Escolar Documentos
Profissional Documentos
Cultura Documentos
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A PROJECT REPORT ON
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ACKNOWLEDGEMENT
I consider it as a great privilege and take an opportunity to express my feelings towards all those who
have contributed towards completion of my project.
Firstly, I would like to thank Mr. Rajesh Gurav (MANAGER ADMINISTRATION AND WELFARE)
for giving me an opportunity to work on the summer project titled Benefits Provided by Indian Oil and
sharing friendly rapport.
This project has given me basic logic about the branding of Indian Oil.
I would like to thank the director of Anjuman I islams Allana Institute of Management Mrs. Dr.
Vidya Hattangadi for encouraging and giving me this opportunity to do this project.
Next I would like to thank all the managers and staff who gave their valuable time and their insights.
Finally, thanking one and all, who have made a contribution in this project, knowingly or unknowingly.
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TABLE OF CONTENTS
Ch. No Topic Page No
B Abstract
D Executive Summary
E Research Methodology
1 Introduction
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ANJUMAN I Islam
Allan Institute of Management Studies is a management institute of AnjumanIislam which is the
premier educational conglomerate and social organization of India, established in the year 1874, by
visionaries led by Justice Badruddin Tyabji. Anjuman has a distinguished record of dedicated service
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and growth with more than 100 institutes with more than one lakh students in various fields of education
and humanitarian services.
ABSTRACT
The company selected for research is Indian Oil. The origin of oil & gas industry in India was
struck at Makum near Margherita in Assam in 1867. At the time of Independence in 1947, the Oil & Gas
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industry was controlled by international companies. India's domestic oil production was just 250,000
tonnes per annum and the entire production was from one state - Assam.
The foundation of the Oil & Gas Industry in India was laid by the Industrial Policy Resolution,
1954, when the government announced that petroleum would be the core sector industry. In pursuance
of the Industrial Policy Resolution, 1954, Government-owned National Oil Companies ONGC (Oil &
Natural Gas Commission), IOC (Indian Oil Corporation), and OIL (Oil India Ltd.) were formed. ONGC
was formed as a Directorate in 1955, and became a Commission in 1956. In 1958, Indian Refineries Ltd,
a government company was set up. In 1959, for marketing of petroleum products, the government set up
another company called Indian Refineries Ltd. In 1964, Indian Refineries Ltd was merged with Indian
Oil Company Ltd. to form Indian Oil Corporation Ltd.
During 1960s, a number of oil and gas-bearing structures were discovered by ONGC in Gujarat
and Assam. Discovery of oil in significant quantities in Bombay High in February, 1974 opened up new
avenues of oil exploration in offshore areas. During 1970s and till mid 1980s exploratory efforts by
ONGC and OIL India yielded discoveries of oil and gas in a number of structures in Bassein, Tapti,
Krishna-Godavari-Cauvery basins, Cachar (Assam), Nagaland, and Tripura. In 1984-85, India achieved
a self-sufficiency level of 70% in petroleum products. In 1984, Gas Authority of India Ltd. (GAIL) was
set up to look after transportation, processing and marketing of natural gas and natural gas.
GAIL has been instrumental in the laying of a 1700 km-long gas pipeline (HBJ pipeline) from
Hazira in Gujarat to Jagdishpur in Uttar Pradesh, passing through Rajasthan and MadhyaPradesh.After
Independence India also made significant additions to its refining capacity. In the first decade after
independence, three coastal refineries were established by multinational oil companies operating in India
at that time. These included refineries by Burma Shell, and Esso Stanvac at Mumbai, and by Caltex at
Visakhapatnam. Today, there are a total of 18 refineries in the country comprising 17 in the Public
Sector, one in the private sector. The 17 Public sector refineries are located at Guwahati, Barauni,
Koyali, Haldia, Mathura, Digboi, Panipat, Vishakapatnam, Chennai, Nagapatinam, Kochi, Bongaigaon,
Numaligarh, Mangalore, Tatipaka, and two refineries in Mumbai. The private sector refinery built by
Reliance Petroleum Ltd is in Jamnagar. It is the biggest oil refinery in Asia.
