PAY, ALLOWANCES & BENEFITS

The Pay & Allowances Booklet gives a broad / summarized version of the pay and allowances
payable to Management Staff. For any policy clarifications you are requested to kindly get in touch
with your respective HRS.

CONTENTS

1. PAY SCALES ..................................................................................................................... 3

2. INCREMENTS ................................................................................................................... 3
3. DEARNESS ALLOWANCE.............................................................................................. 4
4. HOUSE RENT ALLOWANCE (HRA) ............................................................................. 4
5. TRANSPORT SUBSIDY ................................................................................................... 5
6. MEDICAL BENEFITS ....................................................................................................... 5
7. NON-PRACTICING ALLOWANCE ................................................................................ 7
8. NORTH EAST ALLOWANCE ......................................................................................... 7
9. WINTER / HILL ALLOWANCE ...................................................................................... 7
10. SPECIAL COMPENSATORY ALLOWANCE : ............................................................. 7
11. CAFETERIA APPROACH : PERKS AND ALLOWANCES ......................................... 8
12. LEAVE FARE ASSISTANCE (LFA) .............................................................................. 11
13. VEHICLE LOAN ............................................................................................................. 12
14. CONVEYANCE REPAIR ADVANCE (CRA) ............................................................... 14
15. HOUSING LOAN ............................................................................................................ 15
16. FURNITURE ON HIRE ................................................................................................... 19
17. PC-ON-HIRE .................................................................................................................... 21
18. TRANSFER EXPENSES ................................................................................................. 22
19. LOCAL TRANSFER ........................................................................................................ 25
20. MOVING EXPENSES ..................................................................................................... 26
21. EDUCATIONAL ASSISTANCE ..................................................................................... 27
22. SCHOLARSHIP SCHEME FOR CHILDREN OF MANAGEMENT STAFF ............... 29
23. CHILDREN EDUCATION SUPPORT SCHEME (CES) ............................................... 31
24. FAMILY WELFARE PROMOTION SCHEME ............................................................. 33
25. COMPANY OWNED ACCOMMODATION ................................................................. 34
26. COMPANY LEASED ACCOMMODATION ................................................................. 34
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27. CLUB MEMBERSHIP ..................................................................................................... 34
28. FUNERAL EXPENSES ................................................................................................... 35
29. LAPTOP AT OFFICE ...................................................................................................... 35
30. PERFORMANCE RELATED PAY (PRP) ...................................................................... 35
31. LEAVE ............................................................................................................................. 37
32. SPECIAL SICK LEAVE FOR SERIOUS ILLNESS (SSL) ............................................ 41
33. PROVIDENT FUND ........................................................................................................ 43
34. GROUP SAVINGS LINKED INSURANCE SCHEME .................................................. 44
35. SUPERANNUATION SCHEME (upto 31.12.2006) ....................................................... 45
36. DEFINED CONTRIBUTION SCHEME (DCS) .............................................................. 49
37. GRATUITY ...................................................................................................................... 50
38. REPATRIATION EXPENSES ......................................................................................... 51
39. POST-RETIREMENT MEDICAL SCHEME .................................................................. 52
40. MONTHLY EX-GRATIA SCHEME............................................................................... 53
41. PURCHASE OF MOBILE HANDSETS : ....................................................................... 53
42. COMMUNICATION EXPENSES : ................................................................................. 54
43. RETIREMENT AGE ........................................................................................................ 55
44. NOTICE PAY ................................................................................................................... 55
45. LEGAL ASSISTANCE SCHEME ................................................................................... 55
46. ROTATING DUTY COMPENSATION .......................................................................... 55
47. REIMBURSEMENT OF EXPENSES AT HEADQUARTERS (HQs) ........................... 56
48. REIMBURSEMENT OF CONVEYANCE EXPENSES ................................................. 59
49. TANKER LOADING / UNLOADING ALLOWANCE .................................................. 61
50. TOURING EXPENSES (Outstation) ............................................................................... 62
51. FOREIGN TOURS ........................................................................................................... 64
52. GROUP PERSONAL ACCIDENT INSURANCE SCHEME ......................................... 65
53. PERMANENT DISABLEMENT / DEATH-IN-SERVICE SCHEME ........................... 66
54. CLASSIFICATION OF CITIES FOR PAYMENT OF HRA .......................................... 67

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1. PAY SCALES

a) There are 9 salary scales classified from 'A' to 'I', which are as follows:

JOB GROUP SALARYSCALE (Rs.)

Min. Max.
'A' 60000 180000
'B' 70000 200000
'C' 80000 220000
'D' 90000 240000
'E' 100000 260000
'F' 120000 280000
'G' 120000 280000
'H' 120000 280000
`I 150000 300000

2. INCREMENTS
a) Annual Increment
i) An increment is not granted as a matter of right but must be earned through satisfactory
performance during the increment period.
ii) Annual increment will be given @ 3% of the Basic Pay on the 1st of January of each year
(rounded off to next Rs.10/-).
iii) All confirmed Management Staff will be granted Annual Increment on 1st of January of
each year

b) Promotion Increment
i) Promotion increment will be given @ 3% of Basic Pay (rounded off to next Rs.10/-).
ii) If after grant of promotion increment the Basic Pay is less than the minimum of Basic
Pay of promoted scale, then the Basic Pay will be fixed at minimum of promoted scale.

c) Confirmation Increment
i) On successful completion of confirmation period, increment @ 3% of Basic Pay will be
granted to new joinees in Management cadre/ promotees from Workmen cadre.
ii) After grant of confirmation increment, the next annual increment will be given on pro-
rata basis on 1st January of the immediate succeeding year. Thereafter, on 1st January of
the subsequent years, regular annual increments (presently 3%) will be granted.

d) Stagnation Increment
i) Management Staff will be allowed to draw maximum three stagnation increments upon
reaching the maximum of the pay scale, provided the Staff gets a performance rating of
"Good" or above.
ii) The rate of Stagnation Increment will be 3% of Basic Pay.
iii) Stagnation Increment will be granted after a gap of two years on the Staff reaching the
maximum of the scale (either by drawing full or partial increment) and two years after the
previous Stagnation Increment.

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 iv) Stagnation Increment is treated as Basic Pay for all purposes except of grant of annual
and promotion increments.

e) General
i) At no stage, the sum of the annual and/ or promotional increment drawn plus the Basic
Pay shall exceed the maximum of the scale of applicable Job Group.
ii) In all the above types of increment, increment amount will be rounded off to the next
Rs.10.
iii) On promotion, the Stagnation Increment drawn in previous Job Group will continue.
iv) In case of Promotion and Annual Increment falling on the same day, first Promotion
Increment is granted and then Annual Increment will be given in the new Job Group.

3. DEARNESS ALLOWANCE

a) Dearness Allowance payable to Management Staff is linked to the All India Consumer Price
Index number for Industrial Workers (General) based on 2001=100 (AICPI).

b) DA installments is released 4 times a year w.e.f. 1st January, 1st April, 1st July and 1st
October.

c) Adjustments of Dearness Allowance will be done on quarterly basis & will be based on the
percentage increase in the quarterly average of the AICPI over AICPI 277.33. The basis will
be :

3 Monthly Average AICPI relating Dearness Allowance payable

to the previous month for the Quarter
September to November January/March
December to February April/June
March to May July/September
June to August October/December

4. HOUSE RENT ALLOWANCE (HRA)

a) Management Staff who do not occupy Company/ self-leased accommodation will be entitled
to House Rent Allowance. HRA is payable as per the place of posting of the Staff.

b) HRA will be paid on the following basis :

Cities with population Classification Rates of HRA

50 lakhs and above X 24% of Basic Pay
5 lakhs to 50 lakhs Y 16% of Basic Pay
Less than 5 lakhs Z 8% of Basic Pay
NOTE : A list showing classification of cities for House Rent Allowance is given as
Annexure-1.

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 c) The rates of HRA will be revised to 27%, 18% & 9% for 'X', 'Y' & 'Z' class cities
respectively when IDA crosses 25% and further revised to 30%, 20% & 10% when IDA
crosses 50%.

d) Both spouses working in BPCL

i) If both husband and wife are posted in the same location and if one of them occupies
Company Accommodation, then neither of them will be entitled for HRA.
ii) If both husband and wife are posted in different locations (not in the same city) and if one
occupies Company Accommodation and the other who is posted at a different location
and does not occupy Company Accommodation, then the said Staff is eligible for HRA.
iii) If both husband and wife are not occupying Company Accommodation, then both will be
entitled for HRA.

e) Management Staff who stay in rented accommodation can submit rent receipts to claim tax
exemptions.

5. TRANSPORT SUBSIDY

a) All Management Staff who do not claim reimbursement of conveyance expense are eligible
for Transport Subsidy.

b) Transport Subsidy will be paid on the following basis:

JOB GROUP Transport Subsidy (Rs./p.m.)

'A' 1250/-
'B' 1500/-
'C' 1700/-
'D' 2000/-
'E' 2200/-
'F' 2350/-
'G' 2500/-

c) Transport Subsidy paid to Visually/Orthopaedically/Hearing Handicapped Staff will be

double the Transport Subsidy as mentioned above, job group-wise.

6. MEDICAL BENEFITS

a) All Management Staff and their families are eligible to receive benefits under the Medical
Scheme. The family shall include spouse, dependent children (upto 25 years of age) and
dependent parents, whose combined income is less than Rs.9,000/- per month.

b) The reimbursement of expenses shall be at actuals subject to the Schedule of Rates approved
by the Management.
c) The ceilings towards reimbursement of Spectacles & Dental expenses are as under :-

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 i) Spectacles Reimbursement: For self & all eligible dependents

Job Group For the block period of two

Financial Years (maximum of)
A-D Rs.40,000/-

E-I Rs.50,000/-

ii) Dental Reimbursement : For self & all eligible dependents

Job Group For the block period of two

Financial Years (maximum of)
A–D Upto Rs.70,000/-

E–I Upto Rs.90,000/-

No separate reimbursements will be made for Orthodontic treatments.

iii) Unspent balances under Spectacles and Dental reimbursements will lapse at the end of
the Block Periods, viz., 2015-2017, 2017-2019, 2019-2021….

d) Hospitalization Expenses :

Hospitalization expenses are reimbursed at actuals, subject to limits as per Schedule of Rates.

