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HR HAND BOOK FOR NPCIL EMPLOYEES


(Updated till 1
st
July, 2011)

CONTENTS

PREFACE

CHAPTER - 1 KNOW YOUR ORGANISATION

1.1 Organisation History
1.2 Core Business
1.3 Mission
1.4 Vision
1.5 Objectives
1.6 Organisation Structure at Headquarters
1.7 Organisation Structure at Power Stations
1.8 Organisation Structure at Power Projects
1.9 Directorate of Human Resource
1.10 Present Operating Capacity
1.11 Capacity addition
1.12 Upcoming Projects

CHAPTER - 2 GENERAL CONDITIONS OF SERVICE

2.1 Classification of Posts
2.2 Medical Examination on appointment
2.3 Probation and Confirmation
2.4 Periods and hours of work and holidays
2.5 Entry, Exit and Search
2.6 Transfer of employees

CHAPTER - 3 PAY & ALLOWANCES

3.1 Standard designations and scales of pay
3.2 Fixation of Pay
3.3 Annual Increment
3.4 Stagnation
3.5 Additional Increments to Scientific Officers/Engineers/Technical
Officers
3.6 Additional increments to Executives/Stipendiary Trainees on
successful completion of training
3.7 Dearness Allowance
3.8 House Rent Allowance
3.9 City Conveyance Allowance
3.10 Site Location Allowance
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3.11 Washing Allowance
3.12 Cash Handling Allowance to Cashiers
3.13 Non-practising Allowance
3.14 Special Allowance for Scientific Officers / Engineers in SO/H+
3.15 Night Duty Allowance
3.16 Update Allowance
3.17 Patient Care Allowance
3.18 Allowances for Nursing personnel
3.19 Charge Holding Allowance

CHAPTER - 4 EMPLOYEE BENEFITS & FACILITIES

4.1 Medical Facilities
4.2 Leave Rules
4.3 Leave Encashment
4.4 Leave Travel Concession (LTC)
4.5 Encashment of LTC
4.6 Encashment of leave along with LTC
4.7 Sponsorship for Higher Education
4.8 Membership in Professional Institutions
4.9 Children Education Assistance (CEA)
4.10 Scholarship to the Children of Employees
4.11 Forwarding of Application for Employment
4.12 Reimbursement of Cable TV Expenditure
4.13 Reimbursement of Canteen Subsidy
4.14 Residential Accommodation / Townships
4.15 Leased Accommodation
4.16 Free Units of Electricity
4.17 Reimbursement of charges to NPCIL HQ employees for consumption
of electricity for domestic use
4.18 Uniforms / Workwears
4.19 Reimbursement of Cost of Newspapers & Periodicals

CHAPTER - 5 LOANS AND ADVANCES

5.1 Interest Free Advances
5.2 Interest Bearing Advances
5.3 House Building Advance

CHAPTER - 6 TRAVELLING ALLOWANCE & JOINING TIME

6.1 Travelling Allowance on Tour
6.2 Joining Time
6.3 Travelling Allowance on Transfer
6.4 Travelling Allowance on Retirement
6.5 Travelling Allowance on referral for Medical Treatment
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CHAPTER - 7 INCENTIVES & AWARDS

7.1 Cash Award for Acquiring Higher Qualification
7.2 Incentive for Adoption of Small Family Norms
7.3 Performance Linked Incentive Schemes (PLIS)
7.4 Qualification Incentive Allowance
7.5 Awards

CHAPTER - 8 CAREER GROWTH AND PROGRESSION

8.1 Scientific and Technical employees
8.2 Non Technical employees

CHAPTER - 9 STATUTORY BENEFITS AND SOCIAL
SECURITY SCHEMES

9.1 Provident Fund Scheme
9.2 Deposit Linked Provident Fund Insurance Scheme
9.3 Gratuity Scheme
9.4 Group Savings Linked Insurance Scheme
9.5 DAE Employees Family Relief Scheme
9.6 House Building Advance Insurance Scheme
9.7 Payment of Ex-gratia in deserving cases to Families of Employees
who Die While in Service and missing employees.

CHAPTER - 10 NPCIL (CONDUCT) RULES, 1994

10.1 Scope of Service
10.2 Basic Rules of Conduct
10.3 Do's and Don'ts under the Conduct Rules

CHAPTER - 11 VIGILANCE

CHAPTER - 12 SEVERANCE

12.1 Retirement on attaining the age of superannuation
12.2 Resignation
12.3 Premature Retirement Scheme

CHAPTER 13 INTEGRATED BUSINESS APPLICATION (IBA)

CHAPTER 14 MISCELLANEOUS

14.1 NOC for Passport
14.2 Permission for visiting foreign countries
14.3 Procedure for Change of Name
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11


PREFACE

HR Policy Group brings out a fresh edition of NPCIL HR Hand book every
year in the month of July-August when new talent is inducted for training ever
since the first edition was brought out in September 2006. The Hand book
covers topics such as Organisational Structure, Employee Compensation,
Perks, Privileges and fringe benefits, Career Progression, Social Welfare
schemes, Integrated Business Application (IBA) etc.

The present edition comes to you with updated information on the topics
covered in the Handbook besides inclusion of certain additional topics like
PLIS, NPCIL Leave Rules etc., which will be immensely useful to the employees
in getting brief idea on these topics.

It is reiterated that the matters presented here are in brief and meant to
give the employees first hand information on the relevant provisions and is not
meant for authoritative quotation for claiming or processing their entitlements.
For accurate and specific reference, the concerned Scheme/HQI may have to be
referred.

Suggestions for improving the Handbook are most welcome.


Corporate HR Policies Group
Directorate of Human Resource


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CHAPTER 1

KNOW YOUR ORGANISATION

1.1 Organisation History

The Atomic Energy Act was enacted in the year 1948 with the
objective of providing for the development, control and use of
atomic energy for the welfare of the people of India and for other
peaceful purposes. In pursuance of the Act, the Atomic Energy
Commission was set up in August 1948. The Atomic Energy
Commission was entrusted with the responsibility of policy
making in the matter of atomic energy. It was later decided that
a separate Department, with full powers of a Ministry of the
Government of India, should be set up entrusting it with the
responsibility of development of atomic energy for peaceful
purposes. Thus, the Department of Atomic Energy (DAE) came
into existence in August 1954 under the direct charge of the
Prime Minister.

The Atomic Energy Commission was reconstituted in 1958 with
full executive and financial powers. The major functions and
activities of the DAE are Nuclear Power Programme, Research and
Development, Industrial and Mineral Sector Development,
Regulation and Safety and the management of the Public Sector
Undertakings set up under DAE.

The responsibility for implementation of the Nuclear Power
Programme was entrusted to the erstwhile Power Projects
Engineering Division (PPED), which was later converted into the
Nuclear Power Board (NPB) and now, the Nuclear Power
Corporation of India Limited (NPCIL).

NPCIL was incorporated as a public limited company wholly
owned by the Government of India, under the Companies Act
1956 and commenced its business with effect from September 17,
1987.

The Company is managed by the Board of Directors. In forming
the Company in 1987, all the assets (with the exception of RAPS-
1) of NPB were transferred to NPCIL with 50 per cent of the value
of the assets being treated as equity and the remaining as loan in
perpetuity from the Government. RAPS-1, being the first
Pressurised Heavy Water Reactor, was retained by the
Government of India and this unit is being managed by NPCIL on
behalf of DAE.

The composition of the NPCIL Board of Directors is broad based.
It includes representatives from BARC, Central Electricity
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Authority, Planning Commission, Ministry of Power, Ministry of
Environment and Forests etc. for effective interfacing with the
Power Sector as a whole in the country and also R&D sector of
DAE.

The Registered Office of the Company is at 16
th
Floor, Centre 1,
World Trade Centre, Cuffe Parade; Mumbai 400 005 and its
Corporate Office is at Nabhikiya Urja Bhavan and Vikram
Sarabhai Bhavan, Anushaktinagar, Mumbai 400 094. The
authorised share capital of the company is ` 15000 Crores and
paid up share capital is ` 10145 Crores. Total assets of the
Company are of ` 41,894 Crores and Net Worth ` 22162 Crores
as on 31.03.2011.

After formation of the Company, a massive programme of setting
up Nuclear Power Reactors was launched. A focussed approach
was adopted to have all-round improvement in operations and
maintenance, safety, finance, etc. which will also generate
internal surplus besides establishing the viability of nuclear
power as a long term strategy. NPCIL has gained significant
experience in setting up PHWRs and operating them. This
technology has achieved a state of maturity. With a view to
achieve faster capacity addition, widening the options and to be
able to access external funds, it was decided to launch 2 x 1000
MWe Units in co-operation with the Russian Federation. This
project is under construction at Kundankulam, Tamil Nadu.
With the commissioning of RAPS 6, number of nuclear power
reactors in commercial operation in the country, has increased to
nineteen (19) with a total installed capacity 4560 MWe. With
nineteen reactors, India has joined group of the USA, France,
Japan, Russian Federation, Republic of Korea and United
Kingdom in terms of number of reactors in operation. Out of
total capacity of 4560 MWe, 1180 MWe capacity from six reactors
(units 1 to 6) is at single site at Rawatbhata, Rajasthan.

DAEs Vision 2020 envisages setting up 20000 MWe installed
capacity by the year 2020. However, the current thinking is to
have a far higher installed capacity by that date in the wake of
the increased international co-operation for accelerating the
nuclear power programme of the country. There are, thus, great
opportunities unfolding before the Company.

1.2 Core Business

The Core Business of NPCIL is power generation through nuclear
technology at its nuclear power reactors located across India.
The power is fed into the regional grids and is shared by various
States as per the allocation done by the Ministry of Power,
Government of India and agreement with beneficiary States.
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1.3 Mission

To develop Nuclear Power Technology and produce in a self-
reliant manner nuclear power as a safe, environmentally benign
and economically viable source of electrical energy to meet the
growing electricity needs of the country.

1.4 Vision

To set up 20000 MWe Nuclear Power capacity by the year 2020.

1.5 Objectives

To optimise power generation and profitability from nuclear
power stations in operation with a motto of achieving
excellence in safety first and production next, commensurate
with the organisational goal.

To increase nuclear power generation capacity in the country
consistent with available resources in a self reliant, safe,
economical and rapid manner in keeping with the growth of
energy demand in the country.

To continue and strengthen Quality Assurance (QA) activities
relating to nuclear power programme, within the
organisation and those associated with it.

To develop technical personnel at all levels through an
appropriate Human Resource Development (HRD)
programme in the organisation with a view to further
improving the skills and performance consistent with the
high technology operation.

To continue and strengthen the environmental protection
measures relating to nuclear power generation.

To continue and strengthen the Public Awareness
Programmes for enhancing and improving the public
perception of Nuclear Power in the country.

To share appropriate technological skills and expertise at
national and international levels.

To explore and promote participation of Indian Industry,
State Electricity Board and other Public Sector Undertakings
in the Nuclear Power capacity addition programme by
forming Joint Venture Projects.

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To coordinate and endeavour to keep the sustained
association with R&D units, Fuel and Heavy Water Units for
supplementing these inputs on continuous basis.

1.6 Organisation Structure at Headquarters

Chairman and Managing Director is the Chief Executive of the
Company. Director (Technical), Director (Finance), Director
(Projects), Director (Operations) and Director (Human Resource)
represent the Company in the Board of Directors among the other
part time Directors appointed by the Government.

Directors, Senior Executive Directors and/or Executive Directors
head the various corporate functional directorates at
Headquarters. Major corporate functional directorates are
Technical, Engineering, Projects, Operations, Human Resource,
Finance, Contracts and Materials Management, Procurement,
Quality Assurance, Research and Development, Knowledge
Management, Safety, Corporate Services, Corporate Planning,
Rehabilitation & Resettlement and Vigilance.

1.7 Organisation Structure at Power Stations

Site Executive Director (More than three twin units)
Site Director (Two to three twin units)

Station Director (Twin unit)

Chief Superintendent

Maintenance
Superintendent
Operation
Superintendent
Technical
Services
Superintendent
Quality
Assurance
Superintendent
Training
Superintendent

Other functional Heads reporting to Unit Head
Human
Resource
Finance and
Accounts
Contracts and Materials
Management
Medical
Superintendent


1.8 Organisation Structure at Power Projects

A Power Project is normally headed by a Project Director. The
Project Director is assisted by a Chief Construction Engineer.
Chief Engineers or Additional Chief Engineers head the various
functional Groups like Civil, Mechanical, Electrical, Erection, etc.
In the advanced construction stage, the Operation and
Maintenance (O&M) organisation is also set up in parallel, for
ensuring smooth transition from the construction phase to the
commissioning phase and then to the O&M phase. The Human
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Resource, Finance and Contracts and Materials Management
Groups are headed by officers at the level of Additional General
Manager or Deputy General Manager in Projects.

1.9 Directorate of Human Resource

The Directorate of Human Resource is headed by the Director
(Human Resource), who advises CMD and the top management
on all Human Resource matters. The Director (Human Resource)
is aided and assisted by different functional groups at
Headquarters and Human Resource groups at the Units.

The Corporate objectives of the Directorate of Human Resource
are -

Acquire the right personnel in terms of qualification, skill, etc.

Develop such personnel by way of training to improve and
sharpen their capabilities and motivate them to perform
various functions efficiently and effectively and improve
productivity

Evolve and nurture a suitable participative style of
management to create harmonious working relationship.

Objectively evaluate the performance of the employees and
facilitate their career development.

Develop an organisational culture in which teamwork is
effective.

Create a sense of belongingness among the employees to give
an impetus towards organisational effectiveness and
organisational goals.

1.10 Present Operating Capacity

The present operating capacity of the Company is 4560 MWe with
19 reactors in operation as detailed below :
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1.11 Capacity Addition

The following projects are under different stages of construction
adding to the generation capacity of the Company by 4800 MWe.

Name of the Project Location Units Capacity
Kudankulam Nuclear Power
Project
Kudankulam
Tamil Nadu
Unit 1 1000 MWe
Unit 2 1000 MWe
Kakrapar Atomic Power Project Kakrapar Gujarat
Unit 3 700 MWe
Unit 4 700 MWe

Rajasthan Atomic Power Project

Rawatbhata Unit 7 700 MWe
Rajasthan Unit 8 700 MWe


Name of the
Station
Location Units First
Criticality
date
Commerci
al
Operation
Date
Installed
/Re-rated
capacity
Tarapur
Atomic Power
Station
Tarapur
Maharashtra
Unit 1 01.02.1969 28.10.1969 160 MWe
Unit 2 28.02.1969 28.10.1969 160 MWe
Rajasthan
Atomic
Power Station
Rawatbhata
Rajasthan
Unit 1 11.08.1972 16.12.1973 100 MWe
Unit 2 08.10.1980 01.04.1981 200 MWe
Unit 3 24.12.1999 01.06.2000 220 MWe
Unit 4 03.11.2000 23.12.2000 220 MWe
Unit 5 24.11.2009 04.02.2010 220 MWe
Unit 6 23.01.2010 31.03.2010 220 MWe
Madras
Atomic Power
Station
Kalpakkam
Tamil Nadu
Unit 1 02.07.1983 27.01.1984 220 MWe
Unit 2 12.08.1985 21.03.1986 220 MWe
Narora
Atomic Power
Station
Narora,
Uttar
Pradesh
Unit 1 12.03.1989 01.01.1991 220 MWe
Unit 2 24.10.1991 01.07.1992 220 MWe
Kakrapar
Atomic Power
Station
Kakrapar
Gujarat
Unit 1 03.09.1992 06.05.1993 220 MWe
Unit 2 08.01.1995 01.09.1995 220 MWe
Kaiga
Generating
Station
Kaiga
Karnataka
Unit 1 26.09.2000 16.11.2000 220 MWe
Unit 2 24.09.1999 16.03.2000 220 MWe
Unit 3 26.02.2007 06.05.2007 220 MWe
Unit 4 27.11.2010 20.01.2011 220 MWe
Tarapur
Atomic Power
Station
Tarapur
Maharashtra
Unit 4 05.03.2005 12.09.2005 540 MWe
Unit 3 21.05.2006 18.08.2006 540 MWe
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1.12 Upcoming Projects


Name of the New Projects/ New Sites Location
New Projects
Jaitapur Nuclear Power Project
Jaitapur
Maharashtra
KKNPP 3&4
Kudankulam,
Tamil Nadu
New Sites
Andhra Pradesh Kovvada
Gujarat Chhaya-Mithi Virdi
Haryana Kumharta
Madhya Pradesh Bargi
West Bengal Haripur
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CHAPTER 2

GENERAL CONDITIONS OF SERVICE


2.1 Classification of posts

Posts in the Company have been classified into three Groups, as
below:-

S
N
Classification
Pay Scale/
Pay Band
covered (`)
Grade Pay
(`)
1 Group A
80000
Nil 75500-80000
67000-79000
37400-67000 10000, 8900, 8700
15600-39100 7600, 6600, 5400
2 Group B 9300-34800 5400, 4800, 4600, 4200
3 Group C 5200-20200
2800, 2400, 2000, 1900,
1800

All Group `D employees are upgraded to Group `C scales
subsequent to 6
th
CPC revision of scales of pay.

2.2 Medical examination on appointment

Appointment to any post in the Company is subject to the
candidate being found medically fit. The candidates selected for
appointment in the Company will, therefore, have to undergo
medical examination by designated Medical Authorities.

2.3 Probation and confirmation

Directly recruited Company employees will be placed on
probation for a period of one year. Probation will be closed, if the
conduct and performance of the employee is found to be
satisfactory during the period of probation and subject to receipt
of satisfactory Character and Antecedents Verification report from
the Police and IB failing which probation will be extended or
services will be terminated.

2.4 Periods and hours of work and holidays

Periods and hours of work will be fixed by the Management,
taking into consideration the functional requirements, subject to
statutory provisions and directives.

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The employees in Headquarters are required to work for 8
hours a day, with half an hour lunch break, for five days a week.
The employees in the Projects and Stations are required to work
for 8 hours a day, with half an hour lunch break, for six days a
week. Second Saturdays will, however, be holidays for the
employees in Projects and Stations.

Employees may be required to work in shifts, as may be decided
by the Management from time to time.

Holidays to be observed are notified separately for Headquarters
and each Site/Station/Project.

2.5 Entry, exit and search

Entry to and exit from the Company premises is regulated by
Time Attendance Management System and in accordance with the
security requirements of the concerned Units/offices. Employees
are required to comply with these regulations strictly.

Employees are also liable to be searched/frisked while entering or
leaving the Company premises or while in the premises, in
accordance with the security requirements.

2.6 Transfer of employees

Company employees are liable for transfer from one office to the
other or from one Unit to the other or from one location to the
other, depending upon the organisational requirements. Transfers
and movements of employees within the organisation also provide
opportunities for the employees to gain wider exposure and
experience leading to their growth and development. Employees
transferred in the interest of the Company will be eligible for
joining time and transfer TA, as per the Company rules.















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CHAPTER 3

PAY & ALLOWANCES


3.1 Standard designations and scales of pay

All scales of pay are Central Government pay scales, notified
under CCS Revised (Pay) Rules, 2008, as amended from time to
time.