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Ex-gratia scheme
Dental Treatment
Furniture Loan
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Vision with Values
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EXECUTIVE SUMMARY
Scope of the Project:
Employee welfare is a comprehensive term including various services, benefits and facilities offered to
employees & by the employers. Through such generous fringe benefits the employer makes life worth
living for employees.
Welfare includes anything that is done for the comfort and improvement of employees and is provided
over and above the wages. Welfare helps in keeping the morale and motivation of the employees high so
as to retain the employees for longer duration. The welfare measures need not be in monetary terms only
but in any kind/forms. Employee welfare includes monitoring of working conditions, creation of
industrial harmony through infrastructure for health, industrial relations and insurance against disease,
accident and unemployment for the workers and their families.
Employee welfare entails all those activities of employer which are directed towards providing the
employees with certain facilities and services in addition to wages or salaries.
The very logic behind providing welfare schemes is to create efficient, healthy, loyal and satisfied labor
force for the organization. The purpose of providing such facilities is to make their work life better and
also to raise their standard of living. The important benefits of welfare measures can be summarized as
follows:
They provide better physical and mental health to workers and thus promote a healthy work
environment
Facilities like housing schemes, medical benefits, and education and recreation facilities for workers
families help in raising their standards of living. This makes workers to pay more attention towards work
and thus increases their productivity.
Employers get stable labor force by providing welfare facilities. Workers take active interest in their
jobs and work with a feeling of involvement and participation.
Employee welfare measures increase the productivity of organization and promote healthy industrial
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RESEARCH METHODOLOGY
My study consists of both primary and secondary research:
PRIMARY RESEARCH:
Primary research was conducted by collecting first hand information. Questioning the staff related to
different schemes and taking their inputs.
SECONDARY RESEARCH:
Secondary research was conducted with the help of various articles from news papers, company web
sites, Internet, etc. a comparative study was made by referring all such materials and then the secondary
research was done.
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INTRODUCTION:Employee Benefits
Employee benefits typically refers to retirement plans, health life insurance, life insurance,
disability insurance, vacation, employee stock ownership plans, etc. Benefits are increasingly expensive
for businesses to provide to employees, so the range and options of benefits are changing rapidly to
include, for example, flexible benefit plans.
Benefits are forms of value, other than payment, that are provided to the employee in return for
their contribution to the organization, that is, for doing their job. Some benefits, such as unemployment
and worker's compensation, are federally required. (Worker's compensation is really a worker's right,
rather than a benefit.)
Prominent examples of benefits are insurance (medical, life, dental, disability, unemployment
and worker's compensation), vacation pay, holiday pay, and maternity leave, contribution to retirement
(pension pay), profit sharing, stock options, and bonuses. (Some people would consider profit sharing,
stock options and bonuses as forms of compensation.)
You might think of benefits as being tangible or intangible. The benefits listed previously are
tangible benefits. Intangible benefits are less direct, for example, appreciation from a boss, likelihood for
promotion, nice office, etc. People sometimes talk of fringe benefits, usually referring to tangible
benefits, but sometimes meaning both kinds of benefits.
You might also think of benefits as company-paid and employee-paid. While the company
usually pays for most types of benefits (holiday pay, vacation pay, etc.), some benefits, such as medical
insurance, are often paid, at least in part, by employees because of the high costs of medical insurance.
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Voluntary Retirement Scheme (VRS) was introduced on 01.06.1990 in IndianOil. Since then, the
VRS came into force for the specified duration, without / with modification, from time to time.
The Management has approved the following rules for proper administration of the scheme to
provide for voluntary separation of employees and payment of terminal benefits including ex-gratia
payment to such employees.
The modified scheme came into force, in the current run, w.e.f. from 4 th July 2003. It shall remain
in operation for such periods/ periods as may be notified from time to time.