If a Management staff takes treatment for self & eligible dependants with higher tariffs, the
room tariff and all other associated costs will be reduced proportionately for reimbursements.

All Management Staff are advised to consult their Benefits Administration Section and
obtain their in-principle approval for all planned hospitalisation/surgeries and associated
hospital treatment, to understand the extent of reimbursement they may get. In their own
interests, Management Staff are also advised to obtain treatments in Income Tax notified
hospitals.

e) Coverage of Dependants

i) Spouse
 Spouse are covered under the Scheme, irrespective of whether they are employed or
not (based on declaration). However, if the spouse is employed and his / her
employer certifies that he / she is fully insured then coverage is not extended.
 Reimbursement for spouse will continues based on the Staff’s declaration about the
spouse, whether he / she is employed or not.
 If spouse is covered under medical insurance schemes, only the portion not covered
under insurance scheme will be considered for reimbursement.

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  If his / her employer certifies that he / she is fully insured then no reimbursements
will be extended.

ii) Children
 Reimbursements for children are permitted upto a maximum age limit of 25 years. If
children are employed or married before 25 years of age, reimbursements will stop
from the date of marriage/employment. The only exceptions made are for those
pursuing studies on a full time basis & those who are specially-abled (based on the
required certificates produced).

iii) Parents
 Dependent parents are eligible for reimbursement subject to the condition that they
are fully dependent on the Management Staff & their combined monthly income from
all sources should not be greater than Rs.9,000/- per month.
 The reimbursements to eligible dependent parents will be limited to ninety percent
(90%) of reimbursable amounts for domiciliary as well as hospitalisation expenses.

A detailed Medical Scheme is available with Ben. Admin Section / myPortal and staff may
refer to the same.

7. NON-PRACTICING ALLOWANCE
a. Non-Practicing Allowance is admissible only to Medical Officers
b. Non-Practicing Allowance @ 20% of Basic Pay + Stagnation Increment is admissible per
month to Company’s Medical Officers.
c. NPA will not be considered for payment of any consequential benefits such as DA, PF,
Gratuity, HPL deductions & Encashment of leave.

8. NORTH EAST ALLOWANCE

North East Allowance is paid @ 10% of Basic Pay + SI. This allowance is payable to Staff
posted in North Eastern areas.

9. WINTER / HILL ALLOWANCE

a. All Management Staff posted at locations with an altitude of 1500 meters & above.
b. Allowance is paid @ Rs. 1200/- p. m. from October to March every year. This allowance is
paid through salary.

10. SPECIAL COMPENSATORY ALLOWANCE :

Special Compensatory Allowance is paid for location notified by Central Government. The
quantum of allowance ranges from 3% to 8% of Basic Pay.

For location where both North East Allowance and Special Compensatory Allowance are
admissible, only the higher rate allowance i.e. North East Allowance, will be admissible.

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11. CAFETERIA APPROACH : PERKS AND ALLOWANCES : 35% OF BASIC PAY

Under the Cafeteria Approach, all Perks and Allowances admissible to the different categories of
the Management Staff shall be subject to a ceiling of 35% of Basic Pay + S.I. (if any). The
administration of this is done on annual basis (Financial Year). At the end of the year, i.e. in
March, any short payment is paid to the Staff and excess payment, if any, is recovered.

a) The details on the administration of the scheme are given below :

i) At the beginning of the financial year option are given to Management Staff to choose
from a set of perks and allowances.
ii) Perks and Allowances are categorized in 2 parts viz. common allowances and optional
allowances.
iii) Common Allowances include :
- Canteen facility – based on the place of posting
- Conveyance – cost equivalent to amount of Transport subsidy
- Remote Access Facility Allowance
- Self Professional Updation Allowance
- Medical cost for dependent parents
- 50% of the non-monetary perquisite tax for Company Accommodation
iv) Optional Allowances include :
- Education Support Allowance
- School facility at Kochi
- LFA
- Individual Club Membership (monthly reimbursement)
- Staff Car / Transport recovery charges
- PC on Hire recovery
- Furniture on Hire Facility (including monthly recovery)
- Transit Bachelor Accommodation charges
- Cultural / Philanthropic / Wellness pursuit Allowanace
- House Upkeep / Helper Assistance Allowance
- Personal / Festival expenses (on an annual basis)

v) During the Financial Year, Management Staff are not permitted to make any changes in
the options exercised by them.

vi) Management Staff who join or separate from Company’s service in the middle of the year
are paid admissible perks and allowances on pro-rata basis.

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b) Various allowances/ benefits forming part of Perks & Allowances (35% of Basic Pay)
are as under:

i) CANTEEN FACILITY
The cost towards this is determined based on the location of posting. However, in case of
Field Staff and Staff posted at locations where canteen facility is not available, no cost is
charged under Cafeteria.

ii) CONVEYANCE
Fixed amount equivalent to Transport subsidy payable for the Job Group will be
considered for inclusion under Perks & Allowances.

iii) REMOTE ACCESS FACILITY

All confirmed Management Staff are paid Remote Access Facility as follows :

JG AMOUNT (p.m.)
A Rs.1,200/-
B Rs.1,300/-
C Rs.1,400/-
D Rs.1,500/-
E Rs.1,600/-
F Rs.1,700/-
G Rs.1,750/-
H Rs.1,800/-
I Rs.1,950/-

iv) SELF PROFESSIONAL UPDATION ALLOWANCE

Self Professional Updation Allowance is accounted @ 3% of Basic Pay on monthly basis.

v) MEDICAL COST FOR DEPENDANT PARENTS

- Staff who declare their parents as dependents under medical reimbursement scheme
will be charged additional cost under Perks & Allowances based on the expenditure
incurred towards reimbursement of medical expenses for dependent parents.
- Management Staff who had declared their parents dependants and wish to exclude
their parents from coverage under the Medical Scheme will not be permitted to
include their parents as dependents under the Medical Scheme during their remaining
tenure in the Corporation. However, in case of demise of dependent parents, Staff
need to inform Ben. Admin for exclusion from dependency.
- Stoppage of additional cost is done from next Financial Year.

vi) COMPANY ACCOMMODATION

For company owned accommodation provided to Management Staff, Corporation will
bear the Income Tax liability on the ‘non-monetary perquisite’ of which 50% shall be
loaded within the ceiling of 35% of BP on perks and allowances.

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c) Staff have to exercise their options for the following allowances, except Personal /
Festival Expenses :

i) EDUCATIONAL SUPPORT ALLOWANCE

Educational Support Allowance (ESA) @ 3% of Basic Pay is accounted under Perks &
Allowances.
IT exemption for Children Education Allowance and Hostel Subsidy respectively (max.
two children) for education within India is available as per IT Rules.

ii) SCHOOL FACILITY AT KOCHI

The monthly average per child cost will be considered under Perks & Allowances for
those staff who are availing the school facility provided by the Corporation for their child
/ children (depending on number of children). Presently, such facility exists at Kochi.

iii) LEAVE FARE ASSISTANCE (LFA) :

10% of Basic Pay is accounted towards LFA. Staff who do not wish to opt for this can
give option in Cafeteria Form.

iv) INDIVIDUAL CLUB MEMEBERSHIP

Reimbursement of monthly subscription for individual club membership is accounted
under Perks & Allowances.

v) STAFF CAR / TRANSPORT RECOVERY CHARGES

Monthly recoveries will be accounted under Perks & Allowances.

vi) PC ON HIRE RECOVERY

Monthly recoveries will be accounted under Perks & Allowances.

vii) FURNITURE ON HIRE

The cost accounted under this is the annual perquisite value of the furniture provided
under FOH plus the actual amount reimbursed towards maintenance expenses. The
perquisite value of furniture items is 10% of the cost of furniture items.

viii) TRANSIT BACHELOR ACCOMMODATION CHARGES

Monthly recoveries will be accounted under Perks & Allowances.

ix) CULTURAL / PHILANTHROPIC / WELLNESS PURSUIT ALLOWANCE

Staff can opt for this payment while submitting the Cafeteria Option Form. The payment
is restricted upto 10% of Basic Pay.

x) HOUSE UPKEEP / HELPER ASSISTANCE ALLOWANCE

Staff can opt for this payment while submitting the Cafeteria Option Form. The payment
is restricted upto 10% of Basic Pay.

xi) PERSONAL / FESTIVAL EXPENSES

Personal / Festival Expenses will be reserved for making residual payment within the
ceiling of 35% of Basic Pay in the month of March every year.
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12. LEAVE FARE ASSISTANCE (LFA)

LFA is part of Perks and Allowances. 10% of Basic Pay is accounted under Perks & allowances.

a) Leave Fare Assistance is admissible once in a block of two Financial years to Management
Staff. The blocks are for two financial years, beginning 2014-16, 2016-18, 2018-20 and so
on.

b) Management Trainees are eligible for LFA only after confirmation. LFA payment will be on
pro-rata basis, i.e. for the period starting with their date of joining to the end of the LFA
block period.

c) LFA will be paid as 10% of Basic Pay plus SI. LFA payment is made for the entire block
year based on the Basic Pay on the date of claim.

d) In case Staff does not claim LFA during a particular block period, the same shall be
automatically paid through salary. Payment will be made in April (after the end of block)
However, the payment will be based on Basic Pay of the last month of LFA block period i.e.
March.

e) Staff on probation (promotees from Non-Management cadre) will be eligible for LFA on pro-
rata basis at the applicable LFA rates in Management cadre during their probation period.
LFA entitlement in non-management cadre will be reworked based on the period Staff was
working in non-management cadre in a particular block period and excess payment, if any,
will be adjusted against LFA entitlement in Management cadre.

f) Staff retiring from Corporation's service will be eligible for LFA payment for full block
period, irrespective of their retirement date. The same methodology will be applied in death
cases.

g) Confirmed Staff who separate from Corporation's service on account of

resignation/disciplinary proceedings are eligible for LFA payment, only on pro-rata basis for
the duration they were in Corporation's service during the relevant block year period.

h) When both Staff & spouse are employed in the Corporation, both of them can claim LFA for
self and family. However, only one of them will be permitted to claim Income Tax
exemption for the same journey.

i) Income Tax, at applicable rate, will be deducted while making the LFA payment. For
claiming Income Tax exemption for LFA, Staff is required to submit the relevant
tickets/receipts, etc. within one month of travel and in any case latest by 15th February every
year.
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 j) As per Income Tax Rules, least of following is exempted from tax and is applicable only for
journeys undertaken within India.
i) Amount of LFA actually received
ii) Amount actually incurred for the purpose of such travel
iii) Amount not exceeding the air-conditioned first class rail fare by the shortest route to the
place of destination (where the journey is performed by any mode of transport other than
by air).
iv) Amount not exceeding the economy air fare if travel is undertaken by air.

k) In above `mode of transport other than by air’, may include Roadways, Waterways,
Railways, etc. as the case may be.

l) In addition to above, local conveyance expenses from residence to railway station or airport
& back and conveyance expenses from destination (railway station or airport) to hotel &
back are considered for exemption. Other travel expenses are not considered for exemption.

m) Such concession received by Employee for himself / herself and her family will be eligible
for exemption. Family for the purpose of said clause means :
i) The spouse and children of the individual; and
ii) The parents, brothers and sisters of the individual or any of them, wholly or mainly
dependent on the individual.

