leave applied for, there will be no extension of
LTC/LTE beyond the calendar year for which it is accrued. The
employee concerned will be responsible to plan his/her leave/LTC in
such a manner that the work of the Society does not suffer.

57
4.17.0 MEDICAL ASSISTANCE

1.0 An employee shall, in respect of any ailment, disease, injury or

disability, befalling him or any member of his family, be eligible for
the reimbursement of:

(a) Fee paid by him to an Authorised Medical practitioner for

consultation at his clinic and at the employee’s residence, in
case of emergency whether at his clinic or at the employees’
residence.

(b) Fee paid for injections, dressing or minor surgery;

(c) Fee paid for Radiology and Pathological tests etc. However,
claims exceeding Rs.500/- should be supported with a copy of
Investigation Report;

(d) The cost of medicines except the items of inadmissible

medicines/preparations, drugs, preparations classified as
food, tonics, toilet preparations, disinfectants, laxatives or
other elegant preparations. However, the cost of vitamins,
glucose or any other item required and which are a must for
treatment of certain diseases for saving the life of patient shall
be reimbursed on prescription of AMP/ Specialists/medical
Officer.

2.0 The reimbursement of medical expenses for routine treatment to an

employee shall be a maximum of Rs.4,500/- for a family of 3 or
more member and a maximum of Rs.2,250/- for a family of two and
below, per financial year. This entitlement of routine treatment will
only be at half the rates of entitlement for those who take
medicines/treatment from the hospital/dispensary of KRIBHCO in
the Township or residing in Township. This limit is exclusive of
expenses for pathological examination or X-Ray or consultation with
specialists and Specialised treatment. The expenses for routine
medical treatment within the annual ceiling mentioned above can be
claimed under any of two medical schemes viz. “A” or “B” as
detailed below :

2.1 MEDICAL SCHEME ‘A’

The amount of expenses incurred by an employee for taking medical

treatment for routine disease will be reimbursed to him subject to
submission of medical bills alongwith the followings:

58
 (i) Prescription of the Authorised Medical Practitioner where the
cost of medicines exceed Rs.180/-.

(ii) Cash Memo/Receipts from the AMP/Chemist towards

consultation fee and Medicines purchased or supplied with.

2.2 MEDICAL SCHEME ‘B’

The amount of expenses incurred by an employee/his dependent

family members of taking treatment for routine type of diseases
shall be reimbursed to him on submission of self certificate every
month to the effect that he has spent the amount towards the
medical treatment of self/his dependent family members. Such
reimbursement every month shall not exceed 1/12th of the limit
prescribed by the Management from time to time.

At the time of joining the services of the Society, an employee will

have to exercise his option to claim Medical expenses for routine
treatment either under Medical Scheme A or B. Options so
exercised can be changed at the beginning of a Financial Year, if
desired by an employee, after a period of 3 years.

3.0 SPECIALISED TREATMENT

In addition to the Medical Assistance as detailed above, and an

employee or his dependent family member suffering from
Chronic/Prolonged Illness/preventive vaccination or the prescribed
diseases may get the medical treatment for such diseases from
Specialist/ Medical Officer/Nursing Home/Hospital or
Hospitalisation or any treatment taken with the
reference/prescription of Medical Officer of KRIBHCO. For such
specialised medical treatment, the employee is required to apply for
grant of Special Medical Sanction in advance.

4.0 An employee and the dependent members of his family shall

ordinarily be entitled to medical assistance and treatment as is
available in KRIBHCO Township Hospital on production of Identity
Card/Medical Card. In case medical facilities for specialised
treatment are not available in KRIBHCO Township Hospital, an
employee may take specialised treatment outside KRIBHCO
Township Hospital on reference of Medical Officer and with prior
permission. In case of outstation emergency, employees have to
inform at the earliest opportunity available.

59
5.0 In case of dependent parents, the reimbursement shall be restricted
to Rs.40,000/- per annum. Full reimbursement in this regard shall
be made for the initial expenses of Rs.15,000/- and subsequently,
50% reimbursement of the expenditure over and above this amount,
subject to the limit of KRIBHCO’s total contribution of Rs.40,000/-
in a year. However, in deserving cases, the sanctioning authority
may relax limitation of 50% of reimbursement of the expenditure
beyond Rs.15,000/-. But the overall ceiling of KRIBHCO’s
contribution would continue to be Rs.40,000/- in a year, in such
cases.

6.0 Apprentices, who are taken on apprenticeship training under the

Apprentice Act 1961 and the trainees who are taken on training
under a specific training programme of the Society for a specific
period, will be provided medical assistance/benefits for self only as
admissible to other KRIBHCO employees and not for any other
dependent family members.

7.0 KRIBHCO may at its discretion authorise:-

(a) Grant of travelling expenses to an employee as well as his

dependent family members to enable him to consult
Specialist/Hospital for obtaining medical treatment at any
place other than the place where he is stationed/posted
provided it is certified by a Specialist/Medical Officer that the
facility for a particular treatment is not available at the place
of posting of an employee.

(b) In case of emergency and where it is unsafe for the patient to

travel unattended, grant of travel expenses, as per
entitlement of the employee, to an Authorised Medical
Practitioner or Specialist or attendant/escort to undertake
the journey to and from the place of treatment or illness
alongwith the patient provided it is certified by
Specialists/Medical Officer that the patient is not in a
position to travel alone and subject to prior approval of
Competent Authority.

(c) Grant of local travel expenses within the city for carrying the
patient between the Station/Airport etc, and place of
treatment/residence. However, no daily allowance or any
other incidental will be allowed for such travel.

60
4.18.0 CRITERIA FOR DEPENDENTS FOR MEDICAL ASSISTANCE

Family for the purpose of admissibility of Medical Assistance means the

wife or husband (as the case may be ) of the employee and children and/
or parents of the employee where children and/or parents of the employee
are completely dependent on such employee.

The following criteria shall be the general application regarding the

admissibility of Medical Assistance to father, mother, sons and daughters
who are completely dependent on the employee .

I. Father shall be treated as dependant only if;

(a) he is above the age of 58 years unless he is disabled to the

extent that he is unfit for any suitable employment;

(b) he is not employed or engaged in any full time gainful

employment and/or vocation;

(c) he normally resides with the employee;

(d) his total annual income including the income of his wife
(employee’s mother) does not exceed Rs.18,000/-;

(e) he is not entitled to any medical assistance from any source,

whatsoever, except the normal medical facilities provided by
the State to general public; and

(f) he is not dependent on his wife or any other son or daughter,

or anyone else, whosoever.

II. Mother shall be treated as dependent only if;

(a) her husband (employee’s father) is dependent on the employee

or she is a widow.

(b) she is not employed or engaged in any full time gainful

employment and/or vocation;

(c) she normally resides with the employee;

(d) her annual income together with her husband’s (employee’s

father) does not exceed Rs.18,000/-;

61
 (e) she is not entitled to any medical assistance from any other
source, whatsoever, except the normal medical facilities
provided by the State to general public and

(f) she is not dependant on any other son or daughter or anyone

else, whosoever.

III. Daughter shall be treated as dependent only if she is;

(a) Unmarried
(b) Not more than 28 years of age;
(c) Earning less than 1,500/- per month;
(d) not dependant on anyone else; and
(e) not entitled to medical assistance from elsewhere;

Provided that, in case daughter is suffering from permanent total

disability, the age limit can be relaxed with the approval of the
Managing Director.

IV. Son shall be treated as dependent only if he is;

(a) Unmarried
(b) Not more than 28 years of age;
(c) Earning less than 1,500/- per month;
(d) not dependant on anyone else; and
(e) not entitled to medical assistance from elsewhere;

Provided that, in case son is suffering from permanent total

disability, the age limit can be relaxed with the approval of the
Managing Director.

NOTE: Lumpsum non-recurring income e.g. Contributory Provident

Fund benefits, Govt. of India price Bonds, Gratuity/Commuted
pension/insurance benefits etc., shall not be regarded as ‘Income’
for the purpose of this Rule. Recurring monthly incomes from
sources such as house, business, landholding, agriculture,
investment in banks/Post Office/ Financial Institutions, Fixed
deposits, shares, debentures pension (only basic pension drawn
monthly), etc., shall, however, be taken into account for the purpose
of assessing income. Pension of the parents shall also not include
dearness allowance payable on a monthly basis. It shall be the
responsibility of the concerned employee to intimate any change
regarding dependency of the parents and children as and when the
same occurs.

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V. Female employee shall be given a choice to include either the parent
or parents-in-law (who are fully dependent on her) as dependent
family members for the purpose of availing Medical Assistance being
provided by the Society. Such female employees shall be allowed to
change her option only once during the entire period of her service
in Society.

VI. When both husband and wife are employed :-

1. In cases, where both the husband and wife are employed in

different organisations and one (husband or wife) as the case
may be is not entitled to medical assistance under the Rules
of the respective employer/organisation, then the husband or
wife as the case may be, who is employed in KRIBHCO will be
entitled for reimbursement of medical expenses incurred on
the spouse and other dependent family members as per rules.
In this regard, the employee shall require to furnish a
declaration from spouse’s employer.

2. In cases, where husband and wife are employed in different

organisations and both are entitled to Medical Assistance
under the Rules of the respective employer/organisation, they
shall furnish KRIBHCO a Joint Declaration as to who will
prefer the claim for reimbursement of medical expenses
incurred on self and dependents. This declaration shall
remain in force till the time it is revised on the express
request in writing by both husband and the wife. Option so
exercised can be changed at the beginning of financial year.

3. In cases where both husband and wife are KRIBHCO

employees, they may be allowed option to avail of the medical
assistance by either one of them. For this purpose, they
should furnish a Joint Declaration to their respective
authorities as to who will prefer the claim for reimbursement
of medical expenses incurred on self and eligible dependents.
The above declaration should be submitted in duplicate and a
copy shall be recorded in the personal files of each of them in
their respective offices.

VII. Family means employee’s spouse (wife or husband, as the case may
be) and the children including legally adopted and/or parents of the
employee and where children and/or parents of the employee are
completely dependant on such employee. The term family does not
include any other dependant relations such as brother, sister,
widowed sister etc.

63
 VIII. Employee has to furnish declaration at the time of joining the
service of KRIBHCO, about his dependents as per the criteria laid
down in the prescribed form. Any change in the original declaration
shall be promptly intimated to the Management.

4.19.0 OFFICE-CUM-RESIDENTIAL ACCOMODATION FACILITY FOR FIELD

STAFF

Field Marketing Executives, Sr. Field Representatives/Field

Representatives/Jr. Field Representatives/Field Representative (Trainees)
posted at locations other than KRIBHCO offices shall be provided office-
cum-residential accommodation and they shall be paid in addition to their
entitled HRA an additional allowance at the following rates :-

(a) State Capital /Divisional Head Quarter Rs. 700/- p.m.

(b) Other places Rs. 625/- p.m.

4.20.0 RULES FOR ALLOTMENT/CHANGE OF HOUSES IN KRIBHCO

TOWNSHIP, SURAT.

(i) ENTITLEMENT

(a) Employees belonging to the essential categories will be given

preference for allotment of houses in KRIBHCO Township. The
decision regarding any employee being classified as essential
category shall rest with the Management.

(b) Allotment of the houses will be on the basis of grade seniority.

(c) Grade wise entitlement of houses are given hereunder :

GRADES TYPE OF QUARTER

J&K A & A1
G2, H, H1 & I B & B1
G1, G & F1 C & C1
D, E & F D & D1
JGMs Deluxe Bungalow
C & Above Executive Bungalow

The entitlement shown in para (c) above is eligibility of

entitlement of an employee. However, if entitled class of

64
 houses are not available, the employee will be allotted a house
of next below category.

(d) Employee who accepts a house of lower category due to non

availability of entitled class, will have preference for allotment
over his other colleagues in the same grade who have refused
allotment of lower category house alongwith him and may be
senior to him as per the date of appointment. Such employees
will also have preference over employees who are staying
outside the township and opt for the house in township e.g. if
an employee entitled for ‘B’ type is staying in ‘A’ type, in case
the ‘B’ type house is available, he will be allotted the house in
preference to newly entitled employees in same grade or those
employees who are staying outside the township, in same
grade or those employees who have refused accepting lower
category house allotted by Society.

(ii) ALLOTMENT

(a) Allotment of quarters will be strictly on the basis of grade

seniority at KRIBHCO, Surat. In case there is a tie between
employees whose date of joining/promotion in grade is the
same, the date of joining/promotion of such employees will be
taken in previous grade. In case date of joining & subsequent
promotions etc. Are same, then occupancy of quarter in
township will be taken for allotment of houses.

(b) If an employee is entitled for higher type of quarter, but the

same is not available for allotment due to shortage, such
employees will get first preference for allotment of houses of
entitled category, whenever available.

(c) If an employee on allotment of quarter is not willing to occupy,

the same will be allotted to the next employee and the
employee who refuses to take possession of the quarter will be
debarred for future allotment to any type of house for a period
of one year of debarring and the employee will fall in the
seniority list alongwith all other eligible employees thereafter.

(d) While allotting quarters, date of joining/promotion in the

grade will be considered. In case there are candidates in
different scale of pay entitled for the same type of house i.e.
on promotion from G2, H, H1 grade to G grade entitled for ‘C’
type quarters, employees in (previous grade) G2 will be given

65
 preference. H and H1 grade will be considered at par (common
seniority).

(e) While allotting houses, date of joining in grade at Surat will be

considered. In case there are candidates in different scale of
pay entitled for a particular type of houses, the employee in
higher grade will get first opportunity for allotment of house
i.e. if two employees, one belonging to H/H1 grade and other
belonging to I grade, for allotment of B type quarter the
employee in H/H1 grade will be considered first.

(f) Other terms and conditions regarding allotment and

occupation shall be laid down by the Management from time
to time.

(iii) CHANGE OF HOUSES

(a) In case a particular quarter falls vacant and more than one
employee apply for change of quarter, the rules as applicable
for fresh allotment of quarters will be followed.

(b) Change of house of a particular type will be permissible only

once e.g. ‘X’ staying i Qr. No. B-108, he will be allowed to
change this only once for another B type house. The same
principle will follow for other type of houses.

(c) All the vacant C & D type quarters shall be notified for change
and shall be allotted to senior-most person as per the
allotment seniority.

(d) All the vacant A, B, and C type quarters of 1+1 and ground
floor quarters of 1+2 shall be notified for change. First floor
and Second floor of 1+2 A, B and C type quarters shall be
allotted directly without notification.

(e) No change of quarter from 1+1 to 1+1 in A & B type will be

allowed.

(f) Change shall not be permissible before completion of six

months of occupations in the same type of quarter.

(g) No mutual change is permissible.

66
 (h) Request for change of quarter shall be received in prescribed
form within stipulated period after the notice has been put on
the Notice Board.

(i) After letters of allotment/change are issued, the concerned

employee should shift to the allotted quarter within seven
days positively, failing which the allotment/change shall be
cancelled he may be debarred from such allotment/change for
a period of one year.

(j) In case employee desirous for change of quarter on medical

grounds requests for own self, a committee consisting of GM
(P & A), CMO, Representatives from KOA and KKS will
examine the case and if found suitable will recommend to
competent authority i.e. OD for his approval. No
allocation/change will be permitted on medical ground for
dependents.

(iv) RESERVATION

4 Nos. of houses each in A & B Types, 3 Nos. of houses in C type and 2

Nos. of houses in D type will be kept aside and allotment of these houses
will be done at the discretion of Competent Authority.

4.21.0 GUIDELINES REGARDING PERSONAL USAGE OF SOCIETY’S CAR BY

THE ENTITLED KEY EXECUTIVES WHO HAVE BEEN PROVIDED
SOCIETY’S CAR

Executives in the rank of JGMs and above are entitled to personal use of
Society’s car provided to them. This facility is regulated as per the
guidelines provided hereunder:-

(i). Society’s car provided to the executives in the rank of JGMs

and above can be utilised for personal use upto a maximum of
1000 kms in a month for those posted at Delhi and 900 kms for
other eligible officers working at Hazira, Surat or any other
place.

(ii). The above facility can be availed on payment of Rs.900/- p.m.

for using Society’s car with driver and Rs.600/- p.m. without
driver.

(iii). Un-utilised mileage can be carried forward and such

accumulation can be utilised in succeeding months within the
same calendar year. However, any excess use beyond the

67
 available mileage (including any accumulation) in a month shall
be recovered on monthly basis. Recovery shall be on the then
prevailing rate on which KRIBHCO hires private vehicles from
outside agencies.

Un-utilised mileage for personal use pertaining to a calendar year will not
be permitted to be carried forward under any circumstances during the
subsequent years. If not utilised by 31st December of the year, the un-
utilised kilometers shall stand lapsed.

4.22.0 FACILITIES AVAILABLE FOR RETENTION OF RESIDENTIAL

ACCOMODATION ON CESSATION OF SERVICE/TRANSFER

Employees on cessation of their service shall be allowed to retain the

company leased/self leased/township accommodation on the occurrence
of any of the events specified below :-

EVENTS PERMISSIBLE PERIOD

Resignation, Dismissal or Removal One month

from Service, Termination of Service
or unautho-rised absence without
permission

Retirement / end of tenure Four months

Death of the Allottee Six months

Transfer Two months

Besides the above, the following facilities to executives in the rank of JGM
and above shall also be available on their superannuation/after
completion of tenure.

JGMs in grade D and above are also entitled to facility of car for local
running for a maximum period of 4 months from the date of
superannuation/completion of tenure. This facility shall be regulated as
per the guidelines provided hereunder:-

(i). In case of superannuation/completion of tenure of Executives

in the rank of JGMs in grade D and above, facility of car for
local running at the last place of posting, can be availed for a
maximum of 1000/900 kms per month (as per the entitlement

68
 during service period) for a maximum period of 4 months from
the date of cessation of service.

(ii). The above facility can be availed on payment of Rs.900/- p.m.

for using Society’s car with driver and Rs.600/- p.m. without
driver. A request shall be obtained from the entitled officers
before cessation of service and an amount of Rs.15,000/- will
be withheld from the dues payable to the concerned officer to
meet the final adjustment, if any.

(iii). In addition, any un-utilised mileage accumulated during the

calendar year of superannuation/cessation of service can also
be availed during these 4 months.

(iv). In case, the mileage utilised in a month is less than the entitled
kms as provided above, the balance would be carried forward to
the succeeding months within the 4 month period after
cessation of service.

(v). Any excess use beyond the available mileage (including any
accumulation) in a month shall be recovered on monthly basis.
Recovery shall be on the prevailing rate at which KRIBHCO
hires private vehicles from outside agencies.

The facility of car as above shall cease to exist on the day the officer
concerned avails travel expenses to Home Town for settlement on
superannuation or on completion of 4 months period whichever is
earlier.

All Trunk Calls and long distance through STD made from the Telephone
shall be paid for by the officer concerned.

The above guidelines will also apply to cases where an officer has been
appointed as Consultant/ Advisor after his superannuation in KRIBHCO
without any break in his services in KRIBHCO and the effective date in
such case will be from the date he ceases to function as
Consultant/Advisor.

4.23.0 TRAVELLING ALLOWANCE / DAILY ALLOWANCE

Employees while on tour shall be entitled to Travelling and Daily

Allowances as per the rules on the subject. The salient features of the
same are given below :-

69
SANCTION FOR TRAVEL

Every employee proceeding on tour shall get his tour programme approved
by his Controlling Officer before proceeding on tour.

MODE OF JOURNEY

Employees, while on tour, shall be entitled to travel by the mode or class

provided in Schedule I, and shall be reimbursed the actual Air
fare/Rail/Bus fare by the shortest route. Any surcharge/reservation and
sleeper charge, if incurred by the employee, shall also be reimbursed at
actuals.

The shortest and most usual route and the most usual means of transport
shall ordinarily be used. However, in emergent and special circumstances,
and in the exigencies of work, the Controlling Officer may permit an
employee to travel by a mode other than to which he is ordinarily entitled
to as laid down in Schedule I provided that for journeys by train an
employee shall under no circumstances be allowed to travel by a class
higher than his own entitlement.

For the purpose of mode and class of travel, the employees have been
classified into various categories as given in Schedule I.

CASH ALLOWANCE

Rates of Lodging and Cash Allowance admissible to different categories of

employees have been mentioned for each category in Schedule II.

Cash Allowance is to be calculated for the period of absence of an

employee from the Headquarters. For working out the time of departure of
an employee from the Headquarter, the scheduled time or the actual time
of departure, whichever is later, of Bus/Train/Flight shall be taken into
account. For working out the time of arrival of an employee, the Scheduled
time or the actual time of arrival, whichever is later, of Train/Bus/Flight,
shall be taken into account. Employees living in peripheral or satellite
towns of the place of posting, the cash allowance shall be calculated on
the basis of the time of departure/arrival of train/bus/flight from/at the
main location, as per the formula stated above. The duration of time spent
in travel between the actual place of residence/office and the place of
boarding the train/bus/flight shall be ignored for the purpose of Cash
Allowance. Cash allowance will be calculated on the basis of a Calendar
day beginning and ending at mid-night. For broken period (provided the
employee does not return on the same date) the Cash Allowance will be
calculated at the following rates :

70
 Upto 6 hours 25%
More than 6 hours 50%
& upto 12 hours

More than 12 hours 100%

If the employee who proceeds on official tour and returns to the

Headquarters on the same day, Cash Allowance for broken period will be
calculated on the following basis :

Upto 6 hours NIL

More than 6 hours 50%

& upto 12 hours

More than 12 hours 100%

Headquarter shall mean the place of work where an employee is posted

and shall include the area covered by the project site/plant/other offices,
the related township and the adjacent urban agglomeration/airport
/railway station, if any. In other words, an employee deputed on duty from
his usual place of work to connected township or to adjacent urban
agglomeration or to various places/areas state above and vice versa will
not be treated as an tour and will not be entitled to any Cash Allowance ;
For e.g., an employee working at Hazira Plant goes to Surat or working at
Delhi goes to Gurgaon or Faridabad or Ghaziabad or goes to any Airport
from the main city and vice versa even if these are outside the municipal
limits, for official purposes he will not be treated as on tour and will not be
entitled to any Cash Allowance. Normally no break in journey is allowed to
the employees unless he has to perform an official work at the intervening
station. In case the employee plans to break the journey on the way to the
destination or on return journey, details regarding break of journey and
halt at intervening station shall be mentioned specifically in the tour
programme. Otherwise no claim for boarding, lodging and conveyance for
that period will be admissible.