1. Application:
These rules shall apply to all regular employees of the corporation in the prescribed scales of
pay, but shall not apply to the Chairman and Directors, and
i) those, in casual / muster role employment, or, paid from contingencies;
ii) employees on deputation from other organizations;
iii) those appointed on contract basis;
iv) those deputed to other organizations and opting for permanent absorption in those
organizations;
v) Re-employed pensioners with less than 10 years service
2. Eligibility:
The scheme shall be applicable only in respect of such employees who have attained the age of
45 years or have served the corporation for a minimum period of 20 years and to re-employed
pensioners who have served the corporation for a minimum period of 10 years, in addition to meeting
the requirement of age.
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3.2 An employee seeking voluntary retirement under the scheme must give one / three months
notice, as per the terms of his appointment. However, management may decide to release the employee
early after approval of VR application without any additional benefit.
3.3 The date of receipt of application by the controlling authority would determine the date from
which the notice for voluntary retirement given by the employee should be reckoned.
4. Benefits
4.1 The following benefits shall be admissible to those permitted to separate under the scheme:
(A) Full Provident fund contributions of the employer with accretions thereto in the account of the
employee subject to the provisions of the PF rules applicable.
Gratuity for each completed year of service or part thereof as admissible under the gratuity rules
applicable.
Encashment of leave at the credit on the day of separation, in accordance with the laid down
rules.
Resettlement concession comprising benefits as admissible on transfer for self and family
provided the employee avails settlement concession within 6 months from the date of separation.
(B) Ex-gratia payment equivalent to 60 days emoluments for each completed year of service or the
monthly emoluments at the time of retirement multiplied by the balance months of service left before
normal date of retirement on superannuation, whichever is less.
(C) Superannuation Benefits: Benefit will be admissible only to members who have served for the
minimum qualifying period and it will be calculated as for deemed superannuation as on the date of
separation, but payable from the notional date of superannuation.
(D) Post Retirement Medical Attendance Facility: Employees separating under the voluntary
retirement scheme who have attained the age of 50 years on the date of such separation shall be covered
under the provisions of the Post Retirement Medical Attendance Facility, as amended from time to time,
from the date of separation under the voluntary retirement scheme.
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(E) The facility of medical insurance will be available to those who separate before completing 50
years of age. Upon attaining the age of 50 years, they will be entitled to be covered under the provisions
of the post retirement medical attendance facility.
NOTES:
1. The amount(s) due to the corporation from the employee shall be recovered from the amounts payable
under the scheme.
2. The Income tax liability in respect of benefits under the scheme, if any, shall be entirely that of the
employee himself.
4.2 The benefits under the scheme shall not be admissible in respect of separation of employees on
account of his:
Dismissal
Discharge
Termination of the services otherwise than through the
operation of the scheme
Premature retirement on medical grounds
Having abandoned the services of the corporation, or
having lost lien on his appointment
4.3 Applications for voluntary retirement may be withheld with reference to disciplinary/ vigilance
clearance only in the following circumstances with the approval of the Board :
i) where departmental proceedings have been initiated or are contemplated and the disciplinary
authority is of the view that the case may end in the imposition of penalty of removal or
dismissal;
ii) where prosecution is either contemplated or has actually been launched against the employee
concerned.
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5. Competent Authority
The authority / authorities to accept voluntary retirement under the scheme shall be as follows:
Other than IBP Division Recommending Approving Authority
Categories of Employees Authority
All non-Officers Region / Unit Head Divisional HR Head
through a committee of
Region / Unit HR
Head
Region / Unit Finance
Head
Region / Unit
Function Head
Ex-gratia scheme
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2. Amount of Ex-Gratia:
Salary Grade
Revised Ex-gratia
(w.e.f.01.08.08) Amount Per/Month
I-III I-II 1000 1400
IV-V III-IV 1100 1550
VI-VIII V-VI 1200 1700
O2 1700 2400
A 2000 2800
B 2200 3100
C 2400 3400
D 3000 4200
E 3200 4500
F 3400 4800
G 3800 5300
H 4000 4600
I 4200 5900
Director 4200 6500
In case of death of the ex-employee, his/her spouse will be paid the
applicable ex-gratia amount till his/her survival.