13. (A) VEHICLE LOAN

Confirmed Management Staff are eligible to obtain a loan from the Corporation for purchase
of motor car/motor cycle/ scooter, provided the Corporation is satisfied that the possession of
a motor vehicle by the Staff member is in the interests of the Corporation.

a) AMOUNT OF LOAN

i) FOR MOTOR CAR

ii)
- Actual cost of the car (on road price), subject to the limits given below :

JG MAXIMUM LIMITS
(Incl. taxes)
JG 'A' Rs.5.00 LAKHS

JG 'B' & 'C' Rs.7.50 LAKHS

JG 'D' to 'F' Rs.9.00 LAKHS

JG 'G' & 'H' Rs.10.50 LAKHS

JG 'I' & above Rs.12.00 LAKHS

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 iii) FOR MOTOR CYCLE/ SCOOTER
- Actual cost limited to the on-the-road price of the new Motor cycle/ Scooter or
Rs.1,00,000/- whichever is lower, for approved brand of two-wheelers.

b) INSTALMENT AND RECOVERY OF LOAN FOR MOTOR CAR / MOTOR CYCLE /

SCOOTER
i) No. of Instalments for recovery of loan
- For Motor Car :
 The number of instalments for recovery of loan will be 144 for Management Staff
who have availed Vehicle Loan
 If the staff member has less than 144 months of service before retirement the
recovery of the car loan amount will be worked out in 144 notional instalments.
- For Motor Cycle / Scooter :
 100 equal monthly instalments for first and subsequent loans.

ii) Recovery will commence from the month following the month in which delivery of the
vehicle is received.
iii) Staff has option to increase the amount of instalment as well as repay part or full loan
amount any time.

c) INTEREST :

i) Rate of interest will be charged at par with the ‘Average Borrowing Rate’ of the
Corporation of the previous Calendar Year. The current rate of interest is 5.18% p.a.
However, the rate of interest will be trebled if the formalities are not completed within 3
months.

d) SECOND AND SUBSEQUENT LOAN :

i) Staff may be granted loan subsequent to the first loan without first having to sell the old
vehicle. The Staff should settle the outstanding loan amount (against the earlier vehicle)
within one month of sanctioning of the present loan, failing which strict penal action will
be taken against the Staff.
ii) No new loan will be considered earlier than 5 years from the date of taking the previous
loan. However loan is considered after 3 years from the date of taking previous loan, on
change in entitlement on account of promotion and revision in loan amount (both
conditions to be fulfilled).
iii) A second /subsequent vehicle loan will not be granted within one year of availing of
CRA. Outstanding CRA need to be repaid while availing subsequent loan.

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 e) GENERAL :

i) Vehicle loan is not granted for imported vehicles.

ii) Staff shall be required to execute an agreement in such a form as prescribed for this
purpose from time to time. Staff should ensure that the transactions are completed within
three months from the date of taking the loan, failing which the full advance together
with interest should be refunded to the Corporation.
iii) The term "on-the-road price" would mean the price of the vehicle, including Sales Tax,
registration charges, road tax but which does not include cost of number plate,
accessories, insurance, extended warranty, etc.
iv) Vehicle loan is granted for purchase of second hand vehicles, however valuation of Govt.
approved Valuer will be considered.
v) The loan drawn by staff shall not result in the recovery exceeding 65% of the average
salary of preceding three months. The total take home salary should be at least 35% of
the salary after accounting for monthly recoveries towards loans availed.
vi) Vehicle needs to be hypothecated to the Corporation & insured comprehensively and
every year after the renewal of policy, details of policy need to be submitted.
vii) In case the vehicle is stolen, FIR needs to be registered with the nearest police station and
accordingly, Insurance Company needs to be advised. The recovery will continue till the
loan is repaid.
viii) Where Staff wish to sell the vehicle, the outstanding loan needs to be repaid and prior
permission should be obtained from Ben.Admin. Section.
ix) Staff can avail advance against the Proforma Invoice after booking the vehicle

(B) UPDATE OF COMPREHENSIVE INSURANCE POLICY

a. Management Staff who have availed Vehicle Loan from the Company are required to
maintain a Comprehensive Insurance Policy for the Car / Scooter during the tenure of
Vehicle Loan.
b. Reimbursement of Conveyance expenses will be permitted only if the Vehicle Insurance
details are updated in myPortal.

(C) VEHICLE LOAN REDEMPTION SCHEME

a. All loanees would be required to pay a charge of 0.2% per annum of the outstanding
principal loan.
b. In the event of death/ permanent total disablement of an employee while in service of the
Corporation, the loan outstanding plus interest at the time of death/ permanent total
disablement would stand redeemed and would be adjusted by the Corporation from this
account.

14. CONVEYANCE REPAIR ADVANCE (CRA)

Management Staff, who owns/operates a vehicle, which is not less than 5 years old & has been
sanctioned for reimbursement of expenses for maintaining/ running the conveyance for official
purposes, will be eligible for a loan for major repairs to the vehicle/ replacement of parts like
battery, tyres etc.
i. Staff are entitled for actual expenses subject to following ceilings :
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  For Cars - Rs. 20,000/-
 For Scooters/ Motor-cycles - Rs. 5,000/-
 The interest rate for CRA is the same as applicable to Vehicle Loan.
ii. CRA will be recovered within a maximum of 36 instalments.
iii. In case of Staff who are due to retire within 36 months, the loan & interest thereon
will be recovered on equated instalment basis, before their retirement.
iv. The CRA drawn by staff shall not result in the recovery exceeding 65% of the
average salary of preceding three months.
v. CRA will be sanctioned, subject to the following conditions :
 The number of instalments for recovery of loan will be 36
(A) New Car - After 5 years of purchase.
(B) Second hand Car - After 3 years of purchase (However a period of 5 years
must have lapsed since the date of purchase by the first owner).
vi. A second CRA is payable on the following basis :
 For Cars :
 After 3 years, if the previous CRA was for Rs. 10,000/- or less.
 After 5 years, if the previous CRA was for more than Rs. 10,000/-.
 For Scooters/Motor Cycles :
 After 3 years of availing previous CRA

15. HOUSING LOAN

a) A permanent employee of the Corporation who has rendered not less than 3 years of
continuous service will be eligible for Housing Loan. Immediate past service rendered in a
Government/Public Sector Organisation would be counted towards service requirements.
b) In case both husband and wife are employed in the Corporation, only one of them will be
eligible.
c) Loan will be granted for purchase/construction of the house / flat at locations other than
where the Staff/spouse/dependents already own a house. If, however, the employee is a
member of HUF, he may be granted advance subject to 60% of normal entitlement.
d) If any Housing Loan is availed from HDFC/any Financial Institutions after joining the
Corporation, before being eligible, Staff can avail loan from the Corporation on completion
of the eligibility period for repayment of such loans to the Financial Institution.
e) In case Staff wishes to acquire new property under the Housing Loan Scheme, the property
acquired with the help of loan from the Corporation has to be disposed, with the consent
from the Corporation, and the proceeds have to be utilized for acquiring new property in
accordance with the rules of the Housing Loan Scheme.
f) The amount of loan for purchase/construction of house is as follows :

JG Amount (Rs.)
A,B & C 40 lakhs
D, E & F 48 lakhs
G & above 56 lakhs

g) For acquisition of land and construction of house (both single and double storied), the
schedule for disbursement is as follows:
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 i. 40% for purchase of land
ii. 20% on completion of mortgage
iii. 20% on reaching plinth level
iv. 20% on completion of roof#

# An amount equal to 3% of the sanctioned loan is with-held and disbursed only after the
employee submits all documents (completion, occupancy certificate and other documents)
for mortgaging the property.

h) STATUTORY PAYMENTS & TAXES

i) Staff shall be eligible for advance for statutory payments and taxes viz., Stamp Duty,
Registration charges, VAT, Service Tax, GST, charges for Registration of equitable
mortgage or any other statutory payment / tax levied by the Government.
ii) The minimum amount payable towards statutory payments & taxes shall be 10% of
Housing Loan entitlement of the Staff or at actuals, whichever is less.
iii) This shall be over and above the Housing Loan entitlement of the Staff.
iv) Staff would be permitted to avail of advance for payment of Statutory Payments &
Taxes even after housing loan has been disbursed.
v) Statutory payments & taxes may be under different heads but the disbursement of
statutory payments & taxes shall be in a single installment.
i) FOR ENLARGEMENT/EXTENSION
For the purpose of enlargement or extension and/ or modification of a house/ tenement
already owned by an employee, the housing loan entitlement will be restricted to 50% of the
current limit, at any time.
j) ADDITIONAL LOAN
i) After completion of five years from the date of sanction housing loan, Staff are entitled
for additional housing loan for purchase of a bigger/ better flat/house or enlarging their
existing house which was purchased with the aid of housing loan from the corporation.
This is available only once in their career with the Corporation.
ii) The quantum of additional loan will be limited to the difference between the loan
entitlement and the amount of the loan sanctioned earlier plus outstanding housing loan
of the earlier housing loan.
iii) Disbursal of loan will depend on the repayment capacity of the individual employee
considering all other recoveries.
k) TRANSFER OF PROPERTY
Staff can shift loan from one property to another with prior approval of the Corporation. This
facility is available only once in the career of the Staff. In this case, there is no change in the
loan amount and number of instalments /recoveries. Only the property is changed.

