CHAPTER-24

ESTABLISHMENT POLICIES, WELFARE SCHEMES & CDA

RULES,
Establishment Matters
i. Pay Scales:
Level
E-0
E-1
E-2
E-3

Pre Revised
10750-16750
12000-17500
13750-18700
16000-20800

Revised (`)
20600-46500
24900-50500
29100-54500
32900-58000

E-4
E-5
E-6

17500-22300
18500-23900
19500-25600

36600-62000
43200-66000
51300-73000

E-7/E-8
E-9

20500-26500
23750-28550

51300-73000
62000-80000

Annual rate of increment: 3% of Basic Pay paid on the 1st of January every year
ii. Stagnation increment:

Executives who reach maximum of their pay scales are eligible

Maximum of 3 stagnation increments granted every alternate year
iii. DA:
Months considered for calculation of quarterly DA
Quarter
September-November
1st January
December-February
1st April
March-May
1st July
June-August
1st October
Existing rate of DA: 47.2%
iv. HRA:
Cities with population of >50lakhs: 30%
Cities with population between 5 lakhs and 50 lakhs: 20%
Cities with population of <5 lakhs: 10%
v. Other allowances:
North East Allowance (For those posted in NE): Payable at 12.5% of Basic Pay
p.m
Non Practicing Allowance (NPA): 25% of Basic Pay subject to the condition that
Basic Pay and NPA should not exceed `. 85000/- p.m
Gratuity: Ceiling of Gratuity has been raised to `. 10 lakhs w.e.f. 01.01.2007
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vi. PRP:
Variable Pay/Performance Related Pay

To arise out of the profits of the Company

60% of PRP to be given with a ceiling of 3% of PBT

40% of PRP to come from 10% of incremental profit

Total PRP will be limited to 5% of the years PBT
Payable at

100% in case the Company achieves MOU rating as Excellent

80% in case the Company achieves MOU rating as Very Good

60% in case the Company achieves MOU rating as Good

40% in case the Company achieves MOU rating as Fair

Nil in case the Company achieves MOU rating as Poor
Illustration:
Profit Before Tax (PBT) in a year
` 100 crores
Amount available for PRP
` 3 crores (3% of PBT)
Previous years profit
` 30 crores
Incremental profit
`70 crores
Additional amount
` 7 crores (10% of incremental profit)
Amount available for PRP

` 3 crores+ ` 7 crores=` 10 crores

Actual amount available

` 5 crores (5% cap on PBT)

vii. Cafeteria Approach:

Allowances
S.No.
having

Maximum Percentage of revised basic

pay*

Allowances
implications:

Tax

1.

LFA

2.
3.

Children
Education 20
Allowance
Transport Allowance
` 800/- (for Car)/ ` 500/- (for two wheeler)

S.No.

Allowances

Allowances having no Tax

implications:

1.

Other Allowances such as 47

Club Membership / House
Upkeep and Maintenance
Allowance
/
Self
Development Allowance /
Fitness Allowance / Special
Personal Allowance

30

Maximum Percentage of revised basic

pay*

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viii. CMRE (w.e.f. 1.4.2011):

Mode
of
Rate per month (Rs)
Conveyance
Car
E-0. S1 & S-II level employees 5255
drawing Basic Pay from ` 12,000/- to `
14,249/E-1 & E-2 level executives. S-III & S- 7990
IV employees & S-II level employees
drawing Basic Pay of ` 14,250/- &
above
E-3/E-4
9650
E-5/E-6

11015

E-7 to E-9

20330*

Scooter/Motorcycle

2325

Moped

1040

*CMRE rates for E-7 to E-9 includes reimbursement of ` 6000/- towards driver
subsidy, subject to self certification by the concerned officer that he was not availing
the facility of staff car

Rates are revised every six months depending upon prices of petrol
ix. Allowances to be paid on provisional basis:
a.
Offshore Hard Duty Allowance
b. Shift Allowance
c. Operational Allowance
d. Nourishment Allowance
e. Food Compensatory Allowance
f. Washing Allowance
g. Composite Hill Compensatory Allowance
h. Tribal Area Allowance
i. Remote Locality Allowance
Offshore Hard Duty: Payable to employees working in Offshore
Installations/Rigs/Vessels at 33% of running basic pay
Tribal Area Allowance : Payable to employees posted at Ankleshwar @ ` 200/- p.m
Composite Hill Allowance: Payable to employees posted in Dehradun @ ` 300/- p.m
Remote Locality Allowance:
Assam
Tripura
Sand Dune areas
of Rajasthan
Within
Municipal Limits Outside
Limits
` 200