3. It has also been decided to pay the differential amount to those ex-employees, who have
superannuated after introduction of SBF Scheme but are drawing lesser pension than the above-
proposed ex-gratia amount. The pension amount under SBF will be the amount, which the ex-employee
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would have received, had he/she not commuted 1/3rd of the pension as provided in the scheme.
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forthwith.
The eligibility of the applicant shall be considered and application processed only after
withdrawal of such case/petition before any Court/Forum/Authority where the applicant is a petitioner
either singly or jointly.
5. General Conditions:
"Ex-gratia" will be taken into account as income for the purpose of determining "dependency".
The spouse of deceased eligible ex-employee, who is getting the benefit of Family Pension
under FPF scheme, 1971, shall be eligible to receive ex-gratia benefit without any adjustment on this
account.
For calculating the length of service, fraction of a year equal to six months and above shall be
treated as full year and period less than 6 months shall be ignored.
For receiving ex-gratia / differential payment, the eligible ex-employee/ spouse of deceased
employee shall submit an application form complete in all respects in the prescribed proforma enclosed
with this scheme (Annexure-I to be filled by ex-employee and Annexure-II to be filled by the spouse of
the deceased ex-employee) along with all relevant documents as indicated in the application form, to the
Head of HR Department of the concerned HO/Unit/Region of IOC from where the ex-employee has
superannuated. Applications for grant of ex-gratia payment should be submitted before 31st March
2004. Any application received thereafter will be considered on exceptional grounds.
It will be the responsibility of the applicant to satisfy the HR Head of the HO/Unit/Region that
he/she is eligible to receive the ex-gratia payment under the scheme and establish his/her identity by
producing relevant documents, which may be available in his/her possession.
In case, the ex-employee/spouse of deceased ex-employee does not have relevant document(s)
as proof of having rendered requisite service in IOC or documents mentioned in the application form,
the claimant shall produce an affidavit sworn before a First Class Magistrate in the prescribed proforma
stating all relevant details and also that he/she/ex-employee had completed 5 years continuous service
and had not been removed or dismissed or terminated or had not resigned from the services of IOC, etc.
(Proforma given as Annexure - III & IV respectively).
The beneficiary has to indicate his/her bank account number alongwith the name of the
Nationalised Bank near his/her place of residence where he/she wants to get ex-gratia payment remitted.
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For payment of ex-gratia to the spouse in case of death of exemployee, the spouse shall be
required to submit his/her application in Annexure-II, to the concerned HR establishment for grant of ex-
gratia, along with all relevant documents including death certificate of the exemployee.
The Life Certificate prescribed for drawal of ex-gratia shall be required to be produced by the
recipient of the ex-gratia to the concerned disbursing authority every year in the month of November.
(proforma given as Annexure-V).
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Application:
These rules shall apply to all regular employees of the corporation in the prescribed scales of pay, but
shall not apply to:
i) those, in casual / muster role employment, or, paid from contingencies;
ii) employees on deputation from other organizations;
iii) those appointed on contract basis;
iv) those deputed to other organizations and opting for permanent absorption in those
organizations;
v) Re-employed pensioners with less than 10 years service
Eligibility:
The scheme shall be applicable only in respect of such employees who serve the corporation and
to re-employed pensioners who have served the corporation for a minimum period of 10 years.
General Conditions:
Employee can directly go to hospitals registered with IndianOil in case of emergency admission
of a patient can be done after viewing IndianOil identity card.
If not an emergency the employee has to take a letter from the medical facility clearance
department and then approach the hospital.
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An employee of IndianOil can also visit any hospital within India and the amount incurred is
fully encashed to the employee for treatment, excluding food and refreshments provided in the
hospital.
A maximum fee of Rs. 250 is allotted if an employee visits an MBBS this includes any type of
medication.
In case of consultation only Rs. 100 is allotted.
The employee has to furnish the Prescription of medicine and the bill number in case of medicine
purchased.
If an employee has to visit a specialist that is an MD he needs to have a reference letter from an
MBBS doctor for it.