The Cash allowance rate mentioned in column 6 of the Schedule II

includes local conveyance expenses which an employee may be required to
incur while on tour. However, where an employee has to incur onerous
expenses on local conveyance, the Controlling Officer may sanction
reasonable actual conveyance expenses on submission of full details by
touring official. Where actual expenses on local conveyance are allowed by
the Controlling Officer, a recovery @ 10% of the Cash Allowance shall be
made from the employee.

71
Reasonable conveyance expenses to and fro Airport/Railway Station/Bus
Terminal at Headquarter or Outstation shall be reimbursed as per
entitlement of the employee in terms of Schedule I, and shall not form part
of the Cash Allowance and will be allowed additionally.

Where official conveyance at the station of halt has been provided by

KRIBHCO or any other organisation, then a deduction @ 10% will be made
from the Cash Allowance. This will also apply to cases where KRIBHCO’s
transport is used for the purpose of travelling by the employee or where
the employee uses his own conveyance while on tour and claims mileage
as per rules. Where an employee is sponsored for attending residential
seminars and the fee paid for the participation in the seminar includes
lodging and boarding, the employee shall be eligible for 35% of the Cash
Allowance admissible to him.

If any employee while on tour spends the night in travel, he will be entitled
only for the Cash Allowance and not for any Lodging charges. Lodging
charges shall be paid only from the time of reaching the destination
station.

The employee will not be treated on official tour and would not be eligible
for TA/DA, Conveyance and Hotel/Guest House expenses for the days of
leave, whether spent at the touring station or otherwise and for
intervening/preceding and succeeding holidays/weekly off days spent
away from the touring station.

The bed roll charges incurred by the employee will be reimbursed subject
to production of receipt issued by the Railways.

ACTUAL EXPENSES

TA claims may be sanctioned on the basis of actual expenses in special

cases, subject to the condition that the exigencies of work and the
expenses incurred are reasonable.

TRAVEL ON TRANSFER

If an employee is transferred from one station to another he shall be

entitled to the actual fare for the employee and his family by the same
class and mode of travel to which he is entitled to travel for his official
journeys. However, if he travels by a class lower than his entitlement, he
will be reimbursed only the actual expenses.

72
The employee while on transfer will be entitled to settling allowance and
actual baggage allowance by Rajdhani Parcel Service subject to the
maximum limits as specified below :

GRADE/PAY RANGE SETTLING BAGGAGE ALLOWANCE

ALLOWANCE (KG)
WITH WITHOUT
FAMILY FAMILY

(i) A, B, C & D 1500 6000 3000

(ii) E&F 1500 4000 3000

(iii) F1, G & G1 1050 3000 2250

(iv) Employees drawing 1050 2000 1500

basic pay of
Rs. 7100/- & above

(v) Employees drawing 525 1000 750

basic pay of
Rs. 6400/- to
Rs. 7099/-

vi) Employees drawing 525 800 600

basic pay of Rs.
6399/- & below

The employee shall also be entitled for grant of Cash Allowance for each
day of travel for himself and for each member of his family at the same
rates to which he is entitled to, while on tour for official business.

Employees on transfer may transport their personal effects by road

subject to the cost not exceeding the cost of transportation of the
maximum permissible quantity by Rajdhani Parcel Service. The employees
will also be reimbursed the actual freight paid or cost incurred on the
transportation of a ‘Conveyance’ owned by the employee not exceeding the
freight payable on the transportation, provided that such employees will
be allowed the cost of transport of car/scooter/moped who own the vehicle
in his own name and who is entitled to reimbursement of Local Travelling
Expenses as per his entitlement.

Employees will also be entitled to reimbursement of actual expenses of

loading, unloading, cartage and packing charges on production of receipt

73
subject to a maximum of half month’s basic pay. In addition, the employee
will be reimbursed the cost of insurance of goods to be transported at
actuals on production of receipts.

(A) TRAVEL TO HOME TOWN ON SUPERANNUATION

If any permanent employee superannuates from the service of

KRIBHCO and desires to return to his declared HomeTown, he shall
be paid in advance i.e. on the date of his superannuation, before the
commencement of the journey on the basis of a certificate indicating
the cost of travel for himself and his dependent family members, the
entire cost of transporting his personal effects, packing, loading,
unloading and insurance etc. At such rate and entitlement as would
have been entitled to him on his permanent transfer.

(B) TRAVEL TO HOME TOWN BY DEPENDENT FAMILY MEMBERS

IN THE EVENT OF UNTIMELY DEATH OF THE EMPLOYEE

The dependent family members of an employee, in case of death of

an employee while in the service of KRIBHCO, would also be entitled
to return to the declared Home Town of the deceased employee and
shall be paid in advance, before the commencement of the journey
on the basis of a certificate indicating the cost of travel for
dependent family members, the entire cost of transporting his
personal effects, packing, loading, unloading and insurance etc., at
such rate and entitlement as would have been entitled to him on his
permanent transfer.

For the purpose of releasing the cost of journey etc., in advance, a

certificate that the superannuated employee/the dependents of the
deceased employee along with other dependent family members
undertaking the journey to the home town will be submitted by the
claimant and no other documentary evidence/proof will be required
for payment and the entire amount payable will be released on the
date of superannuation of the employee and on submission of the
certificate by the dependents in the case of untimely death of the
employee. The certificate will be countersigned by the respective
Controlling Officer.

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 SCHEDULE I

TRAVELLING ALLOWANCE TO EMPLOYEES OF KRIBHCO

GRADE/SALARY/ CLASS BY VEHICLE BY

PAY RANGE WHICH WHICH
ENTITLED TO ENTITLED TO
TRAVEL TRAVEL BY
ROAD
Officers in Grades F1 and By Air or AC Ist Public
above drawing a basic pay of Class by Train Taxi/own car
Rs.17,500/- per month or more
Officers in Grades F1 drawing Ist Class/II AC Public
a basic pay less than by Train Taxi/own car
Rs.17,500/- per month, G and
G1
Officers in Grade G2 and H and Ist Class/II AC 3 Wheeler Auto
other employees drawing Basic by Train Rickshaw/Cycl
pay of Rs. 7275/- and above. e Rickshaw
Employees drawing Basic pay Second Class/ Public Bus /
in the range of Rs.6400/- to Sleeper class Auto rickshaw
Rs.7274/- (Non AC) where
available /
Cycle
Rickshaw.
Employees drawing Basic pay Second class / Public Bus /
of Rs.6399/- and below Sleeper class Cycle
(non AC) Rickshaw.

75
 SCHEDULE II

Category Grade Class of Cities Lodging Lodging Cash Allowance

charges charges (boarding,
against without conveyance &
receipt receipt incidental)
01. 02. 03. 04. 05. 06.

I-A A, B & C A, B, C & D At actual 325/- 490/- or *

I-B D&E A At actual 175/- 390/-

B Equivalent to 175/- 340/-
C 3/4 Star 175/- 300/-
D Hotel 175/- 265/-

II-A F A 1600/- 145/- 390/-

B 1700/- 145/- 340/-
C 960/- 145/- 300/-
D 640/- 145/- 265/-

II-B F1 A 1200/- 125/- 300/-

B 920/- 125/- 265/-
C 715/- 125/- 245/-
D 495/- 125/- 210/-

III G,G1,G2 & H A 960/- 90/- 245/-

B 720/- 90/- 210/-
C 580/- 90/- 175/-
D 385/- 90/- 145/-

IV H1 &I A 720/- 60/- 175/-

B 540/- 60/- 145/-
C 435/- 60/- 135/-
D 285/- 60/- 125/-

V K, J & J1 A 400/- 45/- 155/-

B 300/- 45/- 135/-
C 245/- 45/- 110/-
D 160/- 45/- 90/-

VI L & BELOW A 320/- 45/- 135/-

B 245/- 45/- 110/-
C 190/- 45/- 90/-
D 130/- 45/- 90/-

NOTES :

01. The Ceiling rates of accommodation charges are exclusive of service charges, taxes which
are reimbursable.

02. When boarding charges are claimed on actuals in special cases only 35% of column 6 is
admissible as Cash Allowance.

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 03. When Conveyance is also claimed on actuals or provided by the office besides boarding
charges at actuals, only 25% of column 6 is admissible.

04.* Officer’s in Grade A, B & C shall have the option to claim boarding & loading expenses
at actuals or at rates applicable to them.

4.24.0 FOREIGN TRAVEL RULES

KRIBHCO Foreign Travel Rules shall apply to all employees who are on the
permanent rolls and members of the Board of Directors of KRIBHCO who
are undertaking journey to foreign country for attending training
programme/seminars/conferences/Study Tours and for business
assignments and such other purposes as may be approved by the
Competent Authority. These rules are as under :

PERIOD OF TOUR

Employees shall be treated on duty while on tour abroad for the period of
actual duration of stay abroad for the approved purposes of travel. The
tour programme of the employees proceeding abroad for official tour will
require prior approval of the Competent Authority.

ENTITLEMENT OF AIR JOURNEY

1. Chairman/Vice Chairman/Managing Director : 1st Class

2. Directors including Functional Director/ : Business Class

Executive Directors/General Managers

3. Other Employees : Economy Class

DAILY ALLOWANCE FOR DIFFERENT PURPOSES OF FOREIGN TOURS

The entitlement of Daily Allowance for different purposes of Foreign tour

will be as per Annexure given herein below. The amount of foreign
exchange released would cover room rent, local transport expenses on
official journey, airport taxes out of India, contingency expenditure, official
telephone calls, food, etc. and the same is to be accounted for in the
following manner on return from the foreign tour :

1. ROOM RENT

The claim for room rent including any taxes on room rent shall
be supported by vouchers. The room rent should not be less
than 25% of the per diem rate allowed.

77
2. LOCAL TRANSPORT, TELEPHONE CALLS & CONTIGENCY
EXPESNES

Expenses on account of local transport, telephone calls, airport

taxes outside India and contingency expenses shall be restricted
upto 20% of the per diem rate without any documentary
evidence. In case the expenditure on these accounts exceed 20%
of the per diem rate allowed, the statement of expenditure is to
be supported with vouchers.

3. EXPENSES ON ACCOUNT OF FOOD ETC.

Expenses on account of food etc. shall be restricted upto 30% of

the per diem rate, without any documentary evidence. In case
the expenditure on this account exceeds 40% of the per diem
rate allowed, the statement of expenditure is to be supported
with documentary evidence.

In any case the total expenditure on room rent including any taxes
thereon, food, local transport, telephone calls, airport taxes outside
India and the contingency expenses mentioned above shall not exceed
the per diem rate allowed to the employees as per this entitlement.
Any unspent amount after meeting the these expenditure shall be
refunded by the employee to KRIBHCO in foreign currency.

In the event of shorter stay abroad than the approved tour

programme, the employee will surrender to KRIBHCO the Daily
Allowance proportionately in foreign currency.

The touring official shall be eligible for reimbursement in full on

account of Airport Tax in India. Visa Fee, free foreign exchange
available at the Airport in India from time to time as also expenses for
overseas medi claim insurance for countries as per the itinerary
approved by Competent Authority.

4. ENTERTAINMENT EXPENSES

Advance drawn for Entertainment Expenses by the officers

eligible to incur such expenditure, shall submit account with
supported documents and the unspent amount is to be returned
to KRIBHCO in Foreign Exchange only.

78
 5. KIT ALLOWANCE

Kit allowance shall be admissible at the rate of Rs.1500/- for the

first visit and Rs.750/- for subsequent visits.

6. CHARGES FOR EXCESS BAGGAGE

Expenditure on excess baggage, if any, will be admissible only

with the approval of Competent Authority.

ANNEXURE

DAILY ALLOWANCES FOR DIFFERENT PURPOSES OF FOREIGN TOUR

S. PURPOSE MAXIMUM ENTITLEMENT FOR COUNTRIES OTHER

NO. OF TRAVEL DURATION THAN NEIGHBOURING COUNTRIES
(IN US $)
Chairman/ GMs in JGMs to Other
M.D./ Gr. C Mgrs. Gr. Officials
Dir./ED F to D upto F1
1. Business 45 Days 500 350 280 245

2. Conference Actual No. 500 350 280 245

/Seminar Of days of
Conference
plus one
day each
transit both
ways
3. Study Tour 30 Days 300 300 240 210

4. Specialised 30 Days 200 200 175 150

Training
5. Registratio
n fee for At actuals on documentary evidence
Conference
/Seminar
6. Course fee
for Training Maximum of US $ 5000
7. Entertain- i. US $ 2000 or the amount requested for
ment whichever is less to Chief Executive each
Expenses time for business visit. In case of
KRIBHCO, it is Managing Director

ii. US $ 2000 or the amount requested for

whichever is less to the leader of the
delegation-persons should not be less than
79visits.
a Functional Director for Conference
 whichever is less to the leader of the
delegation-persons should not be less than
a Functional Director for Conference visits.
8. Incidental US $ 300 only maximum, where full
Expenses hospitality (Boarding, Lodging and to & fro Air
Tickets) is provided by the Host Organisations
abroad including visits for Board/Technical
Committee Meetings of the Joint Venture
Compliance

Note : (i) The quantum of Exchange to be released from neighbouring

countries i.e. Pakistan, Afghanistan, Sri Lanka, Bangladesh
and Burma will be as under :-

1. Business 45 Days US $ 375 US $ 265 US $ 205 US $ 120

2. Conference Actual No. US $ 375 US $ 265 US $ 205 US $ 120

/Seminar of days

3. Study Tour 30 Days US $ 225 US $ 225 US $ 175 US $ 100

(ii) Where foreign hospitality is provided in full, whether in

neighboring countries or in other countries, admissible DA
will be 25% of the full daily rate and where lodging only is
provided, the admissible DA will be 50% of the full daily rate.

(iii) DA for the transit day would be extended as per rules

irrespective of the time of return to the homeland by the
touring official.

(iv) Approval of Reserve Bank of India is necessary for travel

abroad for different purposes if the period stipulated above
exceeds the stipulated period and the quantum at exchange to
be released by RBI will be permissible to employees including
DA and incidental expenses.

4.25.0 LIVERIES

Regular employees of KRIBHCO are issued uniform/protective clothings.

The scale of uniform/protective clothing being issued are as under :-

80
S. NO. ITEM QTY. FREQUENCY

01. Shirt (Full Sleeves) 3 Nos. Yearly

(Gents)* 3 Nos. Yearly
Sarees (Ladies)

02. Pants (Gents)* 3 Nos. Yearly

Blouse Piece (Ladies)* 3 Nos. Yearly

03. Shoes/Sandal 1 Pair Half -Yearly

(for Non Tech staff)

04. Shoes/Safety Shoes 1 Pair Half-Yearly

(for Tech. Staff)

05. Socks 2 Pairs Half-Yearly

06. Jersy / Pullover / 1 No. Once in 3

Cardigan years

07. Woolen Clothing 1 No. Once in 3

years

08. Rain Suit 1 No. Once in 3

years

09. Gum Boot for Employees 1 Pair Once in 2

at Site years

10. Towel As per norms Half-Yearly

11. Apron for Para Medical 3 Nos. Yearly

Staff

12. Crash Helmet # 1 Nos. Once in 4

/Turban Cloth years

* Stitching charges for Shirts/Pants and Blouses shall be paid at the rate
decided by the Management from time to time or actual amount spent
by the employee, whichever is less.

# Employees who are entitled and owning Auto Two-wheeler Vehicles are
issued a Crash Helmet/Turban Cloth.

81
4.26.0 ISSUE OF BRIEFCASE

Officers in Grade G and above are entitled to brief case for official use as
per the details given below :-

GRADE MAX. COST OF THE BRIEF CASE

E&D Upto Rs. 910.00

F Upto Rs. 770.00

F1 Upto Rs. 700.00

G/G1 Upto Rs. 630.00

Field Representatives shall be allowed to have brief case for their official
use. The value of brief case to be provided to FRs shall not exceed
Rs. 350.00 inclusive of taxes.

This facility would be extended once in 4 years.

******************************************************************

82
 EMPLOYEES WELFARE
& MOTIVATION SCHEMES

5.1.0 PRODUCTIVITY LINKED INCENTIVE SCHEME

Productivity linked Incentive Scheme is in operation for the employees of

KRIBHCO. The performance related payment under the Scheme shall not
exceed 5% of the distributable profits of the Society for the relevant
financial year.

The Scheme Consists of two components namely Group Motivator and

Individual Motivator. While the Group Motivator is aimed at promoting
team spirit and enhancing group performance, the individual Motivator
would promote a positive differentiation between the average performer
and the star performer. This will also encourage individual initiative,
creativity and drive for excellence.

1.0 GROUP MOTIVATOR

Upto 4.5% of the Distributable Profit will be distributed amongst all

the employees as certain percentage of their standard salary for the
relevant financial year depending upon the Performance Index. This
percentage may vary depending upon the amount of distributable
profit for the relevant financial year.

DEFINITIONS

Year shall mean the financial year.

Distributable Profit for the purpose of this Scheme shall mean the
Net Profit of KRIBHCO for the relevant year after deducting
corporate revenue and interest income on investment of surplus
funds.

Rated Capacity: The rated capacity shall be 14.52 lakhs MT per

annum for KRIBHCO existing Plant.

Achievement of Targeted Production : In respect of production unit

shall mean the weighted average of the actual production of the
Plant as percentage of the weighted average of the target production
in the Plant during the relevant financial year.

83
Standard Salary: means the monthly emoluments (Basic Pay +
Dearness Allowance) admissible to an individual employee for the
month of March in the relevant financial year.

Standard Man days: means the Sanctioned Man Power of the

Unit/Marketing Profit Centre multiplied by 300.

Actual Man days: means the actual Man power of the

Unit/Marketing Profit Centre multiplied by 300 plus the total
Overtime hours divided by 8.

APPLICABILITY AND ELIGIBILITY:

The Scheme shall apply to all categories of regular employees,

excluding Trainees and Apprentices, who are on the rolls of the
society and have worked for not less than 30 days in the relevant
financial year and are not disqualified under the scheme.

Where an employee has not worked on all the working days in the
relevant financial year, the incentive payable to him shall be
reduced proportionately.

DISQUALIFICATION FOR RECEIVING INCENTIVE

a) Incentive shall not be payable to an employee for the financial

Year in which he has been awarded a major penalty as per
KRIBHCO service Rules.

b) If any employee has been awarded minor penalty, in a

financial year, he will be paid only 50% of the incentive
payable for that financial year.

c) Incentive shall not be paid to an employee who is placed

under suspension. On conclusion of the disciplinary
proceedings and revocation of suspension the payment of
incentive for the period of suspension, shall be regulated as
under:-

i) On dismissal/removal no incentive shall be payable.

ii) On award of major penalty no incentive shall be payable

for the year in which the punishment is awarded.
Incentive payment for the rest of the period of
suspension shall be released.

84
 iii) On award of minor penalty , only 50% of the incentive
payable for that year shall be paid. Incentive payment
for the rest of the period of suspension shall be
released.

iv) Incentive shall not be paid to an employee who has

remained absent or on leave without pay for more than
180 days in the relevant financial year.

v) If any employee has remained absent or on leave

without pay for a period between 91 days to 180 days,
in a financial year, he will be paid only 50% of the
incentive payable for that financial year.

vi) If any employee has remained absent for a period

between 30 to 90 days, in a financial year, he will be
paid only 75% of the incentive payable for that financial
year.

COMPOSITE PERFORMANCE INDEX (CPI):

The Productivity Linked Incentive shall be payable to the employees

based on the Composite Performance Index (CPI) calculated by
taking into account the various factors as listed herein below. The
Composite Performance Index (CPI) shall consist of 100 points
which will be allocated to various factors depending upon the
weightage given to each factor. For this purpose each
Manufacturing Unit is considered as a profit center. Like wise, each
State is considered as a marketing Profit Center. The Composite
Performance Index (CPI) in respect of Manufacturing Unit/
Marketing Profit center is arrived at by adding up all the points
awarded to the respective factors.

Factors for Manufacturing Unit (MU) and their weightage:

Factor Maximum Points

a) Achievement of targeted production 50 points
b) Specific Energy Consumption 20 points
c) Safety, Health & Environment 10 points
d) Human Resource Index 10 points
e) Achievement of overall sale target 10 points

85
RATING SYSTEM FOR EACH FACTOR

Rating system for each factor with reference to different levels of

performance and grading them in terms of points for each factor
shall be as under :

(a) Achievement of Targetted Production (ATP) : Points will be

computed on ATP in the manner indicated below:

Achievement of Targeted Production Points

(in terms of %age) Earned

Below 80% Nil

At 80% 10 points (minimum).

For the increase in ATP by each percentage point beyond 80%,

a weightage of two points shall be given subject to a maximum
of 50 points.

(b) Specific Energy Consumption Index (SECI) :

Emphasis has been laid on material utilisation also so as to

attain the optimum production at a reasonable cost. Yields
from primary raw materials in terms of energy and
consumption of other important utilities are considered
relevant in determining the specific Energy Consumption
Index.

The Specific Energy Consumption Index (SECI) in respect of

Hazira Unit will be obtained by using the following formula:-

Standard Consumption G.Cal/MT

SECI = ---------------------------------------- x 100
Actual consumption G.Cal / MT

The points awarded to Specific Energy Consumption Index

(SECI) at different levels are as under:-

SECI Points
70 and below Nil
71 1 point

For the increase in SECI by each percentage point beyond

70%, a weightage of one point shall be given subject to a
maximum of 20 points.

86
 Standard Consumption

Average overall Energy per MT of Urea Produced shall be

6.320 G.Cal PMT of Urea

(c) Safety, Health & Environment (10 points):

Safety & Health : Maximum 6 points may be earned when

there is no loss of life and/or permanent total disability
during the relevant financial year due to any accident at work
place. In the event of death due to accident at work place
during the relevant financial year, a reduction by one point for
each loss of life will be effected. Similarly, a reduction by half
point will be effected for each case of permanent total
disability caused due to accident at work place.

