A

Project report
On

“LEAVE BENEFITS & RULES OF BHILAI STEEL PLANT”

Submitted in the partial fulfillment for the Award of Degree of

BACHELOR OF BUSINESS ADMINISTRATION

PT. RAVISHANKAR SHUKLA UNIVERSITY RAIPUR,

(C.G.)

Session
2007-08

(Project Guide) (Submitted by)

Mr. MANOJ VERGHESE CHANDAN SINGH

St. Thomas College, Bhilai

Affiliated to Pt. Ravi Shankar Shukla University,
Raipur (C.G.)
 CERTIFICATE

This is to certify that the project on “LEAVE

BENEFITS & RULES OF BHILAI STEEL PLANT"

submitted in the partial fulfillments of the award of the degree

BBA in St. Thomas College affiliated to Pt. Ravi Shankar Shukla

University, Raipur is a genuine work done by Mr. CHANDAN

SINGH under my supervision.

Mr. Manoj Verghese Mrs. Mariam Jacob

Project Guide H.O.D.
Management department

Dr. Reny George

Principal
(St. Thomas College Bhilai)

DECLARATION
 I, the undersigned hereby solemnly declare that this

project entitled “LEAVE BENEFITS & RULES OF BHILAI

STEEL PLANT” is a genuine & profound & true work done by

me under the auspice of my project guide & other concerned

executives. All the information collected is authentic & to the best

of my knowledge

(----------------------)

CHANDAN SINGH
 ACKNOWLEDGEMENT

The exclusivity of this project can not be claimed as a singular effort for
several personal persons have contributed shared accomplishment of this
project report. I offer my profound gratitude, as without their generous
guidance this work, would have never been completed. As it is impossible to
include all the names, some of the prominent names are mentioned at
appropriate places.

I am highly grateful to the management of Bhilai steel plant for their kind
co-operation.

I am highly grateful to the employee of Bhilai steel plant for their kind co-
operation.

I am extremely indebted to my guide & mentor Mr. Manoj Verghese

(Lecturer, Management Department) for sparing his valuable time.

I am very grateful to Mrs. Mariam Jacob (HOD. management Department)

for her help in my project.

Also, I am very grateful for the opportunity given by Dr. Reny George
(Principal, St. Thomas College, and Bhilai) to complete the project.

(CHANDAN SINGH)
 CONTENT

CHAPTER 1
1.1 INTRODUCTION OF LEAVE BENEFITS & RULES
OF BHILAI STEEL PLANT

1.2 ABOUT THE COMPANY

1.2.1 ABOUT COMPANY PROFILE

1.2.2 INTRODUCTION OF COMPANY

1.2.3 HISTORY OF COMPANY

CHAPTER 2
2.1 STATEMENT OF OBJECTIVE

2.2 STATEMENT OF LIMITATION

CHAPTER 3
3.1 JUSTIFICATION OF STUDY

3.2 RESEARCH METHODOLOGY

CHAPTER 4
DATA ANALYSIS & INTERPRETATION

CHAPTER 5
FINDINGS

CHAPTER 6
6.1 SUGGESTION

6.2 CONCLUSION

CHAPTER 7

BIBLIOGRAPHY

CHAPTER 8

APPENDIX

QUESTIONNAIRE
 CHAPTER 1
1.1 INTRODUCTION OF LEAVE BENEFITS & RULES
OF BHILAI STEEL PLANT

LEAVE BENEFITS
 Bhilai steel plant provides liberal leave benefits .however, leave can. Not be
claimed as a matter of right. When the exigencies of the company service so
require, leave of any kind may be refused or revoked or curtailed by the
authority competent to grant it.

The employees of Bhilai steel plant are governed by three types of leave
rules:
1. SAIL Leave Rules:-Applicable to Executives, Ministerial Staff and
other non-technical staff that are not governed by standing orders or
vacation Leave rules.
2. Standing order leaves rules:-applicable to all employees governed by
standing orders (plant or mines).
3. Vacation leave rules:-applicable to employees working in education
departments.

SAIL LEAVE RULES:

The following kinds of leave are admissible:

A. Earned Leave

An employee shall be entitled to earned leave at the rate of 30days for

every completed calendar year of service or 2-1\2(two and half)days for
each calendar month of service. Service means continuous service in the
company including the period spent on any kind of leave except
extraordinary leave exceeding three months. For period, which is less than
a complete calendar month, earned leave shall be allowed at the rate of one
day for every 10 days of service subject to the limit of2-1\2days of earned
leave for the calendar month.
Credit of the earned leave accrued during a calendar year will be given on
the first day of the succeeding year.
An employee shall case to earn leave when the earned leave due amounts
to 240 days. Grant of maximum earned leave a time in limited to 120 days.

B. Half pay leave

An employee shall be entitled to half pay leave for 20 days for each
completed years of service and proportionately in the first year of service
and in the year of superannuation from the service of the company.

C. Commuted Leave
 Commuted leave not exceeding half the amount of half pay leave due may
be granted to an employee on medical grounds. When commuted leave is
granted, twice the amount of such leave shall be debited against he half-
pay leave due. Commuted leave may be granted at the request of the
employee even when earned is due to him.

D. Extra- Ordinary Leave

Extra- Ordinary leave may be granted to an employee when no other

leave is admissible to him or when other leave is admissible to him or
when other leave is admissible but the employee applies for grant of
extra-ordinary leave. No employee shall be granted extra-ordinary leave
for more than 3 month on one occasion. However, extra-ordinary leave
for a period in excess of 3 month but not exceeding 36 month may be
allowed on medical ground for diseases which require prolonged
treatment or for prosecuting higher studies or for specialized training.

E. Leave Not Due –

Leave not due may be granted to an employee at the discretion of the

sanctioning authority as advance of half pay leave when there is no earned
leave or half-pay leave at his credit. Leave not due shall be limited, at any
one time, to one-half of the amount of HPL the employee is likely to rerun
during the remaining period of his service or 30 days, whichever is less.
Leave-not-due shall be debited against the half-pay leave the employee
may earn subsequently. Clarification leave-not-due is to be granted as an
advance of HPL and is debited against HPL, which the employee may earn
subsequently. Leave-not-due sanctioned as an advance of HPL cannot be
treated as commuted leave even on medical grounds.

F. Maternity Leave-

A Female employee may be granted maternity leave (which shall not be

debited against the leave account) for a period of 12 weeks (84 days) from
the date of its commencement. Maternity leave may also be granted in case
of miscarriage or abortion including abortion covered under the Medical
Termination of Pregnancy Act 1971, on medical certificate for a period not
exceeding 6 weeks. Maternity leave may be combined with leave of any
other kind.

G. Leave for child care\development –

 May be granted and shall consist of maternity leave, earned leave, half pay
leave as due and admissible and balance as extra-ordinary leave subject to
the condition that the total period of such leave i.e. Maternity leave, EL.
HPL and EOL shall not exceed twelve months. This facility can be availed
till the child attains the age of one year.

H. Special Disability Leave

Special Disability leave for a period as certified by authorized Medical

Officer may be granted to an employee who is temporarily disables on
account of personal injury caused by accident arising out of and in the
course of his employment. This leave can be combined with leave of any
other kind. The special disability leave may be shortest normal rout from
arising out of accident during journey by the shortest normal route from
residence to place of work, and back within one hour of start and end of
duty.