(A) Scientific Posts

Grade
Pay Scales/Pay Band
(`)
Grade
Pay
Chairman and Managing
Director
Apex
Scale
80000 Nil
Distinguished Scientist
HAG +
Scale
75500-80000
(Annual
increment @
3%)
Nil
Outstanding Scientist
HAG
Scale
67000-79000
(Annual
increment @
3%)
Nil
Scientific Officer/Engineer
H+
PB 4 37400-67000
10000
+
Special
Pay `
4000
Scientific Officer/Engineer H PB 4 37400-67000 10000
Scientific Officer/Engineer G PB 4 37400-67000 8900
Scientific Officer/Engineer F PB 4 37400-67000 8700
Scientific Officer/Engineer E
Technical Officer 'E'
PB 3 15600-39100 7600
Scientific Officer/Engineer D
Technical Officer 'D'
PB 3 15600-39100 6600
Scientific Officer/Engineer C
Technical Officer 'C'
PB 3 15600-39100 5400
Scientific Officer/Engineer
SB
Technical Officer 'B'
PB 2 9300-34800 4800
The pay scales mentioned above for Scientific Officers/Engineers
are also applicable to Medical Officers in equivalent grades




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(B) Technical

Grade
Pay
Scales/Pay
Band (`)
Grade
Pay
SA/G, FM/E, Technical Supervisor/B
(Drawing), Technical Supervisor/B,
Matron, CFO/B, DCFO/C, Technical
Officer/E (Fire)
PB 3
15600-
39100
7600
SA/F, FM/D, Technical Supervisor/A
(Drawing), Technical Supervisor/A, CFO/A,
DCFO/B, Station Officer/C, Sister-in-
charge/B, Assistant Matron/B, Technical
Officer/D (Fire)
PB 3
15600-
39100
6600
SA/E, FM/C, DM/E, Sr Technician/J,
DCFO/A, Station Officer/B, Sister-in-
charge/A, Nurse D, Auxiliary Nurse/H
PB 3
15600-
39100
5400
Nurse C, Pharmacist/F, Auxiliary
Nurse/G
PB 2
9300-
34800
5400
SA/D,FM/B, DM/D, Senior Technician/H,
Station Officer/A, Pharmacist/E,
Supervisor D (CM), Sister-in-charge/A,
Sub-Officer/D, Nurse/B, Auxiliary Nurse/F
PB 2
9300-
34800
4800
SA/C, FM/A, DM/C, Technician/G,
Supervisor C (CM), Pharmacist/D, Sub-
Officer/C, Leading Fireman/D, Nurse/A,
Auxiliary Nurse/E
PB 2
9300-
34800
4600
SA/B, AFM, Charge Hand, DM/B, DM/B1,
Technician/F, Technician/F1, Supervisor
B(CM), Supervisor/B1(CM), Sub-Officer/B,
Sub-Officer/B1, Leading Fireman/C,
DCO/D, Fireman/E, Nurse/B,
Pharmacist/C, Pharmacist/C1
PB 2
9300-
34800
4200
Technician/D, DCO/C, Leading
Fireman/B, Fireman/D, Nurse/A, Auxiliary
Nurse/D, Pharmacist/B
PB 1
5200-
20200
2800
Technician/C, DCO/B, Leading
Fireman/A, Fireman/C, Auxiliary Nurse/C
PB 1
5200-
20200
2400
Technician/B, DCO/A, Fireman/B,
Auxiliary Nurse/B, Tracer
PB 1
5200-
20200
2000
Technician/A, Auxiliary Nurse/A,
Fireman/A
PB 1
5200-
20200
1900
Legend:
SA= Scientific Assistant, DM = Draughtsman, FM = Foreman, CM=
Cosmetic Maintenance, DCO = Driver-cum-Operator




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(C) Non-Technical

Grade
Pay Scales/Pay
Band (`)
Grade
Pay
General Manager
PB 4
37400-
67000
10000
Additional General Manager
PB 4
37400-
67000
8900
Deputy General Manager
PB 4
37400-
67000
8700
Senior Manager, Senior
Principal Private Secretary
PB 3
15600-
39100
7600
Manager, Principal Private
Secretary
PB 3
15600-
39100
6600
Deputy Manager, Hindi Officer
PB 3
15600-
39100
5400
Senior Private Secretary,
Sr .Assistant Grade 2
PB 2 9300-34800 5400
Assistant Manager, Private
Secretary, Sr. Assistant Grade
1, Sr. Hindi Translator
PB 2 9300-34800 4800
PA, Assistant Grade 3, Jr.
Hindi Translator
PB 2 9300-34800 4600
Steno Gr.2, Assistant Grade 2 PB 2 9300-34800 4200
Steno Gr.1, Assistant Grade 1 PB 1 5200-20200 2400

(D) Auxiliary

Grade Pay Band (`)
Grade
Pay
ASO Gr IV
PB 2
9300-34800
5400
ASO Gr III
PB 2
9300-34800
4800
ASO Gr II
PB 2
9300-34800
4600
Spl Gr. Driver, Sr.CA, ASO Gr. I PB 2 9300-34800 4200
Dvr Gr. III, Sr Attendant/B, Sr
Hospital Attendant/B
PB 1 5200-20200 2800
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Dvr Gr.II, Halwai(Ck) Gr.C, Sr
CA, Sr Attendant/A, Sr
Hospital Attendant/A
PB 1 5200-20200 2400
JCA/B, Halwai (Cook) Gr. B,
Attendant/C, Hospital
Attendant/C
PB 1 5200-20200 2000
Driver Gr. I, Helper/E, JCA/A,
Halwai (Cook) Gr. A, Wman/E,
Attendant/B, Hospital
Attendant/B
PB 1 5200-20200 1900
Canteen Attendant/A/B/C,
Watchman/A/B/C/D,
Attendant/A, Hospital
Attendant/A
PB 1 5200-20200 1800


3.2 Fixation of pay

Entry Pay - Section III of CCS (RP) Rules, 2008


Grade Pay

Pay in the Pay Band

Total
PB 1 (` 5200-20200)
1800 5200 7000
1900 5830 7730
2000 6460 8460
2400 7510 9910
2800 8560 11360
PB 2 (` 9300-34800)
4200 9300 13500
4600 12540 17140
4800 13350 18150
PB 3 (` 15600-39100)
5400 15600 21000
6600 18750 25350
7600 21900 29500
PB 4 (` 37400-67000)
8700 37400 46100
8900 40200 49100
10000 43000 53000
12000 47100 59100

Fixation of pay on promotion will be done in the following
manner:

(a) One increment equal to 3% of the sum of the pay in
the pay band and existing grade pay will be
computed and rounded off to the next multiple of 10.
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This will be added to the existing pay in the pay
band. The grade pay corresponding to the promoted
post will thereafter be granted in addition to the pay
in the pay band.

(b) In cases, where promotion involves change in the pay
band also, the pay will be fixed as at (a) above.
However, if the pay in the pay band after adding the
increment is less than the minimum of the higher
pay band to which promotion is taking place pay in
the pay band will be stepped up to such minimum.

(c) In case of promotion from PB 4 to HAG after adding
one increment in the manner @ 3% of sum of the pay
in the pay band and grade pay applicable rounded off
to next multiple of 10, the pay in the pay band and
existing grade pay will be added and the resultant
figure will become the basic pay in HAG +. This shall
not exceed ` 80000, the maximum of the scale. For
Medical Officers in receipt of NPA (Non Practising
Allowance), Pay + NPA shall not exceed ` 85000.

The employees on promotion shall have an option for
fixation of their pay either from the date of promotion or
from the date of accrual of increment. The options for pay
fixation on promotion can be exercised online through IBA.

3.3 Annual increment

General Principles

(a) On initial appointment, the first increment will be
granted on completion of minimum 6 months and
above service as on 1
st
July of the year. However, the
grant of such increment will be subject to satisfactory
completion of probation period.

(b) Annual Increment in all cases is drawn on 1
st
July
every year except where it is specifically ordered
otherwise.

(c) Extraordinary leave without medical certificate and
dies-non period will not count for increment.

(d) Increments could be withheld as a measure of
penalty either with cumulative effect or without
cumulative effect.


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3.4 Stagnation

If an employee reaches maximum of the pay band, he/she shall
be placed in the next higher pay band after one year of reaching
the maximum. At the time of placement in higher pay band,
benefit of one increment will be provided. Thereafter, the
employee continues to move in the higher pay band till his pay in
the pay band reaches the maximum of Pay Band 4, after which
no further increments will be granted.

3.5 Additional increments to Scientific officers/Engineers
/Technical Officers

Additional incentive in the form of two increments is allowed to
Scientific Officers/Engineers/Technical Officers in the grades
from D to G w.e.f 01.01.2006 as under :

S N Grade Amount of incentive admissible (`)
1 SO/Engineer/TO D 1520
2 SO/Engineer/TO E 1770
3 SO/Engineer/TO F 2770
4 SO/Engineer/TO G 2950

These two increments are not to be merged with basic pay and
will not be taken into consideration for pay fixation.

3.6 Additional increments to Executive/Stipendiary Trainees on
successful completion of training

As per the present policy, Executive Trainees are sanctioned up to
a maximum of three additional increments on their absorption as
SO/C on successful completion of training. The actual number of
additional increments would be based on the performance of the
trainees during training. Better the performance, higher the
number of increments.

A similar provision exists for Stipendiary Trainees (Scientific
Assistants and Technicians).

3.7 Dearness Allowance

DA is revised twice a year, payable from 1
st
January and 1
st
July.
At present DA rate is 51% of basic pay (pay in the pay band +
Grade Pay + NPA) with effect from 1
st
January 2011.

3.8 House Rent Allowance (HRA)

HRA is payable if Government/Company accommodation is not
occupied by the employee or spouse. HRA is not admissible if the
- 20 -
employee is residing in accommodation allotted to his/her
parents, son/daughter by the Central/State Government,
Autonomous bodies, PSUs or Semi-Government organisations.

Classification* of
Cities/Towns
Rate of HRA as a % of Basic Pay +
NPA, where applicable
X 30%
Y 20%
Z 10%

*As classified by Government of India for HRA purpose from time
to time.

3.9 City Conveyance Allowance

City Conveyance Allowance is payable to employees borne on the
rolls of NPCIL Headquarters at following rates:

Category
Amount of City Conveyance
Allowance (per month)
Employees not
provided with
Company
transport
facility
Employees
provided with
Company
transport
facility
Officers in the rank of EDs and
above (who are entitled for
independent vehicles)
-- ` 3300
Employees drawing grade pay of
` 5400 and above (excluding EDs
and above)
` 4500 ` 2100
Employees drawing grade pay of
` 4200, ` 4600 and ` 4800 and
those drawing Grade Pay below
` 4200 but drawing pay in the
pay band equal to ` 7440 &
above
` 2500 ` 1300
Employees drawing grade pay
below ` 4200
` 1050 ` 570

Site Conveyance Allowance

Site Conveyance Allowance is payable to employees borne on the
rolls of NPCIL Sites/Stations/Projects at the following rates:





- 21 -
Category Amount of Site Conveyance Allowance
Employees not
provided with
Company
transport facility
Employees
provided with
Company
transport facility
Officers in the rank of Chief
Superintendent, Chief
Construction Engineers,
Station Directors, Project
Directors and Site Directors
--
` 2800

Employees drawing grade
pay of ` 5400 and above
(excluding officers who are
entitled for independent
vehicles)
` 4000

` 1600

Employees drawing grade
pay of ` 4200, ` 4600 and
` 4800 and those drawing
Grade Pay below ` 4200 but
drawing pay in the pay band
equal to ` 7440 & above
` 2000

` 800

Employees drawing grade
pay below ` 4200
` 800

` 320


General conditions :

The City/Site Conveyance Allowance shall not be paid during
EOL, Unauthorised Absence/Dies-non and suspension.

Blind or orthopaedically handicapped employees who are not
provided with transport shall be paid the allowance at double the
normal rate (the rate at which the allowance is payable for the
employees not availing transport). Where, however, Company
transport is provided, the allowance to such employees shall be
paid at the normal rate at par with other employees.


3.10 Site Location Allowance

Site Location Allowance is payable @ 10% of Basic Pay + NPA to
all the NPCIL employees borne on the rolls of the Construction
Projects, Operating Stations and New Sites.

3.11 Washing allowance

With effect from 01.12.2008 washing allowance is payable to
eligible employees who have been provided work wears/uniforms,
@ ` 130/- per month.

- 22 -
3.12 Cash Handling Allowance to Cashiers

Asst. Grade 1, who are required to perform the duties of Cashier
are eligible to draw the cash handling allowance at the following
rates with effect from 01.09.2008 :

Amount of average monthly cash disbursed Rate per month
Up to ` 50,000 150
Over ` 50,000 and up to ` 2,00,000 300
Over ` 2,00,000 and up to ` 5,00,000 400
Over ` 5,00,000 and up to ` 10,00,000 500
Over ` 10,00,000 600


3.13 Non-practising Allowance (NPA)

Medical officers of the Company are paid NPA @ 25% of Basic Pay
(Pay in the Pay Band + Grade Pay) subject to the condition that
Basic Pay plus NPA does not exceed ` 85000 p.m.

3.14 Special allowance for Scientific Officers/Engineers in the
grade of SO/H+

A special allowance of ` 4000/- per month is allowed to Scientific
Officers/Engineers in SO/H+ grade in the scale of pay of ` 37400-
67000 with ` 10000 as Grade Pay, in lieu of a separate higher pay
scale. This allowance is to be continued till the officers are
promoted to the grade of Outstanding Scientist.

3.15 Night Duty Allowance

Night duty allowance is given to the employees drawing pay up to
` 6800/- p.m. (pre-revised) who perform duties between 2200 hrs
and 0600 hrs.

Rate per hour is calculated on the basis of Pay & DA appropriate
to the pre-revised pay at the relevant point. In the case of
employees who joined Company service after 01.01.1996, notional
pay in the pre-revised scale of pay will be considered.

3.16 Update Allowance

The Allowance is granted with the objective of helping the
employees to keep themselves updated in the field of nuclear
sciences and technology and related fields and widen their
horizon. The current rates are as given below :


- 23 -
S
N
Category Pay Band
Grade Pay
`
Amount in
Rupees per
annum (`)
1
All Scientists/
Engineers
Apex scale
HAG + scale,
HAG scale
Nil
30000
SO/H + 37400-67000
10000 +
(` 4000 SP)
2
All Scientists/
Engineers
SO/F to SO/H
37400-67000
10000
8900
8700
20000
3
All Scientists/
Engineers/
Technical
Officers
(SO/C to SO/E)
15600-39100
7600
6600
5400
10000
4
All Scientific and Technical personnel below
the grade of SO/C and all Non-Technical
Officers and employees (irrespective of their
pay scales).
5000



3.17 Patient Care Allowance

Employees in Group "C" (Non-Ministerial) working in Company
Hospitals and involved in patient care duties excluding Nursing
Staff and those who are receiving Night Duty Allowance are
eligible for Patient Care Allowance @ ` 690/- per month.


3.18 Allowances for Nursing personnel

Nursing personnel working in the Hospitals / Institutions are
eligible for the following allowances:

(a) Nursing Allowance @ ` 3200/- per month

(b) Uniform Allowance @ ` 500/- per month

(c) Washing Allowance @ ` 300/- per annum


3.19 Charge Holding Allowance

O&M personnel who are licensed and qualified and are
given the charge of the main plant during round-the-clock
shift of main plant as well as declared/ rostered shift duty
of FHU will be eligible to receive Charge Holding Allowance.
- 24 -

Employees in the FHU rostered shift shall be eligible for the
Charge Holding Allowance only if they cover a minimum of
Morning and Evening Shift in the cyclic order OR any two
shifts continuously, if not the total shift of Morning,
Evening and Night Shift duty.

The Allowance will be payable during leave, based on the
leave salary drawn subject to deductions stipulated. The
Allowance shall not be payable during suspension. In case
an employee rostered for shift duty absents from the full
cycle of 25 days in a month he will not be eligible for the
Charge Holding Allowance.

An employee who is in receipt of the Charge Holding
Allowance, in accordance with the provisions of HQI, will
become ineligible for the Allowance, from the day he is
taken out from round-the-clock shift duties.

The rate of Charge Holding Allowance payable is as
follows:-

O&M Qualification
category
Charge Holding
Allowance
Level - I (Sr.SCE/SCE)
` 4,000/- pm
Level - II (ASCE/ASCE(F))
` 3,500/- pm
Level - III (CE/CE(F))
` 3,000/- pm

Level - IV (FO/FO(F))
` 800/- pm (including
Night Duty Allowance
received under the extant
orders)
Level - V (SO/SO(F))
` 200/- pm (excluding
Night Duty Allowance
received under the extant
orders)

The following deductions are effected from the prescribed
monthly amount of Charge Holding Allowance for the
different levels where the concerned employees do not
attend the prescribed/rostered night shift duties.

- 25 -
O&M
Qualification
category
Charge Holding
Allowance
(Per Month)
Deduction to be
effected per night
shift duty not
attended
Level - I ` 4,000/- ` 400/-
Level - II ` 3,500/- ` 350/-
Level - III ` 3,000/- ` 300/-

In respect of non-Licensed positions, i.e. Level IV and Level
V the above deductions are not applicable. In respect of the
Fuel Handling Unit personnel, the above deduction is
applicable to the rostered second shift not attended, in lieu
of night shift.



































- 26 -
CHAPTER 4

EMPLOYEE BENEFITS & FACILITIES

4.1 Medical Facilities

Medical facilities to NPCIL employees and members of their families
are provided under the Contributory Health Service Scheme
(CHSS). Under the Scheme, fully fledged hospitals catering to
employees and their family members function in Mumbai (run by
BARC) as well as most other places where NPCIL Projects/Stations
are located. For speciality/super speciality services, these hospitals
have tie-ups with speciality/super speciality hospitals around the
respective locations.

Family for the purpose of benefits under the Scheme includes,
besides the employee, spouse, children (restricted to two) up to the
age of 25 years. Beyond the age of 18 years, facility will not be
available to children if they are gainfully employed. Gainfully
employed means where the monthly income is more than ` 8000/-.
Parents can also be included in the definition of Family provided
they normally reside with the employee and their monthly
recurring income does not exceed ` 8000/-. Parents of a married
female employee would also be entitled to the benefits of the
scheme if they continue to be wholly dependent and permanently
reside with the female employee after her marriage. She will
however, have an option to include either her parents or her
parents-in law for the CHSS benefits. Such option once exercised
is final.

Employees have to contribute 1% of their Basic Pay per month
towards the Scheme.

Retired employees can also avail facilities under the Scheme on
payment of annual contribution or life time contribution.

Facilities available under the Scheme include outpatient treatment
and provision of medicines, hospitalisation, pathological,
radiological and other diagnostic tests, specialist consultation and
treatment, special facilities for treatment of acute or chronic
diseases, maternity benefits, reimbursement of expenditure for
obtaining treatment from outside in emergency, etc.

At present CHSS facilities are available in Mumbai, all
Sites/Stations/Projects, Delhi, Kolkata, Chennai, Hyderabad,
Secunderabad, Bengaluru, Baroda and Hazira. Wherever CHSS
facilities are not available, medical facilities are provided under
Central Services (Medical Attendance) Rules.

- 27 -
NPCIL Contributory Medical (Retired Employees) Scheme, 2009 has
also been introduced for the benefit of all retired employees of the
Company with effect from 01.04.2009. This scheme is applicable
to all retired employees who intend to settle/are settled beyond 16
Kms from CHSS/NPCIL Hospital. All such retired employees can
choose their Authorised Medical Attendant (AMA), Hospital and
Pathological Laboratory at the place of their settlement after
retirement. The medical expenditure on this account will be
limited to a sum fixed from time to time for outpatient treatment
and indoor treatment separately.

4.2 Leave Rules

General Principles

Leave will be granted in the normal circumstances, as leave
is necessary for rest and recuperation. However, leave
cannot be claimed as a matter of right. When exigencies of
service so require, Leave Sanctioning Authority may refuse
any kind of leave or revoke sanctioned leave. However, the
Leave Sanctioning Authority will not alter the kind of leave
applied for except on the written request of the employee.

Conversion of one kind of leave into another kind may be
permitted if such conversion is applied within 30 days of
the expiry of the relevant spell of leave, subject to
adjustment of leave salary.

Combination of different kinds of leave is permissible.
However, Casual Leave, which is not recognised as leave,
shall not be combined with any other kind of leave.
However, Special Casual Leave may be combined with other
kinds of leave.

Acceptance of employment while on leave is prohibited.

Holidays may be prefixed and/or suffixed to the leave.

An employee who has been granted leave on medical
grounds should produce medical certificate of fitness before
resuming duty.

Unless the Leave Sanctioning Authority extends the leave,
an employee who remains absent after the end of leave
shall not be entitled to leave salary for the period of such
absence and that period shall be debited against his leave
account as though it were Half Pay Leave to the extent such
leave is due and the period in excess of such leave will be
treated as Extraordinary Leave.
- 28 -

Wilful absence from duty after the expiry of leave renders
an employee liable for disciplinary action.

Entitlements as per NPCIL Leave Rules

Earned Leave: An employee is entitled for Earned Leave of
30 days in a year credited in advance @ 15 days each on 1
st

January and 1
st
July. The advance credit is at the rate of
2 days for every complete calendar month available in
the half year if the employee joins service after 1
st

January/1
st
July. In case of cessation/retirement also, the
leave is credited similarly. The credit will be reduced by
1/10
th
of the period of EOL availed/dies-non ordered
during the previous half-year, subject to a maximum of 15
days. Maximum permissible accumulation of Earned Leave
is 300 days.

Where the EL at credit as on 31
st
December or 30
th
June is
300 days or less but more than 285 days, the advance
credit of 15 days to be given on 1
st
January or 1
st
July will
be kept separately and first adjusted against the leave
availed during that half year and the balance, if any,
credited to the leave account, ensuring that the total leave
at the credit does not exceed 300 days.

Half Pay Leave: An employee is entitled for Half Pay Leave
of 20 days in a year credited in advance @ 10 days each on
1
st
January and 1
st
July. The advance credit is at the rate
of 5/3 days for every complete calendar month available in
the half year if the employee joins service after 1
st

January/1
st
July. In case of cessation/retirement also, the
leave is credited similarly. The credit will be reduced by
1/18
th
of the period of dies-non ordered during the previous
half-year, subject to a maximum of 10 days. There is no
ceiling for accumulation of HPL.

Commuted Leave: Commuted leave can be taken on
medical grounds subject to production of medical certificate
from prescribed medical authorities. When Commuted
Leave is availed, twice the amount of the leave shall be
debited against HPL due. HPL up to a maximum of 180
days may be commuted during the entire service without
production of medical certificate where such leave is availed
for pursuing an approved course of study.

Leave Not Due: Leave not due, subject to a maximum of
360 days during the entire service may be granted on
medical certificate, where Leave Sanctioning Authority is
- 29 -
satisfied that there is a reasonable prospect of the employee
returning to duty. The leave shall further be limited to the
HPL likely to be earned. Leave not due shall be debited
against HPL that the employee may earn subsequently.

Extraordinary Leave: EOL may be granted in special
circumstances when no other leave is admissible or when
the employee applies in writing for grant of EOL. No leave
salary is payable during the period of EOL.

Maternity Leave: Female employees with less than two
surviving children are entitled for Maternity Leave for a
period of 180 days. Maternity Leave not exceeding 45 days
may be availed by a female employee irrespective of the
number of surviving children, during the entire service of
the employee in case of miscarriage, including abortion, on
production of medical certificate. Maternity Leave may be
combined with any other kind of leave. Leave of any kind
due and admissible, including commuted leave for a period
not exceeding 60 days and leave not due, may be availed in
continuation of Maternity Leave up to a maximum of two
years.

Child Adoption Leave: A female employee with less than
two surviving children, on valid adoption of a child below
the age of one year is entitled for 180 days Child Adoption
Leave immediately after the date of valid adoption.

Child Care Leave : Women employees having minor
children are eligible for child care leave for a maximum
period of 730 days during their entire service with prior
approval for taking care of upto two children whether for
rearing or for looking after any of their needs like
examination, sickness etc. This leave will not be admissible
if the child is 18 years of age or older. CCL can be availed
maximum three times in a year with each spell not being
less than15 days.

Paternity Leave: A male employee with less than two
surviving children is eligible for Paternity Leave of 15 days
during the confinement of his wife. The leave may be
availed up to 15 days before or up to 6 months from the
date of delivery of the child, in one spell.

Study Leave : Study leave may be granted ordinarily for
twelve months at any one time and maximum 24 months
during entire service in all, inclusive of similar kind of leave
for study or training granted under any other rules.

- 30 -
Special Disability Leave for injury intentionally
inflicted or for accidental injury: Special Disability Leave
may be sanctioned to an employee who is disabled by
injury intentionally inflicted or by injury accidentally
incurred or caused or in consequence of the due
performance of his official duty or official position. Grant of
this leave is subject to regulations prescribed and internal
procedures to be followed in the respective Units.

Hospital Leave: Group C employees whose duty involves
handling of dangerous machinery, explosive materials,
poisonous drugs and the like or the performance of
hazardous task are eligible for this leave while under
medical treatment in a hospital or otherwise or illness or
injury, directly due to the risk incurred during the course
of their official duties. Granting of this leave is subject to
the regulations prescribed and internal procedures to be
followed in the respective Units.