` 750

` 1050

Municipal
` 750

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x. Incentive for acquiring higher qualification: The incentive shall be given to the
executives who attain First Class or 60% level (where such grades are awarded) in
professional qualifications higher than the qualifications prescribed at the induction
level after joining the Corporation provided that these qualifications are in line with
the discipline in which the executive is working
xi. Shift Allowance:
Description
General Shift
Morning/Eve/Day
Night Shift

8 hours shift duty (` Per 12 hours shift duty (Rs Per

shift)
shift)
25
50
85

35
75
125

xii. Operational Allowance:

Category
General Shift

Rate of Operational Allowance

7.5% of Basic Pay

2/3 Shift

10% of Basic Pay

 14 days On/Off
12.5% of Basic Pay
 12 hours duty on 2 days On/Off
pattern in 2 shifts
xiii. Nourishment Allowance: ` 25 per day.
xiv. Pay Scales (Non Executives):
Sl
Pre revised Scale
Revised Scales
No
(Close ended `)
1
Scale Code-I ` 4300
10000 to 18000
2
Scale Code-II ` 4500
10500 to 21000
3
Scale Code-III ` 4700
11000 to 24000
4
Scale Code-IV ` 5100
12000 to 27000
5
Scale Code-V ` 5800
13500 to 31000
6
Scale Code-VI ` 6500
15000 to 35000
7
Scale Code-VII ` 7000
16000 to 36000
8
S-I/ W-VII ` 10220
20000 to 45000
9
S-II- ` 11400
24000 to 48500
10
S-III ` 13070
28000 to 52500
11
S-IV ` 15200
32000 to 56000
xv. Deductions:
CPF: 12% of Basic Pay+DA (Matching contribution by the Company)
Income Tax
CSSS:
` 560/- per month for Executives
` 525/- per month for S Level employees
` 470/- per month for Non Executives other than S Level
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Matching grant from the Company

PRBS: ` 5280/- per month (Additional)
(Self): Varies in the range of 2-11% for Executives and 1-5.5% for Non
Executives as per table in the following slide
Adjustments against loans/advances taken, if any
Officers Club Charges: ` 15/- per month (for members)
ASTO membership: ` 10/- per month (for executives)
xvi. Service Rules:
Probation
Period of one year
maximum two years
Failure may lead to:

Discharge from the Company

Revert to a lower post
Increment/leave shall depend on satisfactory completion of probation
xvii. Leave Rules:
a. Casual Leave:
Maximum of 12 days in each calendar year
Employees posted in NE and employees from NE and posted outside NE-15
days
Cannot be combined with any other leave
b. Special Casual Leave:
Nature of Contingency

Extent of leave

Civil disturbance/curfew/Transport strike 30 days

Representing
Company
in 30 days
National/International Sports & Cultural
events
Intra Company sports
Level Tournament
Participation
Trekking

in

meets/District 10 days

Mountaineering

Territorial Army Camps

and 30 days
14 days

Employees other than those belonging 5 days

to N.E. States and employees from NE
and posted outside

c. Earned Leave:
15 days credited on 1st of January and 1st of July every year

Accumulation of maximum 300 days

2 days for each completed month if appointed in the middle of half year
Maximum EL that can be granted on any single occasion -180 days
Encashment of EL:
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75% of the Earned Leave, max-90 days (BP+DA)

In case of resignation-50% of Leave at credit subject to a maximum of 150
days
Can be combined with any other type of leave except CL

d. Half Pay Leave (HPL)

10 days credited on 1st of January and 1st of July every year
On first appointment during probation-5/3 days for each completed
calendar month
Half of BP+DA applicable during the period of HPL
e. Extra Ordinary Leave (EOL):
Applicable when:

No other kind of leave is admissible, or

Employee applies in writing for grant of EOL
Shall not exceed 3 months on any single occasion
Max. 6 months if supported by medical certificate
Max. 18 months- if undergoing treatment for pulmonary TB, TB,
Leprosy, Cancer or mental illness
For Study purpose:
Minimum service 3 years
PAR grading for last 3 years- minimum above AMax-24 months, 36 months if combined with other types of leave

f. Study Leave (SL)

a. Admissible upto 50 years of age
5 years of service
Applicable when:
Certified by Competent Authority that the proposed course of study or
training shall be of Companys interest.
The course is Government approved/sponsored
Performance Appraisal Report gradings for the last three years are
minimum above average (A-)
Adequate facilities does not exist in India
The duration of study leave shall not exceed 2 (two) years during the entire period of
an employees service.
Bond amount required to be executed
g. Accident Disability Leave (ADL)
Disabled by injury intentionally inflicted or caused or accidentally
incurred in or in consequence of duties