16
l) REPAYMENT AND RECOVERY :
i) For first time loanees :
 Total Number of Instalments : 300
 Principal amount : 225 instalments
 Interest : 75 instalments
ii) For availing second/additional housing loan :
 in 200 monthly instalments; OR
 over balance period of service but not exceeding 300 instalments; whichever is
higher.
iii) Balance outstanding loan, if any will be recovered at the time of retirement or
resignation/ termination of services of borrower employee as the case may be.
iv) In case of under construction of house / flat/ tenement, the monthly instalments payable
to the Corporation shall commence from the month following the completion of the
house, tenement or flat (irrespective of the occupation thereof or not) OR from the 24th
month after the date on which the first instalment of the loan is disbursed, whichever is
earlier.
v) In case the loan assistance is taken for the purchase/ acquisition of constructed or ready
for occupation house or tenement or flat, the repayment by monthly instalment shall
commence from the month following the month in which the loan is disbursed.

m) RATE OF INTEREST :
i) Rate of interest will be charged at par with the ‘Average Borrowing Rate’ declared by the
Corporation.
ii) The current rate of interest is 5.18% p.a.

n) REDEMPTION OF HOUSING LOAN :

i) A charge of 0.3% per annum of the outstanding loan (Principal + Accrued Interest) is
recovered towards Housing Loan Redemption account.
ii) In the event of death / permanent total disablement of an employee while in service of the
Corporation, the loan outstanding (Principal plus Interest) at the time of death would
stand redeemed and would be adjusted by the Corporation from this account.
iii) It also covers destructions caused by natural calamities such as earthquakes, floods etc,
iv) The above 0.3% per annum as additional charges would be recovered from the month
following the release of the loan even though the recovery of the principal amount may
commence later.

o) GENERAL
i) In all types of Housing Loans, the property should be mortgaged with the Corporation.
ii) Staff can also avail loan from other financial institutions in addition to loan from BPCL.
However, BPCL will have first charge and the financial institution will have second
charge. If loan is availed from PF for same property, no loan is permissible.
iii) Housing Loan facility will be available only twice in the service time of an employee.

17
p) HOUSING LOAN FOR REPAIR/ RENOVATION
i) Employees who have availed BPCL housing loan will be eligible on completion of 7
years from the date of taking possession of such accommodation.
ii) Employees who did not avail loan from Corporation are also eligible for this loan after
completion of 7 years of service. However, this facility is available only once in entire
service period.
iii) The amount of loan for purchase/construction of house is as follows :

JG Amount
A to C Rs.2.50 lakhs
D to F Rs.3.00 lakhs
G & above Rs.3.50 lakhs

iv) 50% of the estimated amount will be paid as advance to employee on submission of
documents like the estimate from Civil Engineer/Architect/Plan of House/Flat, Original
Title Deed, NOC from Society, etc. and balance payment will be made on completion of
work. On completion of work employees are required to give receipt from the
Contractor/Architect for the amount paid to them.
v) Average Borrowing Rate of the Corporation Rate of interest will be charged at par with
the ‘Average Borrowing Rate’ declared by the Corporation.
vi) The current rate of interest is 5.18% p.a.
vii) The loan will be recovered in 100 installments. (75 installments for principal amount and
25 installments for interest accrued) irrespective of retirement date.
viii) Recovery will commence from the following month of date of sanction of loan.
ix) Property should be owned by staff alone or jointly with spouse only with name of staff as
first name

p. SECURITY
Undertaking authorizing Corporation to adjust any dues payable to employee.

q. REDEMPTION SCHEME
The loan availed by employees will be covered under Housing Loan redemption Scheme and
accordingly 0.3% p.a. of outstanding loan for repairs/ renovations will be deducted on
monthly basis. In the unfortunate event of demise/ permanent total disablement of employee
or destruction of property due to natural calamities (like fire/floods/earth
quakes/lightening/riots) loan amount will stand redeemed.
r. GENERAL
i. Employee who avail loan under this head will be entitled for full or additional Housing
Loan (if eligible) only after completion of one year from availing loan for repairs/
renovations.
ii. Employee has to repay the loan under this head, if he wishes to avail housing loan
subsequently.
iii. Loan availed under Repairs/Renovation Loan will not be considered for the calculation of
additional housing loan.
iv. At the time of separation from the Corporation balance loan, if any, will be recovered
from the employees retiral dues.
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 v. After availing loan under this head, employees are required to insure his/ her house/ flat.
vi. Employees under suspension are not entitled for this loan.
vii. The sum total of the loans/ advances drawn by an employee should not result in recovery
exceeding 65% of the gross average monthly salary for the latest 3 months’ salary. In
calculating the gross average monthly salary, professional tax will be deducted to arrive
at the gross salary, but not the Income Tax deductions.
viii. If recovery of Housing Loan is completed but the loan for repairs is yet to be fully
recovered, then the documents will be released only after recovery for loan for repairs /
renovations is over.
ix. This loan facilities will not be granted for painting of the house, polishing of tiles and any
such work which is in the nature of maintenance. However, painting / polishing expenses
arising out of structural work would be allowed.

16. FURNITURE ON HIRE

a. The benefits under this facility are considered under 35% Perks & Allowances.
b. Confirmed Management Staff of the Corporation are eligible for provision of furniture/
household items at their residence on hire basis. The residence may be owned or hired by the
Corporation, or by the Staff member.
c. The total value of furniture /household items shall not exceed the following maximum limits:

JG AMOUNT
JG 'A' (after 3 years of service) Rs.1,30,000/-
JG 'B' (after 3 yrs. of service) Rs.1,50,000/-
JG 'C' Rs.1,80,000/-
JG 'D' Rs.2,25,000/-
JG 'E' Rs.3,00,000/-
JG 'F' Rs.3,45,000/-
JG 'G' Rs.4,20,000/-
JG ‘H’ Rs.4,50,000/-
JGs 'I' Rs.5,10,000/-

d. GENERAL
i. The ceilings given above include loading/ unloading charges, cost of packing, etc.
ii. On promotion to a higher grade, Staff will be entitled to utilise the difference in amount
between the two maximum cost limits by way of provision of additional furniture items.
iii. Bills should be in the name of 'BPCL' A/c. /Employees Name______________________.
iv. Past bills before the eligibility are not permissible but bills pertaining to the current FY
are eligible for reimbursement.
v. For items purchased under Furniture-on-Hire Scheme, payment of GST at applicable rate
is mandatory. All purchases have to be made from GST registered vendors and the
invoice/bill must have GSTIN.
vi. Clerical staff promoted to Management cadre will be eligible for the Furniture-on-Hire
Scheme immediately on confirmation, provided they have a minimum of 3 years service
in the Corporation.
vii. Management Staff have to buy-back furniture / household items provided under
Residential Furniture on Hire Scheme, item-wise, after completion of 6 years from the

19
 date of purchase of each item, at a cost equal to the depreciated value or the residual
value of the item(s), as applicable. After availing buyback facility, Management Staff can
purchase any furniture/household item(s), afresh, within the limits of the price initially
paid for the item(s) bought back. Buy-back facility shall be permitted only after the
completion of six years from the date of purchase of each furniture/household item
irrespective of the rate of depreciation applicable to the category or the
furniture/household item.
viii. At the end of 6 years, the furniture/household items will be deemed to have been
purchased by Staff at transfer value and appropriate value will be treated as perquisite
value for Income Tax purpose.

e. ITEMS OF FURNITURE
i. The Staff may decide to procure one item or more according to his requirements,
provided the total remains within the financial ceiling stipulated for their grade.
ii. Items which are standard household items / any other durable items of utility value
(except precious metals/jewellery, etc.) costing Rs.1,000/- & above but not consumable
in nature are only considered for reimbursement .

f. PENAL CLAUSE
In case, the receipts are not submitted within a period of 30 days from the date of grant of
advance, a monthly penalty equivalent to 5% of the advance for which receipts are not
submitted, shall be recovered through salary, till the Staff submits the receipts.

g. HIRE CHARGES
A hire charge at the following rates will be recovered for the furniture / household items from
salary, until the items have been bought back by the Staff.

Job Group Flat Rate (Rs./P.M.)

'A’ 130/-
'B' 150/-
'C' 180/-
'D' 225/-
‘E' 300/-
'F' 345/-
'G' 420/-
‘H' 450/-
‘I' 510/-

h. MAINTENANCE CHARGES
i. Annual maintenance charges under the scheme will be paid @15%of purchase value of
items availed as on 31st March, under the scheme.
ii. Maintenance charges will be paid for separated Staff on pro-rata basis. However, these
charges are not payable to Staff separated due to outcome of disciplinary case.