Environment : Four points for meeting the prescribed

standards in respect of all emissions and discharges from the
Plant. A reduction of one point will be made for every
reportable deviation of the consent conditions during the year.

(d) Human Resource Index:

The HR Index can be obtained by using the formula

Standard man days

HR Index = ---------------------- x 100
Actual man days

HR index can be related to the points as shown below:

H R Index(%) Points
Above 100 10 points
96-100 8 points
91-95 6 points
86-90 4 points
80-85 2 points(Min)
Below 80 Nil

(e) Achievement of Overall Sales Target

Upto 80% Nil

87
 Beyond 80%, it will be 0.5 point for each percentage increase
in the achievement of overall sales targets subject to
maximum a of 10 points.

Factors for Marketing Profit Centre (MPC):

Each State is considered as a separate profit center.

Factor Maximum Points

a) Sales Target 50 points
b) Marketing Cost (Handling & Storage) 10 points
c) Sales Realisation 10 points
d) Agriculture Development 5 points
e) Cooperative Development 5 points
f) Human Resource Index 10 points
g) Achievement of overall Production Target 10 points

RATING LEVELS FOR EACH FACTOR

Giving weightage to different levels of performance and grading them

in terms of points for each factor shall be as under :

(a) Sales Target : (50 points)

Sales targets are fixed well in advance (before each season)

i.e. Kharif and Rabi seasons) as per the Allocations made
under Essential Commodities Act. The total quantity of Urea
sold shall be taken into consideration. Maximum 50 points
are allowed if the sales target for the year (both seasons taken
together) is met, as indicated in the table given below:

Achievement of Targeted sales Points

Below 80% Nil

80 10 points (min.)

For the increase in the achievement of sales target by each

percentage beyond 80%, a weightage of 2.5 points shall be
given subject to a maximum of 50 points.

(b) Marketing Cost (per MT): (10 points)

The Marketing Cost Index (MCI) shall be worked out by using

the following formula.

88
 Standard Cost
MCI = ----------------- x 10
Actual Cost

The Standard cost shall be the Average cost for three years i.e.
1996-97, 1997-98 and 1998-99 and will comprise of the
following:-

i) Salary & Wages

ii) Overheads / Admn Expenses
iii) Warehousing, Handling and Transport (excluding
primary freight).
iv) Discounts / Rebates & Credits.

MCI Points
5 & below 5 points (min)

For the increase in the MCI by each point beyond 5, a

weightage of 1 point shall be given subject to a maximum of
10 points.

(c) Sales Realisation: (10 points)

Sales Realisation Index (SRI) will be calculated by adopting

the following formula:

Actual Realisation
SRI = -------------------------- x 10
Standard Realisation

SRI Points
5 & below 5 points (min)

For the increase in the SRI by each point beyond 5, a

weightage of 1 point shall be given subject to a maximum of
10 points.

(d) Agriculture Development: (5 points)

The activities namely Demonstrations, field Days, Crop

Seminars, Sale Point personnel training, special campaigns,
benefit to Farmers, T & V, village Adoption Programme,
Promotion of Balanced use of Fertilizers, Special projects and

89
 Social Schemes are considered as Agriculture Development
Activities.

The Agriculture Development Index (ADI) can be obtained with

the help of the following formula:

No. of Activities conducted

ADI = ------------------------------------ x 5
No. of Activities planned

The rating levels of the ADI for the purpose of giving points
shall be as under:-

ADI Points
1 & below 1 point (min)

For the increase in the ADI by each point beyond 1, a

weightage of 1 point shall be given subject to a maximum of 5
points.

(e) Cooperative Development : ( 5 points)

The cooperative development Index will be calculated as

under:

No. of societies Adopted + No. of Storage-cum-comm Centres

(SCC) constructed and put to use
CDI = ------------------------------------------------------------------------- x 5
Targeted No. of Coop. Societies and SCCs

The rating levels of the CDI for the purpose of giving points
shall be as under:-

CDI Points

1 & below 1 point (min)

For the increase in the CDI by each point beyond 1, a

weightage of 1 point shall be given subject to a maximum of 5
points.

(f) Human Resource Index : ( 10 points)

The HR Index can be obtained by using the formula :

90
 Standard Man days
HR Index = ------------------------- x 100
Actual Man Days

HR index can be related to the points as shown below:-

H R Index(%) Points

Above 100 10 points (max)

96-100 8 points
91-95 6 points
86-90 4 points
80-85 2 point (Min)
Below 80 Nil

(g) Achievement of overall production target:

Upto 80% Nil

Beyond 80% it will be 0.5 point for each percentage increase

in the achievement of overall production target subject to
maximum of 10 points.

Factors for Corporate Unit (CU):

The Head office, Marketing Central office and Project Offices are
placed in this category for the purpose of payment of incentive.
These offices mainly comprise of the Sr. Executives/Officers
belonging to various service departmental exercising overall control
& supervision and provide guidance to Hazira Manufacturing Unit
(MU) and Marketing Profit Centres (MPCs). The composite
Performance index of Manufacturing Unit (MU) and Marketing Profit
centres (MPCs) taken together. For calculating the Composite
Performance Index of the Corporate Unit the following formula is
used.

CPI of Hazira MU + Avg.CPI of all MPCs

CPI of CU= -----------------------------------------------------------
2

Rate of Incentive:

Within the overall limit of 4.5% of distributable profit to be

distributed as incentive amongst all the employees of KRIBHCO, the
quantum of Productivity Linked Incentive payable to the employees

91
 of a particular unit shall depend upon the Composite Performance
Index (CPI) of that Unit/Marketing Profit Centre.

The incentive percentage payable for the relevant years shall be

computed in the following manner:-

i) No incentive is payable on Composite Performance

Index(CPI) upto 70 points.

ii) Incentive percentage for CPI beyond 70 points shall be

worked out by using the following formula:-

(CPI – 70) 4.5 X Distributable Profit

Incentive (%) = ------------- X -----------------------------------
30 Composite Standard Salary

Incentive Amount:

Incentive for each employee shall be calculated as incentive (%) X

Standard Salary of the employee and shall be subjected to a
minimum of statutory minimum bonus payable to the eligible
employees under Payment of Bonus Act, 1965.

2.0 INDIVIDUAL MOTIVATOR/ SMALL TEAM MOTIVATOR

Upto 0.5% of distributable Profit shall be allocated every year for

rewarding the individual employees/small teams for their
distinguishable efforts towards achievement of Organisational
Excellence.

The rewards in respect of employees in the rank of General Manager

and below will be decided by a committee consisting of all the
Functional Directors and Executive Directors. Head of corporate
P&A department would be the Member Secretary of the committee.

The rewards in respect of Executive Directors and Functional

Directors will be decided by the Board of Directors or a Committee
constituted by the Board. The Committee will consider the cases of
distinguished performers/small teams keeping in view the following
aspects of performance:

a) Outstanding achievements
b) Positive attitudes
c) Sincerity and dedication

92
 d) Creativity
e) Initiative and drive
f) Good conduct
g) Promotion of best practices
h) National & International recognitions.

The interpretation/clarification by the Managing Director, of any issue

arising out of this scheme shall be binding on all concerned.

The Management reserves the right to amend/alter/add/delete/ modify

this Scheme at any time, without any notice.

5.2.0 KRIBHCO LONG SERVICE AWARD SCHEMES

KRIBHCO Management has introduced two Schemes on “KRIBHCO

Long Service Awards”, one on completion of 10 years of service and the
second on completion of 15 years of service to recognise the
distinguished service rendered by the permanent employees and reward
them suitably in token of appreciation of their services.

5.2.1 AWARD ON COMPLETION OF TEN YEARS’ SERVICE

An employee who has completed 10 years of uninterrupted service in the

society as regular employee will be eligible for the Award under the
scheme. For the purpose of 10 years of uninterrupted service, an
employee should have put in atleast 240 days attendance in each
calendar year . In case of part of calendar year, the employee should
have put in attendance for 2/3rd of the number of days of service. While
computing 240 days attendance in calendar year, the following periods
shall be excluded :

(a) All periods of leave without pay inclusive of intervening, preceding

and succeeding Sundays and holidays.

(b) All period of unauthorised absence inclusive of intervening

preceding, and succeeding Sundays and holidays.

(c) All periods of service put in by the employee with any other
employer even if the employee had kept lien in KRIBHCO except
the period spent by the employee on deputation with other
Organisation provided the deputation is on organisation to
organisation basis.

93
 (d) All periods of suspension as punishment.

(e) All periods of legal /illegal strike.

(f) Period of Training & apprenticeship

10 year’s service in the case of those employee who were earlier on

deputation and have since been absorbed will be counted from the date
of their initial date of joining KRIBHCO on deputation provided they
did not revert to their parent organisation after their initial joining and
continued to work with KRIBHCO on deputation until their permanent
absorption.

The following categories of employees will not be entitled to the Award:-

(a) Employees who have maintained their lien in KRIBHCO and

are serving with other Organisation whether in India or
abroad.

(b) Those employees who are under suspension or against whom

disciplinary proceeding are pending will not be entitled to
the Award . The Award will be given to them when they are
absolved of the charges levelled against them or the
disciplinary proceedings have been dropped subject to their
fulfilling other conditions as stipulated herein above.

(c) Employees whose services are terminated for any reason

whatsoever before actually receiving the award will not be
entitled to the same notwithstanding their having completed
10 years services.

THE AWARD

The award shall consist of a suitable Gold Medallion (5 gms. Tirupati

make). The Award will be given every year on 1st January and 1st July, to
the eligible employees who complete 10 years of service on 31st December
and 30th June respectively.

5.2.2 AWARD ON COMPLETION OF 15 YEARS’ SERVICE.

Employees who have completed 15 years of satisfactory service on the

permanent rolls of the Society and should have been working in the time
actually receiving the award are entitled for the award. However,
employees who have retired/expired from the Society after completion of
15 years service will also be entitled for the award.

94
Following category of employees will not be entitled for the award.:-

01. Employees of other organisations, who are on deputation with the

Society or who are serving the Society on contract basis or as
Advisor/Consultants/Part-time employees.

02. Employees whose services are terminated for any reason

whatsoever before actually receiving the award notwithstanding
they have completed 15 years service.

03. Employees who are under suspension or against whom

disciplinary proceedings are going on will not be entitled to the
award. They will be entitled to the same as and when they are
absolved of the charges levelled against them or the disciplinary
proceeding has been dropped, subject to the fulfillment of the other
conditions

For the purpose of counting 15 years of interrupted service employee

should have put in atleast 240 days attendance in each completed years
of service . However, the period shall not be counted as a part of 240
days as detailed below:

a. all periods of unauthorised absence , leave without pay, illegal

strike, legal lock-out and legal closures including intervening,
preceeding and succeeding holidays.

b. all period of suspension and punishment.

c. period of training and apprenticeship.

While computing the period of 15 years , the service period put in by an

employees in KRIBHCO on deputation before the date of permanent
absorption in KRIBHCO shall not be counted. Similarly, if an employee
goes on deputation from KRIBHCO to other organisation or does not
substantially work for KRIBHCO for any period ( even if he maintain
lien in KRIBHCO ) then such period of deputation /lien will not be
counted for computing the minimum period of 15 years.

THE AWARD

The award shall consist of a suitable item worth Rs.2000/-. The

eligibility for the award shall be determined on 30th June and 31st
December each year. However, those employees retiring from the service

95
 of KRIBHCO after completing 15 years of service shall be given the same
at the time of their retirement irrespective of the above date.

5.3.0 INCENTIVE FOR FAMILY PLANNING

1. To augment the national efforts in the Family Welfare Programme

and to encourage the KRIBHCO employees to pursue the Small
Family norms, the employee who gets sterilisation operation
(Vasectomy/Tubectomy/ Salpingectomy/Non-Puerperal operation
etc.), will be allowed Personal Pay on flat rate of Rs. 100/- per
month. This incentive is given in addition to incentive to which an
employee may be entitled from other sources.

2. The entire cost of sterilisation operation (Vasectomy/ Tubectomy/

Salpingectomy/ Non-Puerperal operation etc.) of the employee of
his/her spouse will be met by KRIBHCO.

3. In addition to above, an employee is entitled to Special Casual Leave

as mentioned hereunder :

- If an employee undergoes sterilisation operation (Vasectomy

or Salpingectomy), he is entitled to be granted Special Casual
Leave not exceeding six days inclusive of the day of operation.

- If the wife of an employee undergoes non puerperal

sterilisation operation the employee is entitled to total of 7
days Special Casual Leave (inclusive of holidays falling in
between) for looking after his wife and family members due to
temporary disablement of his wife on account of the
operation.

- Female employees who undergo non-puerperal sterilisation

operation after 5 days of delivery and thereafter, shall be
granted Special Casual Leave not exceeding 14 days (inclusive
of the day of operation).

- For insertion of IUCD, female employees are entitled to 1 day’s

Special Casual Leave for the day of insertion of IUCD if it is
done on the working day.

- Holidays falling on the day of operation and during and after

the rest period of operation, etc. shall be counted as part of
Special Casual Leave.

4. The incentive for family planning is subject to the following :

96
 (a) The employee must be within the reproductive age group. In
the case of male employee, he should not be over 50 years and
his wife should be between 20 to 45 years of age. In the case
of a female employee, she must not be above 45 years and her
husband must not be over 50 years of age.

(b) At the time of operation, the number of living children of the

employee should not be less than one/more than three.

5.4.0 ADVANCE INCREMENT FOR BOILER PROFICIENCY CERTIFICATE

The Operator/Shift Engineer while in the services of KRIBHCO who

acquires first or second class Boiler Proficiency Certificate or equivalent
will be entitled to the benefit of one advance increment from the date of
declaration of the result. However, his next annual increment will be
drawn according to his normal date of increment i.e. 1st January and 1st
July as the case may be. This increment benefit can be availed only once
by an employee.

5.5.0 GRANT OF ADDITIONAL INCREMENTS ON ACQUIRING BE/AMIE/

CA/ICWA QUALIFICATIONS WHILE IN SERVICES

Employees in Grade H/H1 and below who acquire qualifications of

BE/AMIE/CA/ICWA or equivalent thereof, during service in KRIBHCO
shall be granted two advance increments. The grant of increment shall be
subject to the following conditions :-

01. The advance increment will be granted from the date of declaration
of the result.

02. The increment will be granted only if the qualification acquired by

the employee is functionally relevant and related to the duties being
performed.

03. The increment will be granted only once in the entire period of
service with the Society. An employee desirous of acquiring such
higher qualifications must obtain prior permission of the Society
before registering himself with any Institution.

04. Application for increment must be made within one month from the
date of declaration of result, through proper channel, to the
Management together with adequate proof of having acquired such
qualifications.

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05. No advance increment will be granted to an employee who has
reached the maximum of the scale of pay of his post but will be
given once an amount of Rs. 1,000/- lumpsum (in lieu of
increment).

Employees who acquire or have acquired BE/AMIE/CA/ICWA

qualifications shall be allowed to compete with outsiders for placement in
Grade “G2” against open recruitment for the position, subject to their
meeting the advertised specifications except age limit.

******************************************************************

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 LOANS & ADVANCES
6.1.0 SALARY ADVANCE

Permanent employees of KRIBHCO may be allowed to draw an advance

not exceeding one month’s salary (Basic Pay + Dearness Allowance) last
drawn, once in a period of 12 months. This advance is free of interest
subject to the following conditions :

(a) The advance shall be recoverable in “Ten” equal monthly

installments.

(b) Second advance shall not be granted unless the earlier advance is
fully repaid and until “Twelve” months have been passed from the
date of receipt of the earlier advance.

6.2.0 CONVEYANCE LOAN

Advance for the purchase of Motor Car, Motor Cycle, Scooter,

Moped/Auto Vehicle or Bicycle may be sanctioned by the Competent
Authority, at its discretion, if it is satisfied that :

(i) the possession of a conveyance is necessary for the efficient

discharge of the official duties of the employee;

(ii) the employee has the capacity to repay the advance and;

(iii) the quantum of Conveyance Advance will be computed in such a

manner so that carry home pay after deduction of monthly loan
installment shall not be less than 50% of Gross Salary of
Rs. 1000/-, whichever is less.

ELIGIBILITY

The Conveyance Advance may be granted to :

(a) Employees of KRIBHCO who have been appointed against a regular

post and have satisfactorily completed probation period.

(b) Notwithstanding anything contained above

(i) The condition of being a confirmed employee may not be

insisted upon by considering his request for grant of

99
 conveyance loan, as per the revised entitlement, to an
employee who has been promoted to the next higher Grade.

(ii) FRs who have not been confirmed in the service of KRIBHCO
may be allowed to draw Conveyance Loan for purchase of
Motor Cycle/Scooter as per their entitlement.

(iii) Field Representative Trainees who are not having their own
transport may be allowed to draw conveyance loan for
purchase of Motor Cycle/Scooter as per rules, during training
period.

ENTITLEMENT OF LOAN

(a) The amount of advance, the employees entitlement to draw loan and
the period of recovery shall be as under :

S. CATEGORY ENTITLEMENT AMOUNT OF PERIOD OF

NO OF VEHICLE ADVANCE RECOVERY
01. Motor Car Employee in Actual cost of 108 Equal
Grade “G1” & Car or Rs.1.8 installments
above lac, which-ever
is less.

02. Motor Cycle Employee in Actual cost of 72 Equal

Grade “L1” & Motor Cycle or installments
above Rs.40,000/-
whichever is
less.

03. Scooter of 98 cc Employee in Actual cost of 60 Equal

& above. Grade “L1” & Scooter or Rs. installments
above 30,000/-,
whichever is
less.

04. Moped Employees in Actual cost of 50 Equal

Grade “N” & Moped or Rs. installments
above 20,000/-,
whichever is
less.

05. Bicycle Employees in Actual subject to 50 Equal

Grade “N” & a max. Of Rs. installments
above 3,000/-.

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SECOND ADVANCE

(a) An employee will be eligible to draw second loan by opting any of the
following three methods :

(i) Method - I

With adjustment of resale value/Insurance value of old

vehicle. Second loan will be admissible to an employee with
adjustment of resale value, as assessed by Insurance
Company of his old vehicle, from his loan entitlement
provided a period as mentioned below his elapsed :

Car : 60 Months

Motor Cycle/Scooter/Moped : 36 Months

(ii) Method - II

Second loan will be admissible to an employee without

adjustment of resale value of old vehicle from his loan
entitlement provided a period mentioned below has elapsed :

Car : 108 Months

Motor Cycle/Scooter : 72 Months

Moped (Auto Vehicle) : 60 Months

Bicycle : 50 Months

Provided further that no loan shall be admissible unless the

employee has repaid the earlier loan with interest thereon in
full.

(iii) Method - III

In case where the employee is saddled with bad vehicle (after

getting satisfied to the genuineness of the case), Management
may at its discretion, allow him for change of vehicle subject
to the following conditions :

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 1. Resale value as assessed by the Insurance company of
the old vehicle, shall be deducted from the loan
entitlement.

2. The vehicle to be purchased shall be new brand of any

make.

3. The new vehicle should be purchased within 15 days of

the sale of the first vehicle, otherwise he should deposit
the sale proceeds with KRIBHCO.

4. The amount, so deposited, will be released alongwith

the balance loan, entitlement, at the time of purchase of
new vehicle.

Employees who by virtue of their promotion/appointment to

the next higher grades become eligible to purchase higher
category of vehicle before expiry of the minimum period, as
specified above, may be allowed loan subject to the following
conditions :

(i) The employee repays the balance loan together with

interest thereon on the date of drawal of loan.

(ii) The resale value, as assessed by Insurance company,

after repaying the loan and interest thereon of the
existing vehicle being adjusted from the total quantum
of loan admissible to him on promotion to the higher
Grade.

(iii) Where the outstanding loan is higher than the

Insurance value of the vehicle, the Insurance value of
the vehicle will be deducted from the loan entitlement
and he will repay the outstanding loan along with
interest.

(b) In case the vehicle purchased by an employee by availing

conveyance advance from Society, is stolen or totally damaged,

(i) no second advance shall be granted and the employee can

utilise the proceedings of the insurance compensation for
purchase of another vehicle.

(ii) As soon as the compensation is received, the total insurance

compensation shall be deposited with KRIBHCO.

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 (iii) In case the insurance compensation received is less than the
outstanding balance of the principal amount plus interest, the
shortfall shall also be deposited within one week of the receipt
of compensation.

(iv) For purchase of another vehicle, the amount so deposited as

above, can be drawn by the employee and KRIBHCO will not
pay any additional liability.

(v) The employee concerned shall have to purchase the vehicle

within 15 days of the drawal of the amount and will have to
execute usual documents including hypothecation and
comprehensive insurance of the vehicle.

(vi) The cost of the vehicle so purchased shall in no case be less

than the principal amount plus interest outstanding at the
time of theft/damage.

(vii) Recovery shall continue to be made as per rules and rates

applicable at the time of originally drawing the advance.

(viii) Such employees shall be eligible for second loan as per their
original entitlement without taking into account change of
vehicle.

RATE OF INTEREST

(i) The loan advance shall carry simple interest of 5% per annum. The
interest will be calculated on the balance outstanding on the last
day of each month and shall be recovered in installments from the
month following which the payment of principal has been
completed.

(ii) No interest shall be charged in case of advance for Bicycle.

RECOVERY

(i) The recovery of loan together with interest thereon will be planned
in such a manner that the entire amount of loan and interest is
recovered before superannuation of the employee.

(ii) Recovery shall be made from the pay and leave salary payable to the
employee.

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(iii) Recovery shall start from the month following in which the advance
is drawn.

(iv) Recovery of Conveyance Loan granted to Field Representative

Trainees will commence from the month following which the Field
Representative Trainee is absorbed against a regular post.

(v) In the event of an employee who ceases to be in the employment of

KRIBHCO before the advance is completely recovered, the
outstanding loan with interest thereon shall be recovered in
lumpsum.