I. Quarantine Leave

Where, in consequence of the presence of an infection disease (Cholera,

plague, diphtheria, typhus fever etc and any other disease notified by the
state Govt.) in the family or house-hold of an employee, at his place of duty,
residence or sojourn, his attendance at the place of his duty is considered
hazardous to the health of other employee, such employee may be granted
quarantine leave for a period not exceeding 21 days (30 days in exceptional
circumstances) on the certificate of the authorized medical officer or a
Public Health Officer. An employee shall not be eligible for quarantine leave
if he himself is suffering from any infectious disease. Quarantine leave may
also be granted, when necessary, in continuation of other leave.

J. Special Casual Leave

Special Casual leave may be granted to an employee at the discretion of the

sanctioning authority to cover the period of absence during which he is
unable to attend duties in special circumstances which are not purely
personal or domestic.

Special casual leave may be allowed to an employee for a period not exceeding
30 days (60 days in exceptional cases) in a calendar year for participation in
representative capacity in sporting events\cultural activities of
State/National/International or organized on inter-steel plant basis or
representing plant/Unit and for attending coaching camps. Splice shall be
admissible for participation in a mountaineering expedition only if the
expedition has the approval of the Indian Mountaineering Foundation, for
trekking/cycling/motor cycling expedition, and social service work, duty
recognized/requisitioned by the State/Central Government. Special casual
leave may be allowed for one day on each occasion for blood donation in an
authorized blood bank, on the day of blood donation itself or the following
day, on production of medical certificate. Special casual leave may also be
allowed for family planning operations, details OF which an employee is
called for training in the Territorial Army, the entire period of training
include the period of transit to and fro may be treated as special casual leave
without any limit.Employee affected by floods or other nature calamities may
be granted special casual leave for the period of absence subject to the area in
which employees are posted has been declared as an affected are by the State
Government. The period of special casual leave shall be limited to the period
covered by the State Government Notification in this regard.

K. Casual leave:

15 days Casual Leave is admissible in a calendar year. Casual leave cannot be

combined with any kind of leave except Special Casual Leave and
Festival/Optional Holidays. However, if an employee joins duty after the first
day of January, he shall be entitled to proportionate number of days of CL for
the remaining part of the calendar year. While calculating proportionate
number of days of CL, the fractions will be rounded to the nearest whole
number. However, in the year of superannuation from service, CL can full 15
days, irrespective of the month of superannuation. Ordinarily not more than
10 days casual leave can granted at a time. Casual leave lapses at the end the
year if is not availed.

Holidays

Employees governed by SAIL Leave Rules are eligible to avail 3 National

Holidays plus one holiday on Company Foundation Day during a year. Such
employees are also eligible to avail 17 closed holidays and 3 optional
holidays in year. However, executives working in Technical areas are
entitled to avail 5 Optional holidays only but no closed holidays.

LEAVE BENEFITS TO THE EMPLOYEES GOVERNED BY

STANDING ORDERS
(Reproduction below is Clauses 12 to 16 of the certified Standing Orders
(Plant)

12. Leave

An employee, other than an Apprentice, Casual employee and

substitute or badly shall be entitled to leave as follows:

i) Earned Leave:

The provisions of this section as they to earned leave and casual leave
shall not operate to the prejudice of any right to which the persons
employed in the establishment may be entitled under any other law or
under the terms of any award, agreement or contact of service provides
for a longer leave with wages than provided in this section relating to
these two types of leave, such person shall be entitled only to such
longer leave:

a) Every employee who has worked for a period of 240 days or more
during a calendar year shall be allowed, during the subsequent
calendar year, leave for a number of days calculated at the rat of one
day for every twenty days of work performed by him during the
previous calendar year.

Explanation:

1. For the purpose of this clues, any day or lay by agreement or contract
or as permissible under Standing Orders and maternity leave to female
employee not exceeding 123 weeks shall be deemed to be days on which
the employee has worked for the purpose of computation of period of
240 days.
2. Weekly holidays and public shall not be deemed as days on which the
employee has worked.
3. Leave admissible under this clause shall not be exclusive of all holidays’
whether occurring during or at either end of the period of leave.

b) An employee whose service commence otherwise than on the first day

of January shall be entitled to leave at the laid down in clause (a) if he
has worked for two thirds of the total number of days in the remainder
of the calendar year.
 c) If an employee is discharged or dismissed from service during the
course of the year, he shall be entitled leave at the rate laid down in
clause (a) even if he has not worked for the entire period specified in
clause (a) or (b) entitling him to earn leave.

d) In calculating leave, fraction of leave of half a day or more shall be

treated as one full days leave and fraction of less than half a day shall
be omitted.

e) If an employee dose not in any one calendar year take the whole of the
leave allowed to him under clause (a) or(b), any leave not taken by him
shall be added to the leave to be allowed to him in the succeeding
calendar year, Provided that the total number of days of leave that may
be carried forward to a succeeding year shall not exceed thirty:
provided further that an employee, who applied for leave but has not
been given such leave, shall be entitled to carry forward the unveiled
leave without any family. (As per clause 4.4.2 of wage agreement 1995,
the enhanced carry forward limit is 150 days).

f) If the employment of an employee, who is entitled to leave under clause

(a) or (b) is terminated before he has taken the entire leave to which he
is entitled, or if having applied for and having not been granted such
leave, the employee quit his employment before he has taken the leave,
he shall be paid leave salary in respect of the leave not taken.

ii) Half pay leave:

At the rate of 20 days for each calendar year which may

Be granted either on medical certificate or on private affairs: provided
That in the first year of service of an employee, it should be calculated
Proportionately according to the period of service put in by him. This
Leave may be accumulated up to 60 days. (As per clause 4.4.2 of wage
Agreement 1995, enhanced limit is 300 days)

iii) Commuted Leave:

Not exceeding half the amount of half-pay leave due, only on submission
of a medical certificate. The grant of this leave is subject to the following
Conditions:-

a) Twice the amount of such leave shall be debited against ‘half pay leave’
b) The sanctioning authority has reason to believe that the employee will
return to duty on its expiry.

iv) Extra Ordinary

Extraordinary leave for a period not exceeding 3 month in special

circumstances when no other leave is by rule admissible, or when
other leave is admissible but the employee concerned applies in
writing for the grant of extraordinary leave, provided that if the
workman is actually under the treatment of a Medical Officer of the
management for treating to any other institution, the limit of 90
days extraordinary leave may be extended to the extent
recommended by such Medieval Officer or by the Commissioner
(Central) and Appellate Authority order dated 19.12.1967).

v) Quarantine Leave :

Which may be granted to an employee who is necessitated by

orders not to attend duty in consequence of the presence of any
infectious disease in his family or household? Such leave is granted
on the certificate of a Medical or Public Health Officer, for the
period not exceeding 21 days or in exceptional circumstances, 30
days.

(a) The term “household” used in this clause includes all individuals
residing in the same house, irrespective of whether or not they belong
to the same.

vi) Casual Leave:-

Up to seven days in a calendar year.

Note : Casual leave may not be combined with any other kind of
leave.

(vii) Special Casual Leave:

For the day or days on which an employee is unable to attend duty

in special circumstances (but not for purely personal reasons as is
the case with casual leave) for instance, due to civil disturbance,
 curfew or strike (other than strikes connected with the
Works/Project) or when an employee is inoculated or vaccinated
and the Medical Attendant certifies, or takes anti rabid treatment or
is participating in sporting event of the Steel Projects or of local,
national or international importance in authority, or suffers an
injury in such sporting event or rest(not exceeding six days)
immediately after an employee undergoes sterilization operation
under the ,’Family Planning Scheme’ subject to maximum period
of 30 days in a calendar year.