Leave Salary and Leave Salary Advance

During Earned Leave and Commuted Leave, leave salary
shall be equal to the pay drawn immediately before
proceeding on leave. During Half Pay Leave and Leave Not
Due, the leave salary shall be equal to half the amount of
leave salary on Earned Leave. No leave salary is admissible
during EOL.

Employees are eligible to draw leave salary advance where
the leave taken is for not less than 30 days. The advance
will be paid against the first 30 days of leave, after effecting
applicable recoveries. The advance will be adjusted in full
against the next salary bill. If the period of leave falls in
two months, the advance will be adjusted in two
instalments.

Casual Leave and Special Casual Leave

Casual Leave

Employees are eligible for 8 days Casual Leave (CL) in one
calendar year. CL cannot be combined with EL, any other
kind of leave or joining time. Holidays/Weekly off days
falling during the period of CL are not counted as part of
CL. Holidays/Weekly off days can be prefixed and/or
suffixed to CL. CL can also be taken for half a day. For CL
availed during tour, no daily allowance is payable.


- 31 -
Special Casual Leave

(a) For sports events: Special CL up to a maximum of
30 days in a year is admissible for participation in
sports events of national/international importance,
participation in mountaineering expeditions, trekking
expedition etc, subject to certain guidelines. For
inter-Ministerial and inter-Departmental tourna-
ments and sports events, Special CL up to a
maximum of 10 days is admissible.

(b) For family planning

Male employees: Maximum 5 working days for
vasectomy operation, 21 days for undergoing
recanalisation operation and 3 days if his wife
undergoes tubectomy, laproscopy or salpingectomy
operation.

For female employees: Maximum 10 days for
tubectomy/laproscopy, 10 days for salpingectomy
operation after Medical Termination of Pregnancy,
one day for IUCD insertion/re-insertion, one day on
the day of operation when her husband undergoes
vasectomy operation.

(c) To employees who could not attend office on
account of bandh, curfew, failure of
transportation etc. :-

Special Casual Leave may be granted to employees
when they are unable to attend office due to
dislocation of traffic arising out of natural calamities,
bandhs, etc. However, if the employee had already
applied for leave for other purposes for the day/days,
then special casual leave shall not be admissible.

(d) Special Casual Leave for differently abled
employees

Special casual leave not more than ten days in a
calendar year may be granted to the differently abled
employees for the purpose of participation in
Conference/Workshop/Seminars/Trainings related
to Disability and Disability related programmes
organised by Central Government and State/UT
Government; Central and State/UT Government
Institutions/Agencies; International agencies like UN,
World Bank etc;
- 32 -

4.3 Leave encashment

Leave encashment while in service - Earned Leave

25% of the Earned Leave at the credit of the employee subject to a
maximum of 30 days in a year is encashable once in a calendar
year.

Leave encashment on retirement/ voluntary retirement/
death/ invalidation

The amount of EL, subject to a maximum of 300 days standing to
the credit of the employee is encashable on retirement, voluntary
retirement, death and invalidation.

Leave encashment on resignation

Workmen will be allowed to encash the entire EL at their credit.
For others, encashment will be allowed at 50% of the EL balance
at credit.

HPL Encashment on Retirement on Superannuation / Death

HPL up to a maximum of 240 days is admissible to be
encashed at the time of retirement/death.

4.4 Leave Travel Concession (LTC)

Definition of `Family for availing the concession

Wife or husband, as the case may be

*Two surviving unmarried children or step children, wholly
dependent

Married daughters who have been divorced, abandoned or
separated from their husband and widowed daughters
residing with and wholly dependent on the employee

Unmarried minor brothers and unmarried or widowed
sisters residing with and wholly dependent on the
employee, provided their parents are not alive or are
themselves wholly dependent on the employee

Parents and/or step parents wholly dependent on the
employee, irrespective of whether they are residing with the
employee or not.

- 33 -
For a family member to be dependent on the employee,
income from all sources should not exceed ` 3500/- per
month, excluding Dearness Relief on pension, if any.

* The restriction of LTC to two children is applicable from
20.10.1997. However, this restriction does not apply to those
who already have more than two children, prior to this date
or children born within one year from 20.10.1997. This
restriction does not apply when number of children exceeds
two as a result of second child birth resulting in multiple
births.


Classification for LTC entitlement


Level I

CMD and Directors


Level II

Officers in receipt of Grade Pay of ` 10000 and above
and those in pay scale of HAG and above


Level III

Officers in receipt of Grade Pay of ` 7600, ` 8700 and
` 8900


Level IV

Officers in receipt of Grade Pay of ` 5400 and ` 6600


Level V

Employees in receipt of Grade Pay of ` 4200, ` 4600
and ` 4800


Level VI

Employees in receipt of Grade pay less than ` 4200














- 34 -
Travel Entitlements for LTC

Level Rail Air
Rajdhani
(*)
Shatabdi Other
trains
Level I AC I Executive
AC
Chair
Car
AC I
Business / Club
class
Level II AC I AC I
Business / Club
class
Level III AC I AC I Economy Class
Level IV AC II
Ordinary
AC Chair
Car
AC II Economy Class
Level V AC II AC II Not entitled
Level VI
AC III Tier
/ AC Chair
Car
First Class
/ AC III
Tier / AC
Chair Car
Not entitled

In case of travel by higher mode/class (i.e. by air where normal
entitlement is by rail), reimbursement will be restricted to entitled
class.

Entitlements for travel between the Mainland and the Andaman
and Nicobar Group of Islands and the Lakshadweep Group of
Islands by ships operated by Shipping Corporation of India
Limited will be as follows:

Pay Range Entitlement
Officers drawing grade pay of ` 5400 and
above and those in pay scales of HAG and
above
Deluxe Class.
Employees drawing grade pay of ` 4200,
` 4600 and ` 4800
First/`A Cabin
Employees drawing grade pay of ` 2400
and ` 2800
Second/`B Cabin
Class

Employees drawing grade pay less than
` 2400
Bunk Class.

Travel entitlements for journeys by Road between places not
connected by Rail will be as follows:-

Sr.
No.
Grade Pay Entitlement
i
Officers drawing grade
pay of ` 10000 and
above and those in pay
scale of HAG and above
Actual fare by any type of public
bus including AC bus.
OR
At prescribed rates of AC taxi
when the journey is actually
- 35 -
performed by AC taxi
OR
At prescribed rates for auto
rickshaw for journeys by auto
rickshaw, own scooter, motor
cycle, moped etc.
ii
Officers drawing grade
pay of ` 5400, ` 6600, `
7600, ` 8700 and `
8900
Same as above for (i) above with
the exception that journey by AC
taxi will not be permissible.
iii
Officers drawing grade
pay of ` 4200, ` 4600
and ` 4800
Same as for (ii) above
iv
Officers drawing grade
pay of ` 2400 and
above but less than `
4200
Actual fare by any type of public
bus other than AC bus.
OR
At prescribed rate for auto
rickshaw for journeys by auto
rickshaw, own scooter, motor
cycle, moped etc.
v
Officers drawing grade
pay below ` 2400
Actual fare by ordinary bus only
OR
At prescribed rate for auto
rickshaw, own scooter, motor
cycle, moped etc.

Current LTC Block

Current two year LTC block is 2010-11 and four year block is
2010-13.


LTC to Hometown

Admissible once in a block of two calendar years.

LTC to any place in India

Admissible once in a block of four calendar years. In other
words, in the four year block of 2010-13, either two LTCs to
hometown or one LTC to hometown and one to any place in India
can be availed.

Special concessions

Whenever Government announces any special concessions for
availing LTC to a particular location for any specific period on
specific conditions, the same may also be adopted if approved by
the Competent Authority.
- 36 -

Special LTC Block years for fresh recruits

Fresh recruits during their first 8 years (first two blocks of four
years reckoning from the date of joining) of service are eligible to
travel to their hometown along with their entitled family members
on any 3 occasions for Hometown and any one occasion for Other
Than Hometown in their respective block of 4 years. The facility
of LTC encashment is not available to fresh recruits.

Additional LTC to employees posted at difficult Site

Apart from the above mentioned LTC Blocks, to meet any
emergency requirement of having to visit employee's hometown
on account of unexpected/unforeseen circumstances an
additional LTC will be allowed for the employee and the entitled
family members. This facility shall be available when all LTC
blocks are exhausted by the employee as well as is family
members at the time of emergency and can be availed only once
during the entire service.

Grace period for availing LTC

A grace period of one year is allowed for availing LTC. This
means that the concession for the block year 2010-11 can be
availed on or before 31.12.2012 i.e. the outward journey on LTC
should commence by 31.12.2012. This concession is not
available in the case of annual LTCs. The only exception is in
respect of fresh recruits, who can avail two LTCs in their second
year of service as in their case completion of one year of service is
a precondition for becoming eligible for LTC.

Other conditions

LTC can be availed only during leave (including CL) and not
during weekend or other period of holidays alone.

LTC is not admissible during the period of unauthorised
absence.

LTC can be availed during maternity leave, study leave,
paternity leave but not during Child Care Leave.

In the case of LTC for Anywhere in India, the place of visit
has to be declared in advance and the declared place must
be visited.

The declared place of visit can be changed before
commencement of journey but it cannot be changed after
- 37 -
commencement of the journey in the normal course. This
condition may be relaxed by the Head of the Unit/Director
(HR) if the declared place could not be visited owing to the
conditions beyond the control of the employee.

Where both husband and wife are employed (within NPCIL
or any other Govt. organisation/PSU), concession will be
admissible only to one of them at their choice.

The return journey should be completed within six months
of the outward journey.

The following members of the family will be entitled for
return journey only:

o The spouse of a newly married employee coming from
the hometown or from a place, where the employee had
proceeded on LTC.

o A dependent son/daughter coming from hometown or
any other place where he/she had been prosecuting
studies or living with grandparents, etc. to stay with
parents permanently.

o A child legally adopted by the employee while on LTC to
hometown or any other place.

o A child who was previously below five years of age but
has completed five at the time of return journey.

The following members of the family will be entitled for
outward journey only:

o A dependent son/daughter getting employment or
getting married after going to hometown or to a place for
which LTC is claimed or remaining there for prosecution
of studies.
o The employee or his/her family having performed the
journey to hometown or any other place have no
intention of completing the return journey within the
stipulated period, provided the employee forgoes in
writing the concession in respect of the return journey,
if performed by the family members at a subsequent
date.

The employee under suspension will not be eligible for LTC,
but his family can avail the concession.

- 38 -
The employee whose spouse is employed in Railways or Air
India may avail the concession either from NPCIL or
spouses organisation.

Service charge levied by IRCTC on rail ticket booking on
LTC through internet is reimbursable.

An employee who proceeds on LTC but resigns from service
without returning to duty will not be eligible for LTC.

The employee and members of family may travel in different
groups or even avail LTC for different destinations while
availing LTC to anywhere in India.

LTC Advance

LTC equal to 100% of the anticipated fare by entitled class
can be drawn as advance five days in advance of the time
prescribed for booking, in the case of travel by rail. For
other modes of travel, LTC advance can be drawn
appropriately in advance of the date of journey.

4.5 Encashment of LTC

Encashment is only against LTC to Anywhere in India.

An employee may at his discretion encash the concession
available against LTC to Anywhere in India for self and each
member of his family as a whole. In other words, it is not open
for some members to avail LTC and for others to encash.

The encashment of LTC shall be equal to 100% of the fare by the
entitled class of travel for 1500 Km. each way for each eligible
family member.

The encashment may be availed any time before expiry of grace
period of the particular block.

The encashment will be restricted only to the basic fare and will
not include surcharge of any kind, reservation charges etc.

The encashment will be permissible only if the employee avails
the leave of any kind not less than six days; except in case of
death, where the family of the deceased employee is allowed
encashment without availing leave.

- 39 -
LTC Encashment cannot be extended to the family members of
the employee under suspension and they have to necessarily avail
the LTC.

LTC encashment claim once settled cannot be re-opened for any
subsequent development.

4.6 Encashment of leave along with LTC

Leave encashment of up to 10 days is permissible at the time of
availing LTC up to a maximum of 60 days in entire service.


4.7 Sponsorship for Higher Education

The objective of the scheme is to enable employees pursue higher
studies by sponsorship by the Company to acquire specialised
qualifications to meet the requirements of identified posts or for
their self-development.

The Progammes/Courses for which sponsorship could be
considered under the Scheme include :-

Ph.D programmes of any recognised University

M Tech/M Phil courses from HBNI

M.Tech. programmes of reputed Universities, Indian Institute
of Technology, Birla Institute of Technology and Science,
Pilani, Indian Institute of Science, National Institutes of
Technology

Industrial Safety Diploma Course of Central/Regional
Labour Institutes

Fire Service Courses of National Fire Service College

Post Graduate programmes in management in the fields of
HR, Finance and Materials Management

Foreign Language Classes, etc.

Employees need to ascertain from Corporate HRM Group the
admissibility of pursuing courses offered by different
Universities/Institutions for sponsorship under the Scheme.

Employees can be sponsored for full time/part time as well as
distance learning programmes, subject to certain restrictions.
Those sponsored under the Scheme are eligible to receive
- 40 -
reimbursement of admission fee, course fee, examination fee, etc.
as envisaged under the Scheme. Employees sponsored for full
time courses are also eligible for certain other concessions like
TA, cost of course related materials, etc. as per the provisions of
the Scheme. Those sponsored for Industrial Safety Diploma
courses are eligible for one increment on completion of one year
of service after successful completion of the course.


4.8 Membership in Professional Institutions

The objective of the Scheme is to facilitate employees to become
members/life members of notified Professional Institutions to
widen their horizon. Under the Scheme employees are eligible for
reimbursement of membership fee.

Details pertaining to class of Membership and number of
Institutions to which Membership can be subscribed are as
follows:

Category Maximum No. of Membership
in Institutions admissible for
reimbursement
Classes of
Membership
covered in
this scheme Indian
Institutions
International
Institutions
SA/B to
SO/SB or
equivalent
1
- Associate /
Corporate /
Fellow
SO/C to SO/F
or equivalent
2 - -do-
SO/G & above
or equivalent
2 1 -do-
However, officers in this category will have the
option to take membership in three Indian
Institutions in lieu of two Indian and one
International.


The following are the limits on account of subscription fee
payable:-

Category Amount
SA/B or equivalent ` 1500/- p.a.
SO/C to SO/F or
equivalent
` 3000/- p.a.
SO/G and above or
equivalent
` 4500/- p.a. (for Indian Institutions)
` 9000/- p.a. (for International
Institutions)

- 41 -

List of Approved Institutions under the Scheme are as follows:-

1. All India Management Association / its local associations
2. American Society of Civil Engineers
3. American Society for Non-Destructive Testing
4. Bombay Management Association
5. Bombay Natural History Society
6. Cardiological Society of India
7. Centre for Corporate Governance
8. Computer Society of India
9. Council of Architecture
10. Diabetic Association of India
11. Federation of Obstetrics and Gynecological Society of India
12. Indian Academy of Pediatrics
13. Indian Association for Radiation Protection
14. Indian Bird Conservation Network
15. Indian Concrete Institute
16. Indian Council of Arbitration
17. Indian Dental Association.
18. Indian Geophysical Union
19. Indian Institute of Architects
20. Indian Institute of Chemical Engineers
21. Indian Institute of Industrial Engineers
22. Indian Institute of Materials Management
23. Indian Institute of Plant Engineers
24. Indian Institute of Welding
25. Indian Institution of Mechanical Engineers
26. Indian Law Institute
27. Indian Medical Association
28. Indian National Academy of Engineering
29. Indian Nuclear Society
30. Indian Society for Heat and Mass Transfer
31. Indian Society for Training & Development
32. Indian Society for Earthquake Technology
33. Indian Society of Non-Destructive Testing
34. Institute of Chartered Accountants of India
35. Institute of Chartered Financial Analysts of India
36. Institute of Cost and Works Accountants of India
37. Institute of Company Secretaries of India
38. Institute of Electronics & Electrical Engineers (IEEE)
39. Institute of Internal Auditors - India
40. Institution of Electronics & Telecommunication Engineers
41. Institution of Fire Engineers (India)
42. Institutions of Engineers (India)
43. Instrument of Society of America (ISA)
44. International Association for Bridge and Structural Engg
(Indian Group)
45. Loss Prevention Association of India
- 42 -
46. National HRD Network
47. National Institute of Personnel Management.
48. National Safety Council.
49. National Institute of Industrial Engineering (NITIE)
50. Project Management Associates
51. Project Management Institute
52. Quality Circle Forum of India

4.9 Children Education Assistance (CEA)

Children Education Assistance is admissible for the two
eldest surviving children of the employee between age
group of 3 & 25 years, to meet the expenditure incurred
by the employee towards the education of his/her eligible
children. CEA is also admissible to the children of the
deceased employee who was in receipt of the assistance,
till such time the employee would have received the same
if he was alive.

Amount Reimbursable:

Description of the course
Amount of
CEA
Category A (Where the child is not staying in a
hostel)
Nursery class to 12
th
Std i.e. up to HSC
` 1000/- per
month per
child.
Diploma course where admission to the
diploma is allowed after SSC
First Degree/First Diploma beyond HSC
or first PG Degree/Diploma provided the
employee had not drawn hostel subsidy
under NPCIL (Hostel Subsidy) Scheme
1991 or CEA under this scheme for the
child either for the first diploma or the
first degree course as the case may be
beyond HSC
A course pursued by a child with
disabilities (blindness/low vision,
hearing impairment, locomotors
disabilities or cerebral palsy or mental
retardation) in an institution imparting
such course.

Description of the course Amount of CEA
Category B (Where the child is staying in a hostel)
Certificate course in any of the
recognised Industrial Training
Institute after SSC, HSC or
intermediate course
` 3000/- per
month per child.
- 43 -
First degree or first diploma beyond
12
th
Std i.e. beyond HSC/first
diploma allowed after SSC

First post graduate degree or diploma
where the assistance is not availed
for first degree or first diploma.
In all the cases covered under
category A, if the child is put in a
hostel or a residential school away
from the station where he is posted
and/or residing irrespective of
transfer liability
Where it is compulsory for the
children to stay in a Hostel even
while residing in the same city, as in
the case of Indian Institute of
Technology
` 3000/- per
month per child
The assistance is not admissible under category A and
Category B concurrently


Special Childcare Allowance for women with disabilities

Women with disabilities shall be paid ` 1250/- per month with
effect from 01.01.2011 as special allowance for childcare. The
allowance shall be payable from the time of childs birth till the
child is two years old.

4.10 Scholarship to the Children of Employees

An employee whose child has passed 10
th
standard or equivalent
examination with minimum 60% of marks in aggregate, for
General Category, and with minimum 50% of marks in aggregate
for SC/ST/OBC Categories, in first attempt, is eligible to apply for
Scholarship.

If more than one child among the applicants has got the same
percentage, the criteria to determine award of scholarship shall
be the highest marks obtained in - English, Mathematics,
Science, second language in that order.

Scholarship can be given to a maximum of two children including
legitimate children, step children and adopted children wholly
dependent on the employee.

Where spouse is employed elsewhere where similar scheme for
award of scholarship is available, a declaration has to be given
by the employee and a certificate from his/ her employer be
furnished, to the effect that he/she has not availed the
- 44 -
scholarship in that organisation and would like to avail the
facility under NPCIL Scheme

Course of Study and Amount of Scholarship:

Commences from the first year of Junior college (XI Standard) or
certificate course and continues till completion of first Degree /
Diploma / certification course.

Study
code
Course of Study / Subject
of Study
Amount of Scholarship
A Class XI
Class XII
`.600/- p.a
` 800/- p.a
B ITI Course
1
st
year
2
nd
year

`600/- p.a
` 800/- p.a
C Degree in areas other than
Engineering, Medicine,
Architecture or Agriculture
` 1000/- p.a
D Diploma in Engineering ` 1200/- p.a
E Degree in Engineering,
Medicine, Architecture or
Agriculture
` 1500/- p.a.

For Courses covered under semester system, 50% of the
scholarship shall be paid for each Semester.

Number of Scholarships

On 1st July of every year, if the employees in a Unit are upto
1000

For General Category - 10
For Reserved Category i.e. SC/ST/OBC - 05

Where the employee strength is more than 1000, the number of
scholarships shall be increased @1.5 for every 100 employees.

Periodicity

Scholarship is continued to be paid till the end of the course for
which it is awarded even in case of cessation of employment on
account of retirement on superannuation, death or medical
invalidation of the employee.





- 45 -
Discontinuation of Scholarship

For the internship period of degrees in Medicine including
Dentistry (BDS) and Veterinary (BVS)

Recipient of any other scholarship from any other organisation

Cessation from service either on resignation or dismissal or
removal or termination of service for whatsoever reason.

On ATKT/failure in the annual examination (or Semester,
wherever applicable) or conduct of the child is found to be
unsatisfactory.

4.11 Forwarding of Applications for Employment

Applications could be forwarded to Central/State Govt.
Departments, Central/ State PSUs/Autonomous Bodies/Local
Bodies and Semi/Quasi Govt. organisations.

The post applied for should be higher than the one held by him in
NPCIL or at least equal.

The advertised criteria should be fulfilled.

No application shall be forwarded during pendency of disciplinary
proceedings

No application shall be forwarded during probation period.

No Applications shall be forwarded within two years of promotion
of the employee. This condition is not applicable to employees
belonging to SC/ST categories and persons with disabilities. This
stipulation will not be applicable for applications forwarded to
any of the DAE Units including BHAVINI.

Other provisions are as follows:-

Sl.
No.
Forwarding of application
to
Conditions
1. Outside NPCIL against
open advertisement
Under Bond obligation:-
No application will be forwarded.
Within one month to the closing
of bond period, one application
may be forwarded

In any other case not specified
above:
- 46 -
A maximum of two applications
will be forwarded (one during first
half and one during second half).

In respect of SC/ST personnel:-

No limit.
2. UPSC / SSC No limit. Immediate intimation to
the HR Heads is necessary to
issue NOC at the time of
Interview. Within 45 days from
the date of close of receipt of
application, the HR authorities
shall communicate permission or
otherwise to the Commission.
3. Foreign Organisations
against open
advertisements
Conditions specified at S.No.1
shall be applied.

4.12 Reimbursement of Cable TV Expenditure

The amount of Cable TV Expenditure reimbursable is `
150/- per month. A one time certificate in prescribed format
has to be furnished about incurring the expenditure.