GENERAL

(i) In case of purchase of old vehicle the amount of loan should not
exceed the Insurance value of the vehicle. For this purchase, the
norms as worked out by the Insurance company from time to time
shall be followed. In case of any doubt, KRIBHCO may at its sole
discretion ask for a valuation certificate from a valuer of the
Insurance company/s. In such a case the amount of loan granted
shall be the cost, as determined by the valuer or the market price
fixed by the Insurance Company, whichever is less.

(ii) The loan amount must not be drawn from KRIBHCO until the
payment is actually required to be made for the purpose for which
the loan is sanctioned. The loan amount drawn by the employee
must be utilised within two weeks of the drawal of the same.

(iii) No sooner it is known that the loan is not likely to be utilised within
two weeks from the date of drawal, the same should be refunded
forthwith and the loan may be redrawn when the payment is
actually required to be made.

(iv) The employee will be required to submit the copy of the receipt from
the seller of the vehicle and refund the unspent amount within 3
days of the purchase of vehicle.

(v) Where loan has been drawn for booking a new vehicle the employee
will be required to submit proof of having deposited the amount
within 3 days of withdrawal of the same.

(vi) In case of default by the employee in complying with the above

provisions, the following penalties will be levied :

104
 (a) Total salary and other payment etc., payable to the employee
shall be withheld and appropriated against the loan taken by
him, until the total amount is recovered from the employee.

(b) An interest @ 18% shall be charged for the duration for which
the employee retained the loan from the date of drawal of
loan.

An employee who has been granted conveyance loan originally and who
intends to purchase a new vehicle (from the manufacturer or Authorised
Dealer) for which allotment has been made to him, may be allowed to
dispose of his/her existing vehicle and purchase new vehicle allotted to
his/her name without grant of additional advance and without insisting
for expiry of 3 years for Motor Cycle/Scooter and 5 years for Car, from the
date of sanction of initial loan.

On availing above facilities i.e. when an employee purchases a new vehicle

out of the proceeds of existing vehicle, such employee will not be allowed
to dispose of the new vehicle and go in for another vehicle unless the
minimum period of 8 years in case of Car and 5 years in case of Motor
Cycle/Scooter etc., has expired from the date of purchase of a new vehicle.

The vehicle in the name of an employee should be registered as a private

vehicle and not as taxi or public vehicle.

The vehicle should not be used for hire or reward either by employee
concerned or by anybody else.

The vehicle purchased should be a vehicle i.e. Motor Car/Van/Motor

Cycle/Scooter/Moped/Cycle as commonly understood by the terms Car,
Motor Cycle, Scooter, Moped or Bicycle and not a vehicle like Matador,
Station Wagon or Jeep.

6.3.0 HOUSE BUILDING LOAN

KRIBHCO has formulated House Building Loan Scheme for its employees,
so that its employees can own dwelling units through loan facilities. Main
features of the Scheme are given below :-

ELIGIBILITY

House Building Loan may be granted to a permanent employee who has

rendered not less there 3 years of continuous service with KRIBHCO on
the date of applying for the loan. Housing Building Loan will not be

105
granted to an employee who has to render less than 5 years service (as on
date of applying for the Loan) before retirement.

In case where both husband and wife are employees of KRIBHCO and are
otherwise eligible for the grant of loan, the loan shall be admissible to only
one of them and not both.

Neither the applicant, nor the applicant’s wife/husband/minor child

should own the house. However, this condition may be relaxed by the
Sanctioning Authority at his sole discretion in exceptional circumstances
as for example, if the applicant or the applicant’s wife/husband/minor
child owns a house in a village and the applicant desires to settle down in
a town; or where an applicant happens to own a house jointly with other
relations etc. and he desires to build a separate house for himself.

CONDITIONS FOR THE GRANT OF LOAN

The applicant should not have availed of any loan or advance in the past
for the acquisition (by purchase or construction) of a house from any Govt.
source or Life Insurance Corporation of India or Bank or Cooperative
Society or any other Government or Semi-Government Authority or
KRIBHCO either directly or indirectly.

In case of purchase of a ready-built house from a private individual, the

agreed sale price of the land and the house built thereon must separately
be worked out and be got certified by an approved property valuer or a
qualified Architect/Engineer.

The employee must establish a clear title to the property/land in his or in

the joint names of himself and his wife which enables him/them to
mortgage the property to KRIBHCO.

In case of a ready-built house/flat or land the purchase should be an

outright one and not on hire-purchase basis.

If the employees form a Cooperative Housing Society exclusively for the

employees of KRIBHCO, KRIBHCO may sanction loan, subject to
limitations prescribed in these rules, to the employees or to the
Cooperative Society or to the employees through the Cooperative Society
in such a manner and on such conditions as may be expedient, depending
upon the law of the state in which the Cooperative Society is formed,
provided KRIBHCO’s interest is fully safeguarded.

The grant of loan shall be subject to the availability of budget provisions

and funds as well as Loan Repaying Capacity of the applicant.

106
The employee shall furnish a permission from the respective Housing
Boards/Development Auhority/Cooperative Housing Societies etc. That
the land/house, (loan for acquisition of which is applied for) can be
mortgaged by him in favour of KRIBHCO as per the rules prescribed by
KRIBHCO. However, in case of direct allotment of land/flat by Delhi
Development Authority (DDA), Delhi, such mortgage permission shall not
be required since DDA have granted, in general, such mortgage
permission to KRIBHCO employees in case of direct allotment of property
to them by DDA.

Employee will be granted House Building Loan as under during total

period of service :

(i) Firstly, loan will be granted for acquiring the house/land/

construction of house including cost of stamp duty, registration/
transfer charge, etc.

(ii) Second loan will be granted for either wood-work or extension/

enlargement/completion of the existing house.

(iii) Third loan will be granted for major repairs and renovations of the
house acquired by availing House Building Loan from KRIBHCO.

(iv) Forth loan will be granted for repair/re-construction of house

damaged/demolished by natural calamity of large magnitude.

Entitlement of the employees for grant of HBL will be calculated as on date

of making applications for such loans.

PURPOSE FOR WHICH THE LOAN MAY BE GRANTED

(i) For the purpose of land and construction of a new house thereon at
the place of duty or intended place of residence after retirement,
loan may be granted for construction of house on a plot of land
already acquired by the employee in his name or joint names of
himself or his wife without having availed any loan for the purpose
and the land is free from all encumbrance certified by the Local
Authorities prescribed for this purpose.

(ii) For an outright purchase of a ready-built house/flat from a

Government or Autonomous Organisation e.g. Improvement Trust/
Development Authority/ Housing Board/ Semi-Government
Organisation/ Registered Cooperative Housing Society or from any
Private Agency.

107
(iii) For initial deposit for registration with an Improvement Trust/
Development Authority/ Housing Board/ Cooperative Housing
Society for acquisition of land/ready-built house/flat, loan upto an
amount not exceeding 2/3rd of the amount prescribed by the
concerned authority for Initial Deposit.

(iv) For completion/enlargement or extension of existing

accommodation that may be owned by an employee.

(v) Loan may also be granted for carrying out wood-works like
Cupboards, Racks, Pelmets, painting and Polishing etc. In the
house/flat acquired from any Development Authority/ Housing
Board/ Cooperative Housing Society / Private Agency.

(vi) For meeting the actual cost of Stamp Duty, registration charges and
execution of Title Deed/Lease Deed/Conveyance Deed/Transfer
charges other than the fees paid to legal consultants, subject to
overall limits prescribed under the rules.

QUANTUM OF LOAN

(i) For acquisition of land and construction of house thereon and for
acquisition of ready-built house/flat :

The maximum amount of loan under the rules for purchase of land
and construction of house thereon or for purchase of a ready-built
house/flat including the loan for completion/enlargement/
extension of the house or for carrying out wood-works in the
house/flat, directly allotted to the employee by Development
Authority/Housing Board/Private Agency/Cooperative Housing
Societies, as also for Stamp duty and registration/transfer charges,
and initial deposit, if any, shall not exceed 115 months pay of the
employee at the time of applying for the loan or the actual cost of
the land/house/flat, or Rs. 5,00,000/- whichever is less.

The quantum of loan for purchase of land out of the total loan
entitlement of an employee shall be restricted to the following limits:

For Calcutta, Delhi, Mumbai and 50% of the entitlement

Chennai (Metropolitan Area) and
within 30 Kms. Of the outer limits
of such cities

108
 For other “A” class cities and all 40% of the entitlement
“B” class cities (Metropolitan Area)
and within 15 Kms. Of the outer
limits of such cities

For “C” class cities and within 10 30% of the entitlement

Kms. Of the outer limits of such
cities

All other places 20% of the entitlement

(ii) For Completion/Enlargement/Extension of House :

The maximum quantum of loan for completion/

enlargement/extension of existing accommodation that may be
owned by an employee, shall not exceed (a) 50% of the loan
entitlement of the employee as on date of applying for the loan or (b)
the actual cost of completion/enlargement/extension of the house
or (c) Rs. 1,00,000/- whichever is less.

(iii) For carrying out wood-works :

Where the loan is requested by the employee for carrying out only
wood-works like Cupboards, Racks, Pelmets, Painting and Polishing
etc. In the house/flat directly allotted to the employee by
Development Authorities/Housing Board/Private Agency/
Cooperative Housing Society, the quantum of loan shall be limited
to the extent of Rs. 1,00,000/- or the actual cost of such works
whichever is less.

The loan for completion/enlargement/extension of the house or for

carrying out wood-work shall be sanctioned subject to the following
conditions :

(a) Loan for the purpose of completion/enlargement/extension/

wood-works of existing accommodation shall be granted once
as per rules.

(b) The property should have been mortgaged with KRIBHCO as

security against the loan already availed. No request for loan
shall be considered for completion/enlargement/extension/
wood-work unless the employee has mortgaged the property
with KRIBHCO.

109
 (c) The completion/enlargement/extension/wood-work should
not have been competed prior to the date of making
application for the loan.

(d) The request made by the employee for grant of loan to meet
the cost of wood-works, painting and polishing will be
processed only after the premises are inspected by an official
as may be nominated by the respective Loan Sanctioning
Authorities, to confirm that the wood-work, painting and
polishing is required in the house.

(iv) For major repairs/renovations of the house/flat to the employees

provided :

(a) The maximum loan sanctioned/to be sanctioned would be Rs.

1.5 lacs which shall be within the overall limit of the
maximum permissible limit of Rs. 5 lacs.

(b) Five years have elapsed after purchase/completion or taking

possession of the house/flat.

(c) The house/flat has been mortgaged to KRIBHCO.

(d) For availing the loan, employees shall have to furnish the
required documents to the Management and the procedure for
disbursement of loan shall be the same as being followed for
grant of second loan towards wood-work/additions/
alterations of the property which is as under :

(i) The loans shall be strictly for major repairs/

renovations only.

(ii) The loan shall be disbursed in three installments in the

ratio of 30:40:30 respectively as in the case of second
loan.

(iii) The recovery schedule shall be reworked and recovery at

the enhanced rates as may be required shall be affected
immediately after the drawal of third installment or
after completion of six months following the month in
which the first installment was disbursed, whichever is
earlier.

110
DISBURSEMENT OF LOAN

For the purpose of disbursement of the sanctioned loan for purchase of

land and construction of a house thereon the following schedule shall be
followed :

(a) The total cost of land subject to limit prescribed shall be released
after the employee concerned has entered into an agreement with
KRIBHCO in a prescribed form, undertaking to abide by the
conditions of loan to be granted for purchase of land and the house
to be constructed thereon and has furnished such other documents
as may be prescribed.

(b) The first installment representing 30% of the loan for construction
shall be released to the employee after the employee concerned has
submitted the building plan duly approved by the Competent Local
Authority and after the land and house to be constructed thereon
has been mortgaged in favour of KRIBHCO.

(c) The second installment representing 40% of the loan for

construction shall be released after the construction of the house
has reached the plinth level.

(d) The last installment representing 30% of the loan shall be released
after the construction work has reached roof level, or if the house
contains more than one story, the roof level of the highest storey,
and a certificate to this effect is furnished by the employee
concerned.

The loan sanctioned for completion/extension/enlargement of an existing

accommodation or for carrying out wood-work shall also be disbursed in
three installments i.e. 30%, 40% and 30% as is done in respect of the loan
availed for construction of house, as per the following schedule :

(i) The first installment of the loan shall be released on the applicant’s
executing required documents in favour of KRIBHCO and
submission of a copy of approved plan for
enlargement/extension/completion duty certified by a Civil
Engineer/Architect.

(ii) The second and third installment will be released on receipt of

certificate from a Civil Engineer/Architect and inspected by an
Officer of KRIBHCO nominated for the purpose about the actual
progress made.

111
For the purchase of ready-built house/flat, KRIBHCO will sanction
payment of the entire amount required by an employee subject to his
entitlement, in one lumpsum to the applicant after executing the required
documents in favour of KRIBHCO pending completion of mortgage
formalities.

In case an employee does not utilise the amount within 3 months of its
drawal he would be liable to refund the entire amount of loan together
with interest thereon, unless an extension of time limit for its utilisation is
granted by the Competent Authority.

INTEREST

The interest on the loan granted under these Rules shall be charged @
5.5% per annum.

If an employee takes loan from KRIBHCO and deposit the amount with
any Housing Board or any other similar agency and earns interest
thereon, the rate of interest charged by KRIBHCO on the amount of loan
deposited with such agency will not be less than the interest earned by the
employee on such deposits. Further, the employee will, without delay,
deposit with KRIBHCO the total interest as and when received by him
against such deposit, which will be credited to his loan account.

CONSTRUCTION, MAINTENANCE, INSURANCE ETC.

The construction of the house shall be carried out exactly in accordance

with the approved plan and specifications on the basis of which the
amount of loan has been sanctioned. Further, the work should be
completed within 18 months of the date of which the first installment is
paid to the employee concerned.

When loan is availed for completion or extension/ enlargement on existing

accommodation, the work should be completed within 9 month of the date
on which the first installment is paid to the employee concerned. The
period for completion of job of wood-works, painting and polishing will be
three months from the date of drawal of the first installment.

The employee shall obtain completion certificate form the concerned Local
Authority within three months of the completion of the work and a copy
duly verified by officers KIRBHCO thereof shall be furnished to the loan
sanctioning authority for records.

112
The employee concerned shall maintain the house/flat in good condition
and shall arrange to pay promptly local, Municipal and other taxes and
will intimate the same to the Management if any default is made.

The employee shall keep the land/house/flat free from all encumbrances
till such time the loan and interest thereon have been repaid in full in
KRIBHCO.

The employee shall insure the house/flat at his own cost with the General
Insurance Corporation of India for sum not less than the Principal loan
amount outstanding with interest there on, against the risk of fire,
earthquake, cyclone, lightning, riots, strike and Malicious damages. The
policy should be endorsed in the name of KRIBHCO every year within one
month of effecting/renewing the insurance as long as the property
remains mortgaged with KRIBHCO.

INSPECTION

KRIBHCO shall arrange to inspect the House/flat as and when found

necessary and the employee concerned shall afford full facility for such
inspection of the house/flat. Employee shall be given one week prior
notice for such inspection.

REPAYMENT OF LOAN

The employee shall repay the loan within period not exceeding 20 years, as
may be fixed in accordance with the repayment plan detailed below. The
interest on the loan shall be payable by the employee within a further
period not exceeding five years by equal monthly installments. The period
of recovery of loan and interest shall not extend beyond the date of
retirement of the employee concerned. In the case of an employee who is
due to retire in period less than 25 years, the loan and interest thereon
shall be recovered in suitable monthly installments, so as to ensure that
full dues are recovered on month before that date of retirement of the
employee concerned.

Loan sanctioned for completion/enlargement/extension of an existing

accommodation shall be recovered alongwith the original loan in suitable
installments commencing immediately from the month following the 9th
month of drawal of the first installment, or completion of the work ,
whichever is earlier. Where the employee applies for such loan without
having availed the loan earlier, the period of the repayment shall be 5
years for the principal and 1-1/4 years for the interest except that the
recovery shall commence immediately from the month of the drawal of the
first installment, or completion of the work, whichever is earlier. Provided

113
further that the installment of repayment of this loan alongwith earlier
loan, if any, will be so fixed that the total recovery is effected atleast one
month before the date of retirement of the employee concerned.

Recovery of loan shall be made from the monthly pay bills/salary bills of
employee concerned commencing from the month following the month in
which the full loan has been paid of purchase of a ready-built house/flat
or for purchase of land and in the case of loan for construction of house
with effect from 19th month following the month in which first installment
of the loan was paid of completion of the house, whichever is earlier. The
loan granted for wood - works in the house/flat shall be recovered from
the 4th month from the drawal of first installment.

The recovery of second loan will be combined with the first loan after
expiry of three months in the cases of wood - work and 9 months in the
case of loan for completion/enlargement extension from the date of drawal
of first installment or completion of the work, whichever is earlier. The
recovery of the original loan will continue during the above period which is
allowed to him for completion/enlargement/extension/wood-work of
house. No moratorium would be granted in the recovery of the original
loan and the two loans would be recovered simultaneously in accordance
with there payment schedule.

The repayment of loan for making initial deposit under schemes other
than Self Financing Housing Scheme of Delhi Development Authority shall
be made in 48 equal monthly installments commencing from the month
following the month of drawal of the loan. However, if such loan is availed
for Registration under Self Financing Housing Schemes of government
Housing Boards, then the loan for initial deposit shall be recovered @ 5%
of Basic pay + DA of the Borrower from time to time and not in 48 equal
monthly installments.

RELIEF FOR REPAIR/RE-CONSTRUCTION OF HOUSES DAMAGED

DUE TO NATURAL CALAMITY

An employee whose house get damaged/demolished by natural calamity of

large magnitude, the following relief is available in the House Building
Loan :

a) Interest free advance upto 8 months’ salary (Basic + D.A.) subject to

a maximum of Rs.1.0 lakh for repair of damaged houses,
recoverable in 40 monthly instalments or within a period of actual
balance service left, whichever is less.

114
b) Interest free advance upto 20 months’ salary (Basic + D.A.) subject
to a maximum of Rs.2.50 lakhs for re-construction of totally
demolished and inhabitable houses, recoverable in 100 monthly
instalments or within a period of actual balance service left,
whichever is less.

The advance would be over and above the normal House Building Loan
entitlement. Security of interest free advance will be ensured by taking a
surety from another permanent employee pf the Society.

ONE-TIME PERMISSION FOR CHANGE OF HOUSE

Employees can avail one time permission for change of existing house
acquired by them by availing House Building Loan (HBL) from KRIBHCO,
as follows :

a) Employees who have purchased/constructed houses after

availing of HBL from KRIBHCO and intend to purchase house
elsewhere, are given one time opportunity in their entire service
period, to sell the property and invest the sales proceeds thereof
for construction/purchase of another house. In such a case, the
employee need not refund the outstanding loan to KRIBHCO,
provided he/she furnishes an undertaking of utilizing the sale
proceeds to construct/purchase a house elsewhere within a
period of six months from such transaction.

b) The recoveries will continue to be made from their salaries in

usual instalments, as per rules.

c) The outstanding loan shall be secured by mortgaging the new

house in favour of KRIBHCO.

REDEMPTION AND RECONVEYANCE OF PROPERTY

As soon as the loan together with interest thereon is fully repaid,

KRIBHCO shall release the mortgage on the property in favour of the
employee or his successors as the case may be.

***************************************************************

115
 SOCIAL SECURITY SCHEMES
7.1.0 KRIBHCO EMPLOYEES PROVIDENT FUND

KRIBHCO has its own Contributory Provident Fund Scheme under which
it has established its Rules and Trust.

Under the Rules there is a centralised Provident Fund for all units/
projects/ establishments of KRIBHCO. This fund came into force with
effect from 1st March, 1985.

KRIBHCO Provident Fund Trust

The custody, control, management and administration of the Provident

Fund is vested in the Provident Fund Trust constituted under the
Provident Fund Rules. The Trust comprises of Board of Trustees
constituted in accordance with the Rules and consists of a minimum of 4
and maximum of 8 Trustees. The tenure of Board is for three years.

Half the number of Trustees of the Board is nominated by the

Management of KRIBHCO and the remaining are nominated by the
Recognised Unions (s) or elected from among the members as per the
election procedure laid down for the purpose.

If for any reason a vacancy of Trustee falls vacant, the same is filled up by
direct nomination by KRIBHCO Management if the vacancy relates to
employer’s representative. In case, such vacancy relates to employees’
representative, the same is filled up by co-option by the Board of Trustee
from among the members in accordance with the PF Rules. Such
Trustees(s) will hold office for the remaining period of the terms.

The Board of Trustees in consultation with the Management of KRIBHCO

and vice-versa subject to the approval of Commissioner of Income-Tax
and/or Regional Provident Fund Commissioner concerned as the case
may be, may from time to time delete, repeal, add to , vary or alter the PF
Rules as may be necessary. Further, amendments suggested by RPFC
and/or Commissioner of Income TAX from time to time , in conformity
with the EPF Scheme or any other statutory amendment will always be
effected by the Board of Trustees.

The costs, charges and expenses of administering the Fund and other
incidental expenses will be met and paid for by KRIBHCO.

116
MEMBERSHIP OF THE FUND

Every employee employed in or in connection with the work of KRIBHCO

will be entitled and required to become a member of the Provident fund
immediately with effect from the date of joining the services of KRIBHCO.

For becoming the member of the fund, an employee will be required to

furnish the complete particulars as required under the rules in prescribed
format.

In case an employee who joins from another organisation and desires

transfer of his PF Accumulations from his previous employer, he will have
to furnish all particulars to KRIBHCO PF Trust and his request would be
processed in accordance with the rules.

CONTRIBUTIONS TO THE PROVIDENT FUND

Every member will be entitled and required to contribute 12% of his

monthly emoluments consisting of Basic Pay plus DA to the fund. Such
contribution of each member will be deducted by KRIBHCO from the
member’s pay and will be paid to the Fund within 15 days of making such
deductions.

KRIBHCO will pay to the Fund its share of contribution at the same rate
as required to be compulsorily contributed by the employee within 15 days
of each wage period or alongwith the payment of employee’s contribution.