13. Leave Salary:

14. An employee shall be entitled to leave salary as follows:

(a) during ‘earned leave’ at a rate equal to the daily average of his total full
time earning for the days on which he worked during the month
immediately of dearness allowance.
(b) During ‘half pay leave’ at a rate equal to half the amount admissible
under clause (a)
(c) During ‘commuted leave’ equal to twice the amount admissible under
clause (b)
(d) During ‘extraordinary leave’, no leave salary
(e) During ‘casual leave’ and ‘special casual leave’ at the rate of wages
drawn by the employee on the day immediately the day on which the
leave commences.

15. Leave to Apprentices:

apprentices be eligible for leave a follows:

(a) Leave on full stipend up to 15 days in any year of apprenticeship;

(b) Leave on half stipend on medical certificate up to 20 days in any year of
apprenticeship.
(c) Casual leave up to seven days in a calendar year on full stipend.
(d) Quarantine leave and special casual leave as admissible to other
employee at the discretion of the management, on the merits of each
case, but lost time should be subsequently made up unless this is
relaxed by the management.
Note: If for any reason it is proposed to terminate the apprenticeship of
an apprentice, any leave which may be granted to him should not
 exceed beyond or extended expires, or any earlier date on which his
apprenticeship may be terminated.

16. Leave to substitutes and casual employees:

Subject to the provision of the law applicable to the works, substitutes or

baldish and casual employees shall not be entitled to any kind of leave and
their wages shall be deducted on any day on they do not attend duty
excepting paid holiday as per the Standing Order No.18 (8).
17. Application for leave :

(i) An employee who desires to obtain leave of absence shall

apply to the sanctioning authority.
(ii) Except in an emergency, application for leave for three days
or less should be made at least 24 hours before the time from
which the leave is required.
(iii) Application for leave for more than three days or less should
be made at least five working day before the date from which
the leave is required.
(iv) Application for leave under clause (b) shall be disposed of
immediately. Application for leave under clause (c) shall be
disposed off within four working days.
(v) Orders granting or refused leave shall be passed by the
authority in writing. Incase leave is sanctioned, the employee
shall be given a leave pas and in case leave is refused, the
reasons for refusal shall be communicated to the employee in
writing.
(vi) All applications for leave must bear the leave address.
(vii) An employee who desires to extend his leave shall make an
application in writing to the sanctioning authority before the
expiry of the leave already sanctioned.
(viii) Applications for leave or extension of leave on medical
ground shall be supported by a certificate from a medical
officer of the company or where there is no such officer, a
Government medical officer or failing him, from a registered
medical practitioner, stating the period for which leave is
recommended. On receipt of such applications, the sectioning
an authority shall immediately inform the employee in
writing whether the leave or extension of leave has been
granted and if so, for what period. An employee who has been
sectioned leave or an extension of leave on medical grounds
for a period exceeding 14 days at a time shall not be allowed
to resume duty unless produces a certificate of fitness.
 (ix) The sanctioning authority has the discretion to refuse, curtail
or revoke leave at any time according to the exigencies of the
company’s work.
(x) If an employee remains absent beyond the period of leave
originally granted or subsequently extended, he shall lose his
lies on his appointment unless he satisfaction of the
management, his inability to return before the expiry of the
leave. In case the employee loses his line on his appointment,
he shall be entitled to be kept on the ‘badly list’.
(xi) Authorities competent to sanction leave to employee shall be
notified by the management.

VACATION LEAVE RULES:

The employee working in Education Department of Bhilai Steel Plant are

entitled the following level benefits:-

1) 6 days Earned Leave in a calendar year.

2) 20 days H.P.L. for every completed year of service.
3) 15 days casual leave.
4) 1 day EL for 3 days working during vacation.
5) 18 days closed holiday including 3NH & 1 CFD.

In addition to the above, they are entitled to the vacations as follows

a) 45 days summer vacation.
b) 25 days Dusshera-Diwali vacation.

General Guidelines Regarding Leave.

Grant of Leave on Medical Certificate:

If leave is availed on medical grounds, employee will be required to

produce a medical certificate of unfitness from the plant medical officer
only. In case the employee is not residing in the township and is staying at
a far off place where company hospital is not available, he may produce
Medical Certificate from a govt. Doctor. In such cases ,it should be
ensured that medical certificate meets with the prescribed norms viz.,
printed letter head of the hospital , clear diagnosis , OPD NO. and
signature of the patient duly after availing leave on medical grounds ,
employee will have to produce a certificate of fitness.

Combination and Commutation of Leave:

 1) Any kind of leave except casual leave may be granted in combination
with or in continuation of any other kind of leave.

2) Special casual leave may be combined with casual leave. Where

regular leave has been granted in combination with special casual leave.

3) Holidays occurring at either end of the period of leave may be

prefixed or suffixed with the approval of the sanctioning authority.

4) Sundays / Weekly off days and optional festival holidays occurring

during the period of leave shall also not be counted as leave , except for
those governed by standing orders.

5) The commutation of one kind of sanctioned leave into leave of a

different kind cannot be claimed as a matter of right.

Leave Management And Absenteeism Control :

The following guidelines are to be kept in view:

1) Leave cannot be claimed by an employee as a matter of right. The
authority competent to sanction leave has the discretion either to
refuse or revoke leave.
2) Application for leave must be submitted well in advance so as to enable
the department to make the necessary arrangements in time.
a) Leave application for three days or less must be submitted at least 24
hours in advance , whereas application for leave for more than 3 days
must be submitted at least 5 days in advance.

b) Leave for long spells of over 15 days must be submitted at least 6

weeks in advance.

3) Authorities empowered to sanction leave must ensure that the orders

for granting / refusing leave are passed in time and decision
 communicated to the employee.

4) In case of failure on the part of the employees to avail leave in the

prescribed manner , the leave sanctioning authorities shall refuse to
regularize absence and leave period shall be treated as unauthorized
absence.

5) While sanctioning leave on medical grounds , care must be exercised

to ensure that only applications which are accompanied by medical
certificates which fulfill all the requirements are entertained.

6) All leave sanctioning authorities shall ensure that the grant of leave
is so regulated that on any day / shift , not more than 8 % of the
employees remain on leave .

7) Chronic absentees must be identified. Systematic counseling should

be done followed by step by step disciplinary action as per the guidelines.

8) To keep a watch over individuals who have proceeded on leave and

to ensure that they join back after expiry of the leave .

9) In case of employees governed by standing orders , certain

combinations of leave ae not permissible . All leave sanctioning
authorities should keep this in mind.

Rules Regarding National Holidays (NH)

Situation Category Entitlement

Employees not NEs not getting 17 C.off within 3
require to attend CH months or extra
 duty on N/H wages
coinciding with
weekly off NEs getting 17 CH No. C.off / extra
wages.
Exes. not getting 17 C. off within three
CH months
Exes. getting 17 CH No. C. OFF

Employee required NEs not getting 17 one day C.off / one

to attend duty on a CH or two days extra
NH coinciding with wages
his weekly off NEs getting 17 CH One day C. off
Exes. not getting 17 One day C.off
CH
Exes. getting 17 CHs One day C.off

Employee asked to NEs not getting 17 One day C. off / one

attend duty on a NH CH day Extra wages.
not coinciding with NEs getting 17 CHs one day C.OFF
his weekly off Exes. not getting 17 One day C. off
CHs
Exes. getting 17 One day C.off
CHs

Company Foundation Day (CFD) For

Non – Exes & . (works & Non – works )

Situation Entitlement
When CFD falls on w/off and 1 day C/off only (no extra
the employee required to work wages / no additional C.off )

When required to work on 1 day C.off

CFD which is not his weekly off

When CFD falls on weekly off No compensatory off

and not required to work.