Accident has been reported by the employee immediately after the

occurrence of the accident and the disability manifests itself within 3
months of the occurrence

Granted to an employee more than once if the disability is aggravated

or reproduced in similar circumstances at a later date but not more
than 24 months leave shall be granted
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The total cumulative period of accident and disability leave during

which an employee receives leave salary) for any one accident or
disability, shall not exceed 180 days at a time
Beyond 180 days, requires approval of Competent Authority based on
recommendations of Chief ER

h. Maternity Leave
180 days
i. Paternity Leave
Male employees-15 days
j. Child Care Leave
Two years (730 days) during entire service
To take care of two eldest surviving children
May be availed in three spells in a calendar year
Not granted for less than 15 days
May not be granted during probation period except in case of extreme
situations
xviii.Transfer Traveling Allowance (TTA):
Two trucks for transportation of personal goods
Packing charges-` 7500/- upto E-5, ` 10000/- for E-6 and above
Loading & Unloading charges-` 1250/- at each end
Transfer Grant-2 months Basic Pay + DA
15 days DA for self and family
8 days joining time in case of transfer
Spl. Dislocation Allowance- 1 month Basic if employee moves to NE on
transfer with family
Benefits if transferee is forced bachelor/bachelor
Transportation of personal effects-max. 400 kg.
Truck for transportation of vehicle
xix. Gratuity Rules:
5 years of continuous service
Ceiling-` 10 lacs
Calculation: Basic+DAx15/26xcompleted year of service
In case of death Gratuity calculated as:
During first year of service: 2 months wages/salary
After one year but before 5 years service : 6 months wages/salary
5 years but before 20 years of service: 12 months wages/salary

426

Welfare and Benefits

I. Advances (HBA):
Category

Eligibility

Regular Employees

After completion of five years service.

Employees who have joined ONGC After completion of probation period

from other Govt. Deptt., PSU, Govt.
owned/controlled organization and
have completed total ten years
continuous services without break
including service in ONGC.

Monetary ceilings:
Purpose
Level

Monetary ceiling

HBA
for Executives of E-5 level 75 months basic pay plus DA or ` 24.0
construction/ & above.
lakhs or actual cost/ estimate of
purchase of
proposed house whichever is less.
house.
Executives upto E-4 75 months basic pay plus DA or ` 20.0
level and S Level
lakhs or actual cost/ estimate of
Employees
proposed house whichever is less
Employees
of 75 months basic pay plus DA or ` 16.0
Unionized
Category lakhs or actual cost/ estimate of
(Other than S level)
proposed house whichever is less
 Rate of interest at 5% per annum
Repayment:
HBA
No. of instalments
Principal

Maximum 225 equal instalments

Interest

Maximum 75 equal instalments

Second HBA for extension/enlargement of house

Monetary ceiling
Estimated cost involved in extension /enlargement of existing house or
`10.00 lakh whichever is less
The first HBA plus second HBA should not exceed 75 months basic pay +
DA or the prescribed HBA ceiling
Rate of interest: 5% per annum

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Repayment:
Second HBA
Principal
Interest

No. of instalments
Maximum 90 instalments
Maximum 30 instalments

II. Conveyance Advance:

Purpose
Purchase
occasion

of

car

on

Eligibility
first ExecutivesAfter completion of
three years service at E-0 level.
Fresh Entrants at E-1 levelAfter completion of three years
service.
Fresh Entrants (Executives) at
Other levelsAfter completion of initial probation.
S Level EmployeesAfter completion of three years service at S1 level.