EMPLOYEES PENSION SCHEME 1995

Eligibility

All employees Provident Fund subscribers contributing to the Employees

Family Pension 1971 and all new entrants to the EPF Scheme 1995 from
16/11/1995 onwards automatically become eligible to join the Pension
Scheme.

Contribution

The rate of contribution towards the Employees Pension Fund is @ 8.33%

of the pay (Basic Pay + DA) and this contribution is to be diverted from the
Employer’s share of the provident fund subject to Rs. 541/- on a Standard

117
Salary of Rs.6,500/-. The Central Government shall contribute @ 1.16% of
the pay of the member which comes to Rs. 75/-.

Types of Pension

Monthly Member’s Pension On superannuation/retirement/short

service

Monthly Widow’s Pension After death in or out of service or death

after retirement of the member

Monthly Children’s Pension After death of member to two children

alongwith widow/widower upto the age of
25 years.

Monthly Orphan’s Pension After death of the member and

widow/widower

Disablement Pension On permanent and total disablement

during employment

Formula For Calculation Of Pension

Member’s Pension (p.m.) = Pensionable Salary X Pensionable Service

70

Where,

Pensionable Salary = The average pay drawn in a span of last 12

months is to be taken to determine
Pensionable Salary

Pensionable Service = The total service rendered by the member

for which the contributions are received

Benefits

(a) A member can receive pension after putting in 10 years of service.

(b) The period of minimum service of 10 years is not applicable in the

case of Widow Pension/Disablement Pension/Children
Pension/Orphan Pension.

118
(c) A member can opt for discounted/reduced pension before the age of
58 but not earlier than 50 years.

(d) If a member opts for reduced pension, his/her nominee or the

widow/widower shall get Capital Return Benefit equal to 100 times
of monthly pension in lumpsum alongwith pension.

(e) On completing 33 years of pensionable service the member shall be

entitled for 50% of the member’s pay at the time of retirement and
on completion of 40 years of pensionable service the pension shall
be fixed at 60% of member’s pay.

(f) Family pension cover for widow/widower for life or until her/his
remarriage and to two children upto 25 years of age upon death of
the member, be it in service, out of service or after receiving the
pension on retirement.

Mode of Payment

The pension shall be disbursed through the designated Post Offices,

Nationalised Bank or The Treasury.

In addition to the compulsory contribution, a member of the Fund has the

option to subscribe voluntarily to the Fund. However, such voluntary
contribution will not earn any contribution from KRIBHCO but will be
allowed to earn the interest at the usual rate.

INTEREST OF MEMBERS ON CONTRIBUTIONS

The total contribution as mentioned above including compulsory

contribution, employer’s contribution and voluntary contribution if any in
the account of the member will earn interest at the rate fixed in
accordance with the Rules. The interests rate to be credited to the
member’s account will not be below the rate of interest as prescribed by
Central Government from time to time.

FACILITY OF WITHDRAWAL/LOAN FROM PROVIDENT FUND TO THE

MEMBERS

Members of KRIBHCO Employee’s Provident Fund are entitled to grant of

non-refundable and refundable advance for purposes specified in the
Rules. Briefly they are as under:

119
1. Non-Refundable Advances

(i) For purchase of a House/Flat or for construction of a house

including acquisition of land for the purpose :

Subject to fulfillment of terms and conditions, a member is

entitled to non-refundable advance from his provident fund
account for the purposes mentioned above. The maximum
amount of advance available to a member will not exceed
more than 36 months basic pay and dearness allowance or
the total contribution available on account of member and
employer’s share and interest thereon or the cost of the
house/plot/construction, whichever is least.

The grant of advance will be subject to the condition that the

member has put in a minimum 5 years membership and
member’s own share of contribution together with interest
there on is not less than Rs. 1,000/-

(ii) For making substantial alteration/additions to the existing

house owned by the member :

Subject to fulfillment of terms and conditions, a member is

entitled to additional non-refundable advance for making
alterations/ addition/enlargement in his existing house
owned by him.

The maximum advance available to the member for the

purpose is upto 12 months basic pay+DA or member’s own
contribution with interest there on, whichever is less.

A member would be entitled for this advance only after a

minimum period of 5 years from taking the first non-
refundable advance for purchase of a house/flat or for
construction of a house including acquisition of land as
mentioned at serial No. (i) above.

(iii) For the marriage of self/daughter/son/ sister/ brother or for

the post matriculation education of children :

A member is entitled to non-refundable advance upto 50% of

his own contribution alongwith interest accrued thereon for
the marriage of self, daughter, son, sister, brother or for the
post matriculation education of his own children.

120
 A member would be entitled to the aforesaid advance only if
he has put in a minimum of 5 years membership of the fund.

Such advances are available to a member upto a maximum of

3 times in the total period of service.

2. Refundable Advances

(i) Refundable advance in certain cases :

In certain cases for example to meet the cost of passage to a

place out of India for member or members family etc. a
member is entitled to refundable loan limited to a maximum
of 6 month Basic Pay + DA or his own share of contribution
with interest thereon whichever is least.

(ii) Refundable Advance for meeting expenses in connection with

religious ceremonies etc.

A member is entitled to refundable advance limited to 4

months basic pay + DA or members own share of
contribution, whichever is least, to meet expenses in
connection with religious ceremonies.

General condition for Grant of Refundable Advance :

Second refundable advance will not be normally permitted

unless the amount first withdrawn has been fully repaid.

A member will pay interest on the advances at the rate which

is 1% above the rate declared by the Board of the members on
their own accumulation in the preceding financial year.

Normally refundable advances alongwith interest will be

recovered from the member in 48 equal monthly installments.

3. Payment of Provident Fund Accumulations to the Members

Full accumulation standing to the credit of a member including

KRIBHCO’s contribution and interest thereupon will be permitted to
the withdrawn by the member or his nominee or legal heirs, as the
case may be, at the time of retirement and under such other
conditions as specified in the Rules.

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4. Transfer of Provident Fund Accumulations

In respect of an employee who ceases to be on rolls of the Society

and takes employment with anther organisation covered under
Employees Provident Fund Act. 1952 within a period of 60 days, the
total accumulation including share of employee, employer and
interest thereon will be transferred to the new employer.

7.2.0 GROUP GRATUITY-CUM-LIFE INSURANCE SCHEME :

KRIBHCO has taken Group Gratuity-cum Life Insurance scheme for

its employees. Under the scheme, all permanent employees who
have put in a minimum of six months service in KRIBHCO will be
covered.

Employees are entitled to payment of gratuity in normal

circumstance as per provisions of Payment of Gratuity Act 1972 as
extended to all permanent employees.

The qualifying period of Gratuity as laid down in the Act is

minimum of 5 years continuous service subject to other provisions
of payment of Gratuity Act, 1972. The gratuity will be calculated on
the basis of last drawn monthly Basic plus DA of an employee
divided by 26 days and multiplied by 15 days for each completed
year of service .

In the event of death of an employee before the date of

superannuation, while he is in the services of KRIBHCO, the
employees nominee(s)/dependent (s) as specifically declared by him
will be paid an amount which he would have got had he worked till
the date of his retirement on the basis of his salary/wages drawn at
the time of death.

All employees have to declare nominee (s) to whom benefits are

payable under the scheme.

The term ‘Nominee” for the purpose of KRIBHCO Employees Group

Gratuity-cum-Life Insurance Scheme is defined as under :-

- In case of male member, his wife, his children, whether

married or unmarried, his dependent parents and the widow
and children of his predeceased son. If any, and :

- In case of female member, her husband, her children whether

married or unmarried, her dependent parents and dependent

122
 parents of he husband and the widow and children of her
predeceased son, if any.

- The scheme is ”Non-contributory” and KRIBHCO shall bear all

expenses for administration of the Scheme.

7.3.0 GROUP PERSONAL ACCIDENT-CUM DEATH ASSURANCE SCHEME

The Group Personal Accident-cum-Death Insurance scheme is intended to

provide for the payment of certain defined benefits in the event of the
insured employee sustaining death or disablement by accidental injury
and for payment of medical expenditure for the treatment, of injuries
suffered on account of accidents.

Salient features of the scheme are as under :-

(i) The scheme is a non-contributory. KRIBHCO shall pay all premium

in respect of the insurance of each eligible employee.

(ii) All regular employees of KRIBHCO are eligible to be insured under

the scheme.

(iii) Risk covered of each employee under Group Personal Accident-cum-

Death Insurance scheme is for all the 24 hours and not merely duty
hours. The cover would extend to all types of accidents that
employee may meet anywhere with certain specified exceptions such
as suicide, insanity, etc.

(iv) Capital sum Insured in respect of each eligible employee has been
kept 45 times the mean basic pay of the pay scale of each employee.

(v) Certification of Permanent/Temporary or Total / Partial disablement

can be got done by any Registered Medical Practitioner.

Scales of Benefits admissible under the KRIBHCO Group Personal

Accident-cum-Death Insurance Scheme are as enumerated below :-

RISK BENEFIT

Death by Accident only 200% of capital sum Insured

Loss of two limbs, two eyes 100% of capital sum Insured

or one limb and one eye

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Loss of one limb or one eye 50% of the sum Insured

Permanent total disablement 100% of capital sum Insured

Injuries other than above

Permanent partial %age of compensation depending upon

disablement the disablement.

Temporary Total @ 1% of Capital sum Insured upto 104

Disablement week (Maximum weekly benefit not
exceeding Rs. 5,000/- per week)

Reimbursement of Medical Reimbursement of medical expenses @

Expenses 2/5 of the capital sum insured or 25%
of the admissible claim amount or
actual, whichever is less.

There is a provision in the Scheme that all employees shall declare

nominee (s) from his family to whom the benefits under Employees Group
Personal Accident-cum-Death Insurance Scheme shall be payable after
the untimely death of the employee.

Family for the purpose of group Personal Accident-cum-Death Assurance

Scheme shall include :-

- In the case of a male employee, his wife, his children whether

married or unmarried, his dependent parents and the widow and
children of his predeceased son, if any.

- In the case of a female employee, her husband, her children whether

married or unmarried, her dependent parents and the dependent
parents of her husband and the widow and children of her
predeceased son, if any.

- The employees who do not have a family at the time of making a

nomination may make the nomination in favour of any person or
persons. However, such employees will make a fresh nomination
within 90 days of acquiring a family in the prescribed form, as
specified.

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7.4.0 GROUP LIFE INSURANCE POLICY :

KRIBHCO has taken Group Life Insurance Policy from Life Insurance
Corporation of India which shall also cover the benefits under EDLI
Scheme. Salient features of the scheme are as under :-

The scheme is non-contributory. KRIBHCO will pay all the premium

in respect of the coverage of all KRIBHCO employees under the
Group Life Insurance Scheme.

All employees from the date they joined KRIBHCO are eligible for
coverage under this scheme.

Risk covered under Group Life Insurance scheme is for 24 hours

and not merely duty hours in respect of each employee.

Upon the death of any KRIBHCO employee insured under the above
scheme, coverage to the extent of 15 months salary (Basic +DA) as
on the annual renewal date subject to a maximum of Rs. One lakh
(Rs.62,000/- towards EDLI plus Rs.38,000/-) will be extended to
his/her nominee)s).

Family for the purpose of Group Life Assurance Scheme shall

include in the case of male employee, his wife his children whether
married or unmarried, his dependent parents and widow and
children or his predeceased son if any.

In case of female employee, her husband, her children whether

married or unmarried, her dependent parents and the dependent
parents of her husband and widow and children of her pre-deceased
son, if any.

The employee who does not have a family at the time of making
nomination may nominate in favour of any person / persons.
However, such employee will make a fresh nomination within 90
days of acquiring a family in the prescribed form.

7.5.0 GROUP INSURANCE FOR HOUSE BUILDING LOAN SCHEME

All KRIBHCO employees who have availed House Building Loan are
insured under this scheme from the date of grant of House Building Loan.
The premium under the Scheme is borne by KRIBHCO.

125
 Coverage under the scheme is taken to the extent of House Building Loan
granted to an employee limited to a maximum of Rs. 5,00,000/- or 115
months pay (Basic Pay plus DA) whichever is less.

In the event of death of borrower employee, there is no liability on the

employee’s family to return the balance loan amount, and the loan
amount is recovered by KRIBHCO from the Insurance company.

7.6.0 KRIBHCO EMPLOYEES BENEVOLENT FUND SCHEMES

With a view to provide financial assistance to the nominees of an employee

who dies while in the service of KRIBHCO, and medical assistance to
employees after superannuation, ‘KRIBHCO Employees Benevolent Fund’
has been formed.

The Fund has been managed by a Trust, ‘KRIBHCO Benevolent Fund

Trust’. The Trust comprising of representatives of Workmen, Officers and
the Nominees of the Management. The Board of Trustees of the Fund shall
manage its affairs and suitably frame the detailed Rules and regulations
for the purpose of administration of the Fund.

All employees on permanent rolls of KRIBHCO are members of the

Schemes. At present, there are two schemes which are being
administered by the Trust. Under the Death Benefit Scheme, each
employee contributes Rs.20/- per month and KRIBHCO also contributes
Rs. 20/- per employees per month. Under the Post=Retirement Medical
Assistance Scheme, each employee contributes Rs.20/- per month and
KRIBHCO contributes Rs.40/- per employee per month.

Benefits under these schemes are as under :-

01. Death Benefit Scheme :

Under this Scheme, financial assistance of Rs.1,75,000/- lumpsum

is provided to the nominee of the employee who dies while in
service.

02. KRIBHCO Employees Post-Retirement Medical Assistance

Scheme

ELIGIBILITY

The Scheme is applicable to all regular employees who retire from

service on attaining the age of superannuation after rendering a
minimum of 5 years continuous service in KRIBHCO and Board

126
level appointees (Full time) on completion of their tenure in
KRIBHCO.

COVERAGE

The members are covered through Group Medi-claim Insurance

Policy (hereinafter called Policy) of the Insurance Company notified
by the Trust from time to time.

Policy covers reimbursement of Out-Patient Department (OPD) and

Hospitalisation Charges for illness/disease or injury sustained by
the insured person. In the event of any claim becoming admissible
under the Policy, the Insurer will pay to the insured member the
amount of such expenses as incurred anywhere in India, but not
exceeding Hospitalisation charges of Rs.1.5 lakhs per annum and
OPD charges @ Rs.2000/- per annum. There will be no coverage for
the free treatment taken in KRIBHCO‘s own dispensary/hospital.

Each member has to contribute at least for five years before

retirement. In case the retiring employee has contributed for less
than 5 years he/she has to pay lump-sum amount of Rs.1,500/- at
the time of retirement. However, total amount of the contribution
paid during employment will be adjusted against the lump-sum
contribution of Rs.1500/- and the balance amount has to be
deposited by the member. Further, KRIBHCO shall also contribute
at double the amount by the retiring employee in the above referred
clause. This provision shall be applicable in case Board level
appointees (Full time) also.

******************************************************************

127
 TRAINING & DEVELOPMENT
8.1.0 HRD AND TRAINING

Organisations become dynamic and grow through zeal, caliber and vision
of their Human Resources. A healthy climate of trust in organisation is
essential for developing Human Resources. KRIBHCO has always
considered development of Human Resources as its most important
responsibility because this alone ensures the well-being and growth of the
organisation. Training & Development activities of society form a part of
continuos process in integrating the organisational needs and the needs of
individuals. “Willingness to change” for betterment is the pre-requisite for
moving towards excellence.

OBJECTIVES OF HRD

The objectives of HRD are to:-

(i) Ensure selection and induction of personnel of the requisite caliber,

temperament and integrity.

(ii) Adopt training, job rotation and motivational practices to enable

employees to achieve their full potential and make their best
contributions to corporate success and family welfare.

(iii) Develop the employees as a total person

(iv) Promote work culture based on :

- Dedication to pursuit of excellence

- Achieving goals within normative time and cost

- Individual and group initiative

- Personal integrity

- Self reliance

- Self awareness

- Service before self

128
 - Multi-cooperation and team spirit; and

- Concern for individual as a human being

OBJECTIVE OF TRAINING

To orient the employees to the needs of the Society and provide

opportunities for them to improve their performance on the job :-

- To minimise the time gap in learning new development.

- To equip the participants with requisite ability so that they

can work with minimum supervision.

- To enable employees to update their knowledge and increase

the level of performance on their present job assignment as
well as channelise their inherent potential, in order to make
him a Holistic Person.

- To foster initiative, self confidence and to overcome manpower

obsolescence occurring due to age, temperament, lack of
motivation or inability of person to adopt to changes.

- To impart training to new entrants to enable them to take up

their assignment effectively.

- To create an environment of “We feeling” and enhance

accountability of people.

IDENTIFICATION OF TRAINING NEEDS.

A Committee has been constituted at Head Office for identification and

assessment of training needs of each employee posted at HO/CMO/SMOs.
On the basis of specific recommendations of Head of Departments, the
Committee would nominate employees for various Seminar/Training
Programmes/Conferences etc., either in India or abroad to meet the
development needs.

In house Training Programmes

After identification of the training needs of employees and keeping in view

the requirements of the Society, the In-house Training Programmes are
organised. In such training programmes, faculties are drawn from within
the organisation and from outside also.

129
The infrastructure facilities for in-house training programmes at Plant,
Surat, include :

(i) An auditorium with a capacity of 500 persons

(ii) Two air conditioned lecture halls to accommodate 50 persons each.

(iii) Full-fledged library

The infrastructure facilities for in-house training programmes at Head

Office, Noida include :

(i) ‘Padam Shri Paul Pothan Multi-Purposes Auditorium’ having

capacity to accommodate 300 persons. The Auditorium is
furnished with State-of-Art equipments to organize
Talks/Lectures/Seminar and various cultural programmes.

(ii) An Air-conditioned Conference Hall with capacity to

accommodate upto 25 persons. The Hall is well furnished &
equipped for organising Training Programmes, Talks/Lectures
within the office premises from time to time.

Training programmes are conducted keeping in view the needs of the

society. Efforts are made to avail sponsorship from Organisation like ILO,
ICA, British, Council, IMF, EEC etc.

Submission of Training Report

After attending the programme, the employees are required to submit

within a week’s time a brief report about the training highlighting its
usefulness. Employees deputed for foreign training are required to give a
presentation about their experiences.

Induction Training

New appointees are imparted Induction Training covering KRIBHCO’s aim,

objectives and achievements, work culture, office procedures and job
responsibilities. Normally internal faculty is drawn for such training. New
appointees are put on the job only after necessary induction training.

Similarly, special programmes are being designed for the employees who
are being promoted to Officer category in the recent past.

130
Honorarium

Employees who are required to be associated as Internal Faculty in In-

house Training Programmes/Seminars, etc., are paid Honorarium, as
decided by the Management from time to time.

Training Schemes

Graduate Engineer/Management Training Scheme

Degree holders in chemical/Mechanical/ Electrical Engineering/

Instrumentation/ Computer technology are recruited on all India basis.

They are given intensive training for a period of 1½ years in their

respective specialised field after brief induction and orientation in the
general areas of operation of KRIBHCO. They are subsequently assessed
for absorption in KRIBHCO subject to vacancy and suitability.

Operator/Technician Training Scheme (B.Sc./DIP / ITI)

The Management selects Science Graduates, Diploma Holders in

Engineering Branches and certificate Holders in various ITI Trades on the
basis of their performance in written test, personal interview and medical
fitness.

The focus is “on the job training” and shouldering responsibility. The
duration of training is two years & three years in respect of Diploma/ B.Sc
and ITI respectively. After satisfactory completion of training, they are
offered absorption in KRIBHCO services, subject to vacancies.

Vocational Training

On the request from Educational Institutions, facilities of Vocational/

Summer training are provided to the students sponsored, to enable them
to have the practical experience.

Society Training Scheme

Trainees may be inducted and considered for placement in regular grades

after successful completion of training period. Number of trainees to be
recruited in each discipline/trade will be determined on the basis of Man
Power Planning/likely vacancies/ expansion requirements of the Society
from time to time. Categories in which trainees may be inducted are as
under :

131
S.No Discipline Qualification Training Max. Design. on
period age limit absorption
limit

1. Engg. Engg. Graduate 1½ yrs 25 yrs. Asst. Engr.

Management
services-I

2. Engg. suborn Eng.Dip. Holders 2 yrs 23 yrs. Opts/Tech

innate
Services-II
---
3. Mgt. Services MBAs from IIMs --- To be inducted
Ahmedabad, as Jr. Manager
Bangalore in Gr. G2
Calcutta and
Lucknow

4. Pers. & IR PG Dip. Business 1 yr. 24 yrs. Jr. Manager In

Mgt. with Gr. H.
specialisation in
Personnel./IR
from XLRI,
Jamshedpur

5. Agri. B.Sc. Agri. with 1½ yrs. 25 yrs. Field Rep.

Graduate Ist class
Trainees

6. MBA with 55% 2 yrs. 25 yrs. Asstt. Gr.-1

Commercial marks other than
Subordinate IIMS /XLRI
Services

7. Master Degree in 2 yrs. 25 yrs. Asstt. Gr-1

Admn. Social work with
Subordinate Min 55% marks
Services / PG Dip. in
PM/IR / Social
Welfare/ DSW /
LSW /DLL from
recognised
Institution.

8. Jr. Graduate 1 yr. 25 yrs. Clerk

Commercial
Services

132
8.2.0 PERFORMANCE APPRAISAL SYSTEM

Performance Appraisal is the process through which an individual

employee’s behavior and performance over a fixed time period is measured
and evaluated. It is a systematic and objective way of finding the relative
worth or ability of an employee in performing the task. it helps to identify
those who are performing their tasks well from those who are not and also
indicates the reasons for such performance.

Uses of Appraisals System

It provides information of paramount importance/ assistance in making

decisions such as promotion, additional charge etc. As such, through the
system, ability of an individual can be recognised.

Every employee wants to know how he is performing on the job and what
his superiors feel about his performance. Performance appraisal plays a
very important role to meet this requirement of the employee through
feed-back system.

The systems help considering employees suitability for different types of

assignments, transfers and placement.

Appraisals Report written objectively can reduce grievances and develop

better relationship.

Keeping in view its various uses in relation to the developmental needs of

the employees, the Appraisal System of KRIBHCO is being revised and
developed from time to time. The main features of the existing system are
as under :-

Forms of Appraisal

(a) Appraisal Form No. 1

This form is used for employees in Grade ‘O’ to Grade ‘I’. This has a
forced rating scale.