Step by step Guidelines for tackling absenteeism :

With the objective of minimizing the incidence of unauthorized absenteeism ,
guidelines for taking disciplinary action in absenteeism cases have been
notified vide circular No. M&R – 45/2003 dated 25.11.2003. The guidelines
are reproduced below for information of all concerned.

SL. Incidence of absenteeism Action

NO.

1. Absenteeism in short spells, Counseling by shift in

totaling up to 10 days in the charge / personnel executive.
preceding 12 months

2. Absenteeism, in short spells, Show cause notice and

totaling between 10-30 days in minor penalty of suspension
the preceding 12 months. without wages for 4 days /
censure.

3. Absenteeism , either in single or Charge sheet and award of

multiple spells , totaling between major penalty of reduction
30-50 days in the preceding 12 of pay by two stages for one
months year with cumulative effect.

4. Absenteeism in single or multiple Charge sheet and award of

spells totaling 100 days or more major penalty of removal
in the preceding 12 months. from service.

Leave Encashment rules :

The rules foe encashment of leave shall cover all regular employees of Bhilai
Steel Plant, but exclude those on deputation from government / other
organizations. Company employees on deputation to other organizations are
covered by the leave rules of SAIL.

Encashment of Earned Leave :

Persons who are employed in the company after superannuation from their
organizations and who according to the terms and conditions of appointment
in the company are allowed to accrue earned leave during the period of
service in the company may be allowed the facility of encashment of such
earned leave , as in the case of regular employees.

Eligibility:

EL standing to the credit of an employee may be encased at his option in a

single spell in a financial year provided that quantum of leave to be encased in
each case is not more than 50 % of the earned leave at credit or 30 days
earned leave , whichever is less.

On RETIREMENT :

If any leave due to an employee is not utilized , he shall be allowed to encash

the unveiled portion of the earned leave.

On Death :
Leave salary in respect of earned leave standing to his credit shall be paid to
the PF nominee/gratuity nominee/legal heirs of the employees. The limit of
encashment will be up to 150 days for employees, depending upon the
applicability of leave rules.

On Resignation :

An employee shall be allowed encashment on acceptance of his resignation.

Leave encashment is not admissible during the notice period on resignation.
however , if the employee is not able to serve the full notice period as per the
terms of his employment , and is allowed on early release by the competent
authority , the period not served shall be adjusted against the EL and the
balance will be allowed encashment.

On suspension :

Employees placed under suspension shall not be entitled to leave encashment.

Sanctioning Authority :

The authority who is competent to sanction earned leave shall be the

“sanctioning authority” for approving encashment of leave under these rules.

Encashment Benefits :

Encashment of leave shall be regulated on the basis of last pay drawn which
includes basic pay , dearness allowance , non – practicing allowance for
doctors and personal pay , if any, but shall not include incentive bonus , acting
/ officiating allowance and other allowances.
The facility of encashment of EL shall be hence forth allowed only once in a
financial year instead of calendar year basis. Other terms and conditions for
availing encashment of earned leave remain unaltered

1) In this connection, the following may be noted:

a) The encashment benefit will be regulated on the basis of last pay drawn
which shall be the monthly rate of pay already received by the employee.

b) A maximum of 30 days leave or 50 % of earned leave at credit whichever is

less, shall be encashable in a single spell , in a financial year.

c) There shall be no provision for cancellation of leave encashment

application, after entry in HRIS records.

d) For encashment of earned leave, employee has to apply in the new form
which is made available from the personnel office.

e) Leave encashment amount shall be paid only with salary / wages of the
employees.

2) The following procedure shall be adopted:

a) Employees are required to submit only a single copy of the leave

encashment application form . Leave book should not be submitted
along with the encashment form .

b) After sanction of leave encashment, the form shall be forwarded to the

time office , for employees whose attendance records are maintained
 by time office.

c) The last date for receipt of application for leave encashment in time office /
personnel office would be 15th of every month.

d) Applications received by 15th of the current month would be paid in

the next month along with current month’s salary .

e) Any claim or counter claim would not be entertained after three months of
the date of submission of initial applications.

f) No entry in the leave encashment module would be made from by either

time office or the personnel office between the 23rd to 31st of every month
for avoiding data transmission problems.

g) With effect from 1.4.2005, it has been decided to deduct 12% of basic
+ DA on the amount of encashment of EL during the service period of
the employee and at the time of separation / superannuation and
same shall be deposited in the employee’s PF account together
with employers matching contribution.

Encashment of Haly Pay Leave :

As per clause 4.4.2 of the wage agreement, 1995, encashment of half pay leave
will be allowed subject to a maximum of 240 days HPL for all categories of
employees. The encashment of HPL will be allowed in the following cases:

i) Separation on attaining the age of superannuation / VR.

ii) Death while in service.

iii) Permanent total disablement of an employee.

iv) Employees in the age bracket of 57 years & above who separate from the
company on acceptance of their resignation.

Leave Travel Concession :

Leave travel concession (LTC) is a welfare measure of the company to provide

travel assistance to the employees and members of their families for visiting
their home town/ any place in India.

Eligibility :

All regular employees of the company who have completed one year
continuous service in the company excluding the following:

i) Persons not in whole time employment of the company

ii) Casual / daily rated employees
iii) Apprentices / trainees on stipend
iv) Persons entitled to railway privilege / retirement passes and PTOs as
personal to them.

Family :
Means the employee’s wife or husband, as the case may be, residing with
him/her and legitimate children and step children residing with and wholly
dependent on the employees.

Children :

Includes major sons, married and widow daughter so long as they are residing
with and wholly dependent on the employees.

Dependent Parents :

If not gainfully employed & wholly dependent upon & residing with the
employees are included in family, only for the purpose of visiting home town.

‘Home Town’ means the permanent home-town or village of the employee as

entered in his service record or as declared by him on joining the service of
the company and accepted by the competent authority.

Entitlement :

Leave travel concession (LTC) under these rules shall be admissible to such of
employee as are entitled to leave and the members of their families to the
extent and subject to the following :

a) Reimbursement of actual cost of travel by entitled class from the

head quarter to home town once in a block of two years.

b) Reimbursement of actual cost of travel by entitled class from the

head quarter to any place in India once in a block of four years.

c) An employee can avail LTC twice in a block of four years – once for
traveling to his home town only and once for journey to any place in
India including his home town.

d) In respect of leave travel concession for visiting home town,

employees may , if they so desire , visit any other place up to a
 distance of 750 k.m.s each way in lieu of home town.

e) In the case of an employee under suspension, the concession is

admissible to the members of his family only.

f) Reservation charges and additional charges levied by the railways for

travel in super fast trains or ordinary trains will be reimbursable.

g) Ticket cancellation charges will be reimbursable only if cancellation

of journey is solely due to official reasons and is in the interest of the
company work.

h) In the case of an employee availing LTC recalled to duty in the

interest of the company work , while the outward journey will be
covered by these rules for self , he will be entitled to traveling
allowance , including daily allowance , in respect of the inward
journey to headquarters.