If both husband and wife are employed in NPCIL and posted
in different Units/HQs, then reimbursement shall be payable
to both of them independently. Where both are posted in the
same station, only one of them shall be eligible for
reimbursement.

If an employee happens to be absent on account of leave of
any kind including EOL, exceeding 180 days including prefix
and suffix, he shall not be eligible during the period for
reimbursement.

4.13 Reimbursement of Canteen Subsidy

Reimbursement of Canteen Subsidy is at ` 750/- per
month. A one time certificate in prescribed format has to be
furnished about incurring the expenditure.
Leave/absence, not exceeding period of 14 days including
the period of prefix, suffix, intervening holidays, during the
calendar month also qualifies the employee for Canteen
Subsidy in full. Canteen subsidy is payable on pro-rata
basis in the cases of leave/absence beyond 14 days.

Not payable during suspension period.

- 47 -
4.14 Residential accommodation/Townships

NPCIL has established residential townships at all the
Projects/Stations/Sites providing for residential accommodation
of different categories to its employees. The eligibility criteria for
allotment residential accommodation is tabulated below :

Type of
Residence
Grade Pay/Basic Pay
A ` 1800
B ` 1900/-, ` 2000/-, ` 2400/- & ` 2800/-
C ` 4200/-, ` 4600/- & ` 4800/-
D ` 5400/- & ` 6600/-
D (Special) ` 6600/-
E ` 7600/-, ` 8700/- & ` 8900
E I ` 10000 &
` 67000/- to ` 74999/- (Basic Pay)
E II ` 75000/- to ` 79999/-
E III ` 80000 and above


These residential townships are self-contained with shopping,
banking, telecommunication facilities, facilities for recreation and
Schools affiliated to CBSE/State Boards run by Atomic Energy
Education Society upto XII Standard.

Retention of accommodation in various events of service

The employees can retain the accommodation as given below :-

Basis Permissible period for retention of
the residence
Resignation, dismissal,
removal or termination of
service or unauthorised
absence without
permission
One month
Retirement or terminal
leave
First two months (on payment of
normal licence fee). 3
rd
and 4th month
double the normal licence fee. 5
th
and
6
th
month at three times the normal
licence fee. 7
th
and 8
th
month on four
times the normal licence fee. Beyond 8
months, initiation of eviction
proceedings and levy of damage rent.

On transfer to outstation
in normal course in
a) Two Months
b) Up to the end of the academic
- 48 -
Company interest session in the case of employees
with school/college going
children.
Special provision in
respect of transfer in
Company interest from
one Site/Station/Project
to another
Site/Station/Project
Maximum twenty four months from the
date of relief. In addition, the
employee will be allowed single
(Bachelor Type) accommodation at the
new station.
Transfer in Company
interest from HQ to a
Site/Station/Project
Where
employee is in
occupation of
departmental
accommodatio
n in Mumbai
DCS&EM will be
requested to permit
retention at normal
licence fee and allied
charged for a period
up to 2 years.

If DCS&EM does not
allow retention of the
accommodation
beyond their
permissible period,
HRA is paid to the
transferred employee
for the difference of
the period between
the permissible period
allowed by DCS&EM
and two years.
In the above cases, employee will be
allowed single (Bachelor Type)
accommodation only at new station.
Transfer in Company
interest from HQ and
employee not in
occupation of
departmental/Company
accommodation and
already in receipt of HRA
and the employees
family continues to stay
in the original station
The employee will continued to be paid
HRA at the rate applicable in the
original station of his/her posting for a
maximum period of 2 years from the
date of relief on transfer.

Employee will be allowed single
(Bachelor Type) accommodation only at
new station.


Transfer in Company
interest from HQ to
Site/Station/Project and
the employee is availing
leased accommodation
and his/her family
continues to stay in the
Leased accommodation will be allowed
to continue for a maximum period of 2
years from the date of relief on transfer
or the employee may be allowed to
draw HRA at the rate applicable in the
original station of his/her posting.
Employee will be allowed single
- 49 -
original station. (Bachelor Type) accommodation only at
new station.
Death Twelve months at normal licence fee.
Next 12 months with double the
normal licence fee on specific request
from family of the deceased employee.
Beyond 24 months, initiation of
eviction proceedings and levy of
damage rent.

4.15 Leased Accommodation

Where NPCIL/Government accommodation is not available, Group
A NPCIL employees have the option of availing lease facility, within
lease rent limits prescribed below :

Grade
Maximum rent ceiling
X Cities Y Cities Z Cities
SO/C or
equivalent
30% of Basic Pay 20% of Basic Pay 10% of Basic Pay
SO/D or
equivalent
SO/E or
equivalent
SO/F or
equivalent
SO/G or
equivalent

In case of green field sites, all employees are eligible for the leased
accommodation with a rental ceiling of 30% of Basic Pay.

Note: Basic pay means Pay in the Pay Band + Grade Pay + NPA wherever
applicable.


4.16 Free Units of Electricity

Employees located in Stations and Projects (where Project
Allowance is not payable) are eligible for free electricity for
domestic consumption to the following extent:-

Basic Pay (Pre revised) No. of Units
Up to ` 3350 30 Units
` 3351 to ` 7250 45 Units
` 7251 to ` 10325 60 Units
Above ` 10325 75 Units




- 50 -
4.17 Reimbursement of charges to NPCIL HQ employees for
consumption of electricity for domestic use.

NPCIL HQ employees are eligible for a payment towards
reimbursement of charges for consumption of electricity for
domestic use as per the details given below:

Basic Pay (Pre revised) Reimbursement per month
Up to ` 3350 ` 95/-
` 3351 to ` 7250 ` 125/-
` 7251 to ` 10325 ` 160/-
Above ` 10325 ` 190/-

4.18 Uniform/Work Wear

NPCIL employees are provided with uniform/work Wear/ other
work accessories, as per prescribed eligibilities.

4.19 Reimbursement of Cost of Newspapers & Periodicals

The Executives of the Company are eligible for reimbursement at
the following scales towards Cost of Newspapers & Periodicals:-

Sl.
No.
Level/Rank of the Officer Amount of
Reimbursement
applicable (` )
1. Executive Directors & above in HQ and
Station Directors, Project Directors and
above in Sites/Projects/ Stations
` 600/- p.m.
2. Associate Directors, Chief
Superintendents, Chief Construction
Engineers
` 400/- p.m.
3. Officers in the grade of SO/G & above
in Technical and AGM & above in Non-
technical, but below the rank of officers
mentioned at Sl. No.2 above.
` 300/- p.m.
4. Officers in the grade of SO/SB & above
in Technical and Assistant
Manager/Private Secretary above in
Non-technical, but below the rank of
officers mentioned at Sl. No.3 above.
` 150/- p.m.
5. All other employees not covered above ` 75/- p.m.







- 51 -
CHAPTER 5

LOANS AND ADVANCES

5.1 Interest Free Advances

Festival Advance

Payable to all regular employees of NPCIL who have
successfully completed probationary period.
Amount of advance admissible is ` 3000/- recoverable in
10 equal instalments
Employees under suspension are not eligible
Admissible once in a financial year
For second or subsequent advance, earlier advance should
have been repaid fully
Should be drawn before festival

Bicycle Advance

Payable to all regular employees of NPCIL who have
successfully completed probationary period.
Advance will be equal to the anticipated price (inclusive of
sales tax) subject to a maximum of ` 3000/- recoverable in
30 equal instalments.
Employees under suspension are not eligible.
Second or subsequent advance after lapse of 3 years and
after earlier advance is repaid fully.

Advance in connection with medical treatment

Admissible to those governed by CS (MA) Rules
Amount of advance as recommended by Medical authorities

5.2 Interest Bearing Advances

Terms and conditions applicable for drawing interest bearing
Advances other than HBA are given in the following table:-


Name of
the
Advance
Amount Interest Eligibility
Recovery
(Maximum
no. of
monthly
instalments)
Subsequent
/ Second
Advance
Motor
Cycle /
Scooter
Advance
On first occasion
` 60,000/- or 4 months Basic
Pay plus non-practicing
allowance plus Dearness
Allowance OR
8%
All regular
employees
of NPCIL
with a Pay
in the Pay
70 + interest
instalments
After a lapse
of 4 years.

Previous
conveyance
- 52 -
Anticipated price
whichever is less.

On Second or subsequent
occasion
` 40,000/- or 3 months Basic
Pay + non-practicing
allowance plus Dearness
Allowance OR
Anticipated price
whichever is less.
Band of `
8560 or
more
advance
outstanding
with interest
should have
been repaid
in full.
Motor Car
Advance
On first occasion
` 500000/- or 10 months
Basic Pay plus non-practicing
allowance plus Dearness
Allowance OR
Anticipated price
whichever is less.

On Second or subsequent
occasion
` 350000/- or 8 months
Basic Pay + non-practicing
allowance plus Dearness
Allowance OR
Anticipated price
whichever is less.
11.5%
All regular
employees
of NPCIL
with a
Grade Pay
of ` 5400
and
above. 200 + interest
instalments
After a lapse
of 4 years
from the
date of
drawal of
earlier
advance.

Previous
conveyance
advance
outstanding
with interest
should have
been repaid
in full.
General
Purpose
Advance
` 300000/-
OR
10 Months Basic Pay
whichever is less
0.5% above
the rate of
interest
applicable
for the
Provident
Fund
deposits
under NPCIL
(EPF)
Scheme as
applicable
from time to
time,
calculated
on EMI
basis.
All regular
employees
of NPCIL,
who have
completed
three
years of
service.
Where,
both
husband
& wife are
employees
of the
Company,
only one
of them
shall be
eligible to
draw the
advance.
180
After a lapse
of 5 years
and only
after full
payment of
earlier
advance

5.3 House Building Advance

Eligibility

All regular employees with 5 years service.
Where both husband and wife are NPCIL/Govt employees only one
of them can draw the advance.
- 53 -

Purposes for which the advance is admissible

Purchase of a plot and construction of house thereon
Construction of house on a plot already owned
Purchase of a ready built flat from CIDCO, DDA, Housing Boards,
etc
Purchase of a ready built flat from private parties on outright
basis, provided the flat is new and unlived.
Acquisition of a house through membership in co-operative
housing societies
Enlargement of an existing house owned by the employee himself
or jointly with spouse
Repayment of loan expressly taken from recognised financial
institutions for house building purposes.
Constructing the residential portion only of the building on a plot
of a land which is earmarked as a shop-cum-residential plot in a
residential colony.

General conditions

Maximum cost ceiling is not prescribed. However, the employee
shall comply with the provision of the Conduct Rules/Standing
Orders relating to acquisition of properties.
The advance shall not exceed 34 times of Basic Pay+NPA+DA or
repaying capacity subject to a maximum of ` 20 lakhs.
Neither the employee nor his wife should already own a house in
the town/urban agglomeration in which the house is proposed to
be constructed/purchased.
There shall be no revision of the amount of advance on account of
any retrospective revision of Dearness Allowance.

For specific conditions with regard to purchase of ready built
house/flat, purchase of plot and construction of house thereon,
purchase of house/flat from cooperative societies, housing boards,
CIDCO etc. and for enlargement of living accommodation the HQI-1560
(R-0) may be referred.

Assessment of Repaying Capacity

Length of service Repaying capacity
Retiring after 20 years 40% of BP+NPA+DA
Retiring after 10 years but before
20 years
40% of BP+NPA+DA after adjusting
65% of gratuity *
Officials retiring within 10 years 50% of BP+NPA+DA after adjusting
75% of gratuity *.

- 54 -
* Gratuity to be assessed on the existing pay with expected service up
to the date of retirement.

Interest

The HBA granted under the rules shall carry simple interest from the
date of payment of the advance, the amount of interest being calculated
on the balance outstanding on the last day of each month, in
accordance with the provisions of HBA Rules of the Government of
India. The rate of interest prevailing on the date of issue of sanction for
the loan/advance shall be applicable.

2 % penal interest to be imposed if conditions of sanction not
fulfilled.
% rebate is admissible to the employees who have been granted
Small Family Allowance under NPCIL (Incentive Scheme for
Adoption of Small Family Norms) or under the Government of
India orders, provided the incentive is granted prior to drawal of
final instalment of HBA.
No interest should be recovered on the outstanding principal
beyond the date of retirement/death of the employee.

Disbursement of HBA

Purpose Stages
Purchase of ready built house One lumpsum
Construction/enlarging living
accommodation
In two equal instalments
Purchase of plot and
construction of single storeyed
house
40% or actual cost of plot
remaining will be in two equal
instalments.
Purchase of plot and
construction of double storeyed
house
30% or actual cost of plot
remaining will be disbursed in
two instalments of 50% and 20%.


Equitable mortgage

Equitable mortgage to be executed involves furnishing the

Agreement
Power of attorney
Deposit of title deed (with a letter evidencing the deposit of title
deed)
Affidavit



- 55 -
Post sanction requirements

Construction to be done exactly as per approved plan
In case of construction/enlargement of living accommodation,
inspection will be carried out and report obtained before release
of second/third instalment
Construction of house to be completed within 18 months of the
date on which the first instalment is paid
Immediately on completion of construction/taking possession,
the house/flat has to be insured against damage by fire,
lightening, flood till the advance with interest is fully repaid
The house must be maintained in good repair
The house must be kept free from all encumbrances
Municipal and other taxes to be paid regularly
Annual certificate to the effect (as above) to be furnished
Annual inspection may be carried out

Repayment of HBA

Principal portion of HBA to be paid in a maximum of 225 monthly
instalments

Interest portion to be repaid in a maximum of 75 monthly
instalments

Commencement of recovery:-

o In the case of purchase of land and construction from the
24
th
month after the first instalment was released or from
the month following the month of completion of
construction, whichever is earlier

o In the case of construction - from the 18
th
month after the
first instalment was released or from the month following
the month of completion of construction, whichever is
earlier

o In the case of purchase of ready built flat from the
following month in which the advance is drawn

Principal + interest outstanding at the time of retirement to be
recovered from retirement gratuity or other dues payable to the
employee.
In the event of failure to repay, mortgage will be enforced. In case
of non-mortgage of the property, liability to repay will fall on the
sureties.


- 56 -


CHAPTER 6


TRAVELLING ALLOWANCE & JOINING TIME


6.1 Travelling Allowance on Tour


Classification for Travel Entitlements


Level I

CMD and Directors


Level II

Officers in receipt of Grade Pay of ` 10000 and above and
those in pay scale of HAG and above


Level III

Officers in receipt of Grade Pay of ` 7600, ` 8700 and `
8900


Level IV

Officers in receipt of Grade Pay of ` 5400 and ` 6600


Level V

Employees in receipt of Grade Pay of ` 4200, ` 4600 and
` 4800


Level VI

Employees in receipt of Grade pay less than ` 4200


-

Executive Trainees, Diploma/Graduate Trainees and other
trainees are covered by separate provisions












- 57 -
Journey Entitlements by Rail and Air


Level

Rail

Air
Rajdhani Shatabdi Other trains
Level I AC I
Executive
AC
Chair
Car
AC I
Business /
Club class

Level II AC I AC I
Business /
Club class

Level III

AC I


AC I

Economy
Class
Level IV
AC II

Ordinary
AC Chair
Car
AC II

Economy
Class
Level V AC II AC II Not entitled
Level VI
AC III Tier
/ AC Chair
Car
First Class /
AC III Tier /
AC Chair Car
Not entitled
Executive/
Diploma/
Graduate
Trainees
AC II Tier /
AC Chair
Car
--

AC II Tier

Not entitled
Other
Trainees
AC III Tier
/ AC Chair
Car
--
First Class /
AC III Tier /
AC Chair Car


















- 58 -

Mileage Allowance for Journeys by Road


Level Entitlement
Level I
Level II
Actual fare by any type of public bus including
AC bus.
OR
At prescribed rates of AC taxi when the journey
is actually performed by AC taxi
OR
At prescribed rates for auto rickshaw for
journeys by auto rickshaw, own scooter, motor
cycle, moped etc.
Level III
Level IV
Same as above for Level I and II, with the
exception that journey by AC taxi will not be
permissible.
Level V Same as for Level III and IV above
Level VI Actual fare by any type of public bus other
than AC bus.
OR
At prescribed rates for auto rickshaw for
journeys by auto rickshaw, own scooter, motor
cycle, moped etc.

For travel by road at a tour station through means of conveyance
other than Company transport, Level I, II and III employees will
be eligible for reimbursement of full taxi fare, Level IV employees,
auto-rickshaw fares/ actual bus fares and Level V employees bus
fares. The maximum reimbursement will be limited to ` 900/- at
any one station for a continuous halt not exceeding seven days.
This is in addition to the conveyance charges as per entitlement,
between railway station/bus station/air port and residence/place
of stay or place of duty. In the case of officials who are entitled
for staff car facility, the actual cost of conveyance charges
incurred will be reimbursed to them if they have not been
provided with staff car facility at tour stations.












- 59 -

Daily Allowance on Tour


Employees on official tour will be entitled for daily allowance as
indicated below:-


Level of
employee

Daily Allowance where
lodging facility is
availed separately

Composite daily allowance
admissible where charges
for accommodation are not
claimed separately.

*Principal
cities

Other
places

*Principal
cities

Other places

1 2 3 4 5
Level-I 540 405 630 520
Level II 540 405 630 520
Level-III 540 405 630 520
Level-IV 360 300 495 405
Level-V
315 270 430 360
Level-VI
250 210 360 300

Principal cities are (X categories of cities) Kolkata, Delhi,
Mumbai, Chennai and Hyderabad and other cities
categorised as Y and Z.

Daily allowance will be paid where the absence from
Headquarters on tour is for 6 hours or more.

Where free boarding and lodging is provided the Daily
Allowance admissible will be of the rates shown in Column
4 or 5 above, as the case may be.

Where boarding is provided free of charge, daily allowance
admissible will be of the amount of column (2) or (3) above
plus admissible accommodation charges as given below.











- 60 -
Accommodation/Hotel Charges while on Tour

Where lodging facility is availed separately, charges for
accommodation limited to the amounts shown in the following
table will be admissible.

S
N

Level
Lodging charges subject to a maximum of
Principal Cities Other Places
1 2 3 Single/Double 4
1 Level I Actual Actual Actual
2 Level II Limited to rent of a
single room in
Hotel Ashoka, New
Delhi
11000/ 12000 80% of Column 3
3 Level III Limited to rent of a
single room in
Hotel Samrat, New
Delhi
7500/8000 80% of Column 3
4 Level IV Limited to rent of a
single room in
Hotel Janpath,
New Delhi
6000/7000 80% of Column 3
5 Level V 75% of
Level IV above.
4500/5250 80% of Column 3
6 Level VI
All other
employees
40% of Level IV
above.
2400/2800 80% of Column 3

The charges indicated above are exclusive of service charges
and other similar charges/taxes relating to accommodation
charges, wherever applicable.

Wherever NPCIL Guest House accommodation is available,
the same shall be availed and hotel accommodation should
be hired only if the same is not available.

Wherever ITDC Hotels are available, they should be
preferred.

Concessional rates, wherever, available must be availed and
reimbursement will be limited to the concessional charges.

Employees are not normally expected to stay in the Guest
house of private commercial organisations.

Hotel bills should contain signature of the authorised person
of the hotels with stamp of the hotel.
- 61 -


Drawal of Tour Advance and its settlement

An employee can draw Tour Advance for proceeding on official
tours. The advance drawn should be settled immediately within
10 days of completion of return journey. Tour claim should be
supported by documentary proof of expenditure incurred such as
tickets, receipts, etc.

6.2 Joining Time

Employees transferred in Companys interest to join a new
Station are eligible for joining time. Employees transferred in
their own interest are not eligible for the joining time. Company
employees selected for appointment to a new post in a new
Station of the Company against competitive examinations/
interview are also eligible for joining time.

Joining Time admissible is as follows :

Distance between
Old and new
headquarters
Joining time
admissible
Joining time admissible
where the transfer
necessarily involves
continuous travel by road
for more than 200 kms.
1000 Km or less 10 days 12 days
More than 1000
Km
12 days 15 days
More than 2000
Km
15 days except
in case of travel
by air for which
the maximum
will be 12 days
15 days

Joining time shall commence from the day following the day of
relinquishment of charge where relinquishment of charge is made
over in the afternoon. When holiday(s) follow (s) joining time, the
joining time as admissible above shall be deemed to have been
extended to cover such holidays.

Joining time can be combined with leave except Casual Leave and
Special Casual Leave. Unavailed joining time can be credited to
the Earned Leave Account of the employee where the employee is
ordered to report at the new Station without availing full joining
time or where he proceeds to the new Station alone and takes his
family later. However, such crediting of joining time should not
exceed the accumulation ceiling of 300 days.

- 62 -
Joining Time Pay

Joining time pay shall be equal to the pay of the employee before
relinquishment of charge at the old Station. HRA shall also be
paid at the rates applicable at the old Station.

6.3 Travelling allowance on transfer

Eligibility with regard to mode and class of travel for the
employee and his family members will be same as applicable
for tour.
Family includes spouse, legitimate children and step-
children dependent on the employee, legally adopted children
residing with and wholly dependent on the employee, parents
whose combined income does not exceed ` 3500/- p.m.
brothers and sisters who are entirely dependent and residing
with the employee.
Family members should travel to the new place of posting of
the employee within six months of transfer or within one
month prior to the date of transfer.
An employee will be entitled to an additional fare by the
entitled class for both onward and return journeys in
addition to the normal transfer TA entitlement, if he has to
leave his family/ household effects behind because of non-
availability of departmental residential accommodation at the
new place of posting. The employees who could not take
family members along with them on their second trip due to
genuine reasons may also be entitled to an additional to and
fro fare by the entitled class.
Employees transferred in the Company interest are entitled
for the following transfer benefits:-

(a) Composite Transfer grant equal to one months basic
pay in case of transfer involving a change of station
located at a distance of more than 20 KM from each
other. Where the transfer is to a Station, which is at
distance of less than 20 KM from the old Station, the
composite grant will be one-third of the Basic pay.
Composite Transfer grant covers daily allowance,
incidentals or road mileage for the journeys between the
residence and the railway station/airport/bus stand at
the old and new Station.

(b) Cost of transportation of personal effects

Actual cost of transportation by road limited to ` 20/-
per km. For a place falling within 250 km, per kilometre
rate may be multiplied by 1.5.