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17. PC-ON-HIRE

a. All confirmed staff upto JG 'G' with Performance Ratings of levels I to IV for two
consecutive years will be eligible to purchase of PC/Laptop/Tablets/iPads/VoicePads/
Phablets under the PC on Hire Scheme.
b. However, in case of new recruits in the Management cadre/ Clerical / Labour Staff promoted
to Management cadre, they will be eligible for this facility immediately on confirmation.
c. However, Staff who have availed PC/Laptop under the PC on Hire Scheme, will be eligible
for the PC/Laptop/Tablets/iPads/VoicePads/ Phablets under the PC on Hire Scheme only
after completion of 4 years from the earlier date of sanction of reimbursement.
d. The amount will be restricted to actual cost of PC/Laptop/Tablets/iPads/VoicePads/ Phablets
with peripherals or Rs. 35,000/- (inclusive of all taxes and other levies), whichever is lower.
The advance under this scheme will not be considered for payment of customs duty on
PC/Laptop/Tablets/iPads/VoicePads/ Phablets / peripherals.
e. The advance will be available for purchase of only branded or kit-assembled models of
PC/Laptop and not for second hand ones.
f. The staff can purchase the PC/Laptop/Tablets/iPads/VoicePads/ Phablets directly and seek
reimbursement from the Corporation against submission of final invoice. Alternatively staff
can draw an advance against the proforma invoice.
g. After purchase of the PC/Laptop/Tablets/iPads/VoicePads/ Phablets, the final invoice should
be forwarded to the Corporation. Bills should be in the name of 'BPCL' A/c./Employees
Name _____________________.
h. For items purchased under PC-on-Hire Scheme, payment of GST at applicable rate is
mandatory. All purchases have to be made from GST registered vendors and the invoice/bill
must have GSTIN.
i. The final invoice should be submitted within 30 days of drawal of advance/delivery, failing
which, penal interest @ 5% over and above the bank rate would be charged for the delayed
period.
j. A hire charge at the rate of Rs. 50/- per month will be recovered through salary.
k. Annual maintenance expenses @ Rs.5,000/- p.a. shall be payable to the staff till the time the
PC/Laptop/Tablets/iPads/VoicePads/ Phablets is brought back under the PC on Hire Scheme.
As the payment of Rs.5,000/- is related to maximum ceiling of Rs.35,000/-, Staff who
purchase PC/Laptop/Tablets/iPads/VoicePads/ Phablets under the scheme with lesser value
will be reimbursed maintenance on pro-rata basis. The payment for maintenance is made on
financial year basis.

GENERAL
a. Staff will have the option to replace the PC/Laptop/Tablets/iPads/VoicePads/ Phablets
purchased under the scheme every four years after exercising the buyback option for the old
PC/Laptop/Tablets/iPads/VoicePads/ Phablets.
b. Staff will not be permitted to avail the balance amount later, even if the amount availed is
less than Rs.35,000/-.
c. In the event of retirement/ death /total disablement of Staff, the Staff are eligible to receive
the maintenance expenses on pro-rata basis. However, this benefit is not payable in cases of
separation due to resignation / resigning due to disciplinary action.
d. In the event of retirement/ separation of Staff, the Staff is required to purchase the
PC/Laptop/Tablets/iPads/VoicePads/ Phablets at book value, as per scheme.
21
 e. For Staff who have purchased PC/Laptop/Tablets/iPads/VoicePads/ Phablets under the
existing scheme, it will be presumed that they have bought back the PC/Laptop under the PC
on Hire Scheme and applicable perquisite value will be added to their taxable income
whenever they avail PC/Laptop/Tablets/iPads/VoicePads/ Phablets under the revised PC on
Hire Scheme.
f. PC/Laptop/Tablets/iPads/VoicePads/ Phablets cannot be used for commercial use.

18. TRANSFER EXPENSES

When on transfer, confirmed Management Staff will be entitled for the benefits given below. In
case of Management Trainees who are transferred during probation, they will be entitled only for
Travel Assistance and transportation charges for moving personal effects.

a. TRAVEL ASSISTANCE
Confirmed Staff will be reimbursed actual fare by the entitled class for self/ spouse/ children
and dependent parents. However, dependent parents should actually be residing with the
Staff. The entitlements are as under :

JOB GROUP CLASS OF TRAVEL

Staff in JG D & above First Class Air-conditioned Rail /Air
Staff in JG 'C' & below First Class rail /Second Class AC Sleeper

Air Travel is permitted for Management Staff in JG `C’ and below on Transfer between
Kolkata & North-Eastern States – including their families.

b. PERSONAL EFFECTS

i. TRANSPORTATION OF HOUSEHOLD GOODS BY ROAD

 In case of transportation by road, the entitlement of number of trucks would be :
o Staff in JG 'D' & above : 2 trucks
o Staff in JG 'C' & below : 1 truck
o Staff need to submit three quotations to Ben.Admin for approval of quotation.

 The capacity of each truck shall not exceed 12.5 tonnes. The Staff has to submit three
competitive quotations for approval. Reimbursement will then be made by the
Corporation to the Staff.

ii. TRANSPORTATION OF HOUSEHOLD GOODS BY TRAIN

 If the Management Staff wishes to transport his personal effects by rail wagon/ container
service, the eligibility will be as follows :
o By Wagon in goods train
 All Management Staff - One full wagon load (4 wheeler)
o By railway container
 Staff in JG D & above - Upto 4 containers
 Staff in JG C & below - Upto 2 containers

22
 Charges for 4/2 containers, as the case may be, should not exceed charges for 120/60
quintals respectively by the container service. Besides, the charges so payable to the
Railways for the 4 containers/2 containers should not exceed the cost of transportation of
the household effects by two full trucks / one truck as the case may be.

iii. INSURANCE CHARGES FOR BREAKAGE IN TRANSIT

Actual Insurance premium will be reimbursed on submission of premium receipts.

iv. EXCESS BAGGAGE

This will be permitted to the extent of 50% of the normal allowance, provided the transfer
is undertaken by train. No excess baggage will be permitted for travel by air. Receipts are
required while claiming reimbursement.

v. LOADING & UNLOADING CHARGES / PACKING CHARGES

JG AMOUNT
A Rs.25,000/-
B&C Rs.30,000/-
D, E & F Rs.35,000/-
G&H Rs.40,000/-
I Rs.45,000/-

Loading & Unloading / Packing charges will be paid to Staff to assist them in packing /
transporting by truck/railway wagon/ railway containers their household effects, subject
to a maximum limit, as given above. Receipts are required while claiming
reimbursement. Taxes, as applicable is payable within the overall ceiling for
reimbursement towards Packing/Loading/Unloading expenses.

vi. OCTROI
Octroi charges, if any, paid to the Municipal Corporations for transporting personal car/
personal effects will be reimbursed by the Corporation. Receipts are required while
claiming reimbursement.

vii. TRANSPORTATION OF VEHICLE

 Management Staff may transport their personal car/motor-cycle/scooter by road or by
rail or by air. In case the Staff takes the vehicle by road, he/she may claim mileage for
the actual distance covered at the rate of conveyance reimbursement (Rs./per km.)
prevailing at the time of transporting the vehicle. In the case of transportation of
car/motor-cycle/scooter by rail the actual cost of transportation, including handling
charges, will be reimbursed.
 Management Staff are permitted to transport their car by road(truck). In case of
transportation of car by Air, reimbursement will be restricted to the cost of
transportation by road (truck).
 Expenses incurred towards change of registration shall be reimbursed, at actuals, on
submission of receipt.

23
  In most of the states, PSU employees when on transfer are exempted from paying
entry tax on vehicle. Staff on transfer to any other other state where exemption is not
available will be reimbursed entry tax, as applicable, if the new vehicle owned by
them is registered in other States (vehicle should be less than 15 months) and also
provided the vehicle was booked/purchased prior to the publication of the transfer
order. This will be reimbursed only on submission of proper receipts/ documents.
 Staff will be reimbursed the amount of lumpsum road tax paid at the new place of
posting, provided the Staff had paid one time road tax at the earlier place of posting.

iii) SETTLING-IN-ALLOWANCE
i. Management Staff will be paid Settling in allowance to the extent of one month's salary
(Basic + SI + DA ).
ii. Management Staff will be paid Settling in Allowance immediately on moving to the new
place of posting.
iii. No Settling in Allowance will be paid if personal request is received from Staff for
transfer before expiry of 3 years period (actual duration at the present place of posting)
irrespective of whether the Staff had moved his family with him at the time of previous
place of posting or not.
iv. No Settling in Allowance will be paid when :
v. Staff on Transfer is moving without his family and stays in Company's Transit Flat/Guest
House at the place of posting.
vi. Such Staff is transferred back to the place where his family is occupying Company
quarters.

iv) REIMBURSEMENT OF EXPENSES INCURRED FOR SCHOOL/COLLEGE

ADMISSIONS

i) Management Staff who are transferred on or after 01/04/2016 can claim reimbursement
of actual expenses towards the admission of school going children, subject to the limits
given below.

Class of Cities Revised Ceiling (per child)

(as per HRA Against Without receipt
classification) Receipt * (On Self-certification)
‘X’ & ‘Y’ Class Rs.60,000/- Rs.18,000/-
‘Z’ Class Rs.40,000/- Rs.15,000/-
* Receipt(s) issued by the school authorities of the initial payment(s) at the
time of fresh admission of the child. No reimbursements shall be made for
payments of refundable / recurring nature.

ii) In case of Management Staff who have taken admission for their children at the new place
of posting but are unable to submit receipts for the same, they can claim reimbursement
on self-declaration upto the limits given above.

24
 iii) Reimbursement for school admissions is allowed for a maximum of two dependent
children.

v) DAILY BHATTA
i) Daily Bhatta in transit, at the applicable rate will be paid to the Staff and members of his
family, if the travel is undertaken by rail only for duration of the rail travel. Daily Bhatta
will be at 50% of the normal rate, in case of children with half ticket. In case of travel by
road, reimbursement for staff and his family members will be on the basis of actuals,
subject to the amount reimbursed not exceeding the amount of daily bhatta in transit
which he and his family members would have got had they undertaken the travel by rail.
ii) Additionally, Staff will be paid an amount equal to 30 days Daily Bhatta at the rate
admissible while on tour to the station to which the Staff is under transfer. Further, Staff
will be paid additional 30 days Daily Bhatta if Staff and family move within 60 days
from the date of posting list. If the Staff and family is unable to move within 60 days of
posting list, full benefit of 60 days Daily Bhatta may be paid subject to approval of
Functional Director on merits of each case.
iii) No Daily Bhatta will be paid if personal request is received from Staff for transfer before
expiry of 3 years period (actual duration at the present place of posting) irrespective of
whether the Staff had moved his family with him at the time of previous place of posting
or not. However, Daily Bhatta in Transit for Staff and family (wherever applicable) will
be paid.
iv) 30 days Daily Bhatta is payable when Staff on Transfer moves without his family and
stays in Company's Transit Flat / Guest House at the place of posting. However, when
such Staff is transferred back to the place where his family is occupying Company
quarters, no Daily Bhatta will be paid.

vi) JOINING TIME

i. Joining time will be granted to enable Staff to join any new post only if a change in
Headquarters is involved.
ii. When there is a change in Headquarters, joining time will be allowed at the rate of 6 days
for preparation and one day for every 500 kms. or part of the distance for travel by rail. In
the case of travel by air actual journey time subject to part of the day to be treated as one
day, and for travel by motor-car, one day for every 150 kms. or fraction thereof will be
allowed.
iii. Joining time is allowed only before joining and not after joining the new location with
family. In case, the family does not move along with the Staff, joining time can be given
at the time the family moves. No joining time to be granted if the family does not move
to the new location.