The entitlement for travel during LTC/LLTC for employee at different

levels by different modes of travel is summarised in the table given
below :
 SL. Category Mode of Transport
NO

RAIL SEA AIR* ROAD

** (mileage
in rs )

1. S-1/S-2 sleeper lower class or NE RS. 0.87 per

with less class middle/ third k.m
than 5 class (if there
years of are more than
service two class )

2. S-1 to S-9 Ist class / Highest class NE 2.03 per k.m.

( excludin AC-II , or middle /
g category including second class
1) Rajdhani ( if there are
Express more than
two classes )

3. S-10/S-11 Ist class / Highest class NE 4.11 per k.m.

and E-0 to AC-II ,
E-3 including
Rajdhani
express

4. E-4 – E5 AC-II Highest class NE 5.57 per k.m.

Includin
g
Rajdhani
express

5. E6 & AC-I Highest class Eco- 5.57 per k.m

above including nomy
Rajdhani
express

** All employees excluding those at SI NO.1 are entitled to travel from

nearest airport to port Blair and also from cochin to kakshwadeep
by air

* As per current rates or actual whichever is lower

NE = Not Entitled

Brief Description Of Bhilai Steel Plant

Brief History
Bhilai steel plant (B.S.P) is a unit of the steel authority of India limited (sail).
Bhilai steel plant is a pulsating giant in the glorious industrial context of
India. it came into existence on 10’th June 1957. when concreting of the
foundation of 1’st blast furnace, but its original story started on 2’nd
February 1955 when the agreement with user government prove the
possibility of dreams come true. BSP the functionary of sail is a symbol of
indo -- soviet techno economic collaboration, is one of the first three
integrated steel plant set up by the government of India to build up a sound
base for industrial growth of the country. the agreement was signed on 2’nd
February, 1955 for 1 mt production capacity, which rose to than 2.5 mt (1967)
and then to 4mt in 1988.

On 4’th February 1959, our the then president, Dr. Rajendra Prasad
dedicated Bhilai to the nation, by inaugurating the blast furnace no. 1 for
production. since then Bhilai has never looked back and has steadily grown &
modernized day to day.

Bhilai has all along been giving special attention to the employment to the
weaker section.

Bhilai has contributed significantly to meet the iron and steel requirements of
the country.

Profile
Steel authority of India limited ( sail ) is India’s largest and one of the world’s
leading steel producers with a turn over of 15,500 crore . sail’s vast portfolio
of long , flat and tubular products is marketed within and outside India but
its centre marketing organization ( cmo ) and the international trade division
(LTD. ) respectively . by – products and chemicals are marketed directly by
the respective steel plants. sail’ s raw material division, headquartered at
kolkota , manages India’s second largest mines network

Sail’s product – mix has been reoriented to keep pace with market demand .
higher availability of special grade products like api grade hr coils / plates /
pipes , hr coils for cold reducers , etc , have enabled sail to maintain and
achieve larger market share in value added segments . with a market driven
pricing system, key customers are provided special customer services and
there is increased product focus and constant review of distribution channels.
looking beyond the national boundaries , sail’s products have been able to
carve out a place for themselves in the international steel market . sail has
its own recognition as a major foreign exchange earner for the country.

ANNUAL TURNOVER

FINANCIAL YEAR GROSS MARGIN

2002 - 2003 (RS IN CRORE )
 TARGET 1284.02

ACTUAL 1312.71

FINANCIAL YEAR NET PROFIT

2003 (RS IN CRORE)
TARGET 654.32

ACTUAL 735.40

FINANCIAL YEAR PROFIT (RS IN

2004 CRORE )
FINANCIAL YEAR PROFIT ( RS IN
2004 ( OCT
GROSS – DEC ) 2593
MARGIN CRORE )

GROSS MARGIN 1124.77

NET PROFIT 2135
NET PROFIT 1016.74

Awards & Accolades

Bhilai steel plant has excelled in all walks of life is it

technology , quality , and environment or socio – cultural
some of the prestigious award bugged by BSP are as follows.

. prime minister trophy for best integrated steel plant

India – won five times science its inception in the year 1992-93.
 . national energy conservation award in the integrated
steel sector won for 1994, 1996, 1998, 1999.

. IIM national quality award winners in ferrous category

during 1995 – 96 , 1997 – 98 , 1999 – 2000 .

. Bis Rajeev Gandhi national quality award won twice

in recent years.

. IOD golden peacock national quality award won thrice

in recent years.

. Inssan award for employee suggestions six times in last

seven years.

. indo – German green tech. environment excellent

award for the year 1999 – 2000 .

. Lal Bahadur Shastri memorial award for the year 2000 –

2001 for best pollution control implementation gold award

. Dalli mines has bagged national safety award for a

record seven times.

. national award for best pay rolls savings group in

public sector for 1999 – 2000 & thrice earlier as best
sanchayika award.

. Padam Bhushan – awarded to smt. teejan bai , pandwani singer

. Shram ratna :08

. Shram bhushan : 09
. Shram vir : 04

. Shram shri : 04

. Vishwakarma rashtriya puruskar : 188

. Arjun award : 02

. Apart from the above , numbers individuals group awards have been won
time to time by BSP employees at national level in the field of quality circles
, management , metallurgy , sports & cultural activities , etc.

Housing facilities

Bhilai has well laid out township with demarcated 16 sectors & with broad
avenues. there are mainly 18 major types of quarters in different architectural
designs. a central library on BTI , museum with industrial and other model ,
jayanthi and panth stadium for staging sports & games events and several
community centers with ispat club. Bhilai offers excellent medical & health
services. a main hospital named Jawaharlal Nehru hospital & research
centre, with 12 health centers in various sectors. a national occupational &
health centre, in BSP for causality in plant, also exist.

educational facilities

There are 80 schools, 7 colleges in Bhilai which cater to the basic education to
young people at different levels.

Pre—employment training is given by the Bhilai technical institute for

training operatives, trade apprentice and graduate engineers. post operative
training is also given.
 major suppliers

Apollo industrial corporation --- (Mumbai)

Ashok Leyland --- (Chennai state – in.)
Bhel --- (Bhopal, Mumbai)
Bharat petroleum gas ltd. - ( Nagpur )
Birla corporation ltd. --- ( kolkata)
Cimmco birla ltd. -- (New Delhi)
Dunlop India ltd. --- ( kolkata )
Siemens ltd. --- ( Mumbai )
Simplex castings ltd. --- ( Raipur )
Hmt ltd. --- ( Ranchi )

MAN POWER POSITION

(EXECUTIVE & NON EXECUTIVE)

MAN WORKS GEN. MINES CONSTR- TOWNSHIP (UNIT

POWER ADMN. UCTION MEDICAL NO.
POSITION TOTAL)
ON
 01.04.1997 33529 4316 5390 925 6008 50168

01.04.1998 32231 4127 5260 803 5792 48212

01.04.1999 32079 3984 5072 757 5620 47512

01.04.2000 30495 3491 4850 637 5116 44589

01.04.2001 29888 3441 4663 586 5046 43624

01.04.2002 28654 3389 4122 635 5104 41908

01.04.2003 26994 2947 4097 404 4385 38827

01.04.2004 25956 2870 3832 371 4101 37130

NET PROFIT ( RS . IN CRORE )