- 63 -
Such of those officers who have been permitted to
maintain an office at residence, may hire an additional 3
MT truck for which actual cost limited to ` 14/- per km.

The reimbursement shall be subject to production of
Lorry Receipts, Cash Receipts, Octroi certificates and
other related documents in proof of hiring trucks and
transportation of the personal effects.

(c) Cost of transportation of conveyance on transfer

The entitlements for transportation of conveyance shall be
as follows:-

Pay Ranges Entitlements
Employees drawing Grade
Pay of ` 4200/- and above
and those in the pay scales
of HAG + and above
One motor car or one motor cycle/
scooter
Employees drawing Grade
Pay less than ` 4200/-.
One motor cycle/scooter/moped
or one bicycle

When conveyance is sent under its own propulsion

Reimbursement shall be made at the rate of ` 16/- per km for
transportation of Car and ` 8/- per km for transportation of
Motor Cycle/Scooter and ` 1.20 paise per km for bicycle for
distance from the residence at old station to the residence at
new station, where the Director of Transport of the concerned
State or the neighbouring State has not prescribed specific
rates. Where the Director of Transport of the concerned State or
neighbouring State has prescribed taxi/auto rickshaw rates, the
same shall be applicable. No additional charges shall be
admissible for hiring a driver.

When the vehicle is transported by any other means

Actual cost of transportation, limited to what is admissible when
the conveyance is sent under its own propulsion.

Transportation of conveyance by Air

Actual cost of transportation by Air, limited to what is admissible
when the vehicle is sent under its own propulsion.

- 64 -
(d) Octroi, entry taxes, terminal taxes, insurance charges and toll
taxes, as applicable, on household effects and conveyance etc will
be reimbursed subject to production of receipts.

(e) Advance of pay

An employee on transfer may be allowed an interest free advance
not exceeding two months basic pay (Pay in the Pay Band +
Corresponding Grade Pay) recoverable in 12 equal monthly
instalments.

(f) Advance of Transfer TA

Advance as per the prescribed entitlements can be drawn.
Settlement has to be done within 30 days of joining at the new
Station.

6.4 Travelling allowance on retirement

Employees retired from service on attaining age of
superannuation and the family of a deceased employee are
eligible for the following:-

(a) Journey fare from last station of posting to home
town/final place of settlement for the employee and the
dependent family members. Entitlements regarding class
of journey are the same as in the case of transfer.

(b) Cost of transportation of personal effects as in the case of
transfer.

(c) Composite grant equivalent to one months basic pay last
drawn in the case of those employees who settle down in
places other than the last station located at a distance of
more than 20 KM. If the place is at a distance of less than
20 km., the composite transfer grant will be restricted to
1/3 rd of the last pay drawn.

(d) No advance is payable to meet the expenditure in
connection with journey on retirement except composite
grant. Officers entitled to travel by air, could get air tickets
booked through the NPCIL approved travel agent booking
tickets for official tours.

(e) Retirement TA should be availed within one year of
retirement.



- 65 -
6.5 Travelling allowance on referral for medical treatment

Travelling allowance entitlements will be the same as
applicable for tour except for air journey.

Daily allowance is admissible only for the journey period.

For performing journey by own car/scooter, prior approval
of the Head of the Unit should be obtained.

In respect of employees who are covered by CHSS in
Mumbai, no TA is payable for any medical attendance or
treatment in Brihan Mumbai. Ambulance attached to the
BARC hospital may be provided free of charge for bringing
in a beneficiary for emergency treatment. In case BARC
hospital ambulance service is not available, reasonable
charges towards transportation by private ambulance
arranged by the employee will be reimbursed.

- 66 -

CHAPTER 7

INCENTIVES & AWARDS

7.1 Cash Award for Acquiring Higher Qualification

General Principles:

Scheme applies to all Group C non-technical employees
who have completed not less than three years of
continuous service
Duration of the course for the purpose of cash award shall
be minimum of one year and should have completed the
course in First attempt in the respective semester/year
During the entire service the employee can receive award
for a maximum of two times for separate courses.
Prior permission is necessary from the Competent
Authority for pursuing the Course
Should not get any other monetary benefits either from the
Sponsorship Scheme of NPCIL or any other scheme/rule of
the Company
Employee should not have any Disciplinary / Vigilance
cases pending against him nor penalised for any
misconduct under Conduct Rules.
The appraisal rating should be (Good) A3 or better for last
three years immediately preceding the date of declaration of
results

Disciplines for which the Scheme is available:

Accounting, Costs & Works, Audit & Financial Systems
Human Resource Development
Contracts, Materials Management, Inventory Control,
Purchase, Stores, Transportation, Clearance
Personnel Management, Industrial Relations
Guest House Management, Hotel Management, Catering
Health Care, Hospital Administration
Public Relations, Liaison, Library, Journalism, Mass
Communication, Editing, Exhibitions, Public
Administration, Communication, Travel
Computer System, Data Entry, Electronics Data
Processing, Information, Management, Programming
Legal, Estate Management, Company Secretaryship.




- 67 -
Amount of Cash Award:

The amount of Cash Award shall be as under:

Duration of Course of Higher
Qualification relevant to the
Present job in NPCIL
Amount of Cash Award
One year ` 1,000/- (One Thousand
Only)
Two years ` 2,000/- (Two Thousand
Only)
Three years and above ` 3,000/- (Three Thousand
Only)

7.2 Incentive for Adoption of Small Family Norms

The Incentive is payable where the employee or his/her
spouse undergoes sterilisation operation for family
planning.

The Incentive payable under the scheme after
implementation of 6 CPC is as follows :

Revised rates of Family Planning Allowance (FPA) effective
from 01.09.2008 under NPCIL (Incentive for Adoption of
Small Family Norms) Scheme, 1991 with reference to
Revised Pay Structure effective from 01.01.2006

S N

Pay Bands
Grade
Pay
Rate of
Family
Planning
Allowance (`)
1 PB 1 5200-20200 1800
210
2 PB 1 5200-20200 1900
3 PB 1 5200-20200 2000
4 PB 1 5200-20200 2400
5 PB 1 5200-20200 2800 250
6 PB 2 9300-34800 4200 400
7 PB 2 9300-34800 4600 450
8 PB 2 9300-34800 4800 500
9 PB 2 9300-34800 5400
550
10 PB 3 15600-39100 5400
11 PB 3 15600-39100 6600 650
12 PB 3 15600-39100 7600 750
13 PB 4 37400-67000 8700 800
14 PB 4 37400-67000 8900 900
15 PB 4 37400-67000 10000 1000

- 68 -
The employee and his/her spouse must be within the
reproductive age group viz., in the case of male employee he
should not be more than 50 years of age and his wife
should be between 22-45 years of age. In the case of
female employees, she must not be more than 45 years of
age and her husband must not be over 50 years of age.

The employee should not have more than two living
children. However, the incentive is payable where the
couple had twins after the birth of their first child.

The sterilisation operation should be conducted in a
Government hospital, DAE/NPCIL CHSS hospitals or
Voluntary institutions getting grant from Central
Government or State Government for conducting
sterilisation operation. The operation can also be
conducted at private nursing homes, provided the
certificate is countersigned by a Civil Surgeon/District
Medical Officer/Medical Officer of Government Hospital or
DAE/NPCIL/CHSS Hospital.

The incentive is also payable to an employee who has
attained the age of 40 years and either he or she or his or
her spouse had not undergone sterilisation operation. The
employee should have at least one living child and not more
than two children. The last child should be more than 10
years of age on the date the incentive is payable.

7.3 Performance Linked Incentive Scheme (PLIS)

The scheme is valid for the period from 01.01.2009 to
31.03.2015.

Objective of the scheme is to enhance organizational
performance through improved team work and individual
contribution thereby achieving higher levels of production
and productivity.

[I] PLIS for Executives :

[1] INCENTIVES :

(i) Incentive linked to MOU ratings : Maximum 20% of
[as communicated by Corporate basic pay
Planning Group)

(ii) Incentive linked to NPCIL ACF : Maximum 15% of
(70%-90% ACF : 3%-15% of basic pay) basic pay

- 69 -
(iii) Individual Performance Related (IPR) : 3% to 12%
Incentive (one to four increments)

With regard to IPR Incentive, the incentive depends on
residency period of an Executive in the current grade
and promotion to the next grade.

Promoted within Minimum
Eligibility Period (MEP) - 4 increments((12%)

Promoted within MEP + 1 year - 3 increments (9%)
Promoted within MEP + 2 year - 2 increments (6%)
Promoted within MEP + 3 year - 1 increment (3%)

If an Executive after meeting prescribed norms is found
unfit in the promotion interview, then two increments
will be reduced from his entitlement as per the above
table.

An Executive with e-APAR grading not less than
`A3/Good will be eligible for a minimum of one
increment even if his MEP is beyond MEP+3, irrespective
of his promotion.

Executives after their initial appointment shall be
eligible for 1 increment (3%) towards IPR, till their
promotion.

Non-executives who are promoted as Executives also be
eligible for 1 increment (3%) towards IPR, till their next
promotion, from the following month from the date of
change of track.

[2] Mode of payment :

Release of incentive for the Executives shall be as
follows :

Incentive based on MOU rating: 50% of the eligible amount
on Monthly basis and
balance on Quarterly
basis

NPCIL ACF Incentive : Annual basis

IPR Incentive : Monthly basis



- 70 -
[3] Eligibility criteria for the Incentives under the scheme :

On initiation of disciplinary proceedings and/or placing an
employee under suspension the payments of incentive shall
be withheld. However, grant of the incentives shall be
restored with retrospectively, if exonerated of all charges.

Employees not serving NPCIL on account of taking up any
other assignment outside NPCIL are not eligible under the
scheme.

All other eligibility criteria as applicable to Non-Executives
shall apply.


[II] PLIS for Non-Executives :

[i] Incentive linked to MOU ratings :

The maximum incentive payable under this clause per
month is 20% of the monthly basic pay.

[ii] NPCIL Annual Capacity Factor (NACF) Incentive :

NACF Incentive % of annual basic pay
70% to 87% 3% to 15%

[iii] NPCIL Units Monthly Capacity Factor (NMCF) ncentive :

NMCF Incentive % of monthly basic pay
75% to 90% 4% to 10%

The total NMCF plus NACF incentive put together shall be
limited to 20% of annual basic pay.

[iv] Eligibility criteria for the Incentives under the scheme :

The employee should have a minimum attendance i.e. not
less than 175 working days during the preceding financial
year.

Leave on account of maternity leave up to 180 days,
paternity leave up to 15 days, approved course of studies
and AL/EL/HPL/Commuted leave/CCL etc. (singly or in
combination) for a period up to 30 days, availed during the
financial year for which the incentives are payable, will also
count both for attendance for determining eligibility and for
grant of incentives.
- 71 -

An employee shall be eligible for payment of incentives
under the scheme during all periods of paid leave provided
the employee has minimum attendance as mentioned
above.

Absence/leave due to temporary disablement caused by
accident arising out of and in the course of employment will
count both for attendance for determining the eligibility and
grant of incentives.

In case of transfer of an employee from Station to Project/
Headquarters and vice versa, the employee will draw the
incentives proportionately, that is, in proportion to the
service rendered in that Station/Project/ Headquarters
subject to fulfillment of the condition as stipulated above.

In case of an employee joining the service on fresh
recruitment and the employee who would be
superannuating from service in between the financial year,
incentive shall be drawn in proportion to the service
rendered by them and their eligibility will be worked out on
proportionate basis.

The period of unauthorized absence does not qualify for any
incentives under this scheme.

In case of fresh appointees, the incentive payments is
subject to the following conditions :

(a) The incentive payment will be released in their case only
on completion of 90 days of service.

(b) Their eligibility for incentive shall be subject to their
maintaining pro-rata minimum attendance as stipulated
above and their attendance should not fall short of the
number of days arrived at by the following formula :

175 Number of working days including Saturday,
------ x Sunday and other public holidays in the
365 financial year of joining.

If they resign and are relieved before completion of the
financial year, their incentive gets forfeited.

[v] Mode of payments :

(A) Release of Incentive based on MOU ratings, NACF
Incentive and NMCF Incentive :
- 72 -

50% of the incentive amount towards MOU shall be paid
monthly, i.e., on 20
th
of the following month for which
the same is payable and remaining incentive as arrears
shall become payable once in a quarter in the months of
July, October, January & April.

NMCF incentive shall be paid monthly i.e. on 20
th
of the
month following the month for which the incentive is
payable. However, the incentive for the month of
February will be paid in the first week of April following.

NACF incentive shall be payable annually on completion
of the financial year in the month of April after
adjustment of NMCF incentive and restriction of both
NMCF plus NACF to 20% of annual basic pay.

[III] ANNUAL REWARDS :

All the Executives and Non-Executives on the rolls of
NPCIL Operating Stations are entitled for the following
annual rewards at their respective place of posting:

(i) Unit ACF;
(ii) Conservation of D
2
O;
(iii) Savings in Manrem; and
(iv) Safety culture & Good housekeeping.

All the Executives and Non-Executives on the rolls of
NPCIL Projects are entitled for the following annual
rewards at their respective place of posting:

(i) Annual Physical Progress achieved.
(ii) Industrial Safety.
(iii) Good HR practices and Industrial Relations.
(iv) Good Housekeeping & Safety Culture

All the Executives and Non-Executives on the rolls of
NPCIL Headquarters are entitled for the annual rewards
based on the average of the reward amount declared to
the Operating Stations and Projects.

The annual rewards are upto a maximum of ` 18,000/-
(Rupees Eighteen thousand only).




- 73 -
The above annual rewards (linked to Station production and
performance targets) per se are outside the purview of scheme
and will be declared by CMD every year keeping in view the safety
culture/standards, ALARA principles and overall performance of
each Operating Station.


7.4 Qualification Incentive Allowance


In accordance with DAE Qualification Incentive Scheme, the
Qualification Incentive Allowance is payable to O&M qualified
personnel of the Operating Stations at the following rates, for
different levels:


Levels Amount
Level I ` 2000/- per month
Level II ` 1600/- per month
Level III ` 1200/- per month
Level IV ` 800/- per month
Level V ` 400/- per month



























- 74 -
7.5 Awards

Awards
Maximum
number
of Awards
Composition of
Awards
Category of
employees
eligible to be
considered
Age
Limit
Young
Scientist/Engine
er/Executive
Award
75
Citation, Silver
Medal (50 gm) &
` 50000/- each
Engineers
Scientists
Executives
Below
35 years
Special
Contribution
Award
50
Citation, Silver
Medal (50 gm) &
` 50000/- each
All categories of
employees
No age
limit
NPCIL
Excellence
Award
25
Citation, Silver
Medal (50 gm) &
` 100000/- each
Engineers,
Scientists,
Executives who
have rendered a
minimum of 10
years of service
Below
50 years
Group
Achievement
Award
Number of
Awards to
be within
overall
award
amount of
` 25
Lakhs
Citation, Silver
Medal (50 gm) &
amount to
individuals in
three levels
G-1:` 50000/-
G-2:` 20000/-
G-3:` 10000/-
All categories of
employees
No age
limit
Unit Recognition
for Outstanding
Contribution
Award

50
Citation &
` 50000/- each
All categories of
employees (other
than executives)
No age
limit
Leadership
Award
5
Citation, Silver
Medal (50 gm) &
Award amount
will be
L-1:` 500000/-
L-2:` 200000/-
Total amount
limited to
` 2500000/-
All categories of
employees
No age
limit
Life Time
Achievement
Award

Citation, Medal &
` 1000000/-
No age
limit











- 75 -
CHAPTER 8

CAREER GROWTH AND PROGRESSION

8.1 Scientific and Technical Employees

The Scientific and Technical personnel are covered by the Merit
Promotion Scheme of the Department of Atomic Energy. Salient
features of the Scheme are as follows:

The tables given below indicate the minimum residency period
in the lower grades for consideration for promotion to next
higher grades. The residency period depends on the grading of
e-APAR. The table below indicates the minimum eligibility for
an employee with highest overall grading.

The rationalized date of annual increment is 1
st
July. All
promotions are also rationalised from this date. In the initial
year of recruitment if the employee completes 6 months of
service as on 1
st
July it will be treated as one year for the
purpose of increment as well as calculating the eligibility
period for promotion.

A Scientific Assistant who has acquired the additional
qualification of AMIE/BE with minimum 60% marks with prior
approval may be considered for promotion as Technical Officer
of appropriate grade on passing the departmental qualifying
examination (DQE) with prescribed percentage of marks in
limited number of attempts with prescribed e-APAR grading.
Only one chance shall be given for appearing in the interview.
A similar provision is available to Technicians for promotion as
Scientific Assistant on acquiring the Diploma in Engineering in
the relevant field.


Change of track from Technicians to Supervisory grades

Technicians (in the grades of D,F,G,H&J) may also be
considered for change of track to supervisory grades at the
time of consideration for promotion to next higher grade
depending on the recommendations from the Section Heads
and assessment by the selection committee about his fitness
for the supervisory capacity. Thus the selection committee
may recommend his promotion to next higher grade or
promotion to next higher grade with change of track or defer
his promotion.



- 76 -
Table 8.1.1 Guidelines for promotion of Scientific
Officers/Engineers:


From Grade To Grade Minimum
Eligibility
Period in
Years
1 SO(SB)*
(PB 2 GP 4800)
SO(C) (PB 3 GP 5400)
3
2 Engineers, Science PG Degree (M Sc) holders and
Medical Doctors (MBBS/BDS) recruited directly.
Officers promoted to SO(C) grade on acquiring M Sc or
AMIE/AMIA/BE/B Tech qualification while in service
prior to 31.12.2008
2 A

SO(C)
(PB 3 GP
5400)
SO(D) (PB 3 GP 6600)
3
2 B

SO(D)
(PB 3 GP
6600)
SO(E) (PB 3 GP 7600)
5
3 Scientists and Engineers through OCES of training
school; engineers with M Tech qualification through
OCEP of training school or through DGFS of IITs/IISc; M
Tech recruited directly **
3 A

SO(C)
(PB 3 GP
5400)
SO(D) (PB 3 GP 6600)
2
3 B

SO(D)
(PB 3 GP
6600)
SO(E) (PB 3 GP 7600)

Engineers, Scientists (PG or higher degree),
KSKRA recruits/Medical Doctors
4
Engineers with M Tech qualification
through DGFS of IITs/IISc
3
* The officers in the grade SO(SB) are the existing officers
promoted prior to 31.12.2008.
** Refers to M Tech courses taken after BE/B Tech or M Sc
including integrated M Tech course.
(IV) SO(E) 7600 SO(F) 8700 5
(V) SO(F) 8700 SO(G) 8900 5
(VI) SO(G) 8900 SO(H) 10000 5

Notes: Candidates with M.Sc. or AMIE or AMIA (or other
equivalent PG Science/ Engineering degree recognized by
Govt. of India) who are in SO(SB)/SO(C) grade could be
considered for promotion to the next higher grades
SO(C)/SO(D) respectively, by application of norms as
- 77 -
indicated above, provided they have put in the prescribed
number of years of service in SO(SB)/SO(C) grade after
acquiring such qualification.


Table 8.1.2 - Guidelines for promotion: Technical
Officers : M.Sc/ Engineers

From Grade To Grade Minimum
Eligibility
Period in Years
TO(B)
(PB 2 GP 4800)
TO(C)
(PB 3 GP 5400)
3
TO(C)
(PB 3 GP 5400)
TO(D)
(PB 3 GP 6600)
3
TO(D)
(PB 3 GP 6600)
TO(E)
(PB 3 GP 7600)
5
Note: Candidates with M.Sc. or AMIE or AMIA (or other
equivalent PG Science/ Engineering degree recognized by
Govt. of India) who are in TO(SB)/TO(C) grade could be
considered for promotion to the next higher grades
TO(C)/TO(D) respectively, by application of norms as
indicated above, provided they have put in the prescribed
number of years of service in TO(SB)/TO(C) grade after
acquiring such qualification.



Table 8.1.3 - Guidelines for promotion : Licentiates/Diploma
Holders in Engineering / B.Sc / B.Pharms/ M.Lib.Sc. -
Scientific Stream prior to 31.12.2008


From Grade To Grade Minimum
Eligibility Period
in Years
SO(SB)
(PB 2 GP 4800)
SO(C)
(PB 3 GP 5400)
4
SO(C)
(PB 3 GP 5400)
SO(D)
(PB 3 GP 6600)
5
SO(D)
(PB 3 GP 6600)
SO(E)
(PB 3 GP 7600)
6





- 78 -
Table 8.1.4 - Guidelines for promotion : Licentiates/Diploma
Holders in Engineering / B.Sc / B.Pharms/ M.Lib.Sc.
Technical Stream


Sr.
No.
From Grade To Grade Minimum
Eligibility
Period in
Years
1 SA(B)
(PB 2 GP 4200)
SA(C)
(PB 2 GP 4600)
2 a) SA(B) recruited under stipendiary training
scheme Cat.I (one year training recognized by
DAE/NPCIL)
b) Others with qualifications as title of this
table
3
2 SA(C) (PB 2 GP
4600)
SA(D) (PB 2 GP 4800)
3
3 SA(D)
(PB 2 GP 4800)
SA(E)
(PB 3 GP 5400)
4
4 SA(E)
(PB 3 GP 5400)
SA(F)
(PB 3 GP 6600)
5
5 SA(F)
(PB 3 GP 6600)
SA(G)
(PB 3 GP 7600)
6


Table 8.1.5 - Guidelines for promotions : Supervisors who are
not diploma holders in engineering/degree holders in science


Sr.
No.
From Grade To Grade Minimum
Eligibility
Period in
Years
1 Chargehand*
(PB 2 GP 4200)
Foreman (A)
(PB 2 GP 4600)
6
2 Asstt. Foreman Foreman (A)
(PB 2 GP 4600)
4
3 Foreman A Foreman (B)
(PB 2 GP 4800)
5
4 Foreman B Foreman (C)
(PB 3 GP 5400)
5
5 Foreman C Foreman (D)
(PB 3 GP 6600)
6
6 Foreman D Foreman (E)
(PB 3 GP 7600)
7
- 79 -
* The grades of Chargehand and Assistant Foreman are
merged. Hence all Chargehand would be redesignated as
Assistant Foreman I w.e.f 01.01.2009. However, the promotion
of Chargehand to Foreman A would be regulated as per the
norms in the table above.