19. LOCAL TRANSFER

Local shifting charges on change of accommodation are reimbursable when Staff change their
residence to or from company accommodation.

25
 TRANSPORTATION OF HOUSEHOLD GOODS BY ROAD
a) In case of change of residence due to allocation of Corporation quarters or a change of
residence due to a posting to another unit in the same location, the entitlement for
transportation of household goods would be :
b) Staff in JG C & below - 1 truck
c) Staff in JG D & above - 2 trucks
d) Where the change of residence involves shifting within the same building or within the same
colony, reasonable expenses would be reimbursed at the discretion of Ben.Admin. Manager.

LOADING AND UNLOADING CHARGES

A lumpsum amount of Rs. 1000/- per truck at each end respectively, will be paid. This amount
would also be payable in cases above where the shifting does not involve the use of a truck.

PACKING CHARGES
a) Packing charges are payable as under :
b) Staff in JGs 'A', 'B' & 'C' : Rs.1250/-
c) Staff in JGs 'D', 'E' & 'F' : Rs.1875/-
d) Staff in JGs 'G' & above : Rs.2500/-

SETTLING-IN ALLOWANCE
a) When there is a shift of residence to/from Corporation Quarters, one-fourth month's salary
(Basic + SI + DA) will be payable. If the change of residence is within a span of 6 months,
settling-in-allowance is not payable.
b) No Settling in Allowance will be paid when Staff moves without family to Company's
Transit Flat/Guest House at the place of posting.

DAILY BHATTA
No Daily Bhatta is payable in local transfer.

20. MOVING EXPENSES

a) All Staff joining BPCL from other Public Sector Undertakings/ Central Government/ State
Government Organisations are eligible to claim Moving Expenses.
b) The Entitlements are as follows :-
i. First Class rail fare for self & family.
ii. One truck-load or wagon-load for transportation of household goods.
iii. Loading & Unloading charges as per existing rules.
iv. Actual expenses for the movement of Car or Scooter.
v. Settling-in-Allowance of Rs.1000/-, if the new employee is married & is required to
move with his family.

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21. EDUCATIONAL ASSISTANCE

A] Education assistance for pursuing meritorious Management Programs

Programs offered by Institutes such as IIMs, ISB, XLRI, TISS or its equivalent.

Eligibility criteria
a) Staff should have completed 5 years of service in Management cadre in the Company as
on 31st March of the year in which admission is sought.
b) Staff should be high performer, demonstrated good conduct and high potential.

Financial aid
Company will reimburse upto 80% of the expenses incurred by the staff towards
tuitions/examination fees. Reimbursement will be made in five equal annual installments
commencing from date of admission to such program.

Application procedure
a) Application to be forwarded to Director (HR) through respective SBU/Entity Head/
Embedded HR /ED(HRD).
b) Director (HR) shall at his sole discretion approve (incl. extent of reimbursement within
ceiling of 80% of tuition / examination fees) / disapprove each case considering the merit
of the case.

Condition
In case of discontinuation / non completion of course for any reason or resignation by the
staff within 5 years from the date of completion of program the amount paid will be
recovered from the salary / dues of the staff along with interest.

B] Educational Assistance Scheme

All confirmed employees are eligible for assistance under this Scheme.

Courses of Education / Study

a) Courses should be leading to certificates, diplomas or degrees that are recognized by
Government and/or reputed autonomous bodies.
b) Non examination courses will not be considered.
c) Courses should be considered beneficial to the Corporation and/or help improve employee's
skills.

Amount of financial aid

a) Reimbursement towards the cost of an approved course will be governed by the following:-
b) The amount of reimbursement of tuition & examination fees subject to a maximum of
Rs.1.50/- lakhs per course will be granted to an employee (excluding cost of books, literature,
etc.). If more than one course is taken simultaneously, the total aid will be subject to the
above maximum.
c) The amount for course material etc is Rs.10,000/- per course in addition to the tuition and
examination fees. To claim this amount staff has to submit necessary bills, receipts, a list of
subjects for the course etc. at the end of the course for administrative convenience.
27
d) For courses exceeding one year duration, the annual reimbursement will be restricted to
tuition/examination fees or prorata amount worked out on per year basis from the overall
limit of Rs.1.50 lakhs per course, whichever is lower. The reimbursement of
tuition/examination fees for each year will be made on successful completion of year end
exam. The final adjustment of reimbursement of course fees will be made at the end of the
course on submission of proof of passing. Proof of having cleared examination each year will
also have to be submitted.
e) In the case of non completion of the course or discontinuance for any reason, the amount
paid as reimbursement would be recovered from the salary of the staff with interest. The
number of installments in which this would be done would be decided appropriately by GM/
ED (HRD).

Procedure for Registration for assistance

a) Application for educational assistance should be made in the prescribed form, before the
enrolment for the Course.
b) Forms duly completed should be forwarded to the Line Manager / Departmental Manager.
c) The Line Manager / Departmental Manager will forward the application with his
recommendation to the Regional HRS Head, as the case may be.
d) The applicant will be informed by the Regional HRS Head in writing, whether or not his
application has been approved.

Progress
The grant of assistance will be subject to the satisfactory progress of the employee in the course
taken. Not more than two failures will be allowed in all the examinations involved for the full
completion of the course taken.

Conditions :
a) No assistance will be rendered by the Company in securing admission. Staff concerned will
have to compete and secure admission on their own for availing benefit under the scheme.
b) No "time off" will be granted for attending instructions, lectures or practical work.
c) Courses will not be approved if the proposed attendance and study schedules interfere with
the employee's regular scheduled hours of work.
d) Approval of the course shall not be cited by the employee against his transferability to any
other location of the Corporation.
e) An employee can undertake only two courses during the total service period. Beyond that,
approval should be sought from Director (HR).

Additional conditions for availing this benefit:

a) Staff should have completed 5 years of service in management cadre in the company as on
31st March of the year in which admission is sought.
b) Staff should have performed consistently high.
c) Staff should have demonstrated good conduct and high potential.
d) In the case of non completion of the course or discontinuance for any reason or resignation
by the staff within five years from the date of completion of program, the amount paid as
reimbursement will be fully recovered from the salary/settlement dues of the staff along with
interest.

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 e) All applications for availing assistance under this scheme shall be forwarded to Director
(HR) through respective SBU/Entity Head. Director (HR) shall, in his sole discretion approve
(incl. extent of reimbursement subject to an overall ceiling of 80% of tuition / examination
fees) /disapprove each case considering the merit of the case.
f) In all matters concerning this scheme, the decision of the Director (HR) shall be final.
g) Education assistance for pursuing meritorious management programs at Premier Institutes:
h) In order to enable staff to pursue meritorious management programs offered by selective
premier Institutes such as IIMs, ISB, XLRI, TISS or its equivalent, company will reimburse
up to 80% of the expenses incurred by the staff towards tuition/examination fees.
Reimbursement for the fees will be made in five equal annual instalments commencing from
the date of admission to such program.

22. SCHOLARSHIP SCHEME FOR CHILDREN OF MANAGEMENT STAFF

a) On purely ex-gratia basis, scholarships to children of Management Staff will be awarded for
post Matric/ SSC/ SSLC/ ICSC/ ISC/ High School/Higher Secondary Education in India
leading to Graduate degree/ Post Graduate degree/ Diploma/ PG Diploma etc. The scheme
shall not cover any correspondence courses/ on-line courses/ part-time programmes, or any
course which is not regular / full time.

b) Permanent Management Staff who have rendered at least two years of service in the
Corporation are eligible to apply for Scholarship for their children. If the employee has
joined the Corporation directly from another PSU, then his/her service in that Organisation
will be counted towards the norms of service eligibility.

c) Scholarship of the value of Rs.1,500/- per month will be paid for a period upto 8 years,
subject to fulfilling the other conditions of the Scheme and continuity of education.

d) The age of the child should not be more than -

i) 20 years of age (for SC/ST/OBC/Physically Challenged employees, the age limit
will be relaxed by two years) for admission to Undergraduate courses / Bachelor
degree courses in Technology / Science / Medical / Arts / Science / Commerce,
etc.
i. 25 years of age (for SC/ST/OBC/Physically Challenged employees, the age limit will
be relaxed by two years) for admission to Postgraduate courses / Master courses in
Management / Technology / Science / Medical / Arts / Science / Commerce, etc.

e) The number of scholarship is limited to two children during the entire service period of the
employee, (i.e.) simultaneously two children can apply for scholarship subject to their
becoming eligible for scholarship.

f) The child should have scored 60% of marks or Grade “B2” (general candidates) & 55%
marks or Grade “C1” (SC/ST/OBC/Physically challenged candidates) or equivalent score /
grade in 10th / 12th Std. examination.

29
 g) The child should have secured or applied for admission to regular courses in India leading to
High School/ Graduate degree/ Post Graduate degree/ Diploma/ PG Diploma etc.

h) The Scheme shall not cover any correspondence courses/ on-line courses/ part-time
programmes, or any course which is not regular / full time.

i) The approved regular courses are to be pursued from a School/ College/ University
recognized by Government/ UGC/ AICTE/ ICMR/ Medical Council of India/ Autonomous
Institutes (recognised by UGC or Ministry of HRD) / Institutes of National Importance
established under provision of any statute.