1 1994 – 95 639.47 2021.31

2 1995 – 96 819.31 2840.62

3 1996 – 97 683.97 3524.59

 4 1997 – 98 701.38 4225.97

5 1998 - 99 300.72 4526.69

6 1999 - 00 91.85 4616.54

7 2000 – 01 341.79 4960.33

8 2001 – 02 476.59 5436.92

9 2002 – 03 735.40 6172.32

10 2003 - 04 1931.99 8104.31

Non Works (Personnel) Departments

1.) General Establishment Section

2.) Rules Section
3.) Law Section
4.) Mps & Recruitment Section
5.) Executive Cell
6.) H.R.I.S
7.) Fss & Sewa
8.) Sewa
9.) Counseling Section
10.) Ir Section
11.) Grievance Section
12.) Contract Labour Cell
13.) Canteen Cell
 CHAPTER 2
2.1 STATEMENT OF OBJECTIVE

2.2 STATEMENT OF LIMITATION

STATEMENT OF OBJECTIVE

1. To study the different types of leaves benefits availed in BSP

2. To know the satisfaction level of employees regarding leave

 3. To study about the effectiveness of leave benefits of employees

4. To know about the efficiency of employee by taking leaves.

5. To know about the LTC & their procedure.

6. To know about the leave encashment system

STATEMENT OF LIMITATION

Every coin has two factors. Similarly I had faced few problems in completion
of this project. I tried best of my level to complete this project in the most
efficient possible way, but I faced some difficulties & limitations. Some of
them are mentioned below:-
Biggest limitation is the sample size. Only hundred people are surveyed for
this project. So the analysis of these hundred people is May or may not be
accurate for the whole population.

Limited time has also received the content of the survey, which might have
been more useful (if more time has been allocated).

People attitude is also a big problem as most of them were not ready to fill the
questionnaire and other took lightly.

Reliability of data is something I am not totally responsible and not even sure
about as I get the rules book from rules section. There in good mood answered
good and confidence and others answered good, poor or even poor.

Department problem also can not be ignored a thoughts and expectation of

employee of different designation over here may not necessarily match with
that of others employees.

This area is not technically advanced with effective computer operator which
make the presentation part of this project a little bit weaker as compared to
my plans.
 CHAPTER 3
3.1 JUSTIFICATION OF STUDY

3.2 RESEARCH METHODOLOGY

Justification of study

The project work which is done by me on the topic

“leave benefits & rules of Bhilai steel plant in BSP is the record of the original
work done by me & the matter / data which are collected by me is full of real
ideas, and real thinking & the real perception of employee that what they feel
about leave benefits to justify my project. I have used questionnaire for
getting true & real information through survey methods. The graphs and
charts which are shows about leave benefits is the real justification of my
study i:e the project work is done by me is the genuine & sincere work & the
matter enclosed has not been submitted for the award of my other degree or
diploma in the university.

RESEARCH METHODOLOGY

INTRODUCTION :

Research is a common parlance refers to a search for knowledge.

One can also define research as a scientific and systematic search. Research is
an art of scientific investigation.
 The Advanced Learner’s Dictionary of Current English lays down
the meaning of research as “a careful investigation or inquiry specially
through search for new facts in any branch of knowledge.”

Redman and Mary define research as a “systematized effort to gain

new knowledge.” Some people consider research as a movement, a movement
from the known to the unknown.

Research is an academic activity and as such the term should be used

in a technical sense. Research is an original contribution to the existing stock
of knowledge making for its advancement. It is the pursuit of truth with the
help of study, observation, comparison and experiment. The search for
knowledge through objective and systematic method of finding solution to a
problem is research.

The systematic approach concerning generalization and the

formulation of a theory is also research. As such the term ‘research’ refers to
the systematic method consisting of enunciating the problem, formulating a
hypothesis, collecting the facts or data, analyzing the facts and reaching
certain conclusions either in the form of solutions towards the concerned
problem or in certain generalizations for some theoretical formulation.

DEFINITION OF RESEARCH METHODOLOGY

According of Clifford Woody :

“Research Methodology comprises defining and redefining problems,

formulating hypothesis or suggested solutions, collecting, organising and
evaluating data, making deductions and reaching conclusions, and at last
carefully testing the conclusions to determine whether they fit the formulating
hypothesis.”

According to D. Slesinger and M. Stephenson in the Encyclopedia of

Social Sciences define research as,

“The manipulation of things, concepts or symbols for the purpose of

generalizing to extend, correct or verify knowledge, whether that knowledge
aids in construction of theory or in the practice of an art.”

OBJECTIVES OF RESEARCH METHODOLOGY

The purpose of research is to discover answers to questions through

the application of scientific procedures. The main aim of research is to find
out the truth which is hidden and which has not been discovered as yet.

i) To gain familiarity with a phenomenon or to achieve new insights

into it.

ii) To portray accurately the characteristics of a particular individual,

situation or a group.

iii) To determine the frequency with which something occurs

or with which it is associated with something else.

iv) To test a hypothesis of a causal relationship between

variables.
TYPES OF RESEARCH

i) Descriptive Research vs. Analytical Research :

Descriptive research includes surveys and fact finding enquiries of
different kinds. The major purpose of descriptive research is
description of the state of affairs as it exists at present. In analytical
 research the researcher has to use facts or information’s already
available, and analyses these to make a critical evaluation of
material.
ii) Applied Research vs. Fundamental Research :
Applied research aims at finding a solution for an immediate
problem facing a society or an industrial/business organization,
whereas fundamental research is mainly concerned with
generalizations and with the formulation of a theory.
iii) Quantitative Research vs. Qualitative Research :
Quantitative research is based on the measurement of quantity or
amount. It is applicable to phenomena that can be expressed in
terms of quantity. Quantitative research, on the other hand, is
concerned with qualitative phenomenon, i.e. phenomena relating to
or involving quality or kind.
iv) Conceptual Research vs. Empirical Research:
Conceptual research is that related to some abstract idea(s) or
theory. It is generally used by philosophers and thinkers to develop
new concepts or to reinterpret existing ones. On the other hand,
empirical research relies on experience or observation alone, often
without due regard for system and theory.
v) Some other Types of Research :
All other types of research are variations of one or more of the above
stated approaches, based on either the purpose of research, or the
time required to accomplish research, or the environment in which
research is done, or on the basis of some other similar factor.
Research either as one-time research or longitudinal research.

RESEARCH METHODS VERSES METHODOLOGY

It seems appropriate at this juncture to explain the different between

research methods and research methodology. Research methods may be
understood as all those methods/techniques that are used for conduction of
research. All those methods which are used by the researcher during the
course of studying his research problem are termed as research methods.
Since the object of research, particularly the applied research, is to arrive at a
solution for a given problem, the available data and the unknown aspects of
the problem have to be related to each other to make a solution possible.
Keeping this in view, research methods can be put into the following three
groups :

i) In the first group we include those methods which are concerned with
the collection of data. This methods will be used where the data
already available are not sufficient to arrive at the required solution.

ii) The second group consists of those statistical techniques which are
used for establishing relationships between the data and the
unknowns.

iii) The third group consists of those methods which are used to evaluate
the accuracy of the results obtained.