The employees family is entitled to treatment at all hospitals within India
A family consists of :
1. Wife of IOCL employee
2. Husband of IOCL employee
3. Parents of an IOCL employee (who have a monthly earning of less than Rs. 3000).
4. Two children for people joined on or after 1st July, 1988 (2 eldest children).
Big amount bills are subject to investigation.
Dental Treatment
Application:
These rules shall apply to all regular employees of the corporation in the prescribed scales of
pay, but shall not apply to:
i) those, in casual / muster role employment, or, paid from contingencies;
ii) employees on deputation from other organizations;
iii) those appointed on contract basis;
iv) those deputed to other organizations and opting for permanent absorption in those
organizations;
v) Re-employed pensioners with less than 10 years service
Eligibility:
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The scheme shall be applicable only in respect of such employees who serve the corporation and
to re-employed pensioners who have served the corporation for a minimum period of 10 years
II Fillings:
1 One Surface 300
2 Two Surfaces 400
3 Glass Lonomer Filing 300
4 Composite Filling 400
5 Composite Veneer 700
III Minor-I
1 Extraction per Tooth 300
2 Periocorontomy 400
3 Frenectomy 400
4 Biopsy 400
5 Abscess Incursion 300
IV Minor-II
1 Gingivectomy per segment
-Gum Treatment 600
2 Alveolectomy 600
3 Growth Removal 600
4 Pulpotomy 600
5 Flap Surgery- per segment 1200
6 Flap Surgery- full mouth 12000
V Major-I
1 Removal of Impaction/Apecectomy 1100
2 Cystectomy 1100
3 Root Canal Treatment 1200
4 Multiple Root Canal Treatment 1750
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1.0 Introduction
1.1 A voluntary and contributory Superannuation Benefit Fund Scheme has been introduced in
the Corporation as a welfare measure for providing social security. Specified benefits under the scheme
accrue to members on fulfillment of laid-down conditions, in the following
events:
i. Retirement on attaining the age of superannuation.
ii. Death/permanent total disablement.
iii. Separation, after rendering a prescribed minimum service.
(The benefit in such a case is payable after the notional age of superannuation)
1.2 The scheme is being operated through a Trust. The Trustees manage the funds and, upon a
members qualifying under the scheme, purchase annuity from the LIC to secure entitled recurring
benefit.
1.3 Corporations Contribution
The Contributory Scheme envisages only a token contribution ofRs.100/- per annum by IOC. The
scheme is based on voluntary contributions by the employees with no monetary cost to the
Corporation except the above token yearly contribution. (However, the Corporation has agreed to
provide administrative support, such as deductions from salary, etc., and also to provide advice and
guidance in operating the Fund)
1.4 The scheme was introduced with effect from November 1987 in respect of officers of the
Corporation, (including such officers of AOD who had joined AOD on or after 14.10.1981 and such
non-officer promoted to the officers cadre on or after 14.10.1981). The scheme for non-officers was
introduced with effect from the under-mentioned dates in accordance with the agreements signed with
the recognized Workers Union of respective Units/ Region/Offices
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2.0 Applicability:
2.1 The Scheme applies prospectively to all officers and non-officers of the Corporation (as
mentioned at 1.4 above) in the regular scales of pay in the Corporation, including the new entrants from
the date of the introduction of the scheme or from the date of joining, whichever is later. However, the
scheme is not applicable to the following :
Contract Appointees
Employees on deputation from other organisations to IOC.
Trainees and Apprentices (excepting those departmentally selected from amongst employees on
regular pay-roll.)
3.0 Eligibility:
3.1 Minimum qualifying service for a member to become entitled for the benefit under the scheme in the
following events/contingencies is as respectively mentioned against each:
Retirement on attaining the age of Members retiring with less than 5 years actual service after
introduction superannuation of the scheme are required to contribute minimum for a period of 5
years, as detailed vide below.
Death/Permanent total Disablement Benefit is admissible irrespective of length of service.
Separation from service (other than superannuation) 15 years service which shall include minimum
of 5 years contribution.
Notes :
1. For the purposes of minimum qualifying service (but not for calculating benefit), service either
with Government or a PSU immediately prior to service in IOC is taken into consideration.