GENERAL
a) In case of separation due to employee’s permanent disablement, retirement or on medical
grounds or death-in-service, scholarship will continue till the balance tenure of scholarship.
b) In case of resignation of employee / termination of service of any concerned employee by the
Corporation, the scholarship will be withdrawn at the end of the academic year in which staff
separates.
c) For continuation of scholarship till completion of tenure of scholarship, children will have to
produce certificates from the Head of their College / Institution at the beginning of each
academic year that the candidate is continuing his/her studies and have passed the
examination held in the preceding year. Mark sheet of the previous year should also be
submitted. In case of ATKT (Allowed To Keep Term) to a higher class, which may be
applicable in some states, scholarship will not be discontinued.
d) For pursuing Post Graduation studies, scholarship will be admissible irrespective of the
marks scored at Graduation level.
e) If children take a break from regular studies to prepare for entrance examinations, a break of
one year would be permitted, subject to fulfilling other conditions of eligibility. In case
children seek employment during this period, the scholarship facility would be withdrawn
permanently.
f) On employment of children, the scholarship payment will be discontinued immediately.
g) The scholarship can be cancelled immediately on a candidate discontinuing his / her studies
at College / Institution.
h) In pursuance of education in other countries, the scholarship will be discontinued.
i) Receipt of stipend of any kind does not disqualify the child from continuation of award of
scholarship.
j) The scholarship is liable to be withdrawn temporarily for a year in case of those who fail to
get promotion in the normal course to the next higher class or their attendance or
performance otherwise is not considered satisfactory by the Corporation.
k) The Corporation undertakes no responsibility whatsoever, to offer employment to any
recipient of the Scholarship. Similarly, there is no obligation whatsoever on part of the
recipient of the Scholarship to offer himself/ herself for employment with the Corporation.
l) The payment is made annually on receipt of certificates/documents.

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23. CHILDREN EDUCATION SUPPORT SCHEME (CES)

a) Management Staff who have served for not less than five years in the Corporation are
eligible for this Scheme.

b) Maximum of two dependent children per Staff are covered under the scheme. To be
considered as dependent under CES, children should be unemployed and unmarried.

c) Age of the child on the date of application should be less than 30 years.

d) The child should have secured admission in the eligible course of an eligible / recognized
educational Institute.

e) Courses covered under this Scheme should be full time courses only. Correspondence
courses/on-line courses/ part-time programmes, or any course which is not regular / full-time,
in India or abroad will not be covered.

f) The courses for which assistance will be permitted are as under –

i. For Studies in India :
 Regular courses leading to Graduate degree / Post Graduate degree / Diplomas
pursued from a College / University (Central/State/Deemed universities)
recognized by Government / UGC / AICTE/ AIBMS/ ICMR / Medical Council of
India / Autonomous institutes (recognized by UGC / Ministry of HRD) / Institutes
of National Importance (established under Act of Parliament) / Institutes
established under State Legislation / any other Institute established under
provision of any statute.

ii. For Studies abroad:

 For regular academic / professional / technical / MBA / MCA / MS courses
offered by reputed foreign universities.

g) Staff may avail the financial support under CES for the eligible course(s), as being pursued
by one or two eligible child(ren), in one or more than one occasion/ installment but the total
financial assistance per employee in his / her service period shall be limited to the ceiling as
given below :-
i. For Studies in India : 10 times of Basic Pay+DA, subject to a max. of Rs.15 lakhs.
ii. For Studies abroad : 10 times of Basic Pay+DA, subject to a max. of Rs.20 lakhs.

h) Interest as per the ‘Average Borrowing Rate’ of the Corporation will be charged on the
outstanding amount of financial assistance.

i) The financial assistance shall be recovered on monthly basis, along with interest, within the
maximum installment period of 120 months. A monthly redemption charge @ 0.25% will be
charged on the outstanding amount of financial assistance.

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j) In case of Staff who have less than 120 months to retire, following procedure will be adopted
for recovery:
i. From the subsequent month in which financial assistance is granted and upto the date
of retirement, recovery will be made at the rate computed as though the Staff has 120
months to retire.
ii. The balance amount plus interest accrued thereon will be recovered at the time of
retirement from the final settlement.

k) To secure the financial assistance, as essential documentation/ collateral security, the Staff
will have to provide an Indemnity Bond against the amount of financial assistance.

l) Staff who have taken education loan from bank / financial institution for education of their
child(ren) in courses eligible under the scheme and intend to repay/refund the education loan
(either fully or partially) to the bank, shall be eligible for the scheme if the child is still
studying and meets the other eligibility conditions.

m) In the event of separation from service due to retirement, resignation, termination or any
other reasons, the Staff shall have to deposit the outstanding principal and interest towards
financial assistance in lump-sum before separation failing which it will be recovered from
terminal dues.

n) The financial assistance would be released in installments as per the payment schedule of the
Educational Institution or as per the expenses incurred by the employee. The reimbursement
claims will be entertained not more than twice a financial year against the receipt(s) (either
cumulative or single receipt) issued in the current / previous financial year. The request for
support under the CES scheme will be allowed provided each claim is not below Rs.50,000/-.

o) In case of grant of CES for second child or second course for the same child, the financial
assistance shall be within the overall ceiling.

p) Recovery of financial assistance will be made over a maximum period of 120 installments
along with monthly interest. Staff can also opt for recovery of financial assistance in lesser
installments.

q) The recovery / adjustment of installment will start from the following month in which the
financial assistance is disbursed to the Staff under the CES scheme.

r) Where both husband and wife are Staff of the Corporation, CES shall be admissible in
respect of only one of them.

s) At no of time, the Staff can avail the support under CES scheme in respect of a child for
pursuing two different courses simultaneously.

t) The Staff under suspension shall not be eligible for claiming reimbursement under the CES
scheme.

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 u) Management shall lay down the detail modalities / procedures in order to regulate the scheme
across the Corporation. Further, the Management reserves the right to modify, cancel, add or
amend any of these rules or resolve any implementation issue or discontinue the scheme at
any point of time.

v) In the event of any doubts or dispute with regard to any of the provisions of the scheme, the
interpretation / decision of Management shall be final and binding.

24. FAMILY WELFARE PROMOTION SCHEME

a) All permanent Management Staff of the Corporation are eligible for this Scheme.
b) Male employees should not be over 50 years of age and his wife should not be over 45 years
of age. Female employees should not be over 45 years of age and her husband should not be
over 50 years of age.
c) The employee should have 1 or 2 living children.
d) Sterilization Operation Certificate from a recognised Hospital should be produced for the
operation undergone either by the employee or spouse.

INCENTIVES

a) One increment 3% of Basic Pay will be granted in the form of "Personal Pay" not to be
absorbed in future increases in pay either in the same job or on promotion to higher jobs. The
amount of "Personal Pay" would be equivalent to the next increment due, irrespective of the
maximum of the scale and will remain fixed during the entire period of service. In case of
employees who are at the maximum of their scales, the amount of "Personal Pay" will be
equivalent to 3% of the maximum of the scale. Basic Pay will be based on the month in
which the operation was done. However, the FPA payment will commence from the date of
submission of claim, i.e. on prospective basis.
b) Rs.1,000/- as cash incentive will be granted to the employee for the operation undergone by
the employee or spouse besides any incentive given by other agencies.
c) Reasonable taxi charges to & from residence to hospital to employee/ spouse undergoing the
operation.
d) Special Casual Leave of 5/6 days in 5/6 days weeks establishments to male employees
undergoing operation.
e) Special Casual Leave of 14 days to female employees who undergo non-puerperal tubectomy
operation.
f) One day's Special Leave for IUCD insertion for female employees.
g) Special Casual Leave of 5/6 days in a 5/6 days week establishment to male employees if
spouse undergoes non-puerperal tubectomy operation, subject to production of medical
certificate from the doctor performing the operation to the effect that the presence of the
employee was essential to look after the wife during her convalescence after the operation.
h) Special Casual Leave as above can be prefixed and suffixed with Holidays/ Closed days but
intervening holidays/weekly off-days will be included for calculating Special Casual Leave.
Prefixing or suffixing of any regular leave to Special Casual Leave is, however, not
admissible.

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25. COMPANY OWNED ACCOMMODATION

Staff in JG 'D' & above will be eligible for Company owned accommodation subject to
availability of residential accommodation with the Corporation,. The limits of area and rent
ceiling applicable will be as fixed by the Corporation from time to time.

OCCUPANCY CHARGES

The Standard Rate of Recovery (SRR) for Company owned accommodation would be as under :
Type Carpet Area in Sq.Ft. SRR (Rs./p.m.)
A Less than or equal to 1000 250
Greater than 1000 but less than or equal to
B 300
1500
Greater than 1500 but less than or equal to
C 350
2000
Greater than 2000 but less than or equal to
D 400
3000
E Above 3000 450

26. COMPANY LEASED ACCOMMODATION

Company leased accommodation may also be provided for Management Staff. In these cases, the
rental ceilings, where applicable, will be limited to mid of the revised payscales for different
grades computed on applicable HRA rates for different Class of Cities + 10% of mid of scale.
Rent recovery shall be made @ 10% of the Basic Pay of the concerned Staff, subject to a
maximum of 10% of mid of pay scale. Where rental is in excess of ceilings, the difference in
amount will be recovered from the Staff member in addition to the normal occupancy charges.

27. CLUB MEMBERSHIP

Staff in JG ‘E’ and above can avail personal membership/s to one approved club at any place in
India and are eligible for reimbursement of entrance fee and monthly subscription within the
overall ceiling as mentioned below-

Reimbursement will be at actual but upto the following limits:

Entrance Fees
JG Monthly Fees ‘X ‘ class of city ‘Y’ & ‘Z’ class of
(including Service (Rs.) cities (Rs.)
Tax) (Rs.)
E 300/- 50,000/- 40,000/-
F 300/- 60,000/- 50,000/-
G 500/- 70,000/- 60,000/-
H 500/- 80,000/- 70,000/-
I & Above 500/- 1,00,000/- 80,000/-
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 Club membership will be restricted to one club membership for staff in JG “H & below.
Monthly fees will be considered under 35% Perks & Allowances.