Purchase of car on subsequent After five years of first advance

occasions

Eligibility:
Purpose

Eligibility

Purchase of scooter/motorcycle Executives-After completion of initial

first occasion
probation.
Employees
of
Unionized
Category - After completion of one year
service.
Purchase of scooter/motorcycle After five years of first advance
on subsequent occasions
Purchase
occasion

of

moped

on

Purchase
of
moped
subsequent occasions

first After completion of one year service.

on After five years of first advance

Car advance
Level
New/Old Car either on employee
first or on subsequent

of Ceiling

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occasion

Actual cost of car inclusive of

registration tax or road tax within
the following ceilings:

E-7 to E-9

` 8.00 Lakhs

E-5 to E-6

` 7.00 Lakhs

E-3 to E-4

` 6.00 Lakhs

E-1 to E-2

` 5.00 Lakhs

E-0 & S Level

` 4.00 Lakhs

Scooter/Motorcycle advance Ceiling

New/Old two wheeler either
on first or on subsequent
occasions
Actual cost of two wheeler inclusive of
registration tax or road tax within the ceiling of
` 60000
Moped

Actual cost of two wheeler inclusive of

registration tax or road tax within the ceiling of
` 40000

Rate of interest: 4% p.a

Repayment of Conveyance Advance:
Purpose
Car Advance
First occasion
Subsequent occasions

Recovery schedule
Principal: Maximum 120 instalments
Interest: Maximum 24 instalments
Principal: Maximum 120 instalments
Interest: Maximum 24 instalments

Scooter/Motor Cycle Advance

Principal: Maximum 90 instalments
New/old Scooter/Motorcycle
Interest: Maximum 10 instalments
(Either on first occasion or subsequent
occasions)
III. Additional HBA for repairs and renovation:
Amount admissible
Level

Ceiling (Rs)

E-5 and above

5 lakhs

E-0 to E-4

3 lakhs

W, A and S Level (unionised category)

2 lakhs

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Rate of interest: at 5% per annum

Recovery schedule:
Principal amount
Interest

72 instalments
12 instalments

IV. Children Education Loan:

Quantum of loan
For studies in India: Maximum `10 lakhs
For studies abroad: Maximum ` 15 lakhs
Repayable as under:
Principal amount: Maximum 100 installments
Interest: Maximum 30 installments
Rate of interest: 4% per annum
V. Computer Advance:
Eligibility
Unionised category of employees
Amount
Actual cost of computer with a ceiling of ` 30000/Rate of interest: Interest Free
Recovery schedule: 60 equal monthly instalments
Second Computer Advance

After completion of 5 years from the date of drawl of first Computer Advance

Amount: Actual cost of computer with a ceiling of ` 40000/Recovery schedule: 60 equal monthly instalments
VI. Laptop facility:
Eligibility
E0 and above level executives

Entitled executives are allowed to purchase laptop of their own choice within
the reimbursement ceiling of ` 50000/- with the following configuration:
Minimum specification/configuration
Processor

Latest Intel Core i3-350M Dual Core Processor or higher

RAM

2 GB RAM or higher

Hard Disk

160 GB or higher

Operating System Pre loaded Windows 7.0 Professional (Windows home

version not acceptable)
Warranty

Minimum 3 years comprehensive onsite warranty on

Laptop and minimum 1 year on battery
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Laptops have to be purchased by the users at the end of four years at

depreciated value
Executives have to compulsorily bring the laptops to office for official work
VII. Reimbursement of cost of spectacles/contact lenses:
Eligibility:
All regular employees who have rendered at least one year service in ONGC
Level
Cost ceiling (Rs)
W and A level

3000

S level and E-0 to E-4

5000

E-5 to E-8

6000

E-9 and above

8000

In case of visually challenged employees who require usage of dark glasses,

goggles
and
their
dependent
children,
the
cost
of
dark
glasses/goggles/spectacles/contact lenses are reimbursed as follows:
Level

Visually
challenged Spouse and dependent children for
for
dark
glasses spectacles/contact lenses (Rs)
goggles (Rs)

W and A level

750

1500

S level and E-0 to E-4 1250

2500

E-5 to E-8
E-9 and above

3000
4000

1500
2000

Periodicity of reimbursement: Once in a block of two years

VIII. Furniture and Household Goods purchase scheme:
Eligibility:
All regular employees
Executives joining the company as fresh appointee shall be extended the
facility of furniture & household goods on completion of initial probation
period.