(b) Appraisal Form No. 2

This form is used for employee in Grade H1, H, G2, G1 & G. Rating
on various performance factors is on a four point scale.

133
(c) Appraisal Form No. 3

Devised for executives in grade F1, F and E.

(d) Appraisal Form No. 4

This has been devised for executives in Grade ‘D’ and above. It has
provision for self appraisal by appraisee which is required to be
evaluated by the Appraising Officer.

General Instructions for filling up Appraisal Forms

1. To be filled up with a high sense of responsibility.

2. Objective is not fault finding but identifying the strengths,

weaknesses and potential of the employee.

3. Not to fill up hurriedly but with due care and attention.

4. Although performance appraisal is an annual exercise, the

Appraising Authorities are to review the performance periodically
and take corrective steps.

5. to depict true picture of the appraisee.

6. Assessment to be confined to the period of report only.

7. Some posts of the same rank may be more exacting than others. The
degree of stress and strains are to be borne in mind while
appraising.

8. After completion of appraisal report, Appraising Officer may discuss

the same with appraisee highlighting his strengths and weaknesses.
This may be done in the presence of Reviewing Officer, if he is in
station at the same location.

9. Report to be filled up annually (April to March).

10. Appraisal is to be made only if the employee has worked for more
than three months during the appraisal period. In case, where an
employee has worked under two Appraising Offices during one
appraisal year, appraisal is to be made by the officer under whom
he has worked for more period during the year.

134
Filling up of Reports

In applying and using the appraisal system it will have three phases :-

(a) Reporting
(b) Evaluation; and
(c) Follow - up

The rating of the employee should be done annually at one time. The first
page of the appraisal format is to be filled by the Personnel Department
and passed on to the Appraising officer by 1st week of April who will give
his rating by 10th April and send it to the Reviewing officer and from him
to the Accepting officer. The Accepting Officer after recording his
observation on the appraisal of the employee will send the report to
personnel Department latest by the end of April.

The instructions provided in the appraisal form have to be carefully gone

through by individual appraiser.

In case of disagreement among the Appraising and Reviewing Officer, the

Accepting Officer should hold discussions with all of them and finalise
rating.

In case performance of the employee is ‘Below Average”, same shall be

communicated by Personnel Department after the appraisal is accepted by
the Competent Authority.

Competent Authority to Appraise/Review / Accept the Report

The Authorities to appraise/ review / accept the appraisal report of the

employee are given hereunder :-

135
 FOR - PERSONNEL & ADMINISTRATION – HO

GRADE APPRAISING REVIEWING ACCEPTING

OFFICER OFFICER OFFICER

O, N, M, L1 Sr. ASSTT. MGR DY. MGR. (F1) MGR. (F)

(G)

L, K, J, I Sr. ASSTT. MGR. DY. MGR. (F1) SR. MGR. (E)

(G)

H, G1, G2 DY. MGR. (F1) MGR. (F) CH. MGR. (D)

G, F1 MGR. (F) SR. MGR. (E) GEN. MGR (C)

F SR. MGR/CH. GEN. MGR. (C) DIR. (B)

MGR (E/D)

E/D GEN. MGR (C) DIR. (B) M.D. (A)

C DIR. (B) - M.D. (A)

NOTE : Wherever specified Appraising Officer/Reviewing Officer is not

in position, either higher or next below Officer will be the
Appraising Officer/Reviewing Officer.

136
 FOR FINANCE & ACCOUNTS - H.O.

GRADE APPRAISING REVIEWING ACCEPTING

OFFICER OFFICER OFFICER

O, N, M, L1 Sr. ASSTT. MGR DY. MGR. (F1) MGR. (F)

(G)

L, K, J, I Sr. ASSTT. MGR. DY. MGR. (F1) SR. MGR. (E)

(G)

H, G1, G2 DY. MGR. (F1) MGR. (F) CH. MGR. (D)

G, F1 MGR. (F) SR. MGR. (E) GEN. MGR (C)

F SR. MGR/CH. GEN. MGR. (C) DIR. (B)

MGR (E/D)

E/D GEN. MGR (C) DIR. (B) M.D. (A)

C DIR. (FIN.) (B) - M.D. (A)

NOTE : Wherever specified Appraising Officer/Reviewing Officer is not

in position, either higher or next below Officer will be the
Appraising Officer/Reviewing Officer.

137
 FOR TECHNICAL/MISC DEPARTMENTS
(INCLUDING MATERIAL, COMPUTERS) - H.O.

GRADE APPRAISING REVIEWING ACCEPTING

OFFICER OFFICER OFFICER

O, N, M, L1, L A.E/JR. MGR Sr. ASSTT. MGR. (F)

(H/G2) MGR/ENGR. (G)

K, J, I AE/JM/ENGR./A DY. MGR./SR. SR. MGR. (E)

M (H/G2/G1/G ENGR. (F1)

H, G1, G2 Sr.AM/ENGR./ MGR. (F) CH. MGR. (D)

DM/SE(G/F1)

G, F1 MGR. (F) SR. MGR. (E) GEN. MGR (C)

F/E CH. MGR (D) GEN. MGR. (C) DIR. (B)

D GEN. MGR (C) GEN. MGR. (C) M.D. (A)

C DIR. (B) - M.D. (A)

B (NON- MD (A) - M.D. (A)

FUNCTIONAL)

NOTE : Wherever specified Appraising Officer/Reviewing Officer is not

in position, either higher or next below Officer will be the
Appraising Officer/Reviewing Officer.

138
 FOR CENTRAL MARKETING DIVISION
(OTHER THAN P&A / F&A DISCIPLINE)

GRADE APPRAISING REVIEWING ACCEPTING

OFFICER OFFICER OFFICER

O, N, M, L1,L Sr. ASSTT. MGR DY. MGR. (F1) MGR. (F)

(G)

K, J, I Sr. ASSTT. MGR. DY. MGR. (F1) SR. MGR. (E)

(G)

H, G1, G2 DY. MGR. (F1) MGR. (F) CH. MGR. (D)

G, F1 MGR. (F) SR. MGR. (E) GEN. MGR (C)

F SR. MGR/CH. GEN. MGR. (C) DIR. (B)

MGR (E/D)

E/D GEN. MGR (C) DIR. (B) M.D. (A)

C DIR. (B) - M.D. (A)

NOTE : Wherever specified Appraising Officer/Reviewing Officer is not

in position, either higher or next below Officer will be the
Appraising Officer/Reviewing Officer.

139
 FOR CENTRAL MARKETING DIVISION
(F&A DISCIPLINE)

GRADE APPRAISING REVIEWING ACCEPTING

OFFICER OFFICER OFFICER

O, N, L1, L, K, J, I Sr. ASSTT. MGR DY. MGR. (A/CS) SR. MGR. (A/CS)
(A/CS) (G) (F1) (E)

H, G1, G2 DY. MGR.(A/CS) MGR. (F) CH. MGR. (FIN.)

(F1) (D)

G, F1 MGR. (A/CS) (F) CH. MGR.(A/CS) GEN. MGR (A/CS)

(E) (C)

F SR. MGR/CH. GEN. MGR. DIR. (B)

MGR (A/CS) (A/CS) (C)
(E/D)

E/D GEN. MGR (A/CS) DIR. (B) M.D. (A)

(C)

C DIR. (B) - M.D. (A)

NOTE : Wherever specified Appraising Officer/Reviewing Officer is not

in position, either higher or next below Officer will be the
Appraising Officer/Reviewing Officer.

140
 FOR MARKETING DIVISION - STATE MARKETING OFFICES/ AREA
OFFICES (OTHER THAN P&A / F&A DISCIPLINE)

GRADE APPRAISING REVIEWING ACCEPTING

OFFICER OFFICER OFFICER

O, N, M, L1, L AREA MGR (G) JT. S.M.M. (F)

S.M.M./S.A.M.
(F1)

K, J, I AREA MGR. (G) JT. S.M.M./SR.

S.M.M./S.A.M. S.M.M. (F/E)
(F1)

H, G1, G2 JT. S.M.M. (F) GEN. MGR. (C)

S.M.M./S.A.M.
(F1)

G, F1 S.M.M. (F) SR. S.M.M./CH. GEN. MGR (C)

MGR. (E/D)

F SR. S.M.M. (E/D) GEN. MGR. (C) DIR. (B)

E/D GEN. MGR (C) DIR. (B) M.D. (A)

NOTE : Wherever JT. S.M.M./SR. A.M. are reporting to S.M.M., report

will be initiated by S.M.M. irrespective of Grade.

Whether Accepting Officer is not in position, the reports will

be accepted by the next higher Officer.

Additional report on Field Representative to be obtained from

Area Manager duly reviewed by the S.M.M. in the prescribed
format.

141
 FOR MARKETING DIVISION - SMM OFFICES F&A DISCIPLINE

GRADE APPRAISING REVIEWING OFFICER ACCEPTING

OFFICER OFFICER

L, K, J, I JM(A/CS)/ JT. S.M.M./S.M.M. (F1/F) SR.

AM(A/CS)/ MGR(A/CS)
SAM(A/CS) (E)
(H/G2/G1/G)

H, G2, G2, G JT. (I) SR. MGR (F&A)-(E) GEN. MGR

SMM./SMM/SAM (II) GEN. MGR (A/CS- (M) (C)
(F1/F) MKTG.) (C)

F1 SR. S.M.M. (E) (I) CH. MGR (A/CS)-(D) GEN. MGR

(II) GEN. MGR (A/CS- (M) (C)
MKTG.) (C)

NOTE : Wherever Initiating or Reviewing Officer is not in a position

either the higher or the next below officer will be the
Initiating/ Reviewing Officer.

142
 FOR MARKETING DIVISION - SMM OFFICES (P & A DISCIPLINE)

GRADE APPRAISING REVIEWING OFFICER ACCEPTING

OFFICER OFFICER

L, K, J, I JR. MGR (PERS) JT. SMM./SMM (F1/F) SR.

(H) MGR(PERS)
(E)

H, G1, G2, G JT. SR. MGR (P&A) (E) GM

SMM./SMM/SAM (P&A)/GM
(F1/F) (C)

F1 SMM/ SR. SMM. CH. MGR (P&A) (D) GM

(E) (P&A)/GM (C)

NOTE : Wherever Appraising or Reviewing Officer is not in a position

either the higher or the next below officer will be the
Appraising / Reviewing Officer.

143
 FOR MARKETING DIVISION - AREA OFFICES
(F & A DISCIPLINE)

GRADE APPRAISING REVIEWING OFFICER ACCEPTING

OFFICER OFFICER

L, K, J, I AREA MGR. (G) JT. SMM./SMM (F1/F) SR.

MGR(A/CS)
(E)

NOTE : Wherever Initiating or Reviewing Officer is not in a position

either the higher or the next below officer will be the Initiating
/ Reviewing Officer.

144
 PLANT COMPLEX - FINANCE & ACCOUNTS / PERS. & ADMN.

GRADE APPRAISING REVIEWING OFFICER ACCEPTING

OFFICER FIRST SECOND OFFICER

O, N, M, S.A.M. (G) D.M./MGR SR. MGR C.M. /G.M.

L1, L (F1/F) (E) (D/C)

K TO G1 S.A.M. (G) D.M. / MGR. SR. MGR C.M./G.M.

(F1/F) (E) (D/C)

G D.M. (F1) MGR SR. MGR GEN. MGR

(F) (D) (C)

F1 MANAGER (F) SR. MGR CHIEF MGR GEN. MGR

(E) (D) (C)

F SR. MGR (E) CHIEF MGR GEN MGR RIS. DIR

(D) (C) (B)

E CHIEF MGR. G.M./RD FIN. DIR M.D.

(D) (C) / (B) (B) (A)

D G.M. (C) O.D. FIN. DIR M.D.

(B) (B) (A)

C O.D. (B) FIN. DIR - M.D.

(B) (A)

NOTE : Wherever specified Appraising Officer/Reviewing Officer is not

in position, either higher or next below Officer will be the
Appraising Officer/Reviewing Officer.

145
 PLANT COMPLEX - MATERIALS / TRAFFIC

GRADE APPRAISING REVIEWING OFFICER ACCEPTING

OFFICER FIRST SECOND OFFICER

O, N, M, S.A.M. (G) D.M./MGR S.M./C.M. GEN MGR

L1, L (F1/F) (E)/(D) (C)

K TO G1 S.A.M. (G) D.M. / MGR. S.M./C.M. GEN. MGR.

(F1/F) (E)/(D) (C)

G D.M. (F1) MGR/SR. MGR C.M./G.M. R.D.

(F)/(E) (D)/(C) (B)

F1 MANAGER (F) SR. MGR C.M./G.M. R.D.

(E) (D)/(C) (B)

F SR. MGR (E) CHIEF MGR GEN MGR R.D.

(D) (C) (B)

E CHIEF MGR. G.M. R.D. M.D.

(D) (C) (B) (A)

D G.M. (C) R.D. - M.D.

(B) - (A)

NOTE : Wherever specified Appraising Officer/Reviewing Officer is not

in position, either higher or next below Officer will be the
Appraising Officer/Reviewing Officer.

146
 PLANT COMPLEX - TECHNICAL / PRODUCTION / MAINTENANCE /
P&D

GRADE APPRAISING REVIEWING OFFICER ACCEPTING

OFFICER FIRST SECOND OFFICER

O, N, M, Sr.ENGR (G) Dy. Mgr . MANAGER SR. MGR

L1, L (F1) (F) (E)

K TO H1 Sr.ENGR. (G) DM / MGR. SR. MGR CHIEF MGR.

(F1/F) (E) (D)

G/G1/G2 Dy. MGR. (F1) MGR/SR. MGR CHIEF MGR GEN. MGR
(F)/(E) (D) (C)

F1 MANAGER (F) SR. MGR CHIEF MGR GEN. MGR

(E) (D) (C)

F SR. MGR (E) CHIEF MGR GEN MGR R.D.

(D) (C) (B)

E CHIEF MGR. G.M. R.D. M.D.

(D) (C) (B) (A)

D G.M. (C) R.D. - M.D.

(B) (A)

C R.D. (B) - - M.D.

(A)

NOTE : Wherever specified Appraising Officer/Reviewing Officer is not

in position, either higher or next below Officer will be the
Appraising Officer/Reviewing Officer.

147
8.3.0 INCENTIVE SCHEMES FOR PROGRESSIVE USE OF HINDI

1. The purpose of the scheme is to encourage the employees of

KRIBHCO to perform their official work in Hindi.

2. There are two categories of training namely :

(a) Training by nomination to the Centres run by Government of

India

(i) The Society may nominate its employees whose mother

tongue is not Hindi and who have not qualified the exam or
equivalent thereof to the course like Prabodh, Praveen and
Pragya for training in Hindi at Centres run by Hindi
Teaching Scheme, Govt. of India.

(ii) Employees who are working as English Typists/English

Stenographers and have working knowledge of Hindi will
be eligible for being nominated for Hindi typewriting/
Stenography training at the Centres run, by Govt. of India.

(iii) Necessary fee for training / examination will be paid by

KRIBHCO. Course books will be provided by KRIBHCO on
a returnable basis. Conveyance expenses irrespective of
grade will be reimbursed to the trainees for attending
classes / for appearing examination as under :-

1. For Distance upto 1 Km - Nil

2. For Distance between - Rs. 6/- per day

1 Km to 3 Kms

3. For Distance beyond - Rs. 10/- per day

3 Kms

(iv) After completion of training course, the employees will

have to pass the prescribed examinations within a
maximum period of 15 months for grant of incentives
prescribed under the Scheme.

148
 (b) Training by own efforts

Employees who cannot undergo regular training due to absence

of training centres at their place of posting or for certain other
reasons and have passed the above prescribed examination of
Prabodh / Praveen / Pargya / Hindi typewriting / Hindi
Stenography will be granted the following lump sum amount to
cover the expenses of tuition fee, etc. payable after passing the
examinations :

(a) For Prabodh examination Rs. 375/-

(b) For Praveen examination Rs. 375/-

(c) For Pragya examination Rs. 450/-

(d) Hindi Typewriting examination Rs. 200/-

(e) Hindi Stenography examination Rs. 500/-

In addition to above, examination fee will be paid/reimbursed. Actual

conveyance charges from the place of residence to the Examination Centre
for the days of examination and the fare from the residence to outstation
Examination Centre and back shall be paid according to KRIBHCO TA/DA
Rules.

3. Cash Incentives

(a) Lump sum cash incentive of an amount equal to 12 times of

last rate of increment drawn by the employees will be granted
on passing the prescribed examination(s)

(b) In case of an employee passing Hindi Pragya, the Hindi

typewriting or the Hindi Stenography examination
simultaneously or in quick succession. Lump-sum cash
incentive will be granted to him separately for each
examinations.

(c) Steno-Typist and Stenographer whose mother tongue is not

Hindi will be granted lump sum cash incentive double in
amount granted to the Steno-Typist/Stenographer whose
mother tongue is Hindi passing the Hindi Stenography
examination.

(d) Incentive shall not be granted to an employee :

149
 (i) Who knows ‘Devnagari’ typewriting/Hindi Stenography
at a speed of 25 / 30 words per minutes or more before
joining the employment of KRIBHCO; or

(ii) Who had passed the prescribed Hindi Exams before

joining the employment of KRIBHCO.

4. Besides the above, the following cash award will also be given to
employees.

(a) For passing Pragya examination employees will be given the

following cash awards on acquiring merit in Pragya
examination :-

(i) Cash prize of Rs. 600/- each for securing 70% or more marks.

(ii) Cash prizes of Rs. 400/- each for securing 60% or more
marks but less than 70% marks.

(iii) Cash prizes of Rs. 200/- each for securing 55% or more
marks but less than 60% marks.

(b) For passing Hindi Shorthand/typing examination

Hindi Typing Hindi Stenography

i.) Cash prizes For securing 97% For securing 95% or

of Rs. 600/- each or more marks more marks.

ii) Cash prize of For securing 95% For securing 92% or

Rs. 400/- each or more marks but more marks but less
less than 97% marks than 95% marks.

iii) Cash prizes of For securing 90% For securing 88% or

Rs. 200/- each or more marks but more marks but less
less than 95% marks than 92% marks.

5. In order to make effective use of the training provided to the

employees in Hindi workshop and to encourage Hindi writing /
noting / drafting, a scheme of cash award has been formulated as
under :-

150
 (a) Eligibility

(i) Employees who are expected to do original noting /

drafting in official work can participate in this scheme.

(ii) Employees working in Hindi Cell who generally do their

work in Hindi will not participate in the scheme.

(b) Prizes

The following cash awards will be given to the participants

every year according to the work done by them in Hindi.

(i) First prize - Rs. 1000/- each for 20,000 words (2 prizes)

(ii) Second prizes - Rs. 600/- each for 15,000 works (3

prizes)

(iii) Third prizes - Rs. 300/- each for 10,000 words (5

prizes)

(iv) Commendatory letter - for less than 10,000 words

A special allowance of Rs. 160/- per month and Rs. 120/- per month shall
be granted to the English Stenographer and Typist respectively for doing
their office work in Hindi in addition to English. Only those English
Stenographer / Typists shall be entitled for the allowance who type on an
average of 5 notes / drafts / letters in Hindi in a day or about 300 notes /
drafts letters in Hindi in quarter. This special allowance will not be treated
as pay and no DA, HRA or other allowance shall be admissible on this
account.

A special incentive scheme has also been introduced for officers who give
dictation in Hindi. The scheme is restricted to officers in Grade “G” and
above who generally have the facility of Hindi knowing Steno. The prizes
are as under :

(a) First prize (5) for 500 notes/letters in a year : Rs. 500/-

(b) Second prize (10) for 400 notes/letters in a year : Rs. 400/-

(c) Third prize (30) for 300 notes/letters in a year : Rs. 300/-

151
 Officers, who declared home town is in ‘C’ States shall get 20% discount in
the criteria in number of notes / letters.

The record of Hindi notes/ letters shall be kept by their PAs and verified
by the officers concerned themselves and record of all copies typed shall
be kept in a separate file for verification by the Assessment Committee to
be constituted by the approval of M.D. These prizes shall be given in cash.
The year for this purpose shall be the Financial Year.

8.4.0 MEMBERSHIP OF PROFESSIONAL BODY

In order to update the knowledge, skill and to keep pace with changing
environment and Management Techniques, employees in Grade ‘H’ and
above are encouraged to become members of Professional Institution /
Body either in India or abroad concerning the employee’s field of
specialisation / profession. For this purpose, the expenses towards
membership fee/subscription are met by KRIBHCO.

In addition, employees in Grade ‘G’ and above are entitled to become a

member of Fertiliser Association of India (FAI) and expenses towards this
membership shall be reimbursed.

8.5.0 SUGGESTION SCHEME

1. Aims and Objectives :

The main aims and objectives of the scheme are to bring out the hidden
talents/resources of employees by way of constructive suggestions for
the common benefit of the organisation as well as Employees. This will
also create a sense of belongingness amongst the employees towards
the organisation.

2. Eligibility :

The basic criteria for determining eligibility is to confirm that the

suggestion has come out beyond the call of individual’s normal duties.
All the employees in Grade ‘F’ and below are eligible to participate
under the scheme.

3. Kind of Suggestion :

Any constructive suggestion for making improvement which either

increases productivity, marketing efficiency or saves the cost or

152
 eliminates waste or cost reduction or improves the office working will
be considered.

4. Suggestion Box & submission of suggestions :

For the above purpose, sealed suggestion boxes shall be placed in

various departments. Employees may drop their suggestions in this
Box under sealed cover. The suggestion can be written in English or
Hindi on plain white paper. Drawings/sketches can be attached to
express suggestion in a comprehensive manner.

The suggestion should indicate and describe the existing manner, if

any, the proposed method and benefit from the implementation of the
proposed suggestion. The suggestion may also indicate, wherever
possible, the cost of implementation, savings and any additional
manpower requirement.