Table 8.1.6 - Guidelines for promotion: Drawing Office Trades


Sr.
No.
From Grade To Grade Minimum
Eligibility
Period in
Years
1 Technician D
(Drg)
(PB 1 GP 2800)
D'Man (B)
(PB 2 GP 4200)
5
2 D'Man A (Drg)*
(PB 2 GP 4200)
D'Man (C)
(PB 2 GP 4600)
6
3 D'Man B D'Man (C)
(PB 2 GP 4600)
4
4 D'Man C D'Man (D)
(PB 2 GP 4800)
5
5 D'Man D D'Man (E)
(PB 3 GP 5400)
5
6 D'Man E Tech Supvr (A) (Drg)
(PB 3 GP 6600)
6
7 Tech Supvr (A)
(Drg)
Tech Supvr (B) (Drg)
(PB 3 GP 7600)
7
*The grades of D'Man(A) and D'Man(B) are merged. Hence all
D'Man(A) will be redesignated as D'Man(B1) with effect from
01.01.2009. The promotion of presen Dman A to Dman C will
be regulated as per the norms in the Table above.



Table 8.1.7 - Guidelines for promotion: Technician


Sr.
No.
From Grade To Grade Minimum
Eligibility
Period in
Years
1 Technician A
(PB 1 GP 1900)
Technician (B)
(PB 1 GP 2000)
3
2 Technician B Technician (C)
(PB 1 GP 2400)
3
- 80 -
3 Technician C Technician (D)
(PB 1 GP 2800)
3
4 Technician D Technician (F)/Astt
Fman
(PB 2 GP 4200)
5
5 Technician E Technician (G)
(PB 2 GP 4600)
6
6 Technician F Technician (G)
(PB 2 GP 4600)
4
7 Technician G Sr Technician (H)
(PB 2 GP 4800)
5
8 Sr Technician H Sr Technician (J)
(PB 3 GP 5400)
6
9 Sr Technician J Tech Supvr (A)
(PB 3 GP 6600)
6
10 Tech Supvr (A) Tech Supvr (B)
(PB 3 GP 7600)
7


Tradesman E and Tradesman F are merged. Tradesman E will be
redesignated as Technician F1 w.e.f. 01.01.2009. The promotion
of those who were Tradesman E prior to 01.01.2009 will be
regulated as per the Table above.

Full weightage shall be given for the training period of 2 years for
the first promotion after absorption in respect of those category-II
trainees, who are appointed in the grade of Technician B only.
(i.e. for promotion from Technician B to Technician C). The
following guidelines for promotion will apply only for first
promotion after absorption:


Sr.
No.
From Grade To Grade Minimum
Eligibility
Period in Years
1 Technician B
(PB 1 GP 2000)
Technician (C)
(PB 1 GP 2400)
2


Guidelines for Promotion/Redesignation : Nursing Staff

Redesignation : Nurse (D) to Sister-In-Charge (A)

Appointment (redesignation by selection) to the posts of Sister-in-
charge (A) will be made from among the personnel in the grade
Nurse (D)



- 81 -

Table 8.1.8 Promotion: Sister-in-charge/A to Sister-in-
charge/B

Sr.
No.
From Grade To Grade Minimum
Eligibility
Period in Years
1 Sister-in-charge (A)
(PB 3 GP 5400)
Sister-in-charge (B)
(PB 3 GP 6600)
6

Note : The eligibility period for promotion from Sister-in-charge
(A) to Sister-in-charge (B) is indicated as the total number of
years in the pre-revised S-13 in pre-revised scale and PB 3 GP
5400 revised scale i.e. No of years spent as Nurse (D) and Sister-
in-charge (A) put together. However, normally, a person should
have held the post of Sister-in-charge (A) for at least 2 years for
being considered for promotion to Sister-in-charge (B).

Redesignation: Sister-in-charge(B) to Asst Matron(PB 3 GP 6600)

Appointment to the post of Assistant Matron will be made
through selection, based on vacancy, by redesignating personnel
working as Sister-in-charge (B).

Promotion : Assistant Matron to Matron (PB 3 GP 7600)

Appointment to the post of Matron will be made through
selection, based on vacancy, from among the personnel who have
completed a minimum of 6 years service in the pre-revised S-15
scale and PB 3 GP 6600 in their revised scale put together (as
Sister-in-charge `B' or Assistant Matron) out of which at least 2
years should be as Assistant Matron.

Table 8.1.9 - Guidelines for Promotion : Auxiliary Nurses,
Nurses and Pharmacists

Sr.
No.
From Grade To Grade Minimum
Eligibility
Period in
Years
1 Aux. Nurse `A'
(PB 1 GP 1900)
Aux. Nurse `B'
(PB 1 GP 2000)

2 Aux. Nurse `B' Aux. Nurse `C'
(PB 1 GP 2400)

3 Aux. Nurse `C' Aux. Nurse `D'
(PB 1 GP 2800)

4 Aux. Nurse `D' Aux. Nurse `E'
(PB 2 GP 4600)

5 Aux. Nurse `E' Aux. Nurse `F'
- 82 -
(PB 2 GP 4600) (PB 2 GP 4800)
6 Aux. Nurse `F'
(PB 2 GP 4800)
Aux. Nurse `G'
(PB 2 GP 5400)
6
7 Aux. Nurse `G'
(PB 2 GP 5400)
Aux. Nurse `H'
(PB 3 GP 5400)
6
8 Nurse `A'
(PB 2 GP 4600)
Nurse `B'
(PB 2 GP 4800)
6
9 Nurse `B' Nurse `C'
(PB 2 GP 5400)
6
10 Nurse `C' Nurse `D'
(PB 3 GP 5400)
6
11 Pharm `B'
(PB 1 GP 2800)
Pharm `C'
(PB 2 GP 4200)
8
12 Pharm `C1' * Pharm `D'
(PB 2 GP 4600)
8
13 Pharm `C' Pharm `D'
(PB 2 GP 4600)
6
14 Pharm `D' Pharm `E'
(PB 2 GP 4800)
6
15 Pharm `E' Pharm `F'
(PB 2 GP 5400)
7
*The grades of Pharm 'B (spl)' and Pharm (C) are merged. Hence all
Pharm 'B (Spl)' will be redesignated as Pharm 'C1'. The promotion of
those who were Pharm 'B (Spl)' prior to 01.01.2009 will be regulated
as per above table.


Table 8.1.10 - Guidelines for promotion: Fireman/Leading
Firemen without Professional Qualification/with Professional
Qualification

Sr.
No.
From Grade To Grade Minimum
Eligibility
Period in
Years
Firemen
1 Fireman `A' Fireman `B' (PB 1 GP 2000) 6
2 Fireman `B' Fireman `C' (PB 1 GP 2400) 6
3 Fireman `C' Fireman `D' (PB 1 GP 2800) 8
4 Fireman `D' Fireman `E' (PB 2 GP 4200) 8
Leading Firemen
5 L.F'Man `A'
(PB 1 GP 2400)
L.F'Man `B' (PB 1 GP 2800) 6
6 L.F'Man `B' L.F'Man `C' (PB 2 GP 4200) 6
7 L.F'Man `C' L.F'Man `D (PB 2 GP 4600) 8


- 83 -
Table 8.1.11 - Guidelines for Promotion of Driver-cum
operators without Professional Qualification/with
Professional Qualification

Sr.
No.
From Grade To Grade Minimum
Eligibility
Period in Years
Driver-cum-Operators
1 DCO A (PB
1 GP 2000)
DCO B (PB 1 GP 2400) 6
2 DCO B DCO C (PB 1GP 2800) 6
3 DCO C DCO D (PB 2 GP 4200) 8

Personnel with sub-officer's certificate can be given 1 year
advantage in all above grades.

Table 8.1.12 Guidelines for Promotion : Sub-Officers without
Station Officer's Certificate / with Station Officer's Certificate

Sr.
No.
From Grade To Grade Minimum
Eligibility
Period in Years
1 Sub-Officer A
(PB 2 GP 4200)*
Sub-Officer C
(PB 2 GP 4600)
8
2 Sub-Officer B
(PB 2 GP 4200)
Sub-Officer C
(PB 2 GP 4800)
6
3 Sub-Officer C Sub-Officer D
(PB 2 GP 5400)
8
*The grades of Sub-Officer A and Sub-Officer B are merged.
Hence all Sub-Officer A will be redesignated as Sub-Officer B1.
The promotion of those who were Sub-Officer A and Sub-Officer B
prior to 01.01.2009 will be regulated as per above table.
Personnel with Station Officer's certificate can be given 1 year
advantage in all above grades.

Table 8.1.13 - Guidelines for Promotion: Station Officer
Without Divisional Officer's Certificate/ with Divisional
Officer's Certificate

Sr.
No.
From Grade To Grade Minimum
Eligibility
Period in Years
1 Station Officer A
(PB 2 GP 4800)
Station Officer B
(PB 3 GP 5400)
6
2 Station Officer B Station Officer C
(PB 3 GP 6600)
8


- 84 -
Personnel with Divisional Officer's certificate can be given 1 year
advantage in all above grades.

Table 8.1.14 - Guidelines for Promotion: DCFO/CFO with
Divisional Officer's Certificate

Sr.
No.
From Grade To Grade Minimum
Eligibility
Period in
Years
1 DCFO `A' *
(PB 3 GP 5400)
DCFO `B'
(PB 3 GP 6600)
5
2 DCFO `B' ** DCFO `C'
(PB 3 GP 7600)
7
3 CFO `A' ***
(PB 3 GP 6600)
CFO `B'
(PB 3 GP 7600)
5
* Minimum experience as DCFO 'A' of 3 years
**Minimum experience as DCFO 'B' of 3 years
***Minimum experience as CFO 'A' of 3 years

Table 8.1.15 - Guidelines for Promotion of B.E. (Fire
Engineering)

Sr.
No.
From Grade To Grade Minimum
Eligibility
Period in
Years
1 TO (C)
(PB 3 GP 5400)
TO (D)/CFO 'A'
(PB 3 GP 6600)
3
2 TO(D)/CFO 'A' TO (E)/CFO 'B'
(PB 3 GP 7600)
5


Table 8.1.16 Guidelines for promotion based on acquiring
additional qualification:

Sr.
No.
Additional
Qualification
Min marks to be
obtained in the
exam. of
additional
qualification as
required by the
University/Insti
tute for
awarding the
degree
To be
considered
for
promotion
to grade
(i) B.Sc. 60% SA `B'
(ii) Diploma in Engg. 60% SA `B'
- 85 -
(iii) M Sc 60% TO C
(iv) AMIE/AMIA/BE/B
Tech
60% TO `C'
(v) Degree in Engg.
Awarded by
professional bodies
such as
AMIE/IICH/IETE/
AMIIM/IEEE/AMIW
60% TO `C/
TO `B

For cases at (i) & (ii) above, Selection Committees can promote the
candidates to grade SA B only.

For cases at (iii) & (iv) above, Selection Committees can promote
the candidates to one grade lower i.e. to grade TO (B).

Recognized by Government of India.

b) Candidates, who after acquiring additional
qualification with 60% marks or above and after
promotion interview by relevant Selection Committee
are not found fit for promotion to the eligible grade
shall be considered for further promotions in the
normal course only as per applicable guidelines,
ignoring their additional qualification.

Table 8.1.17 - Change of Track is applicable only as follows
(in normal course promotion):

Sr.
No
From To

1 Technician D
(PB 1 GP 2800)
Asstt Foreman
(PB 2 GP 4200)
2 Technician F (PB 2 GP 4200) Foreman A (PB 2 GP 4600)
3 Technician G
(PB 2 GP 4600)
Foreman B
(PB 2 GP 5400)

In other words change of Track from Technician grades to
Scientific Assistant grades is not normally permitted without
acquiring prescribed additional qualification.

Table 8.1.18 - Guidelines for promotion : Attendants/Hospital
Attendants

Sr.
No.
From Grade To Grade Minimum
Eligibility
Period in
Years
1 Attendant A Attendant - B 6
- 86 -
(PB 1 GP 1800) (PB 1 GP 1900)
2 Attendant B Attendant - C
(PB 1 GP 2000)
7
3 Attendant C Sr. Attendant A
(PB 1 GP 2400)
7

4 Sr. Attendant A Sr. Attendant B
(PB 1 GP 2800)
8


8.2 Non-Technical Employees

The policy envisages upgradations upto certain levels and
vacancy-based promotions beyond. The upgradation promotions
are made effective on the standardized date of 1
st
July while
vacancy based promotions are processed with reference to the
crucial date of 1
st
July and actual promotion would depend on
the date of availability of vacancies.

The minimum eligibility period specified above is applicable only
for those outstanding candidates who meet the specified norms of
e-APAR grading.


Table 8.2.1 - Guidelines for promotion : Non-technical
Executives

Sr.
No.
From Grade To Grade Minimum
Eligibility
Period in
Years
1 Deputy Manager
(PB 3 GP 5400)
Manager
(PB 3 GP 6600)
3
2 Manager Senior Manager
(PB 3 GP 7600)
4
3 Senior Manager Deputy General
Manager
(PB 4 GP 8700)
5
4 Deputy General
Manager
Addl. General Manager
(PB 4 GP 8900)
5
5 Addl. General
Manager
General Manager
(PB 4 GP 10000)
5

Promotion from the grade of Deputy Manager to Senior Manager
is through upgradation. In all other cases, promotions will be
subject to availability of vacancies.




- 87 -

Table 8.2.2 - Guidelines for promotion for non-technical
non-executives

Leve
l
Designation
Pay Band
(`)
Grade
Pay (`)
Method of filling
Minimum
Eligibility
Period in
Years
L-1 Assistant Gr 1
PB-1
5200-
20200
2400 By direct recruitment --
L-2 Assistant Gr 2
PB-2
9300-
34800
4200
100% by upgradation
promotion
5
L-3 Assistant Gr 3 4600
100% by upgradation
promotion
6
L-4
Senior
Assistant Gr 1
4800
Vacancy based
promotion through
selection
5
L-5
Senior
Assistant Gr 2
5400
Vacancy based
promotion through
selection
5

The upgradation promotions will be subject to qualifying the
prescribed written examination and personal interview and on
possessing the prescribed ACR gradings, Vacancy based
promotions subject to qualifying personal interview and on
possessing the prescribed ACR gradings.


Table 8.2.3 - Guidelines for promotion: Stenographers

Leve
l
Designation
Pay
Band
(`)
Grade
Pay (`)
Method of filling
Minimum
Eligibility
Period in
Years
L-1 Steno Gr 1
PB-1
5200-
20200
2400 By direct recruitment --
L-2 Steno Gr 2
PB-2
9300-
34800
4200
100% by upgradation
promotion
5
L-3 Personal Assistant 4600
100% by upgradation
promotion
5
L-4 Private Secretary 4800
Vacancy based
promotion through
selection
5
L-5
Sr Private
Secretary (Sr PS)
5400
Vacancy based
promotion through
selection
4
L-6 PPS PB-3
15600
-
39100
6600
Vacancy based
promotion through
selection
8
L-7 Sr PPS 7600 5

- 88 -
The upgradation promotions will be subject to qualifying the
prescribed written examination and personal interview and on
possessing the prescribed ACR gradings, Vacancy based
promotions subject to qualifying personal interview and on
possessing the prescribed ACR gradings.

Table 8.2.4 - Guidelines for promotion: Assistant Security
Officers (ASO)

Sr.
No.
From Grade To Grade Minimum
Eligibility
Period in
Years
1 ASO Gr. 2
PB 2 GP 4200
ASO Gr. 3
PB 2 GP 4600
6
2 ASO Gr. 3
PB 2 GP 4600
ASO Gr. 4
PB 2 GP 4800
5
3 ASO Gr. 4
PB 2 GP 4800
ASO Gr. 5
PB 2 GP 5400
5

Promotion from ASO Gr. 1 to ASO Gr. 2 is through upgradation
and promotion to the remaining two levels shall be subject to
availability of vacancies.

Table 8.2.5 - Guidelines for promotion : Drivers

Sr.
No.
From Grade To Grade Minimum
Eligibility
Period in
Years
1 Driver Gr. 1
PB 1 GP 1900
Driver Gr. 2
PB 1 GP 2400
5
2 Driver Gr. 2
PB 1 GP 2400
Driver Gr. 3
PB 1 GP 2800
5
3 Driver Gr. 3
PB 1 GP 2800
Driver (Special Grade)
PB 2 GP 4200
5

Promotion from Driver Gr. 1 to Driver Gr. 2 and from Driver Gr. 2
to Driver Gr. 3 is through upgradation and promotion to the
Driver (Special Grade) shall be subject to availability of vacancies.


- 89 -
CHAPTER 9

STATUTORY BENEFITS AND SOCIAL SECURITY SCHEMES

9.1 Provident Fund Scheme

General Conditions

Every employee on completion of one year of service shall
be entitled and required to become member of the Fund.
However, the employee has the option to join the Fund even
before completion of one years continuous service.

Rate of subscription is 10% of emoluments. Emoluments
consist of Band Pay + Grade Pay + Dearness Allowance
sanctioned from time to time. The employees also have the
option of making additional voluntary contributions to the
Fund at their discretion not exceeding the monthly
emoluments.

A member may subscribe to the fund except during
suspension.

NPCIL shall also contribute a matching minimum
prescribed contribution as per the scheme.

The whole or part of the amount of Performance Linked
Incentive received by the employees may be deposited in PF
account.

The voluntary contribution may be enhanced twice and
reduced once during the financial year.

For the purpose of NPCIL EPF Scheme, Family means -

In case of male member, wife or wives, parents, children,
minor brothers, unmarried sisters, deceased sons widow
and children and where no parents of the member is alive,
a paternal grandparent.

In case of female member, the husband, parents, children,
minor brothers, unmarried sisters, deceased sons widow
and children and where no parents of the member is alive,
a paternal grandparent.

Children include adopted child or a ward under the
Guardians and Wards Act, 1890, who lives with the
employee and is treated as a member of the family and to
- 90 -
whom the employee has through a special will, given the
same status as that of a natural born child.

Nominations

On joining the Fund, every member shall make a
nomination conferring on one or more persons the right to
receive the amount standing to his credit in the event of his
death.
Nomination shall be in favour of any person or persons of
his family.
Nomination made at the time when a member was not
having family will become invalid on acquiring family by the
member subsequently. The member shall then make a
fresh nomination.
A member can cancel or modify nomination by filing a fresh
nomination.

Advances from the Fund General Conditions

An amount of advance not exceeding 3 months
emoluments or half the amount of subscription at credit in
the fund, whichever less, can be sanctioned subject to the
following conditions :

An advance shall not be sanctioned in excess of the limit
as mentioned above, except for special reasons to be
recorded in writing.

An advance shall be recovered from the member in not
more than 24 equal monthly instalments.

Where amount of advance sanctioned is exceeding the
limit of 3 months emoluments, it may be recovered in
not more than 36 equal monthly instalments.

If the sanctioning authority has reason to doubt that the
advance has been utilised for purpose other than that
for which it was sanctioned, the member shall be
directed to repay the amount or order the amount to be
recovered in one lump sum from the emoluments.

Purposes for which the advance is sanctioned :

o To pay expenses in connection with the illness,
confinement or a disability including where necessary the
travelling expenses of the member and members of his
family or any person dependent on him;

- 91 -
o To meet the cost of higher education including travelling
expenses of the member and his family or any person
actually dependent on him;

o To pay obligatory expenses on a scale appropriate to the
members status which by customary usage the member
has to incur in connection with betrothal or marriages,
funerals or other ceremonies;

o To meet the cost of legal proceedings instituted by or
against the member or any member of his family or any
person actually dependent on him;

o To meet the cost of the members defence where he engages
a legal practitioner to defend himself in an enquiry in
respect of any alleged official misconduct;

o To purchase consumer durables such as TV/VCR/VCP,
Washing machines, Cooking range, Geysers, Computers
etc.

o For pilgrimage or visiting places of eminence of all religions
subject to the condition that since it is not possible to
specify places in India and abroad keeping in view the
diversity of religions, the authorities vested with the power
of sanctioning advance, may satisfy themselves that the
place proposed to be visited is a pilgrimage place or a place
of religious eminence.

Withdrawal from the Fund

Upto 6 months emoluments or 50% of the balance at credit

After completion of fifteen years of service (including broken
periods of service, if any) or within ten years of the date of
retirement on superannuation, a withdrawal can be sanctioned
for one or more of the following purposes:-

To meet the cost of higher education, including where
necessary travelling expenses of the member or any child of
the member in the following cases

o for education outside India for academic, technical,
professional or vocational course beyond the Higher
Secondary Stage and

o or any medical, engineering or other technical
specialised course in India beyond the High school stage

- 92 -
To meet the expenditure in connection with the
betrothal/marriage of the member or his sons/daughters and
any other female relation actually dependent on him.

To meet the expenditure in connection with the illness
including travelling expenses of the member or his family or
any person actually dependent on him.

To meet the cost of consumer durables such as TV/VCR/VCP,
Washing Machines, Cooking range, Geysers, Computers etc.

After completion of fifteen years or within 5 years of the date of
retirement for purchasing a motor Car, limited to `
110,000/- or Motor cycle/scooter limited to ` 20,000/- or for
repaying the Corporation loan already taken for the purpose
subject to the condition that

o The members basic pay should be ` 10,500/- (pre-
revised) or more in case of M/Car

o The members basic pay should be ` 4,600/- or more in
case of Motor cycle/scooter etc.

After completion of 28 years of service or within 3 years from
the date of retirement, to meet the extensive repairs of the
Motor Car, limited to ` 5000/-

After completion of 15 years of service for booking Motor
car/motor cycle/scooter etc.

Withdrawal can also be sanctioned upto 90% of the amount
standing to the credit of the members account for one or more
of the following reasons :-

o Building or acquiring a suitable house or ready built flat
for his residence including the cost of the site or any
payment towards allotment of a flat or plot by the Delhi
Development authority, State Housing Board or a House
Building Co-op Society;

o Repaying an outstanding amount on account of loan
expressly taken for building or acquiring a suitable
house or ready built flat for his residence;

o Reconstructing or making additions or alterations to a
house or a flat already owned or acquired by a member;

o Renovating, additions or alterations or upkeep of an
ancestral house at a place other than the place of duty
- 93 -
or to a house built with the assistance of loan from
Company at a place other than the place of duty;

o Constructing a house on a site purchased under clause
(1) above.

o Upto 90% of the amount balance at credit, within 12
months before retirement, without linking to any reason;

o Once during the course of a financial year, an amount
equivalent to one years contribution paid towards
Savings Linked Group Insurance Scheme.