2. In case of death/permanent total disablement, benefit is payable in accordance with the
Scheme of Rehabilitation given at Annexure I.
3. In case of resignation, where laid down qualifying service has been rendered, the benefit is
payable after the notional age of superannuation.
4.0 Contributions:
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4.1 Employers contribution from the Indian Oil Corporation to the contributory Superannuation
Benefit Fund is a token amount of Rs.100/- per annum.
4.2 Contributions by the employees.
4.2.1 Direct contribution as percentage of salary
Contribution of the employees is to be calculated on the salary at the rate (as given in 4.2.1.1. below)
depending upon the age at the time of an individuals entry into the scheme. Rate fixed at the time of
entry will remain constant unless refixed by the Trustees.
4.2.1.1 Following rates of contribution calculated on Basic Pay + Dearness Allowance+
Non-Practising Allowance (wherever applicable) are payable in respect of the various age groups
depending upon anindividuals age at the time of the entry into the scheme:
Age Groups Rate of Contribution
38 years or less 2%
Above 38 years but less than 48 years 3%
48 years but less than 53 years 4%
53 years and above 5%
4.2.1.2 Employees having service of less than 5 years for superannuation are required to
contribute minimum for a period of 5 years. For this purpose, contribution is to be made on a
monthly basis during the service period and balance calculated on last salary to be paid in
lumpsum at the time of superannuation (which at employees request can be adjusted against terminal
amounts otherwise payable to the employee).
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5.3.2 In case of an employee in service, where the spouse predeceases or dies subsequently
before opting for any option under Rehabilitation Scheme (annexed to this scheme), the son/daughter of
the family is entitled to the maximum pensionary benefit only i.e. 40% of the last salary. The
son/daughter cannot exercise any of the other two options under Rehabilitation Scheme.
5.3.3 In case of resignation, after rendering minimum 15 years of service, employee will be
entitled to pro-rata benefit provided he makes contribution for at least 5 years. The rate of annuity shall
be 1/80th of the salary on the date of resignation for every completed year of reckonable service. The
benefit shall be payable from the date on which the resigning employee would have superannuated if the
employee is alive or from the date of death or permanent total disablement if such a contingency takes
place prior to the notional date of superannuation.
5.5 The member employee/eligible dependent has the option to commute 1/3rd purchase price of
annuity, which 1/3rd is payable by the Trust outright and out of the balance purchase price, a reduced
recurring benefit shall be made available depending upon the option exercised. 1/3rd Commutation
amount of pension to be calculated at the LIC current rates limited to the rates prevailing as on
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31.10.2003 and the 2/3rd amount of will be calculated at the rates prevailing on the date of purchasing
annuity from LIC.
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All IndianOil retired employees have to fill a form every six moths to enjoy the medical benefits after
superannuation. These forms are to be filled in September and April of each year. That is end of six
months. The amount in the table is divided into two parts and is given to the e-employees for example a
grade D employee is given Rs.8000 at the end of the term of six months after he fills in the provided
forms and has the proper documents to claim the amount.
Also they require a letter from IOCL to get admitted into a hospital.
Car loans are approved at any time. Car loans are provided to the staff in the following grades:
Grade: Loan Amount Allotted:
Grade A 265000
Grade B 450000
Grade C 450000
Grade D 500000
Grade E 500000
Grade F 500000
Above Grade G 650000
The loan amount will be according to the grade of the employee and not exceeding the provided amount
structure. An employee in grade A purchases a car for Rs. 2,50,000 and insures it for Rs. 35,000. He will
be entitled to loan amount of Rs. 2,65,000 and not above this even though the amount reaches to Rs.
2,85,000. This loan will carry a nominal interest and will be recovered from the employees March
salary.
The principal amount has to be paid in 144 instalments and the interest amount in 16 instalments. These
instalments are deducted from the employees salary and are decided at the time of issuing loan.
In case the employee gets promoted to the next higher grade at any time within 6 months of his availing
of car loan, he would be entitled to an additional amount of loan equivalent to the difference between the
amounts of loan outstanding on that had he been given the loan applicable to the higher grade from
inception.