5. Processing of Suggestion :

All the suggestions received shall be opened and entered in a Register

maintained by Personnel Department and will be acknowledged. All the
suggestions which are received shall be put up before a preliminary
Committee constituted for the purpose from time to time. The
recommendations of this committee will be finally put up to the
Management for its consideration.

6. Awards :

Employees suggestions which are accepted will be awarded with

Certificate of Appreciation. Cash awards may also be given, the value of
which will range from Rs. 101/- to Rs. 1001/-. The exact amount of
the Cash Award will be determined by the Management. All the
accepted suggestions shall be the property of KRIBHCO.

8.6.0 WORKERS EDUCATION SCHEME

It was realised by Industry and the Govt. that the educated workmen
contribute to sound labour-managment relations. Relations. They can
actively participate in industry and in productivity programmes. Workers
education can thus accelerate economic development.

This necessitated Govt. of India to set up Central Board for Workers

Education, a tripartite body, in September 1958 for administering the
Workers Education Programme.

153
The Basic purpose of this scheme is to stimulate and promote strong, free
and responsible Trade Union movement which is conducive to healthy
industrial relations. Great stress is laid in the education programme about
their duties and responsibilities.

The important objectives of Workers Education Scheme are :

1. To equip all sections of workmen for their intelligent participation in

social & economic development of this country.

2. To develop among workmen a greater understanding of the problems of

their social and economic environment, their rights and obligations as
citizens and also as workers in industry, as members or officials of
their Trade Union.

3. To develop leadership from among the rank and file of workmen

themselves.

4. To develop strong, united and more responsible trade unions through

more enlighten members and better trained officials.

5. To strengthen democratic process of traditions in the Trade Union

Movement.

6. To enable trade Unions themselves to take over ultimately the

functions of Workers Education.

7. To strengthen among all sections of workmen, a sense of patriotism,

national integrity, unity, amity, communal harmony, secularism and
pride in being an Indian.

As part of the educational programme, Worker Teachers are selected from

Worker Education Trainees sponsored by the recognised Trade Union and
then training in a Regional Centre of C.B.W.E. It is a full time training
course of 3 months duration and the trainees are released by the
employers with full wages and are treated as on duty. In the syllabus
emphasis is given on Trade Unionism, Union-Management relations,
labour Laws, Productivity, Education, Workers participation in industry,
etc.

The Worker Teachers on completion of training revert to their respective

places of employment and conduct programmes called Unit Level Class for
all the workmen in their enterprises. The duration of the training course at
Unit Level is usually 3 months (part-time), one hour a day for five days in
a week. Educational visits are arranged for Unit Level trainees to Union

154
Offices, factories and multipurpose plan projects. One visit is to the local
industries and another longer trip is organised for visiting factories in
other industries are run and by their interaction with the workmen &
Managerial personnel. They also get outside exposure and widen their
horizons.

Realising the utility of Workers Education Scheme and Unit Level Classes
towards better and improved industries, KRIBHCO introduced this
Scheme on 7.7.86 after the factory went into commercial production. All
facilities and encouragement are extended by Management to make this
scheme successful.

While primarily, the workmen are the beneficiaries, KRIBHCO also stands
to gain by having an education Scheme has certainly promoted healthy
industrial climate which is free from strife and this has helped greater
productivity and ultimately production.

*****************************************************************

155
 CONDUCT, DISCIPLINE & APPEAL RULES

9.1.0 CONDUCT, DISCIPLINE AND APPEAL RULES

All workmen at Plant, who are covered within the definition of ‘WORKMEN’
as defined under section 2 (i) of The Industrial Employment (Standing
Orders) Act, 1946 will be governed by the Rules and Procedures laid down
under the Certified Standing Orders of KRIBHCO’s Hazira Fertiliser
Complex.

All other employees posted at Plant, Corporate Office, Central Marketing

Office and Field Marketing Offices are governed by the Rules and
Procedures laid down under the Service Rules for employees of KRIBHCO.

GENERAL

Every employee of the society shall at all time

i) maintain absolute integrity:

ii) maintain devotion to duty: and
iii) do nothing which is unbecoming of an employee or
detrimental to the interest of the society.

9.2.0 DISCIPLINE AND CONDUCT

1. An employee shall, at all times, conduct himself soberly and

temperately and show proper respect and civility to his superiors
and all persons having any official dealings with KRIBHCO.

2. An employee shall serve honestly and faithfully and shall use his
utmost endeavors to promote the interest of the organisation.

3. An employee shall, at all times, hold himself in readiness to

diligently, carefully and with a sense of responsibility perform any
duty required of him by Management and his superiors and to the
best of his ability and skill and shall devote his time and interests
for KRIBHCO and shall attend to his duties punctually, at the place
or places where he may be required from time to time.

4. All employees shall be full time employees of KRIBHCO and will

devote themselves exclusively to the duties assigned to them from

156
 time to time when required to do so by the Management due to
exigencies of work and circumstances.

5. No employee shall use for his own purpose or disclose or cause to be

disclosed in any manner, whatsoever, during his service with
KRIBHCO or after leaving the service of KRIBHCO, except in the
official discharge of his duty, any secret or confidential matter or
any other information concerning KRIBHCO about drawings,
sketches etc. or any plant, or process, or work or about the cost of
production of any or all organisation’s intermediate or final products
or about purchases made or the contracts entered into for the
project/plant or any other information out of law court, or to
Government authorities or to any organisation or to any individual
or group of individuals, whether employees of KRIBHCO or not, or to
any newspapers or journal or book or pamphlet or leaflet or to
anyone whosoever.

6. No employee shall take with him for his own personal use, any
photographs, sketches etc. regarding any business or activity of the
organisation, building, plant process work etc. of the office premises
or keep copies of organisation’s official papers with him for his
personal use irrespective of the fact that these are prepared by the
employee.

7. No employee shall use organisation’s name or properties etc. for his

personal use or benefits.

8. No employee either on leave or on holiday, shall leave station

without prior permission of his Department/Sectional Head and
without giving full address, on which he is likely to be available in
emergency to the Department/Sectional Head.

9. No employee shall refuse to do any alternative work/duties which in

the opinion of the Management, the employee is capable of doing as
and when required by the Management to do so depending on the
exigencies of work, provided that the employee gets the same
emoluments. Refusal to do alternative work/duties will be treated
as misconduct. The Management will be the sole and final authority
to decide whether the employee is capable of performing the
alternative assigned work/duties or not.

10. An employee shall not create unsanitary or unhealthy conditions

inside or around the office, project, establishment or in the
residential colony or other premises of the organisation and shall

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 utilise the spittoons, waste bins, urinals and latrines etc. when
needed.

11. All employees must inform the Medical Officer of the organisation
immediately of any occurrence in his house of any contagious or
epidemic disease such as Cholera, Small Pox, Measles, Leprosy,
Diptheria, Cerebrophinel, Meningitis, Plague, Yellow fever, typhoid,
Mumps etc. and in such a case, he shall follow such instructions as
may be issued by the Medical Officer or by the Management to
prevent the spreading of such disease to other employees and to the
residents of the colony.

12. No employee shall engage or cause to engage in any trade union

activity during working hours and/or within the KRIBHCO
premises.

13. An employee shall keep himself upto date with the knowledge, skill,
information, ability etc. required for performance of his category of
job.

14. All books, drawings, sketches, photographs etc. and other papers
containing notes or information relating to KRIBHCO’s affairs or
operations, shall always be treated as organisation’s property
whether prepared by the employee or otherwise.

15. No employee shall indulge in any kind of unwelcome sexually

determined behaviour, whether directly or by implication, which
may cause sexual harassment to women employees of the Society,
whether within the KRIBHCO premises or outside, whether on duty
or otherwise.

16. No employee shall have any private dealings, whatsoever, whether

financial or otherwise, with those individuals institutions, firms,
company, business organisation, etc. who have any business
dealing with the organisation except with the prior permission of the
Management.

9.3.0 EMPLOYEES RESPONSIBILITY TO INFORM FACTS OF CONVICTION

It shall be the duty of the employee who may be arrested or convicted in a

criminal case to inform the Management of the facts of his arrest or
conviction. Failure on the part of any employee to inform KRIBHCO will
be regarded as suppression of material information and shall be a
misconduct on the part of the employee.

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9.4.0 MISCONDUCTS

Without prejudice to the generality of the term “misconduct” the following

acts of omission and commission shall be treated as misconduct :

1. Breach or habitual breach of any of the provisions provided in the

Service Rules or any rules framed or instructions or orders issued
by the Management from time to time and in force.

2. Insubordination or refusal to obey, whether alone or in combination

with another employee or employees, any instruction or lawful
order of his superior(s) including the order to work on overtime and
extra hours or on weekly off or holidays.

3. Violation of any condition or term contract or employment.

4. Abetment of, or attempt to commit or commission or any act or

indiscipline or misconduct or any act subversive of discipline or of
good behaviour.

5. Disregard of any operational or maintenance instruction or

carelessness in operation and maintenance.

6. Acting in a manner prejudicial to the interest or reputation of the

organisation.

7. Leaving work or place of duty without permission.

8. Interference in the work of other employees.

9. Slowing down of work or sabotage or abatement or instigation

thereof.

10. Negligence of duty or laziness or inefficiency or incompetence or

malingering or neglect of work or carelessness in work.

11. Refusal to work on a job or machine to which one is assigned.

12. Striking work or refusing to work whether individually or alongwith

others in contravention of any law, statute, rules, enactment or of
any award, agreement, settlement, or decision made from time to
time or Service Rules, inciting one or more employees, while within
the work premises of the KRIBHCO or outside, to strike work.

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13. Taking recourse to, or inciting, or trying to incite others to take
recourse to (a) coercion (b) intimidation or wrongful confinement or
wrongful restraint or gherao or (c) go-slow work or illegal strike
including sit down strike, stay in strike and hunger strike or (d) any
form of physical duress or assault (e) demonstration or any other
activity which may disturb normal working of the organisation
/plant /department etc. or of any or more employees or (f)
interference with, or disturbance to, normal work whether alone or
in a group, whether with other employees or with outsiders whether
within KRIBHCO premises or outside or residential colony of
KRIBHCO in respect of any employee or his family members.

14. Participation in illegal strike or, not attending to his duties, during
such strikes, or instigation, abatement or incitement thereof or
going on strike without due notice and without exhausting peaceful
avenues of settlement.

15. Assaulting or threatening or man-handling or intimidating or

abusing or insulting or misbehaving or behaving in indisciplined
manner with any officer or employee of the organisation or his
family member, whether within the KRIBHCO premises or outside
whether on duty or otherwise.

16. Violation of rules or conditions governing the allotment of

organisation's quarters/house/plots.

17. Entering or leaving or attempting to enter or leave KRIBHCO

premises except in accordance with the rules and by the specified
gate or gates.

18. Drunkenness or fighting or riotous or disorderly or indecent

behaviour within the work premises or within the KRIBHCO
premises, or outside such premises where such behaviour is related
to, or connected with the employment during or outside the working
hours.

19. Sleeping while on duty or lying down while on duty.

20. Taking or giving bribe or illegal gratification either in cash or kind

whatsoever or indulging in any mal-practices or corrupt practices.

21. Dealing in, or involving in any type of business or private dealing

within KRIBHCO premises whether during working hours or after
working hours.

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22. Gambling or speculation of any type within KRIBHCO premises
whether during working hours or after working hours.

23. Theft or fraud or dishonesty or deception or corrupt practices in

connection with the organisation's business or property, or property
of another person within the work premises or taking out any article
without a gate pass issued by the Competent Authority or
unauthorised use of Society's property.

24. Misappropriating organisation's funds.

25. Possession of another employee's attendance card or attempting to

punch the same or punching the same.

26. Causing damage to work in progress or to any property of the

organisation.

27. Sabotage of or interference with the safety devices installed in plant,

work premises, office or township or contravention of any safety
rules., regulations and instructions.

28. Disregard of sanitary instructions within KRIBHCO premises and

Township either by committing any nuisance or by keeping milch or
other cattle or in any other manner whatsoever.

29. Collecting signatures for representations during working hours or

within the KRIBHCO premises.

30. Holding meetings and shouting slogans within the KRIBHCO

premises including Township.

31. Distribution or exhibition in or about the work premises or

KRIBHCO premises or precincts or precincts, of any newspaper,
handbill, pamphlet or poster etc.

32. Smoking and spitting in the work premises except where it is

permitted.

33. Refusal to accept or receive a charge sheet/show-cause notice or

any other notice or letter or communication or instruction
whatsoever, from the Management, or not giving receipt after
receiving the same or not replaying to the same, if required to do
so.

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34. Writing of anonymous or pseudonymous letters to Management or
any other employee of the organisation or any other authority.

35. Spreading false rumors or giving false information or making

defamatory statements, whether written or oral, or making
defamatory speeches or issuing defamatory pamphlets, handbills,
etc. which tend to bring Management or its official into disrepute.

36. Commission of any act, or conviction by an Court of Law for an act

which amounts to a criminal offence involving moral turpitude or
conduct in private life prejudicial to the reputation of the
organisation.

37. Making any mis-statement or false or untrue statement or

suppressing any information and /or facts etc. regarding his name,
age, father’s name, qualification, previous service, conduct etc. or
any other information which has been enquired of him in his
application for employment or at the time of interview in support of
his candidature for the post or at any time thereafter during the
period of his employment with KRIBHCO.

38. Leaving headquarter/station without written permission, whether

on authorised leave or holidays or otherwise.

39. Approaching authorities through outsiders for promotion or seeking

any other personal favour or gain or in connection with any
representation.

40. Writing a letter or application to the Management or its officials

containing disrespectful or improper language.

41. Absence without permission.

42. Habitual late attendance.

43. Carrying of any concealed weapons, whether licensed or unlicensed

in the KRIBHCO premises.

44. Engaging in any other trade or business within the KRIBHCO

premises whether during working hours or otherwise.

45. Burning fire within KRIBHCO premises.

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46. Not coming on duty in protective clothings or uniforms etc. if
supplied by organisation to any employee. Using protective clothing
or uniforms supplied by the organisation while not on duty.

47. Canvassing for union membership or collection of union dues or

conducting any union activity during working hours or in any work
place.

48. Handling or interfering with any machine or apparatus or document

or life or any other property unauthorised/allowing persons in an
unauthorised manner to operate or ride organisation
vehicle/machinery.

49. Falsifying records or giving wrong testimony or refusing to give

testimony when accidents or any other matters, such as acts of
misconduct etc. are being investigated.

50. Poor or unsatisfactory performance.

51. Not starting work by starting time of duty hours, or leaving work
before the working hours are over and/or without handing over the
charge to the incoming employee of the following shift.

52. Loitering during working hours.

53. Absence from place of duty after reporting for work.

54. Making false or untrue statements in the application for leave or

any other application or letter to the Management.

55. Unauthorised communication or removal of official documents or

information or confidential or secret papers, information and
instructions etc. Disclosing to any unauthorised person any
information in regard to the processes or any interest of the Society
which may come into possession of the employee in the course of
his employment.

56. Purchasing properties, machinery, stores etc. or selling properties,

machinery, stores etc. to the organisation.

57. Manufacturing or attempting to manufacture through subordinate

staff, unauthorised articles or doing private or personal work with
materials belonging to organisation within the precincts of the
organisation or outside.

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58. Willful disfigurement, destruction or alteration of any records of the
organisation.

59. Carrying unauthorised persons in organisation's vehi

cle or allowing
unauthorised person(s) to operate organisation's vehicles or
equipments.

60. Making false or malicious statement, public or otherwise, against

the organisation or any officer of the organisation.

61. Sale or canvassing for sale of any tickets, articles or commodity

within the precincts of the organisation.

62. Failure or refusal to present himself for medical examination when

so required by the Management.

63. Reading, writing or making while on work, literary materials other

than pertaining to organisation's business.

64. Taking to the place of work, articles, goods or any other materials,
not permitted by Management.

65. Occupying or taking possession in an unauthorised manner or

refusal to vacate or deliver possession or organisation's quarters or
land or any property or any document or any of its premises thereof
when required to do so by the organisation.

66. Resorting to dharna or hunger strike or gheraos alone or in

combination with others.

67. Breach of any law applicable to the project or any other rules orders
issued by the Management from time to time.

68. Coercing, assaulting or intimidating employees/superior officers

inside or outside the work premises.

69. Absence without authorised leave or overstaying the sanctioned

leave without sufficient grounds or proper of satisfactory.

70. Plying vehicle under intoxication.

71. Gheraoing/blocking/damaging or tampering with the means of

communication of the organisation.

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72. Pasting/Displaying/Affixing of any notice/circular/communication
on the notice board of the organisation.

73. Intentional non-submission/late submission of immovable property

return in the manner prescribed under these rules or
concealment/misdeclaration or non-submission of full & complete
account of moveable or immovable properties acquired by the
employee or concealment of any material fact or facts relating to
acquisition of such properties.

74. Misbehaving, resulting in sexual harassment with women employees

by physical contact and advances, a demand or request for sexual
favours, sexually coloured remarks, showing pornography and any
other unwelcome physical, verbal or non-verbal conduct of sexual
nature.

75. Possession of pecuniary resources or property disproportionate to

the known sources of income by the employee or on his/her behalf
by another person, which the employee cannot satisfactorily
account for.

76. “Using naked lighter” or smoking within the premises, where it is

prohibited.

77. Collection without the permission of the competent authority of any

money within the premises of the Society except as sanctioned by
any law of the land for the time-being in force or rules of the Society.

78. Commission of any act subversive of discipline or of good behavior

or discrimination on the grounds of caste, creed, state, language or
community and spreading such feelings among employees.

79. Seeking job in other Government/Public Sector Organisation

including foreign assignments without obtaining prior permission of
the Competent Authority.

80. Acceptance of any other employment while in service of the Society

without proper permission of the Competent Authority.

81. Levelling false or malicious allegation.

82. Failure to submit the prescribed documents within the stipulated

period to secure loan and advances granted by KRIBHCO.

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 Note : The above instances of misconduct are illustrative in nature
and not intended to be an exhaustive list.

9.5.0 UNAUTHORISED ABSENCE FROM DUTY

If any employee remains absent without prior permission/sanction or

without leave beyond the period of leave originally granted or
subsequently extended, he shall lose his/her lien on the post and will be
deemed to have voluntarily abandoned his/her employment and his/her
name shall be struck off from the rolls of the Society unless :

a) he/she returns within 8 days of the expiry of leave or

commencement of the absence as the case may be and gives
explanation to the satisfaction of the competent authority of his/her
inability to be present.

b) he/she submits necessary medical certificate from the treating

physician alongwith leave application, if the absence is on account
of sickness.

9.6.0 ABSENCE FROM DUTY/STATION WITHOUT PERMISSION

An employee shall not absent himself/herself from his/her duties without

having obtained prior permission of the competent authority.

No employee shall leave the station, where he/she is posted, without

obtaining previous permission of the competent authority unless or
otherwise so authorised by such authority, in writing.

9.7.0 EMPLOYMENT OF NEAR RELATIVES OF THE EMPLOYEES OF THE

SOCIETY IN ANY COMPANY OR SOCIETY OR FIRM ENJOYING
PATRONAGE OF THE SOCIETY

No employee shall use his/her position or influence directly or indirectly

to secure employment in the Society for any person related, whether by
blood or marriage to the employee or to the employee’s wife or husband,
whether such a person is dependent on the employee or not.

No employee shall, except with the previous sanction of the Competent

Authority permit his son, daughter or any member of the family to accept
employment with any company or firm with which he has official dealing,
or with any company or firm, having official dealing with the Society;

166
 Provided that where the acceptance of the employment cannot await the
prior permission of the Competent Authority, the employment may be
accepted provisionally subject to the permission of the Competent
Authority to whom the matter shall be reported forthwith,

No employee shall in the discharge of his/her official duties deal with any
matter or give or sanction any contract to any company or firm or any
other person if any member of his/her family is employee in that company
or firm or under that person or if/she or any member of his/her family is
interested in such matter or contract in any other matter and the
employee shall refer every such matter or contract to his/her official
superior and the matter or the contract shall thereafter be disposed of
according to the instructions of the authority to whom the reference is
made.

9.8.0 TAKING PART IN DEMONSTRATIONS

No employee of the Society shall engage himself/herself or participate in

any demonstration which involves incitement to an offence.

9.9.0 CONNECTION WITH PRESS OR RADIO/TELEVISION

No employee of the Society shall, except with the previous sanction of the
competent authority, own wholly or in part, or conduct or participate in
the editing or Management of any newspaper or other periodical
publication.

No employee of the Society shall, except with the previous sanction of the
competent authority or the prescribed authority, or in the bonafide
discharge of his/her duties, participate in a radio/television
broadcast/telecast or contribute any article or write any letter either in
his/her own name or anonymously, pseudonymously or in the name of
any other person to any newspaper or periodical, provided that no such
sanction shall be required if such broadcast or such contribution is of a
purely literary, artistic or scientific character.

9.10.0 CRITICISM OF GOVERNMENT AND THE SOCIETY

No employee shall, in any radio broadcast or in any document published

under his/her name or in the name of any other person or in any
communication to the press, or in any public utterances, make any
statement :

a) which has the effect of adverse criticism of any policy or action of

the Central or State Government, or of the Society, or

167
 b) which is capable of embarrassing the relations between the Society
and the public.

Provided that nothing in these rules shall apply to any statement made or
views expressed by an employee, of a purely factual nature and non-
confidential, in his/her official capacity or in due performance of the
duties assigned to him/her.

Provided further that nothing contained in this clause shall apply to

bonafide expression of views by him/her as an office-bearer of a
recognised/registered trade union/association for the purpose of
safeguarding the conditions of service of such employee or for securing an
improvement thereof.

9.11.0 EVIDENCE BEFORE COMMITTEE OF ANY OTHER AUTHORITY

Save as provided hereinabove, no employee of the Society shall, except

with the previous sanction of the competent authority, give evidence in
connection with any enquiry conducted by any person, committee or
authority.

Where any sanction has been accorded hereinabove, no employee giving

such evidence shall criticize the policy or any action of the Central
Government or of a State Government or of the Society.

Nothing in this rule shall apply to:

a) Evidence given at any enquiry before an authority appointed by the

Government, Parliament or a State Legislature or the Society:

b) Evidence given in any judicial enquiry: or

c) Evidence given at any departmental enquiry ordered by authorities

subordinate to the Government.