General Conditions for withdrawal

A withdrawal may be sanctioned exceeding 50% of the
balance upto 3/4
th
amount at credit with due regard to the
objecting for which it is being made, status of the member
and amount of subscription and interest thereon standing at
credit of the member.

Only one withdrawal shall be allowed for the same purpose.
Marriage or education of different children, illness on
different occasions or a further addition or alteration to a
house or flat covered by a duly approved fresh plan, shall not
be treated as the same purpose. Second or subsequent
withdrawal for completion of the same house shall be
allowed.

o A member who has been permitted to withdraw from the
fund shall submit a utilisation certificate within a reasonable
period that the money has been utilised for the purpose for
which it was withdrawn. If he fails to do so, the whole of the
sum so withdrawn or so much thereof not utilized for the
purpose for which it was withdrawn shall forthwith be repaid
in one lump sum and in case of default, it shall be ordered
by the sanctioning authority to be recovered from his
emoluments.

Transfer of Balances from previous employment:-

When a person is appointed in the Company from the
Govt/Corporate Body or after leaving his previous employment,
the balances standing to his credit in a recognised PF Scheme
can be transferred to the PF Account in the Company.
Recognised PF scheme means, recognised under Income Tax Act.



- 94 -
Final settlement on cessation of service

The amount standing to the credit of the employee who ceased to
be in service is paid to him together with interest as follows :

Retirement after attaining the age of superannuation, suo
motu.

Retirement on account of permanent and total incapacity
due to bodily or mental infirmity duly certified by a
competent medical authority.

Retrenchment due to reduction in establishment.

If the period of membership is less than five years,
(otherwise than by reason of death, superannuation or
declaration as unfit for further service or the abolition of
post or the reduction of establishment) the total amount of
members own subscription and interest thereon shall be
paid to the member after deduction, if any of income tax
chargeable under sub rule (1) of rule 9 of the Fourth
Schedule to the Income Tax Act, and the full amount of
Companys contribution and interest thereon shall be
forfeited to the fund.

However, the period of membership in the recognised
Provident Fund Scheme of previous employer, is counted
for calculating the period of five years continuous service
provided the balance under such Provident Scheme of his
previous employer has been transferred and accepted for
credit to his account under NPCIL (EPF) Scheme.

If the employee is dismissed from service, the Board may
direct to forfeit the employers contribution together with
interest thereon.

Any amount claimed by the Company as amount due to the
Company can be deducted from the employers contribution
and interest thereon.

Resignation from service in order to take up appointment
under a body corporate owned and controlled by Govt or
autonomous organisation, without break and with proper
permission of the Company, shall not be treated as
resignation from Companys service.




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Final Settlement of accumulations of deceased member:-

In case of nomination, payment will be released as per
nomination.

If no nomination subsists, or nomination relates to part of
the amount at credit, the payment of such amount will be
payable to members of his family in equal shares except

son who has attained majority
sons of the deceased son of the employee who are
major
married daughters of the employee whose husband is
alive
married daughters of deceased son of the employee
whose husband is alive

In case employee leaves no family, and there is no
nomination subsists or it relates to part of the amount at
credit, then payment will be to the legally entitled heirs.

If a nominee is minor or lunatic, the payment will be
released to the natural guardian/ guardian. Under Hindu
Law, a step mother is not the natural guardian of her step
son and in such cases court order will be necessary.


9.2 Deposit Linked Provident Fund Insurance Scheme

It covers all the members of NPCIL (EPF) Scheme, 1990.

On the death of an employee who is a member of the Fund,
the persons entitled to receive the provident fund
accumulations (including employers contribution together
with interest) of the deceased, will be paid an amount equal
to the average balance in the account of the deceased in
the Fund, during the preceding 12 months or during the
period of his membership, whichever less, except where the
average balance exceeds rupees twenty five thousand, the
amount payable shall be ` 25,000/- plus 25% of the
amount in excess of ` 25000/-, subject to an overall ceiling
of ` 60,000/-.






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9.3 Gratuity Scheme

Coverage

Employees directly employed by the Company including
absorbees opted for pro-rata pension or 100% commutation
pension.

Does not include combined pension optees and permanent
deputationists covered under CCS (Pension) Rules and
Apprentices/Trainees / deputationists on foreign service terms.

Gratuity shall be payable to an employee provided he has
rendered not less than five years of continuous service (except in
case of death/ disablement)


Quantum of Gratuity

For every completed year of service or part thereof in excess of six
months, 15 days emoluments last drawn by the employee. Maximum
amount of gratuity payable is ` 10 lakhs.


Emoluments means the band pay, grade pay, dearness allowance,
non-practising allowance and stagnation increment.


Circumstances under which payment of gratuity shall be made:

on superannuation,
on retirement or resignation,
on death,
permanent disablement due to physical or mental infirmity,
discharge on abolition of post.


Death Gratuity

Death occurring during the
first year of service
2 months' emoluments
Death occurring after one year
but before 5 years service
6 months' emoluments
Death occurring after
completion of 5 years but
before 20 years of service
12 months' emoluments
Death occurring on completion
of 20 years and more service
Half a month's emoluments for
each completed half year of
continuous service or 33 times of
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emoluments or ` 10 lakhs
whichever is less.
Note: Half a year of continuous
service - uninterrupted service of
three months and above.

Adjustment of Company Dues

Company dues pertaining to accommodation, allied charges, licence
fee, unpaid advances, overpayment of salary etc. can be recovered
from the Gratuity.


Transfer of Gratuity

When an employee joins from another PSU with the consent of that
PSU, gratuity can be transferred by payment of the amount of
gratuity to NPCIL by the previous employer. In such case, the
period of service rendered in that PSU will be added up to the service
in NPCIL at the time of payment of gratuity in NPCIL.


9.4 Group Savings Linked Insurance Scheme

Objective

To provide employees the twin benefits of a life assurance cover to
help the families of the employees in the event of death of the
employees while in service and a lump sum payment to augment the
resources of the employees on retirement at low cost and on wholly
contributory and self-financing basis.

Subscription

The subscription shall depend upon the Group to which a member
belongs and the rate of subscription shall as follows:-

Group Old rate of
subscription
(from
20.10.1997)
Revised rate of
Subscription (from
20.10.2003)
* Revised rate of
Subscription (from
20.10.2010)
Group
'A'
` 120/- ` 400/- ` 1000/-
Group
'B'
` 60/- ` 300/- ` 700/-
Group
'C'
` 30/- ` 200/- ` 400/-


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The present rates of subscription are compulsory for all new
recruits. Earlier members had an option to continue with old rate or
to opt for new rates.

Insurance Coverage

The amount of life assurance cover for the members of the Scheme
belonging to a particular group shall be as follows:-

Group Amount of coverage
Prior to 20.10.1997
Amount of
coverage from
20.10.2003
Amount of
coverage from
20.10.2010
Group 'A' ` 1,20,000/- ` 4,00,000/- ` 10,00,000/-
Group 'B' ` 60,000/- ` 3,00,000/- ` 7,00,000/-
Group 'C' ` 30,000/- ` 2,00,000/- ` 4,00,000/-

The amount of subscription remaining after the provision of life
assurance cover shall be credited to a savings fund.

The total accumulations in the Savings Fund together with
interest shall be payable to a member on his retirement after
attaining the age of superannuation or on cessation of his
employment with the Company or to the beneficiary
nominated by a member under the Scheme on his death while
in service or death before receiving the benefit under the
Scheme.

No member of the Scheme shall be eligible for grant of any
advance or loan or withdrawal etc. from the Saving Funds.


9.5 DAE Employees Family Relief Scheme

The monthly contribution rate is decided by DAEEFRS Committee
from time to time. The present rate is ` 4/- per case for Group A,
B & C and for 3 units maximum of ` 12/- per month is being
deducted.

Resignation from the scheme is permissible only after 12 months.
Readmission is permissible only once in the service. After
resignation, employee can seek readmission within two years of
resignation by giving one month advance notice. However such
admission is subject to the employee paying twice the amount of
contribution for the intervening period of resignation and
readmission.




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Nomination

Nomination facility is available. In case no nomination exists, relief
is paid to the nominations under the PF scheme or as prescribed
under PF Rules.

Amount of Relief

An amount of ` 50,000/- is paid to the nominees in the case of
death. For permanent incapacity, relief is payable on production of
a medical certificate from the competent medical board, certifying
permanent incapacity both physically and mentally for further
service.


9.6 House Building Advance Insurance Scheme

In the event of death of an employee while in service, the entire
outstanding principal amount of HBA and interest thereon is
recoverable from the final dues. With a view to alleviate the
hardship faced by families of employees in the unfortunate event of
death while in service, an insurance scheme is being operated
covering outstanding HBA plus interest for a maximum coverage of
` 10 lakhs. The amount of premium will be shared between NPCIL
and the concerned employees on 1:1 basis.


9.7 Payment of Ex-gratia in deserving cases to Families of
Employees who Die While in Service and missing employees.

An ex-gratia amounting to ` 5 lakhs is paid in deserving cases in
accordance with the criteria laid down in the Scheme to the
families of NPCIL employees who die while in service and missing
employees, where the familys condition justify grant of such
assistance in accordance with the Scheme.














- 100 -
CHAPTER 10

NPCIL CONDUCT RULES, 1994

10.1 Scope of Service

Unless in any case it is otherwise distinctly provided, the whole
time of an employee shall be at the disposal of the Company and
he shall serve the Company in its business in such capacity and
at such place as he may be directed.

10.2 Basic Rules of Conduct

Every employee of the Company shall at all times

o maintain absolute integrity
o maintain devotion to duty; and
o do nothing which is unbecoming of a Public Servant

Supervisory officers to ensure the integrity and devotion to
duty of subordinates

Employees should conduct themselves soberly and
temperately

They must use their utmost endeavours to promote the
interests of the Company.

Employees, in the performance of their duties, shall act in
their best judgement except when acting under direction of
official superiors.

10.3 Do's and Don'ts under the Conduct Rules

Do's

Maintain absolute integrity at all times
Maintain absolute devotion to duty at all times
Those holding responsible posts - maintain independence
and impartiality in the discharge of duties
Maintain a responsible and decent standard of conduct in
private life
Render prompt and courteous service to the public
Observe proper decorum during lunch break
Report to superiors the arrest or conviction in a Criminal
Court as soon as possible
Keep away from demonstrations organized by political
parties
- 101 -
Maintain political neutrality
Avoid habitual indebtedness or insolvency
Employee shall observe Company policies
Wear uniforms/protective clothing/safety gears as per
directions
Follow Safety Rules scrupulously
Employee shall take appropriate steps to prevent sexual
harassment to any woman at work place
Make a report to the prescribed authority, if value of gifts
received on occasions such as weddings, etc., from near
relatives is more than the prescribed limits laid down from
time to time
Report if any legal proceedings have been instituted against
you for the recovery of any debt due from you or for
adjudging you as an insolvent
Report if you apply for insolvency or have been declared
insolvent
Give prior intimation regarding acquisition or disposal of
immovable property
Obtain previous sanction if the transaction in movable
property is with a person, firm with whom you have official
dealings
Obtain previous sanction for acquisition/disposal of
immovable properties outside India
Submit intimation where the total transactions in shares,
securities, debentures or mutual fund schemes during a
calendar year exceeds Rs.50,000/-
Obtain prior permission for renting out immovable property
to foreigners/foreign missions/foreign organisations
Ensure that the performance of duties is not affected by
intoxicating drinks or drugs
Address your grievances on service matters to the
prescribed authority only
Obtain a passport/renew passport only with no objection
certificate from the Prescribed Authority
Every employee shall submit a return of immovable
property inherited/owned/acquired by him


Donts
Do not commit theft, fraud or misappropriation or
dishonesty in connection with the business or property of
NPCIL
Do not take or give bribes or any illegal gratification.
Do not furnish false information
Do not act in a manner prejudicial to the interests of the
Company
Do not sabotage or damage Company's property
- 102 -
Do not interfere or tamper with any safety devices installed
in NPCIL premises
Do not commit any riotous, indecent or disorderly
behaviour
Do not indulge in gambling
Do not smoke where smoking is prohibited
Do not collect money for any purposes within office
premises, without permission
Do not sleep while on duty
Do not commit any criminal act
Do not leave your work place without permission
Do not purchase from or sell to Company any material,
stores, property
Do not sublet or share residential accommodation allotted
by Company
Do not absent from duty
Do not overstay leave sanctioned without prior permission
Do not abet in the commitment of any misconduct
Do not accept any award from any source without approval
of Prescribed Authority
Do not forward applications for outside employment
without permission
Do not apply for award of fellowship, scholarship etc.
without permission
Do not take up higher studies without permission
Do not use your position or influence to gain employment
for relatives in NPCIL
Do not permit family members to accept employment in a
firm with which you have official dealings
Do not deal with a firm with which family members are
associated without the instructions of official superior
Do not become a member of any political
party/organisation
Do not engage or participate in any strike or in any
demonstration
Do not ask or accept contributions for any purpose without
previous sanction
Do not own, conduct or participate in the editing or
management of any newspaper without previous sanction
Do not communicate any information or documents related
to the activities of NPCIL without previous sanction
Do not disclose any secret process
Do not make any statement which has the effect or adverse
criticism of any policy or action of the Central or State
Govt. or of the Company or which is capable of
embarrassing the relations between the Company and the
public
- 103 -
Do not give any evidence in connection with any inquiry
conducted by person or authority without previous
sanction
Do not give or take or abet the giving or taking of dowry
Do not engage in any trade or business or negotiate for or
undertake any other employment
Do not hold an elective office
Do not borrow money or lend money
Do not speculate
Do not enter into or contract a marriage when spouse is
living or with a person whose spouse living
Do not appear in a public place in a state of intoxication.
Do not make joint representation
Do not approach foreign Govt. or foreign organisations for
financial assistance for foreign visits/study abroad, etc.
Do not join any association the objectives or activities of
which are prejudicial to the interests of the sovereignty and
integrity of the country, or public order or morality
Do not apply in India or abroad for any patent, license,
rights, privilege or the like protection in respect of any
invention or process under any Act, without previous
sanction of the Appropriate Authority
If such invention or process has been made/ discovered
during the period of service with the Company, he shall
disclose full and complete description of the said invention,
upon request of the Authority, and assign & transfer in
favour of the Corporation at its cost
All inventions including improvements or modifications
during or in relation to the period of service with the
Company shall be the absolute property of the Company.
The Company shall recognise the inventor and his name will
be mentioned in the patent. However, corporation shall not
be obliged to pay any fee or royalty or any other
consideration for use of any such invention
Do not bring or attempt to bring any political or other
outside influence to bear upon any superior authority to
further the interest in service matters

Transactions in Immovable and Valuable Property

Prior Intimation required for acquisition or disposal of any
immovable property in the employees name or in the name of
any members of his family.

Previous sanction to be obtained

o For acquisition or disposal of movable or immovable
property in the employee's name or in the name of any
- 104 -
member of his family, if such transaction is with a person
having official dealings.

o For acquisition or disposal of any immovable property
situated outside India or for any transaction with any
foreigner, foreign Government, foreign organisation or
concern.

No intimation required for transactions entered into by the
members of family of employees out of their own funds including
stridhan, gifts, inheritance etc, in their own name, need not be
reported to the prescribed authority.

Intimation to be given within one month of the Transaction

o For acquisition or disposal of any movable property in the
name of the employee or in the name of any member of his
family where the value of such property exceeds two
months basic pay.

o Movable property includes jewellery, insurance policies,
shares, securities and debentures, loans and advances,
motor cars, motor cycles, horses or any means of
conveyance, refrigerators, radios, radiograms, television
sets, etc.
























- 105 -
CHAPTER - 11

VIGILANCE

Dos and Donts - General Conduct

Dos

1 Always remember that you are a public servant. As a public
servant you are expected to perform public duties and enhance
public well-being.

2 Understand the implications of the words - Conduct, Misconduct
and Criminal Misconduct. Conduct means the general and
uniform behaviour that is expected of a public servant by the
employer. Misconduct attracts departmental action against the
public servant, charged with it. Criminal misconduct means
misconduct as defined in Section 13 of the Prevention of
Corruption Act, 1988, which also amounts to an offence under
the Indian Penal Code.

3 Always spread the message that corruption and malpractices by
public servants directly or indirectly cost the country heavily.

4 Always do your best to combat corrupt practices.

5 Do understand that Liberalisation of the economy does not imply
liberalisation of corruption. Liberalisation and corruption often
go together, as amply demonstrated in some advanced as well as
third world countries. To ensure speedy decision-making in the
new environment, make specific suggestions for liberalisation of
cumbersome rules and procedures and then function within the
framework of these rules.
6 Always remember that you are an employee of NPCIL the only
nuclear power generating industry in the country. In whatever
you do, or have to do, please keep not only the NPCIL flag flying
high, but take it further to commanding heights.
7 Always keep in mind the NPCIL Vision, Mission and Objectives.
Each and every employee of the organisation has to contribute
his/her best through highest standards of integrity, dedication,
commitment, competence and impartiality in a free, fair, fearless
and dispassionate manner.

8 Always create a "Vigilance Friendly" environment in the
organisation, through your own positive, transparent, fair and
timely actions.

9 Always be cost-conscious, cost-effective and plug all pilferages,
wastes and leakages, to reduce the per unit generating cost to be
- 106 -
really competitive. Initially, such actions may irritate, but in the
long run they pay pride & prosperity to all.
10 Always take prompt and firm action to bring the corrupt to book.
This will enhance the moral health of the organisation, give extra
impetus to the honest and keep the corrupt few under constant
pressure. Those on the fence will jump over to your side.

11 Always remember that as an executive/employee of NPCIL your
duties are to manage men, money, materials, machines and
methods in an economic, efficient, effective, excellent and
equitable manner.

12 Your actions and decisions in official matters and dealings with
co-employees should be such, as a person of ordinary prudence
would usually take in ones own personal business affairs.

13 Always keep your image both in public and in the organisation as
that of an honest, just, reasonable, fair and friendly public
servant.

14 Always observe normal courtesies in dealing with the public,
subordinates and colleagues.

15 Always take prompt action to redress the complaints or
grievances of the people, wherever possible. If you have to say no
to somebody, say the same very politely, but firmly.

16 Always think that you are a vigilance officer & take all possible
steps to ensure the integrity and devotion to duty.

17 Acquaint yourself well with the basic law of the land, respect the
laws and observe them, both in letter and spirit. Remember that
ignorance of law cannot be an excuse.

18 Familiarise yourself with the rules, regulations, policies,
guidelines, procedures, practices and functions prescribed by
NPCIL.

19 In case of non existence of written instructions or procedural
guidelines about certain types of work/functions to be performed
in your unit and the same are being carried out as per certain
practices, it would be desirable to make a humble beginning to
streamline those through written procedures.

20 Always keep a good conscience and stick to it.

21 Always think well before acting, but when the time of action
comes, stop thinking and start acting, for action is the expression
of your thoughts.
- 107 -

22 Always behave cogently, gently, amply, kindly, friendly, cheerfully
and boldly. Behave with others the way you expect others to
behave with you.

23 Always encourage your juniors & subordinates to do their best.
The inner-most expectation of every human being is the "craving
to be appreciated".

24 Admit the errors committed by you gracefully, instead of trying to
pass on the responsibility to others.

25 Always use the Delegation of Powers judiciously. Vigilance would
not question the use of such discretionary powers, unless there is
clear evidence of abuse or misuse of such powers in a malafide
way.

26 In respect of powers vested in you, a committee may be
constituted to evaluate, negotiate, purchase etc. wherever you
consider it necessary. Such committee is to assist you in taking a
proper decision. Appointment of a committee does not amount to
abdication of your responsibility as the Competent Authority.
Whereas each member of such a committee is jointly and
severally responsible for its recommendations, the responsibility
for the final decision rests on you

27 Some deviations from the laid down procedures might have to be
made occasionally, due to sudden, emergent requirements.
Whenever you are departing from the existing instructions or
taking recourse to emergency measures or situations, kindly
record the nature of emergency and the reasons for deviations
logically and systematically. If you are not the Competent
Authority, bring your record notes to the immediate notice of the
Competent Authority for information and approval on ex-post
facto basis. Existence of such contemporary record is your safest
insurance against Vigilance, CR1 case or other such cases.

28 Please make surprise and periodical visits to work sites, to check
works in progress, stores etc. On the spot recording of
inconsistencies, if any, keeps the juniors & subordinates not only
on their toes, but also prevents inferior quality in works/supplies,
other irregularities and pilferage.

29 Always make a habit to record the minutes of a meeting at the
earliest possible, preferably within 48 hours of the conduct of
such meetings. The minutes should be circulated to all concerned
positively within a week of holding such meetings.

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30 Always date your initials or signatures fully. It might save you
from some possible future embarrassments.

31 Always follow scrupulously the Conduct Rules / Standing Orders
as laid down by the NPCIL.

32 The Conduct Rules are the uniform guidelines and are not only
for keeping the management informed about the personal
acquisitions, disposals etc. of the employees: but are also meant
for their protection against allegations made by unscrupulous
persons. The disclosures made or permission obtained at
appropriate time, as required under the Conduct Rules which will
even provide you protection against unnecessary allegations at a
later date. Always comply with the requirement of permission or
intimation under the Conduct Rules.

33 Maintain absolute integrity at all times. A man of integrity will
never listen to any plea against conscience and is always
accepted, believed, trusted and befriended by all.

34 Always submit a statement of your Immovable and Movable
property on your first appointment. Please remember that
possession of assets disproportionate to your known/legal
sources of income is an offence and your property return is going
to help you tremendously, in case you face any allegations of
corruption.

35 Report all transactions of movable property beyond the prescribed
value to the Prescribed Authority, within the prescribed time limit
of the transaction. Obtain prior sanction of the Competent
Authority if such transaction is with a person or firm having
official dealings with you.

36 Intimate the Prescribed Authority about all transactions of
Immovable Property before entering into such transactions.
Obtain prior sanction of the Competent Authority if such
transaction is with a person or firm having official dealings with
you.