An employee would be entitled to a fresh loan after he pays off the entire previous car loan taken by
him.
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In case of resignation, retirement, termination or death, the loan amount should be repaid failing to
which it will be adjusted against his legal representative, heir, executor or administrators.
An employee of IndianOil is allotted this loan. This loan cannot be considered as a loan amount as a
rent is taken from the employees salary. This rent amounts to Rs. 200 per month. At time of retirement
depreciation is done on the commodity and the remaining value after depreciation is to be paid by the
employee. After retirement the commodity is owned by the employee.
Furniture Loan:
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Grade C 60000
Grade D 75000
Grade E 100000
Grade F 115000
Grade G 140000
Chairman 150000
Director 200000
An employee of IndianOil is allotted this loan. This loan cannot be considered as a loan amount as a rent
is taken from the employees salary. This rent amounts to Rs. 60 per month. At time of retirement
depreciation is done on the commodity and the remaining value after depreciation is to be paid by the
employee. After retirement the commodity is owned by the employee.
PL will be sanctioned Subject to exigencies of work. When an employee joins during the course
of the year, PL will be calculated on a prorate basis for the said year.
Maternity Leave:
Female staff will be entitled to Maternity leave with pay.
On conceiving, the individual will intimate her superior and the Personnel Department, so that
work can be planned. Maternity Leave will be granted for a total period of 135 days.
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Normally, Maternity leave will be granted for the period nine weeks before and ten weeks after
confinement. But if the employee wishes, she can commence her maternity leave just before
confinement but should not exceed a total of 135 days.
This facility of Maternity Leave will be available to a female employee for the first two children
only.
*Affix Photograph
of ex-employee
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*Affix Photograph
of spouse
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* Affix Photograph of
ex-employee
* Affix Photograph of
self (spouse)
Annexure -II
INDIAN OIL CORPORATION LIMITED
CORPORATE OFFICE
Sadiq Nagar, J.B. Tito Marg, New Delhi-110049
(For use of spouse of deceased ex-employee)
Sir,
Shri/Smt._______________________ who was my husband/wife joined IOC on ___________ and had
rendered minimum of 5 years of continuous service till his/her normal date of superannuation and he/she
was/ not receiving # benefit under IOC Superannuation Benefit Fund Scheme. However, he/she was
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SYNOPSIS
Email: aga.rizwan@yahoo.co.in
Indian Oils Gross Turnover (inclusive of excise duty) for the year 2007-08 reached a new high of Rs.
2,47,479 crore, up by 12.1 % as compared to Rs. 2,20,779 crore in the previous year. The Profit after
Tax was Rs. 6,963 crore.
The Corporation sold 59.29 million tons of petroleum products during the year 2007-08, as compared to
54.84 million tons during the previous year. This includes sale of natural gas, which has gone up to 1.74
million tons in 2007-08 as compared to 1.48 million tons in the previous year. In addition, product
exports rose to 3.33 million tons from 3.13 million tons in the previous year.
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IndianOil
The Corporations seven refineries surpassed 100% capacity utilization and clocked the highest ever
throughput of 47.4 million tons. Its pipelines network too registered the highest ever operational
throughput of 57.12 million tons of crude oil and petroleum products. Among new businesses, Natural
Gas Marketing and Petrochemicals together generated revenues of over Rs 4,600 crore during the year
2007 - 2008
6. Scope of Project:
1. Labor welfare includes various facilities, services and amenities provided to workers for
improving their health, efficiency, economic betterment and social status.
2. Welfare measures are in addition to regular wages and other economic benefits available to
workers due to legal provisions and collective bargaining
3. Labor welfare schemes are flexible and ever-changing. New welfare measures are added to the
existing ones from time to time.
4. Welfare measures may be introduced by the employers, government, employees or by any social
or charitable agency.
The purpose of labor welfare is to bring about the development of the whole personality of the workers
to make a better workforce.
7. Research Methodology:
Data Collection
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IndianOil
Target Group: Working class, Business Executives, Drivers and College teenagers.
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