9.12.0 UNAUTHORISED COMMUNICATION OF INFORMATION

No employee shall, except in accordance with any general or special order

of the Society or in the performance in good faith of the duties assigned to
him/her communicate, directly or indirectly, any official document or any
part thereof or information to any Officer or other employee, or any other
person to whom he/she is not authorised to communicate such
documents or information.

168
9.13.0 GIFTS

Save as otherwise provided in these rules, no employee of the Society shall

accept or permit any member of his/her family or any other person acting
on his/her behalf, to accept any gift.

Explanation :

An employees of the Society shall avoid acceptance of lavish or

frequent hospitality from any individual or firm having official
dealings with him/her.

On occasions such as weddings, anniversaries, funeral or religious

functions, when the making of gifts is in conformity with the
prevailing religious or social practice, an employee of the Society
may accept gifts from his/her near relatives but he/she shall make
a report to the competent authority if the value of the gift exceeds
the following limit:

GRADE VALUE OF GIFT

H & above Rs.5000/-

L1 & above upto H1 Rs.3000/-
Below L1 Rs.1000/-

In other cases an employee of the Society may accept gifts from

his/her personal friends having no official dealings with him/her
but he/she shall make a report to the competent authority if the
value of any such exceeds Rs.1000/-.

In any other case, an employee of the Society shall not accept or

permit any member of his/her family or any other person acting on
his/her behalf to accept any gifts without the sanction of the
competent authority, if the value thereof exceeds Rs.1000/-.

Provided that when more than one gift has been received from
the same person/firm within a period of 12 months, the
matter shall be reported to the competent authority if the
aggregate value of the gifts exceeds Rs.1000/-.

9.14.0 DOWRY

‘No employee of the Society shall’,

i) give or take or abet the giving or taking of dowry; or

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 ii) demand, directly or indirectly, from the parent or guardian of
a bride or bride-groom, as the case may be, any dowry.

9.15.0 PRIVATE TRADE OR EMPLOYMENT

No employee of the Society shall, except with the previous sanction of the
competent authority engage himself/herself directly or indirectly in any
trade or business or undertake any other employment.

Provided that an employee may, without such sanction undertake

honorary work of a social or charitable nature or occasional work of a
literary, artistic or scientific character, subject to the condition that his
official duties do not thereby suffer.

Every employee of the society shall report to the competent authority if

any members of his/her family is engaged in a trade or business or owns
or manages an insurance agency or commission agency.

No employee of the Society shall, without the previous sanction of the

competent authority, except in the discharge of his/her official duties,
take part in the registration, promotion or management of any bank or
other company which is required to be registered under the Companies
Act, 1956(1 of 1956) or any other law for the time being in force or any co-
operative society for commercial purpose. Provided that an employee of the
Society may take part in the registration, promotion or management of a
consumer/House Building Cooperative Society substantially for the
benefits of the employees of the Society registered under the Cooperative
Societies Act, 1912(2 of 1912) or any other law for the time being in force,
or of a literary, artistic, scientific or charitable society registered under the
Societies Registration Act, 1860(21 of 1860) or any corresponding law in
force.

No employee of the Society may accept any fee or any pecuniary advantage
for any work done by him/her for any public body or any private person
without the sanction of the competent authority.

9.16.0 PARTICIPATION IN POLITICS, ELECTIONS

Except in so far as may be authorised by any law, no employee shall be a

member of or otherwise be associated with any political party or any
organisation which takes part in politics or assist any political movement
or activity or stand for election, without the permission of the Society, as a
member of any legislature or local authority or parliament.

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9.17.0 INVESTMENT, LENDING AND BORROWING

No employee shall, save in the ordinary course of business with a Bank,

Life Insurance Corporation or a firm of standing borrow money from or
lend money to or otherwise place himself/herself under pecuniary
obligation to any person with whom he/she has or is likely to have official
dealings or permit any such borrowings, lending or pecuniary obligation in
his/her name or for his/her benefits or for the benefit of any member of
his/her family.

9.18.0 INSOLVENCY AND HABITUAL INDEBTEDNESS

An employee of the Society shall avoid habitual indebtedness unless

he/she proves that such indebtedness or insolvency is the result of
circumstances beyond his/her control and does not proceed from
extravagance or dissipation.

An employee of the Society who applies to be, or is adjudged or declared

insolvent shall forthwith report the fact to his/her competent authority.

9.19.0 MOVEABLE, IMMOVABLE AND VALUABLE PROPERTY

Every employee in grade H and above shall, on first appointment in the

Society, submit a return of assets and liabilities in the prescribed form
giving the particulars regarding

(i) the immovable property inherited by him/her, or owned or

acquired by him/her, held by him/her on lease or mortgage, either
in his/her name or in the name of any member of his/her family
or in the name of any other person;

(ii) shares, debentures, and cash including bank deposits inherited by

him/her or similarly owned, acquired, or held by him/her;

(iii) other movable property inherited by him/her or similarly owned,

acquired or held by him/her if the value of such property exceeds
Rs. 15,000/-;

(iv) debts and other liabilities incurred by him/her directly or

indirectly.

Every employee in grade H and above shall submit a return by 31st

January every year in such form as may be prescribed by the Society in
this regard giving full particulars regarding the immovable property

171
inherited by him/her or owned or acquired by him/her or held by him/her
on lease or mortgage either in his own name or in the name of any
member of his family or in the name of any other person.

No such employee shall, except with the previous knowledge of the

competent authority, i.e., the M.D. or any other authority prescribed by
him, acquire or dispose of any immovable property by lease, mortgage,
purchase, sale, gift or otherwise, either in his/her own name or in the
name of any member of his/her family.

Provided that the previous sanction of the prescribed authority shall be

obtained by the employee if such transaction is with a person having
official dealing with him.

Where such employee enter into a transaction in respect of moveable

property either in his own name or in the name of the member of his
family, he shall, within one month from the date of such transaction,
report the same to the prescribed authority, if the value of such property
exceed Rs.15,000/-. The above monetary limit is subject to change, as
notified from time to time.

Provided that the previous sanction of the prescribed authority shall be

obtained by the employee if any such transaction is with a person having
official dealing with him.

The competent authority may, at any time, by general or special order

require an employee to submit, within a period specified in the order a full
and complete statement of such movable or immovable property held or
acquired by him/her or on his/her behalf or by any member of his/her
family as may be specified in the order. Such statement shall, if so
required by the competent authority, include details of the means by
which, or the source from which such property was acquired.

Explanation for the purpose of this rule

The expression ‘movable property’ includes

(i) Jewellery, Insurance policies the annual premium of which

exceeds Rs.15,000/-, shares, securities and debentures.

(ii) All loans, whether secured or not, advanced or taken by the

KRIBHCO employees.

(iii) Motor cars, Motor cycles, Horses or any other means of

conveyance.

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 (iv) Refrigerators, Radiograms, Television sets, VCR etc.

Note : (a) Prescribed authority means as decided by the

Management.

(b) Transactions entered into by the spouse or any

other member of the family of KRIBHCO employee
out of his or her own funds (including stridhan,
gifts, inherited etc.) as distinct from the funds of
the KRIBHCO employee himself in his or her own
name and in his or her own right does not attract
above rule.

9.20.0 CANVASSING OF NON-OFFICIAL OR OTHER INFLUENCE

No employee shall bring or attempt to bring any outside influence to bear

upon any superior authority to further his/her interests in respect of
matters pertaining to his/her service in the Society.

If any outside influence is received in respect of matters pertaining to

service of an employee, it will be presumed that the same is within the
knowledge of the employee and has been caused at his/her instance.

An employee, for whose interests, in the matter pertaining to his/her

service, outside influence is brought upon, will be debarred from
consideration for promotion for a period of one year and such other action
as may be deemed fit.

Note : To regulate the above, following procedure would be adopted :

a) A show-cause notice shall be issued to such employee in

whose case any outside influence/recommendation is received
for any favourable consideration pertaining to service matters.

b) The explanation received by the concerned employee shall be

examined, processed and put up to the Disciplinary Authority
for due consideration.

c) Having considered the explanation of the employee,

Disciplinary Authority will take a decision in the matter which
shall be implemented.

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9.21.0 BIGAMOUS MARRIAGES

No employee shall enter into, or contract, a marriage with a person having

a spouse living; and

No employee, having a spouse living, shall enter into or contract, a

marriage with any person:

Provided that the M.D. may permit an employee to enter into, or contract
any such marriage as is referred to hereinabove, if he is satisfied that:

a) Such marriage is permissible under the personal law

applicable to such employee and the other party to the
marriage; and

b) there are other grounds for doing so.

Any employee of the Society who has married or marries a person other
than of Indian Nationality, shall forthwith intimate the fact to the
Competent Authority.

9.22.0 CONSUMPTION OF INTOXICATING DRINKS & DRUGS

An employee of the Society shall not be under the influence of any

intoxicating drink or drug during the course of his/her duty and take due
care that the performance of his/her duties is not affected in any way by
the influence of any intoxicating drink or drug, refrain from consuming
any intoxicating drinks or drugs in a public place.

He/she Shall not appear in a public place in a state of intoxication.

He/she Shall not use any intoxicating drink or drug in excess.

Explanation : For the purpose of this rule “Public Place” means any place
or premises including clubs, even exclusively meant for
members where it is permissible for the members to invite
non-members as guests, bars and restaurants, conveyance
to which the public have or are permitted to have access,
whether on payment or otherwise.

9.23.0 SUSPENSION

The appointing authority or any authority to which it is subordinate or the

disciplinary authority or any other authority empowered in that behalf by

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 the Competent Authority by general or special order may place an
employee under suspension;

a) where a disciplinary proceeding against him/her is contemplated or

is pending; or

b) where a case against him/her in respect of any criminal offence is

under investigation or trial.

An employee who is detained in custody, whether on a criminal charge or

otherwise, for a period exceeding 48 hours shall be deemed to have been
suspended with effect from the date of detention by an order of the
appointing authority, and shall remain under suspension until further
orders.

Where a penalty of dismissal or removal from service imposed upon an

employee under suspension is set aside on appeal under these rules and
the case is remitted for further inquiry or action or with any other
directions, the order of his/her suspension shall be deemed to have
continued in force and from the date of the original order of dismissal or
removal and shall remain in force until further orders.

Where a penalty of dismissal or removal from service imposed upon an

employee is set aside or declared or rendered void in consequence of or by
a decision of a court of law and the disciplinary authority, on
consideration of the circumstances of the case, decides to hold a further
inquiry against him/her on the allegations on which the penalty of
dismissal or removal was originally imposed, the employee shall be
deemed to have been placed under suspension by the appointing authority
from the date of the original order of dismissal or removal and shall
continue to remain under suspension until further orders, unless it is
contrary to the orders of the Court of Law.

As order of suspension made or deemed to have been made under this

Rule may any time be revoked by the authority which made or is deemed
to have made the order or by any other authority to which that authority
is subordinate.

9.24.0 SUBSISTENCE ALLOWANCE

As employee under suspension shall be entitled to draw subsistence

allowance equal to 50 percent of his/her basic pay provided the
disciplinary authority is satisfied that the employee is not engaged in any
other employment or business or profession or vocation. In addition
he/she shall be entitled to Dearness Allowance admissible on such

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 subsistence allowance and any other compensatory allowance of which
he/she was in receipt on the date of suspension provided the suspending
authority is satisfied that the employee continues to meet the expenditure
for which the allowance was granted.

Where the period of suspension exceeds three months, the authority

which made or is deemed to have made the order of suspension shall be
competent to vary the amount of subsistence allowance for any period
subsequent to the period of first three months as follows :

(i) The amount of subsistence allowance may be increased to 75

percent of basic pay and allowances thereon if, in the opinion of the
said authority the period of suspension has been prolonged for
reasons to be recorded in writing not directly attributable to the
employee under suspension.

(ii) The amount of subsistence allowance may be decreased to 25 of

basic pay and allowances thereon if, in the opinion of the said
authority the period of suspension has been prolonged for reasons
to be recorded in writing directly attributable to the employee under
suspension.

(iii) With regard to other allowances, perks and benefits to be extended

during the period of suspension, detailed regulations shall be
formulated and issued by the Managing Director.

If an employee is arrested by the Police on a criminal charge and bail is

not granted, no subsistence allowance is payable. On grant of bail, if the
competent authority decides to continue the suspension, the employee
shall be entitled to subsistence allowance from the date he is granted bail.

9.25.0 TREATMENT OF THE PERIOD OF SUSPENSION

Where the employee under suspension is reinstated, the competent

authority may grant to him/her the following pay and allowance for the
period of suspension :

(i) If the employee is exonerated and not awarded any of the penalties,
the full pay and allowance which he/she would have been entitled
to if he/she had not been suspended, less the subsistence allowance
already paid to him/her; and

(ii) If the employee is awarded any penalty other than removal from
service and dismissal, the full pay and allowances which he/she

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 would have been entitled to if he/she had not been suspended, less
the subsistence allowance already paid to him/her.

The period of absence from duty will be treated as a period spent on duty
in the above cases.

If the employee is removed from the service or dismissed, he/she will not
be entitled to any pay and allowance for the period of suspension other
than the subsistence allowance already paid to him/her. The period of
absence will not be treated as period spent on duty.

If the employee is suspended as a measure of punishment, he/she will not

be entitled to any pay and allowances for the period of such suspension.

9.26.0 PENALTIES

The following penalties may be imposed on an employee, as hereinafter

provided, for misconduct committed by him or for any other good and
sufficient reasons.

(i) Minor Penalties

a) Censure
b) Fine;
c) withholding of increments of pay with or without cumulative
effect;

(ii) Major penalties

a) reduction to next lower grade or post, or to a lower stage in a

time scale;
b) removal from service which shall not be a disqualification for
future employment;
c) dismissal

9.27.0 DISCIPLINARY AUTHORITY

The Disciplinary Authority (as provided under the Service Rules/Certified

Standing Orders of the Society) or any authority higher than it, may
impose any of the penalties specified hereinabove on any employee.

9.28.0 INSTITUTION OF FORMAL PROCEEDINGS

Once a decision has been taken, that a prima facie case exists and formal
disciplinary proceedings should be instituted against a delinquent

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 employee, the disciplinary authority will need to decide whether
proceedings should be taken for imposing a minor penalty or imposing a
major penalty. Thereafter, proceedings shall be initiated as per procedure
given the Services Rules/Certified Standing Orders.

9.29.0 EMPLOYEES ON DEPUTATION FROM CENTRAL GOVERNMENT OR

THE STATE GOVERNMENT OR OTHER UNDERTAKINGS ETC.

Where an order of suspension is made or disciplinary proceedings are

instituted against an employee, who is on deputation to the Society from
the Central State Government or another public sector undertaking, or a
local authority, the authority lending his services (hereinafter referred to
as the “Lending Authority”) shall forthwith be informed of the
circumstances leading to the order of his suspension, or the
commencement of the disciplinary proceedings, as the case may be.

In the light of the findings in the disciplinary proceedings taken against

the employee :

(a) If the Disciplinary Authority is of the opinion that any of the minor
penalties should be imposed on him, it may pass such orders in the
case, as it deems necessary after consultation with the Lending
authority. Provided that in the event of a difference of opinion
between the Disciplinary and the Lending Authority, the services of
the employee shall be placed at the disposal of the Lending
Authority.

(b) If the Disciplinary Authority is of the opinion that any of the major
penalties should be imposed on him, it should place his services at
the disposal of the Lending Authority and transmit to it the
proceedings of the enquiry for such action as it deems necessary.

If the employee submits an appeal against an order imposing a penalty on

him, it will be disposed of after consultation with the Lending Authority.

Provided that if there is a difference of opinion between the Appellate

Authority and the Lending Authority, the services of the employee shall be
placed at the disposal of the Lending Authority, and the proceedings of the
case shall be transmitted to that authority for such action as it deems
necessary.

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9.30.0 APPEAL/REVIEW

An employee may appeal against the order of penalty imposed upon him
and the same will be disposed off as per provisions in the Service
Rules/Certified Standing Orders amended from time to time.

9.31.0 GRIEVANCE SETTLEMENT PROCEDURE

The following Grievance Settlement Procedure has been introduced for

workman upto Grade H1 posted at Plant, Hazira, Surat.

SCOPE

- This procedure will cover only individual grievances/complaints and

will exclude such matters which fall within the purview of collective
bargaining and which matters of general nature.

- Cases of grievance arising out of discharge, dismissal and disciplinary

action will also be outside the purview of the Grievance Procedure.

- Individual grievance will, inter-alia, include the following :

(a) Payment of wages and other dues.

(b) Implementation of any condition of employment in any individual

case.

(c) Recovery of dues.

(d) Working conditions

(e) Grant of leave

(f) Promotion

(g) Medical facility

(h) Transfer

(i) Seniority

Functioning

Although the Grievance Procedure is a multi-level system, attempt will be

made to settle the grievance at the lowest level.

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Stage - I

An aggrieved employee shall first present grievance verbally to his

Sectional Head who will discuss the matter with the employee and give a
satisfactory reply within 48 hours on presentation of complaint.

Stage - II

If the employee is not satisfied with the decision of the officer at Stage - 1
or fails to receive and answer within the stipulated period, he shall either
in writing through Sectional Head or in person, present his grievance to
the Head of the Department. The departmental head shall give his answer
within 3 days or the presentation of grievance. If action can not be taken
within the period, the reason for delay should be recorded.

Stage - III

If the aggrieved employee is not satisfied with the reply of the Head of the
Department, he may through proper channel further appeal to the
concerned GM/OD. while forwarding the application of GM/OD, the
Departmental Head will give his comment thereon and furnish all the
relevant papers and previous correspondence. GM/OD will then examine
the matter and reply to the applicant within 2 weeks of the receipt of the
application. If necessary, GM/OD may constitute a Committee of Sr.
Executives to examine grievance and to give its findings to GM /OD for his
consideration/decision.

- In calculating the various time intervals, holidays shall not be

reckoned.

- There shall be a time limit within which an appeal shall be taken from
one stage to another. For this purpose, the aggrieved employee shall
within 3 days of receipt of decision at one stage submit his appeal
with the authority at the next higher stage, should he feel inclined to
appeal.

- If any grievance relates to policy matter, then officer handling the

grievance at Stage -1 & II should necessarily refer the same to OD
through GM(P&A) for his approval before the same is communicated
to the employee.

- In all matters, decision of GM/OD will be final.

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 - During the pendency of the ‘Grievance’ under this machinery, no
party shall take up the case with Labour Department or any other
external authority.

- While representing the case, an employee may take assistance of any

other employee of KRIBHCO.

- An employee shall be responsible for ensuring that he/she follows the

proper procedure in representing his /her grievance. In other words,
a grievance shall not be examined /considered if the employee has
by-passed level of authority at any stage in his/her representation.

- An employee shall bring up his/ her grievance immediately or in any

case within one month of the grievance arising; otherwise it shall be
deemed to be time-barred.

- An employee shall not agitate in any manner regarding any alleged

grievance unless, in the first instance, he/she has explored all the
avenues open to him/her under this Grievance Procedure.

9.32.0 CODE OF DISCIPLINE IN INDUSTRY

(a) KRIBHCO has recognised Unions and has adopted Code of Discipline
as under:-

(1) Management and Union(s) Agree

(i) that no unilateral action should be taken in connection with

any industrial matter and that dispute should be settled at
appropriate level;

(ii) that the existing machinery for settlement of disputes

should be utilized with the utmost expedition;

(iii) that there should be no strike or lock-out without notice;

(iv) that affirming their faith in democratic principles, they bind

themselves to settle all future difference. disputes and
grievances by mutual negotiation, conciliation and voluntary
arbitration;

(v) that neither party will have recourse to (a) coercion, (b)
intimidation, (c) victimisation or (d) go-glow;

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 (vi) that they will avoid (a) litigation, (b) sit-down and stay-in
strikes and (c) lockouts;

(vii) that they will promote constructive cooperation between

their representatives at all levels and as between workers
themselves and abide by the spirit of agreements mutually
entered into;

(viii) that they will establish upon a mutually agreed basis, a

grievance procedure which will ensure a speedy and full
investigation leading to settlement;

(ix) that they will abide by various stages in the grievance

procedure and take no arbitrary action which would by-pass
this procedure and

(x) that they will educate the management personnel and

workers regarding their obligations to each other.

(11) Management Agree

(i) not to increase work-load unless agreed upon or settled

otherwise;

(ii) not to support or encourage any unfair labour practice such as

(a) interference with the right of employees to enroll or continue
as union members, (b) discrimination, restraint or coercion
against any employee because of recognised activity of trade
unions and (c) victimisation of any employee and abuse of
authority, if any

(iii) to take prompt action for (a) settlement of grievance and (b)
implementation of settlements, awards, decisions and orders;

(iv) to display in conspicuous place in the organisation the provisions

of the Code in local language(s);

(v) to distinguish between actions justifying immediate discharge

and those where discharge must be preceded by a warning,
reprimand, suspension or some other form of disciplinary action
and to arrange that all such disciplinary action should be subject
to an appeal through normal grievance procedure;

(vi) to take appropriate disciplinary action against its officers and

members in case where enquiries reveal that they were

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 responsible for precipitate action by workers leading to
indiscipline; and

(vii) to recognise the union in accordance with the criteria evolved at

the 16th session of the Indian Labour Conference held in May
1958.

(III) Union(s) Agree

(i) not to engage in any form of physical duress;

(ii) not to permit demonstrations which are not peaceful and not to
permit rowdyism in demonstration;

(iii) that their members will not engage or cause other employees to
engage in any Union activity during working hours, unless as
provided for by law, agreement or practice;

(iv) to discourage unfair labour practices such as (a) negligence of

duty, (b) careless operation, (c) damage to property, (d)
interference with or disturbance to normal work and (e)
insubordination;

(v) to take prompt action to implement awards, agreements,

settlements and decisions;

(vi) to display in conspicuous places in the union offices, the

provisions of the Code in the local language(s); and

(vii) to express disapproval and to take appropriate action against

office bearers and members for indulging in action against the
spirit of this Code.

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