37 Please submit the Annual Immovable Property Return as on 1st
January of that year. notwithstanding the fact that the return
may be a Nil one. Please make sure that your statement has
reached the Competent Authority and you have obtained the
acknowledgment for the same. Keep this acknowledgment safely
and securely with you.

38 Wherever your son, daughter or any member of your family or
any other close relative accepts an employment with any private
firm with which you have official dealings or with any firm having
- 109 -
official dealings with the Company. Where the acceptance of the
employment cannot await the prior permission of the Competent
Authority, the employment may be accepted provisionally, subject
to the permission of the Competent Authority.

39 Always contact your official superior in case of your relatives is
interested in any case or in a contract or in any other matter
connected directly or indirectly with your official duties.

40 Always obtain the previous sanction of the Competent Authority
before you participate in a radio broadcast or contribute any
article or write any letter, either in your own name or
anonymously, pseudonymously or in the name of any other
person to any newspaper or periodical, unless you are satisfied
that such a contribution is purely literary or artistic in nature.

41 Pay personal and particular attention to compliance of Rules and
Procedures; it is an effective method of preventive vigilance.

42 Keep on assessing the strength and weaknesses of the Internal
Control Mechanism: this is the surest way to reduce
malpractices.

43 Pay surprise and frequent visits to the places visited by the
public: it will give you a good feedback of the happenings.

44 Remember always that corruption starts in a small way: it would
thus be wise to press the brake in the initial stage itself.

45 Remember always that vigilance is the function of all employees
having supervisory responsibility; not of Vigilance Department
alone.

46 Regard Vigilance Man as your friend, philosopher and guide and
extend him your whole-hearted co-operation.

47 Remember, problems start where vigilance ends.

Donts

1. Dont be arbitrary and illogical in your decisions. The decisions
should be justifiable on all counts.

2. Dont delay the decisions and/or movement of files. Delay creates
doubt and breeds corruption. Even innocent delays create
suspicion in the mind of the people.

3. Dont mix with the contractors and suppliers having dealings with
you or your Company and also do not accept hospitality.
- 110 -
Otherwise it can create suspicions in the minds of public, your
colleagues and subordinates, about your integrity; and could
result in avoidable complaints.

4. Do not mix up your personal and official business as far as
possible. If it is unavoidable, particularly while on tour, avail
casual leave and do not claim Daily Allowance.

5. Dont delay submission of your TA Bills. These should be
submitted carefully. Any excuse that wrong Daily Allowance has
been claimed, as the bill was prepared by the Private Secretary, is
not acceptable.

6. Dont deal with firms which do not give full and complete address
or detailed particulars. Go into antecedents of such firms
wherever required. Verify bonafides of the firms which furnish
addresses like "C/o Post Box Number.

7. Do not be bigamous. Even if you are permitted by your personal
law to marry while your spouse is living, you would be violating
the Conduct Rules by such marriage, unless you have taken
written permission of the Competent Authority and that such a
marriage has also got legal sanction.

8. Every employee should avoid monetary transactions either
directly or through members of his/her family, which places
him/her under pecuniary obligation to any person with whom
he/she has or is likely to have official dealings.

9. Do not be brash in saying no to anybody for any undue request
made by him/her. Try to learn the art of saying no politely, but
firmly. A soft answer always turns away the wrath.

10. Never use your position or influence directly or indirectly to
secure employment for any person related to you, whether by
blood or marriage, or to your wife or husband, irrespective of
whether such a person is dependent on you or not.

11. Do not yield to temptation or run after petty gains; it does not pay
ultimately.

12. Do not live beyond your means; it may be tempting but
dangerous.

13. Do not make any attempt to flout or circumvent or short-circuit
the Rules or Regulations, to suit vested interests; it may cost you
heavily in the long run.

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14. Do not take any obligation in any form from anyone; it may
boomerang.

15. Do not lean too heavily on your superiors as also subordinates: it
may prove costly.

16. Do not allow your family members to use your name for personal
gains; it can ruin your reputation. Do not fail to remember
reputation once gone is not retrievable.

17. Do not canvass in support of any business of insurance agency,
commission agency etc., owned or managed by any member of
your family.

18. Do not use your influence for securing any advantage for yourself
or anyone related to or known to you; it does not speak well of
you.

19. Dont exceed your powers - financial and administrative, except in
an emergency, it is irregular and gives rise to suspicion.

20. Avoid getting influenced by personal likes and dislikes, whims
and prejudices while disposing of the files or cases.

21. Do not relax while you are on supervision duties; this may bring
trouble for you and your Company.

(For a comprehensive list please refer to Dos and Donts for Officers
and Supervisors published by the Directorate of Vigilance.)

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CHAPTER 12

SEVERANCE

12.1 Retirement on Attaining the age of Superannuation

An employee will retire from the services of NPCIL on the last
working day of the month in which he/she attains the age of
Sixty years. However such of those employees whose date of
birth is first of a particular month, will retire on the last working
day of the previous month.

It has been the tradition of NPCIL to honour and recognize the
long and fruitful services of all its employees on the occasion of
their superannuation from service. Though an employee retires
from the active service of NPCIL, he remains a respected
member of NPCIL Parivaar. NPCIL honours the superannuating
employee by giving him a befitting farewell in the presence of
other employees and the family members of the superannuating
employee who are specially invited to the function.

Retirement benefits admissible are handed over to the retiring
employee ceremoniously by the CMD, NPCIL at HQ and
Unit/Site Heads at Units/Sites on the date of retirement itself.
A memoir in the form of a photograph of one of the NPCIL unit
with retiring employees photograph on it is handed over to the
retiree. A suitable memento is also presented to the
superannuating employee.

12.2 Resignation

Group A&B employees can resign by giving

i) Notice of not less than one month during the period of
probation and
ii) Notice of not less than three months after successful
completion of probation.

Group C employees can resign by giving

iii) Notice of not less than one month during the period of
probation and
iv) Notice of not less than three months after successful
completion of probation.

In addition of the notice, an employee will have to pay Bond
amount, wherever applicable with interest. All the outstanding
loans and advances in respect of the employee also need to be
settled beforehand.
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The employees resigning from the services of the Corporation will
be required to give prescribed period of notice and also serve the
Company during the period of notice. No leave other than Casual
Leave will be sanctioned during the period of Notice, except on
medical grounds.

In both the above cases, they will be relieved of their duties only
when the resignation is accepted by the Appointing Authority,
who reserves the right not to accept such resignation.

12.3 Premature Retirement Scheme

Employees on completion of prescribed age limits may seek early
retirement by giving a notice of not less than three months in
writing to the Appointing Authority. Such employees are eligible
to receive the benefits as are applicable to employees on
superannuation.

The Competent Authority shall have the absolute right to retire
an employee prematurely in the interest of the Company by giving
a notice of not less than three months or pay and allowances in
lieu of notice period, as below:-

For Group A & B For Group C
Entered the
service before
attaining the
age of 35 years
After attaining the age
of 50 years or
completed 30 of years
of continuous service
whichever is earlier
After attaining the
age of 55 years or
completed 30 years of
continuous service
whichever is earlier
Entered the
service after the
attaining the
age of 35 years
After attaining the age
of 55 years or
completed 30 years of
continuous service
whichever is earlier

The cases of employees will be reviewed for decision regarding
retention or premature retirement, as per the following schedule:-

Quarter in which
review is to be
made
Cases of employees who will be attaining the
age of 50/55 years or will be completing 30
years of service, as the case may be, in the
quarter indicated below to be reviewed
January to March July to September of the same year
April to June October to December of the same year
July to September January to March of the next year
October to
December
April to June of the next year

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CHAPTER 13

INTEGRATED BUSINESS APPLICATION


IBA is a web based customised software covering most of the main
processes of three major non-technical functions viz, Human Resource,
Finance & Accounts and Contracts & Material Management.

The procedure to access and operate some important HR/F&A modules
like Leave, LTC, Pay Roll, Property, Provident Fund, Security, Service
Book, Transport and Travel is given below.

How to access
IBA
In the Home page of your unit Intranet, click IBA
link. In the Login Screen, choose language then
enter your 7 digit employee number as User Id
and Password (default password - you have to
change the same immediately).
Prefer 'Tab' key over Mouse to navigate within all
IBA screens.
Fields with * mark indicates mandatory field,
hence user has to give input
For best view, set Screen resolution as 1024 X
768
Leave HR Modules => Empl. Services => Leave
Balance You can view your EL, HPL, CCL and CL Credit,
sanctioned & balance on the given Effective Date.

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How to apply
New, Revision,
Extension and
Cancellation
New - Select option 'New; in 'Application For' and
type of Leave in 'Nature of Leave'. Enter from date,
to date and other details and click SUBMIT.
Revision Select approved leave spell from the
drop down menu. Carry out the revision and click
SUBMIT. In this option, an employee will be able
to change the leave type reduce the duration of
leave. If an employee wants to convert a leave
spell after submitting the Joining Report, he/she
can do so but within 30 days from date of Joining
from such leave.
Extension - Select approved leave spell from the
drop down menu. Carry out the change and click
SUBMIT. In this option, an employee will be able
to extend his leave period by adding new row.
Cancellation Select the Leave spell and click
SUBMIT
In all cases application will go to your Reporting
Officer for sanction.
Leave balance The balance of any type of leave is debited after
the leave is verified by HR-Establishment
Joining Report Select required leave spell from drop down and
click SUBMIT. Any Extension/Cancellation is to
be done before submitting the Joining Report. JR
is to be filled for all types of leave other than CL.
Encashment Allowed for EL/AL only. First submit New Leave
then select Encashment Application. Permitted
only against prospective Leave period.

LTC HR Modules => Empl. Services => LTC
Home Town (HT) You can declare your HT at the time of initial
appointment and also change once in your entire
service, if required. HR-Establishment will
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approve after scrutiny.
Dependents Declare your family and dependents for LTC and
Medical purposes. HR-Establishment will approve
after scrutiny. Also enter CHSS card No.,
employment details of family & dependents for
record.
Advance You can submit application 5 days plus number
of days permitted by Railways prior to your
proposed commencement of your outward journey
for HT or Other Than HT (OTHT) LTC advance for
8 years.
Select Leave Period. (Sanctioned leave with YES in
'Whether availing LTC').
Click the check box against the name of the
person for whom you wish to avail the advance.
Enter Onward and Return journey details and
click 'ADD/CONFIRM' for each row of details.
This step is absolutely important to save the
details fed. Once all relevant details are entered,
click SAVE button.
HR-Establishment will approve after scrutiny and
payment will be released by Finance. It will go
directly to your salary A/c.

Advance
Cancellation
Select Advance Id from drop down. List of
persons for whom advance was sanctioned will
appear in the Dependent's list.
In case of advance just applied or approved by
HR Establishment. Click the check box against
the name the person for whom you wish to
cancel the advance and click CANCEL.
Cancellation form will go to HR-Establishment
for approval.
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In case of advance amount is drawn or
Finance have prepared Cheque. Refund the
advance amount through IBA-Travel Module
Refund Travel Refund. Submit advance
cancellation as above and also submit LTC claim
by selecting the Refund details. Cancellation and
Claim forms will go to HR-Establishment for
approval.
Claim You can submit claim, within one month from
the date of return journey to settle an advance
already drawn or submit a claim within three
months from the date of return journey for LTC
already availed with prior intimation.
HR-Establishment and F&A will approve after
scrutiny. Settlement will done through salary.
If you are not adhering the time limit, still system
will save your claim with 'This claim is delayed
and hence forfeited' message. However, accepting
or otherwise of such claim will be at the
discretion of the Approving Authority in HR
Establishment.
Encashment You can submit application for encashment of
LTC against your eligible OTHT LTC.
Encashment is permitted only for full family and
dependents, if they have not already availed.

Provident Fund HR Modules => Empl. Services => PF
Membership All fresh entrants can submit their form for PF
membership and also Nomination
simultaneously.
Nominee
Declaration
An employee can submit Nomination in IBA if
not done so earlier.
Nominee Revision This screen permits all employees to revise
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their nomination at any point of time.
In all the above three cases, take a print out
and send it to HR-Establishment duly signed
for acceptance. After scrutiny, the HR will
accept Membership form and nomination for
the acceptance and a confirmation copy will
be given to the employee.
Application for
Advance /
Withdrawal
On line PF Current balance (only Employee's
contribution) can be viewed.
For Advance or withdrawal, select
'Transaction Type', enter amount required,
and number of installments for recovery. Also
select Purpose and enter the details in the
respective fields and click "SAVE'
In Purpose drop down, single Rule No.
Indicates NORMAL and Multiple Rule Nos.
indicates SPECIAL advance or withdrawal
provisions.
On approval by HR-Establishment, Finance
will make payment.
Property HR Modules => Empl. Services => Property
Annual Property
Return (APR)
Allows all Group A and B Officers to submit
their APR of immovable property
inherited/owned/ acquired during previous
calendar year
Just click on SAVE button if you do not have
any property to declare

Intimation This screen allows all the employees to seek
prior permission or to give prior intimation or
to intimate post transaction details in terms of
provisions under Conduct Rules.
In 'Application Details', select relevant option
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from the drop downs. In 'Property Details' and
'Financial Details' enter details or select from
drop down wherever provided. Also, put tick
mark in the check box against the name of the
person who is acquiring the property and list
of documents being submitted. Click SAVE.
This intimation will flow from Establishment to
Disciplinary Cell Investigation Cell
Vigilance and finally to the Competent
Authority for acceptance.
Security HR Modules => Empl. Services => Security
Visitor Intimation An employee can place advance intimation
about the visitor to him/her or on behalf of
other employee of his/her Group.
All such requests will go to his/her reporting
Officer besides all the Approving Authorities in
his/her Directorate.
Approving Authority In Technical SO/D
and above and in Non-Technical Manager and
above.
All approved intimations will be listed on the day
of visit to the Receptionist/Security for issuing
Visitor Photo Pass.
Visitor Stayed up to Once visitor leaves your workplace on
completion of visit, record OUT time by
selecting the name of the visitor from the drop
down of 'Visitor Pass Stayed Up to' and click
SAVE.

Material Gate Pass In this screen, an employee can prepare both
Returnable and Non-Returnable Material Gate
pass.
All such Material Gate passes will go to the
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authorized officers in his/her Directorate for
approval.
All approved Material Gate passes will be
available to Security for verification of
materials and issuing the Material Pass.
Track Status HR Modules => Empl. Services => Track Status
Track Status Select required option from the Drop down menus
and click SHOW STATUS. Employees can able to
track the status of their transactions/applications
in various HR modules.
Transport HR Modules => Empl. Services => Transport
Vehicle Requisition An employee can place advance requisition for
self or on behalf of other employee of his/her
Group.
All such requests will go to his/her all the
Approving Authorities in his/her Directorate.
Approving Authority for LOCAL Trips at HQ
In Technical SO/H and above and in Non-
Technical DGM and above.
Approving Authority for OUT STATION Trips
at HQ EDs and above.
The Transport Section, subject to availability
of vehicle, will further confirm all approved
requisitions.
Bus Pass An employee can apply for new bus pass,
change or cancel his existing bus pass. This
application will be approved by the Transport
Officer subject to availability of seats in the
Route.
Loans HR Modules => Empl. Services => Loans
Application An employee can submit application for the
following loans:
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HBA/ Motor Car/ Scooter/ PC/
Bicycle /Equipment / Festival /Table
Fan
Subject to availability of funds, the HR-
Establishment will process the application for
approval and sanction order will be issued
thereafter to Finance for payment.
Attendance HR Modules => Empl. Services => Attendance
Shift Details In Employee Shift Details, an employee who is
on Round-the-clock shift can view his shift
schedule for a given period. A Section Head, if
required, can make changes in the shift
schedule for short duration in respect of
employees reporting to him.
Employee OT An employee who is eligible for OT Allowance
can submit his OTA claim for a given period
and the same will go to his Section Head for
approval
Service Book HR Modules => Empl. Services => Service Book
Service Book-Self A replica of manual service Book containing
the employee's personal and official details
and other events and transactions processed
through IBA are displayed in PDF format.
Travel Travel Module => Transactions
Advance An employee can submit his/her request for
Tour advance through Inland Travel
Advance. Enter the required information in
Travel, Accommodation and Allowance Details.
This request follows the chain of Reporting
Officers of the employee till Approving
Authority.
On approval, Finance will make payment to
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the employee. If employee does not draw the
advance before commencement of the Tour,
the advance will stand cancelled
automatically.
Claim An employee can submit his/her Out Station
Tour claim through Inland Travel Claim and
his Local Tour claim through Local Travel
Claim. Enter the required information in
Travel, Accommodation and Allowance,
Advance, Tickets and Refund Details. This
Claim follows the chain of Reporting Officers of
the employee till Approving Authority.
On approval, Finance-TA section creates
voucher and payment is made to the employee
normally through salary.
Refund by
Employees
All refunds by Employees to Company are to
be made through Travel Refund. Select
required option from Refund Type and Refund
Against drop down and click RECORD
REFUND. This request will go to concerned
section of Finance for creating voucher
thereafter cashier will accept the money.

Pay Roll Pay Roll
Generate Pay Slip
Generate IT
Forecast
To access these pay roll portions, in the home
page of your Unit intranet, click IBA Payroll
link instead of IBA.
Select Generate Pay Slip or Generate IT
Forecast and click "Generate" button. You
will get your Pay slip and IT forecast for the
current month in PDF format for view
purpose. If you want see the above two
reports for any previous months, then click on
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the link icon at the left side of the Year Month
box and enter year and month as YYYYMM or
click SEARCH. A list will appear and you can
select as per your requirement.
Savings & YTD
Figures
Pay Roll - Savings & YTD Figures

To access the pay roll portions, in the home page
of your Unit intranet, click IBA Payroll link
instead of IBA. Click PAYROLL and Savings &
YTD Figures.

Savings & YTD Figures This screen permits an
employee to enter his proposed savings for the
financial year towards IT. Click on the
EMPLOYEE WISE Radio button. Enter your
employee number and CLICK GET DETAILS
(LEFT BOTTOM CORNER). Click ADD ROW to
insert a blank row in the Savings Details portion.
Enter the relevant details in the blank row. To
get the appropriate Savings Code click icon
against the SAVINGS code and select the required
one. Fields with Yellow background are
mandatory fields; hence, user has to give input.
Multiple saving details can be added by clicking
ADD ROW. Please select Saving Type as
Proposed from the drop down list. Once all
details are entered click SAVE icon (Fourth from
top left corner). After successful saving message
Data Saved Successfully is displayed. Submit
relevant documents to Pay bill Section for
converting the proposed into actual.
More Modules are under Commissioning and will be released in a
phased manner.
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CHILDRENS EDUCATION ALLOWANCE:

HR MODULEEMPL. SERVICESCEAApplication

The employee has to first declare the child as dependent then only the
childrens name will appear in the drop down list of Child List in the
application form.

The form has to be duly filled regarding the academic year and the
details of institution the child/children study.

The documents which are to be submitted should be marked in the
respective check boxes and then click on Save

The application will go to the Dealing Assistant of Advances section
then after scrutiny of documents the section head elevates it to
Accounts section for payment process.

SCHOLARSHIP APPLICATION

MISCELLANEOUS CEA SCHOLARSHIPApplication

The employee has to first declare the child as dependent then only the
childrens name will appear in the drop down list of Child List in the
application form.
After filling up the details regarding details of the course of study the
form is submitted to the Establishment for further scrutiny and process
then to Accounts for payment formalities

GENERAL PURPOSE ADVANCE

HREMPL. SERVICESLOANSGPA

The form is filled by the employee for General Purpose Advance is
scrutinized by the Dealing Assistant. Subject to his eligibility and other
service factors the amount sanctioned by the section head and sent to
the Accounts section for payment
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CHAPTER 14

MISCELLANEOUS

14.1 NOC for Passport

In accordance with the Govt. of India guidelines and also in view
of the provisions of NPCIL Conduct Rules, all NPCIL employees
must invariably get the No Objection Certificate from the
Company before they apply for obtaining a Passport or for
renewal of the same.

An application can be submitted to HR-Establishment Group in
the prescribed format giving particulars like country to be
visited, the object of the visit, the period of the visit, source of
expenditure etc.

The decision for issue of 'No Objection Certificate' shall vest with
Head of the Unit at Sites/Units and Director (HR) at NPCIL HQ.

14.2 Permission for visiting foreign countries

All the NPCIL employees are required to obtain prior permission
of the Competent Authority for visiting foreign countries on
personal grounds. An employee is required to apply in a
prescribed format to the HR-Establishment Group, well in
advance.

14.3 Procedure for Change of Name

Under following circumstances name of the female employee
may change:

At the time of her marriage or remarriage
At the time she desires to delete her surname or to revert to
her maiden name due to divorce or separation or death of
husband

In the circumstances specified above in the case of female
employees she must intimate such change to the appointing
authority; and make a formal request for change / reversion.

In any other case the employee should execute a deed in the
prescribed form and publish the change in name in local
newspapers and Gazette of India at her own expense.




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IMPORTANT INSTRUCTIONS FOR THE EMPLOYEES

1. Employees are required to inform the details of foreign
nationals visiting them, in writing, to their Group Heads.

2. Employees are required to be vigilant while on duty and
should immediately report suspicious activity/movement/
persons, observed.

3. Employees are required to read the Dos and Donts carefully
and follow the Conduct Rules (in case of Executives)/ Standing
Orders (in case of workmen) scrupulously.

4. Employees should be cautious while talking about their work
and other related aspects in the public places.

5. The court cases pursued by the employees or filed against the
employees, whether or not, connected to the employment with
the Company, should be immediately informed to the HR
Departments/ Directorate, along with the complete details.

6. Employees are required to mandatorily obtain prior permission
of the Competent Authority for visiting a foreign country. They
shall apply in the prescribed form available with HR
Department/Directorate.

7. Employees should always display their valid identity cards in
person while on duty

8. Employees should flash their RF Identity cards wherever
required to do so while entering as well as exiting the
premises.

9. The identity card is the property of the Company and hence it
should not be used for any other purpose.

10. Employees are required to take prior permission of the
Competent Authority before leaving the Headquarters (i.e. the
place of posting).

11. Employees are also required to take prior permission for
pursuing higher qualification while in service,

12. Employees are required to obtain prior permission before
applying for outside employment.

13. It is mandatory to obtain NOC from the Company while
applying or renewing personal passport.



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