Research Methodology is a way to systematically solve the research

problem. It may be understood as a science of studying how research is done
scientifically. In it we study the various steps that are generally adopted by a
researcher in studying his research problem along with the logic behind them.
It is necessary for the researcher to know not only the research
methods/techniques but also the methodology.

For e.g. : an architect, who designs a building, has to consciously

evaluate the basis of his decisions, i.e., he has to evaluate why and on what
basis he selects particular size, number and location of doors, windows and
ventilators, uses particular materials and not others and the like. He has to
specify very clearly and precisely what decisions he selects and why he selects
them so that they can be evaluated by others also.

Thus, when we talk of research methodology we not only talk of the

research methods but also consider the logic behind the methods we use in the
context of our research study and explain why we are not using others so that
research results are capable of being evaluated either by the researcher
himself or by others.

IMPORTANCE OF KNOWING HOW METHODOLOGY OF

RESEARCH IS DONE ?

Importance of knowing the methodology of research or how research

is done stems from the following considerations:

i) The knowledge of methodology provides good training especially to

the new research worker and enables him to do better research.

ii) The knowledge of research methodology is helpful in various fields

such as government or business administration, community
development and social work where persons are increasingly called
upon to evaluate and use research results for action.

iii) The knowledge of Research Methodology provides tools to look at

things in life objectively.

iv) The knowledge of Research Methodology helps the consumer of

research results to evaluate them and enables him to take rational
decisions.

RESEARCH PROCESS
 In the research, cycle there is atypical truncation &
integration between the company & the customer
(a) The customer is interviewed about the truncation
(b) The interviewed is processed
(c) Than passed to a researcher
(d) He reports the findings to the client researcher
(e) From there the information is passed to through the management team
(f) To the line managers &
(g) Then to the front line who takes the necessary action
(h) The front line can include those responsible for the communication,
product design, customer service or sales.
Information from the customer passes directly to the front line in
the first instance. (a) The front line can then acts & modify behavior can
based on their specific information. Line managers can collect & collate the
information from the front line to the identify trends & exceptions to assist &
ensure that corrective action is taken. (b), the senior management team can
then take an overview of the data collected to determine strategic response to
be addressed across the company as a whole (c), there are four major benefits
to this approach for the general research. They are as follows:

METHODS OF DATA COLLECTION

There are two methods of data collection:

i) Primary data, ii) Secondary data.

I) PRIMARY DATA:

We collect primary data during the course of doing experiments in an

experimental research but in case we do research of the descriptive type and
perform surveys obtain primary data either through observation or through
direct communication.

Methods of Collecting Primary Data:

1) Observation Methods:

Specially in studies relating to science. It becomes a scientific

tool and the method of data collection for the researcher, when it
serves a formulated research purpose, is systematically planned
and recorded and is subjected to checks and controls on validity
and reliability.

Merits:

i) The research is enable to record the natural behaviour of the

group.

ii) The researcher can even verify the truth of statements made by

informants in the context of questionnaire or schedule.

iii) The researcher can even gather information which could not

easily be obtained if he observes in a disinterested fashion.

Demerits:

i) The observer may lose the objectivity to the extent he participates

emotionally.

ii) The problem of observation control is not solved.

iii) It may narrow - down the researcher’s range of experience.

II) INTERVIEW METHOD:
The interview method of collecting data involves presentation of oral-
verbal stimuli & reply in terms of oral-verbal responses. These method can
be used through personal interviews and if possible, through telephone
interviews.

Merits :
i) More information and that too in greater depth can be obtained.

ii) Interviewer by his own skill can overcome the resistance.

iii) It can be applied to recording verbal answers to various questions.

Demerits :
i) It is very expensive method, specially when large and widely spread

geographical sample is taken.

ii) It is headache of supervision and control of interviewers.

iii) It is relatively more-time-consuming.

3) COLLECTION OF DATA THROUGH QUESTIONNAIRES:

This method of data collection is quite popular, particularly in case of
big enquiries. It is being adopted by private individuals, research workers,
private and public organization and even by governments.

Merits :
i) There is low cost even when the universe is large and is widely spread
 geographically.

ii) It is free from the bias of the interviewer

iii) Respondents have adequate time to give well thought out answers.

Demerits :
i) Low rate of return of the duly filled in questionnaires.

ii) It can be used only when respondents are educated and cooperating.

iii) This method is likely to be the slowest of all.

4) COLLECTION OF DATA THROUGH SCHEDULES:

This method of data collection is very much like the collection o data
through questionnaire, with little difference which lies in the fact that
schedules are being filled in by the enumerators who are specially appointed
for the purpose.

Merits : i) Done by enumerators

ii) Extensive enquiries

iii) Population census

Demerits : i) Very expensive

ii) Conducted by govt. agencies

iii) Not reliable.

SECONDARY DATA’S:

Secondary data means data that are already available i.e., they refer
to the data which have already been collected and analyzed by someone else.
Secondary data may either be published data or unpublished data. Published
data are available in
 a) Various publications of the central, state and local governments.

b) Various publications of foreign Government or of international

bodies.

c) Technical and trade journals.

d) Books, magazines and newspapers.

e) Reports and publications of various associations connected with

business and industry, banks, stock exchanges etc.

The sources of unpublished data are many; they may be found in

diaries, letters, unpublished biographies and autobiographies and also may be
available with scholars and research workers, trade associations, labour
bureaus and other public/private individuals and organizations.

Characteristics : i) Reliability of data

ii) Suitability of data

iii) Adequacy of data

RESEARCH DESIGN

Introduction of Research Design:

Decisions regarding what, where, when, how much, by what means

concerning an inquiry or a research study constitute a research design. A
research design is the arrangement of conditions for collection and analysis of
data in a manner that aims to combine relevance to the research purpose with
economy in procedure. The research design is the conceptual structure within
which research is conducted; it constitutes the blueprint for the collection,
measurement and analysis of data. As such the design includes an outline of
what the researcher will do from writing the hypothesis and its operational
implications to the final analysis of data.
 Research design is the plan, structure, and strategy of investigation
conceived so as to obtain answers to research questions and to control
variance.

The research design consists of three important terms :-

i) Plan, ii) Structure & iii) Strategy

(i) The plan is an outline of the research scheme on which the researcher
is to work.

(ii) The structure of the research is a more specific outline or the scheme.

(iii) The Strategy shows how the research.

DEFINITIONS :

According to Green and Tull,

“A research design is the specification of methods and procedures for

acquiring the information needed.”

According to Bernard Phillips

“The blueprint for the collection, measurement and analysis of data.”

FEATURES OF RESEARCH DESIGN

i) Identifying the management problem

ii) Translating the problem
iii) Collecting information
iv) Reporting information
v) Analysing information
vi) Specification of procedure
vii) Information has a value accuracy of information
viii) Generation of information
ix) Data collection method
x) Measurement approach
xi) Object to be measured
xii) Data to be analysed
xiii) Supportive decision making

Importance of research design:

i) Dependent and independent variables

ii) Extraneous variable
iii) Control
iv) Confounded relationship
v) Research hypothesis
vi) Experimental and non-experimental hypothesis testing research
vii) Experimental and control groups
viii) Treatments
ix) Experiment
x) Experimental units.
 CHAPTER 4
DATA ANALYSIS & INTERPRETATION

Q.1. Why do you need to take leave?