431

Cost ceiling:
Level

Cost ceiling (Rs)

Board of Directors
E-9
E-8 & E-7
E-6 & E-5
E-4 & E-3
E-2 & E-1
E-0 & S- Level
A - Level
W- Level

4, 00,000
3, 00,000
2, 50,000
1, 75,000
1, 50,000
1,25,000
1,00,000
80,000
60,000

IX. Medical facilities:

Eligibility:
All employees and their dependent family members
Dependents:
Children:
Boy: Till starts earning or attains the age of 30 years whichever is
earlier. However, in case he is suffering from any permanent disability
(physical or mental), the restriction of age shall not apply
Daughter: Till starts earning or gets married whichever is earlier,
irrespective of age limit
Treatment:
In house wherever Hospitals are available

Referral facility available in empanelled hospitals

If treatment taken in private hospitals in case of emergency, amount

reimbursed based on KEM Hospital rates

Full reimbursement in case treatment availed in Govt. hospitals

Medical facilities to retired employees:

Eligibility
Regular employee of the Corporation who retired from the services

Employees who have put in 20 years of service and attained 50 years of age
and have taken Voluntary Retirement are also eligible under this scheme

The employees who take up full time regular employment outside ONGC
after retirement/separation shall not be eligible for medical facility under this
scheme

X. Reimbursement of cost of hearing aid:

Actual cost of one sided and bilateral conventional hearing aid are
reimbursed with a ceiling of ` 10000/- and ` 20000/- respectively

In special circumstances the cost of digital hearing aid would be reimbursed

with a ceiling as below on recommendations of Chief of Medical services:
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One sided hearing aid: ` 30000/Bilateral hearing aid: ` 60000/-

XI. Presentation of silver memento on retirement:

Eligibility
All regular employees who retire on attaining the age of superannuation are
presented a silver memento (plaque)
Level
Weight
W&A level

500 gms

S level & E-0 to E-4

750 gms

E-5 to E-8

1000 gms

E-9 and Board of Directors

1500 gms

CDA Rules(Conduct Discipline and Appeal Rules)

 Conduct Discipline and Appeal Rules, 1994
 Came into force on 23.12.1994
Applicability
 All employees of the Company
 Deputationists
Schedule-II: Acts of omission constitute misconduct
 Insubordination
 Disobeying any lawful order of a superior
 Use of insolent or impertinent language
 Use of unparliamentary language in any official communications,
Appeals
 Bribery, illegal gratification, Sabotage etc.
 Dishonesty pertaining to Business or property of the Company, Fraud,
Theft, damage
 Furnishing false information
 Name, Qualification, Age, Previous service or any other matter
 Habitual Late Attendance
 Irregular attendance, neglect of duty, sleeping while on duty,
overstaying on sanctioned leave etc.
 Striking Work, inciting
 Alone or in combination with other employees or inciting them to strike
in contravention to the provisions of the law
 Shouting slogans
 Defamatory or disrespectful slogans, distributing pamphlets leveling
malicious or false allegations
 Disclosing of information
 Disclosing of information pertaining to work or process to any
unauthorised persons
 Gambling in the premises
 Gambling in the premises of the establishment
 Spreading false rumours
 Giving false information, spreading panic amongst employees.
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Rule 22: Movable/Immovable and Valuable property

 Rule 22(1): Previous knowledge of the Competent Authority required for
acquiring immovable property
 Rule 22(2): Previous sanction of the Competent Authority for transaction
concerning movable or immovable property with a person or firm having
official dealings
 Rule 22(3):Intimation on movable property if it exceeds ` 20000/- for
executives and ` 15000 for unionised category of employees within one
month of every transaction.
 Rule 22(4): Intimation of Assets and Liabilities on first appointment
 Rule 22(5): Intimation of IPR/MPR on 1st January of every year
Suspension (Rule 33)
 Disciplinary proceedings contemplated/pending
 In the interest of the security of the State
 Criminal offence under investigation
 Detained in police custody exceeding 48 hours
 Deemed suspension from the date of conviction
 Order of dismissal/removal is set aside, suspension continues
 Dismissal or removal order set aside by court, CDA decides for enquiry,
Suspension continues till further orders
What is admissible during Suspension?
 During suspension employee gets subsistence allowance
 Only station leave permitted
What is not admissible
 Leave
Nature of penalties (Rule 34):
Minor Penalty
 Censure
 Forfeiture of PRP, partial or full
 Witholding of increments with or without cumulative effect
 Witholding of promotion for a specified period
 Recovery from pay the amount loss to the Company by negligence
 Reduction to a lower stage, not exceeding 3 years without cumulative effect
Major Penalty
 Reduction to a lower stage in time scale of pay for specific period with
instructions as to whether the employee will earn increments during that
period
 Reduction of lower time scale of pay, grade, post bar with promotion
 Compulsory Retirement
 Removal from service-Not bar for future employment
 Dismissal from service-Bar for future employment

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