Table 4.1

OPTION No. of respondent Percentage (%)

 Option 30 30

Domestic Purpose 20 20

Unfit 45 45

Any other please 5 5

specify
Total 100 100

Information

50 45

40
No. of respondent

30
30 Series1
20
20 Series2

10 5
0 0 0 0
0
1 2 3 4 5
Option

Interpretation

Out of 100 respondents 30% respondent says that they take leave for festival.
20% of them say for domestic purpose. 45% of them say for unfit. 5% of them
say any other reasons.

Q.2. how many days to take leave in a month?

Table 4.2
 option No of respondent Percentage
(%)
1–2 40 40

3–5 29 29

3–6 17 17

Above 7 14 14

Total 100 100

45 Information
40
40
35
No. of respondent

29
30
25
20 17
14 Series1
15
10
5
0
1days - 3days - 3days- above 7
2days 5days 6days
Option

Interpretation

The above result shows that out of 100 respondent 40% respondent take leave
in a month 1 – 2 days. 29% of them take leave in 3-5 days. 17% of them take
leave in a 3-6 days . 14% of them take leave in above 7 days.

Q.3 Do you satisfy with procedure of B.S.P?

 OPTION NO. OF PERCENTAGE
RESPONDENT (%)

YES 64 64

SOMETIMES 12 12

CONFUSED 10 10

NO 14 14

TOTAL 100 100

Information

70 64
60
No. of respondent

50
40
Series1
30
20 12 14
10
10
0
Yes Sometimes Confused No
Option

Interpretation

The above result shows that out of 100 respondent 64% respondents satisfy
with leave procedure of B.S.P. 12% of them are sometimes satisfied. 10% of
them are confused. 14% of them are not satisfied with leave procedure of
B.S.P

Q.4. Why you prefer Leave Travel Concession?

 Table 4.4

Option No. of Respondent Percentage

For long time 56 56

For Relaxation 30 30

Any Other 14 14
(Please specify )
Total 100 100

Information

60 56
No. of respondent

50
40
30
30 Series1
20 14
10
0
For Long For Any Other
Tours Relaxation
Options
 Interpretation

The above result shows that out of 100 respondent. 56% respondent are
prefer L.T.C for long tours. 20% of them for relaxation , 20% of them for any
other.

Q.5 Do you agree with B.S.P leave rules?

Table 4.5

Option No. of respondent Percentage

Yes 67 67

Almost Yes 15 15

No 10 10

Sometimes 8 8
Total 100 100

Information
80
No. of Respondent

67
70
60
50
40
Series1
30
20 15
10 8
10
0
es
es

o
es

im
tY
Y

et
os

om
lm

S
A

Option
 Interpretation

The above results shows that out of 100 respondents 67% respondents agree
with B.S.P leave rules. 15% of them say almost yes. 10 % of them say no and
rest of 8% says sometimes.

Q.6 Do you want to modify the leave rules?

Table 4.6

Option No. of Respondent Percentage

Yes 10 10

Not Repaired 35 35

Satisfied 20 20

No. Response 35 35

Total 100 100

Information

40 35 35
35
No. of respondent

30
25 20
20 Series1
15 10
10
5
0
Yes Not Satisfied No.
required response
Option
Interpretation

The above result shows that out of 100 respondent 10% respondents want to
modify the leave rules , 35% of them say the modify is not required , 20% of
them is satisfied with leave rules , 35% of them don’t give any response.

Q.7 Does the leave is sanctioned in individual department or makes a

different department?

Table 4.7

Option No. of Respondent Percentage

Yes individual 44 44

No individual 25 25

Yes Different 15 15

No Different 16 16
Total 100 100

Information

50 44
No. of Respondent

40

30 25
Series1
20 15 16

10

0
Yes No Yes No
Individual individual Different Different
Option

Interpretation
The above result shows that out of 100 respondent 44% respondent say the
leave is sanctioned in an individual department. 25 % say that no individual
department , 15% say that different department is sanctioned for leave rules,
16% of them say that no different department is required.

8) Are your leave sanctioned easily?

Table 4.8

option No. of Percentage

respondents (%)

YES 78 78

NO 22 22

Total 100 100

OPINION

90
NO. OF RESPONDENT

80
70
60
50
Series1
40 78
30
20
10 22
0
YES NO
OPTION

INTERPRETATION
 The above result shows that the out of 100 respondents 78% of the
respondent says that the leave sanctioned easily & 22% of them says that the
leave is not sanctioned easily.

CHAPTER – 5

FINDINGS
 Findings

1) At B.S.P mostly employees are taking leave as they are unfit.

2) Usually employees of B.S.P take leave for 1 to 2 days in a month.

3) Employees of B.S.P are satisfied with leave procedure and leave

Rules
4) More than half of B.S.P employees prefer L.T.C for long tour.

5) As most of the employees are satisfied with leave rules so they do

not need any modification in leave rules and procedure

6) The leaves of employees are sanctioned at their individual

department easily.
CHAPTER 6
6.1 SUGGESTION

6.2 CONCLUSION
 Suggestions

1) Researcher finds that employees should be sanctioned leave easily as they

Get motivated to work better.

2) Researcher suggests that L.T.C procedure should be made for more

Flexible so that all employees can avail the facility easily.

3) Researchers find that leave should be sanctioned to the employees during

Election period, Even unfit employees are more assigned the duties.
 CONCLUSION

The success of any company depends upon the mentality of employees of the
company. Every employees wants to spend his free time with is family after
the 8 hours of working so, its company responsibility to give them a proper
leave to his employees.

B.S.P gives leave to his employees from time to time, such as in festival time,
due to illness, outside vacation, national holidays etc. Encashment is one of the
most important motivated for the employees because they exchange their
holidays in terms of money which encourages the employee for doing more
and more work.

Company provides their employees special tour packages like Andaman and
Nicobar etc. This changes the mind of the employee and he can enjoy with his
family, after a hard work in plant.

Concluding the research we can easily specify that the leave provided by the
BSP is very effective for their employees.
CHAPTER 7

BIBLIOGRAPHY
1) KOTHARI, C.R., (EDS) (1985).
‘RESEARCH METHODOLOGY’. NEW DELHI:
WILEY EASTERN LIMITED NEW AGE INTERNATIONAL
LIMITED.

2) WWW.GOOGLE.COM
CHAPTER 8

APPENDIX

QUESTIONNAIRE
 QUESTIONNAIRE FOR REPORT ON
LEAVE BENEFITS AND RULES WITH REFERENCE
TO
BHILAI STEEL PLANT.

Q.1. Why do you need to take leave?

a)Option b)Domestic Purpose c)Unfit d)Any other please specify---------

Q.2. how many days to take leave in a month?

a)1 – 2 b)3 – 5 c)3 – 6 d)Above 7

Q.3 Do you satisfy with procedure of B.S.P?

a)YES b)SOMETIMES c)CONFUSED d)NO

Q.4. Why you prefer Leave Travel Concession?

a)For long time b)For Relaxation c)Any Other (PLEASE SPECIFY)------------------
Q.5 Do you agree with B.S.P leave rules?

a)Yes b)Almost Yes c)No d)Sometimes

Q.6 Do you want to modify the leave rules?

a)Yes b)Not Repaired c)Satisfied d)No. Response

Q.7 Does the leave is sanctioned in individual department or makes a

different department?

a)Yes individual b)No individual c)Yes Different d)No Different

Q.8 Are your leave sanctioned easily?

a)YES b)NO

PERSONAL PROFILE:-

NAME -----------------------------------------------------------------------
DESIGNATION ------------------------------------------------------------------------