28. FUNERAL EXPENSES

A sum of Rs.12,000/- will be paid towards funeral expenses on the unfortunate demise of Staff
while in service.

29. LAPTOP AT OFFICE

a) Management Staff are provided Laptop at Office and the same is replaced every 4 years
(subject to availability of resources).
b) A new Laptop would be issued as replacement of existing Laptop only if the Management
Staff has more than 6 months of service left and the earlier laptop issued has completed 4
years.
c) On completion of 4 years from the date of capitalization / installation (whichever is earlier)
of existing laptop, the Management Staff will be issued a new laptop and they will have an
option to buyback the earlier laptop issued to them at a buyback value of Rs.1,000/-.
d) Management Staff separating on account of retirement will have an option to buyback the
existing laptop and the buyback value will be as given below :

S. No. Age of Laptop in Buyback value in Rs.

years
i) ≤ 2 3,000/-
ii) >2 to 3 2,000/-
iii) >3 1,000/-

e) For Management Staff separating on account of death / permanent total disablement, no

buyback value will be charged.
f) Management Staff separating on account of resignation / termination / dismissal etc. will
have an option to buy-back at the written down value of the Laptop, subject to minimum of
Rs. 1,000/-. The rate of depreciation would be @ 25% p.a. or prorata thereof.

30. PERFORMANCE RELATED PAY (PRP)

The PRP Scheme shall be revised from 2017-18 based on DPE guidelines.

The PRP Scheme upto 2016-17 is given below :-

a) The PRP Scheme is applicable to all Management Staff, including staff on deputation to
other companies. However, this scheme will not be applicable to Management Staff who
have opted for the salary scales of the deputed Company.

b) The salient features of the PRP scheme are as under:

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 i) Performance Measures
- The incentive is based on the following measures:
 Performance measures under the PRP scheme are based on 3 main factors i.e.
MOU performances of the Corporation, SBU / Entity performance and
individual performance.
 DPE guidelines envisage no PRP payment for ‘Below Par Individual
performance”.

(A) MOU Parameters:

1. The parameters and quantitative targets will be approved by Ministry
on yearly basis.
2. At the end of the year the performance of the Corporation is evaluated
by the Ministry.
3. Incentive Amount available for distribution based on the MOU ratings
would be as under :
MOU Level MOU Factor
Excellent 100%
V. Good 80%
Good 60%
Fair 40%
Poor No PRP

(B) SBU Parameters: The assessment of performance of each SBU/ Entity will
be done as given below:
1. For SBUs, achievement level of quantitative targets against the targets
and parameters identified by Apex Council.
2. In case of Entities, the weightage average of all SBUs performance
will be considered and accordingly marks would be granted for Entity
Performance.
(C) Individual Performance:
1. Marks obtained in Performance Management System (PMS) will be
taken as the measure. PMS Marks will be converted into five levels.
2. Weightages will be allocated for each level for payment of incentive
depending on the overall PRP amount available for distribution.

c) Amount for Distribution

Total amount for payment of incentive under PRP is made on the following basis :

i. 3% of the amount is based on the Profit Before Tax (PBT) for the year
ii. 2% of the amount is allotted if there is an Incremental PBT of 10% over in relation to
previous year’s PBT.
iii. Total PRP payable would be aggregate of (i) + (ii) above.

d) Quantum of PRP
i) The quantum of PRP is based on the Annual Basic Salary (Basic Pay+SI).

36
 ii) In addition to the factors mentioned above, quantum of PRP is also dependent of the JG
factor, as per table given below:

Job Group Percentage of Basic Pay

as Job Group factor
A 40 %
B&C 50 %
D&E 60 %
F,G, H & I 70 %
PRP = MOU Rating x SBU Rating x Individual Performance x JG Factor x
Annual Salary (subject to the amount available for distribution)

31. LEAVE
Leave cannot be claimed as a right. The authority empowered to grant leave has the discretion to
refuse or revoke leave at any time according to the exigencies of Corporation’s work.

Staff are entitled to the following Leave :

EARNED LEAVE (EL)

a) Management Staff are entitled to EL at the rate of 8 days per quarter.
b) Unavailed EL can be carried forward to the next year. The maximum leave that can be
accumulated is 300 days.
c) At the end of each quarter, EL in excess of 300 days shall be automatically encashed and
paid in next month’s salary.
d) In case of Management Trainees / Officers on Probation, Earned Leave shall be granted @ 4
days per quarter and on Confirmation, Earned Leave is recalculated @ 8 days per quarter for
the probationary period. In the on-line Leave Management System, EL is credited @ 8 days
for administration convenience and in case any Management Trainee resigns during the
probationary period adjustment shall be made for excess leave, if any.
e) The maximum EL that can be granted at a time is 120 days.
f) Earned Leave does not accrue during the period of absence without pay.
g) Holidays / closed days may be pre-fixed / suffixed with EL, however, intervening holidays /
closed days will be counted as leave.

HALF PAY LEAVE (HPL)

a) HPL (New) will accrue @ of 5 days per quarter.

b) HPL can be granted on medical grounds or for other reasons.
c) HPL to the credit of Management Staff as on 31/01/2017 shall be frozen and will be called
HPL (Frozen) hereafter.
d) Fresh accrual of HPL from 01/02/2017 will be called as HPL (New).
e) HPL (HPL (Frozen) as well as HPL (New)) can be commuted if the absence is on medical
grounds.
f) For availing HPL on medical grounds, submission of Medical Certificate from a Registered
Medical Practitioner would be required only if, the days of absence exceeds 7 days

37
 (including intervening holidays/ closed days). The Medical Certificate has to be submitted to
the Line Manager.
g) While availing HPL, first HPL (New) shall be utilized and in case of shortfall, the leave from
HPL (Frozen) shall be utilized.
h) Unavailed HPL (New) can be carried forward to the next year.
i) HPL (HPL (Frozen) as well as HPL (New)) can be availed for other reasons. When the leave
is availed for other reasons, it will not be on commuted basis. Prior approval of Line
Manager is required for availing HPL on other reasons. .
j) HPL for more than 30 days at a time for reasons other than sickness will be sanctioned by
one step higher.
k) HPL salary will be paid at half Basic Pay + SI (if any) + full D.A.
l) Management Staff on probation will be credited HPL on confirmation @ 5 days per quarter.
Management Trainees / Officers on Probation are not entitled to avail of HPL, however,
Clerical Promotees can avail of HPL during the period of their probation.
m) Holidays / closed days may be pre-fixed / suffixed with HPL, however, intervening holidays /
closed days will be counted as leave.

CASUAL LEAVE (CL)

a) Management Staff are entitled to Casual leave, up to a maximum of 12 working days in a
calendar year.
b) Casual Leave can be combined with Holidays/ Closed Days/ADL/CDO/RH, but not with any
other kind of leave. Casual Leave can be availed of up to a maximum of 8 days at a time,
without any restriction on the total period of absence. Intervening Holidays/Closed Days will
not count as Casual Leave.
c) Casual Leave cannot be availed for less than half a day.
d) In the case of newly appointed Staff, Casual Leave will be granted at the time of joining, at
the rate of one day per month for the length of service likely to be rendered in a particular
calendar year during probation.
e) Casual Leave not availed of during a calendar year shall lapse at the end of the year.
f) Casual Leave for the year is credited in advance @ 12 days as on 1st January every year. In
case Staff resigns during the year, CL will be recalculated on pro-rata basis @ one day for
each month for the period Staff has worked during the year. In case of excess CL availed, the
same will be adjusted with other leave and if adjustment is not possible, it will be treated as
loss of pay.
g) Staff due to retire in any month of a particular Calendar Year, will be entitled to the full
quantum of 12 days CL.

MATERNITY LEAVE (ML)

a) Maternity leave is admissible to female Management Staff on full pay for a period, which may
extend up to the end of 180 days from the date the Staff proceeds on Maternity Leave or from
the date of actual confinement, whichever is earlier. This is admissible only for two children.
If there is request for Maternity Leave beyond second child then provision of the Maternity
Benefit Act 1961 shall only apply.
b) Such leave for a period not exceeding 6 weeks, may also be granted in the case of miscarriage
or abortion. The application for leave has to be supported by a certificate from a Medical
Officer.

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ADOPTION LEAVE
a) Adoption Leave is granted to female Management Staff who legally adopt a child. The leave
depends on the age of the child at the time of adoption. The entitlements are given below :

Age of Child Days of Leave

Upto 1.5 years 90 days
1.5 yrs. to 5 yrs. 45 days
Above 5 yrs. No leave

b) Adoption Leave will be granted on a case to case basis with Director (HR)'s approval only
where the female Management Staff adopting the child has no biological children or has only
one biological child.

CHILD CARE LEAVE

a) Women employees will be granted Child Care Leave for a maximum period of two years (i.e.
730 days) during their entire service for taking care of child upto the age of 5 years.

b) CCL will be restricted only to the two oldest surviving dependent children. CCL will be
allowed to continue up to the permitted period even beyond the age of 5 years of the
concerned child provided leave has commenced before the child attains the age of 5 years.
Illustratively, if the employee applies for CCL of 500 days when the age of the child is 4
years, CCL can be continued even when the age of the child crosses 5 years.

c) CCL will be granted only after exhausting Earned Leave and will be without pay. No leave
(i.e., EL / HPL /ADL) will accrue during the period of CCL.

d) CCL can be availed in spells and will not be allowed on more than four occasions during the
entire service period. The minimum period of leave availed in one spell should not be less
than one month.

e) During CCL, employees will not be entitled for any salary, allowances, and contributions
towards retiral benefits.

f) While on CCL employees will be entitled for medical reimbursement in respect of self and
dependents family members. However, no other company benefits / facilities like Leave
accruals, Conveyance Reimbursement, Communication Expenses etc. will be extended
during CCL. Employees who are staying in Company Accommodation will be permitted to
stay in Company Accommodation and Standard Rent Recovery (SRR), at applicable rates,
will be recovered.

g) Statutory recoveries, such as Income tax, Profession Tax, etc., and recoveries towards Loans,
Redemption Schemes, Furniture on Hire, PC on Hire, Standard Rent Recovery, GSLI, Death
Benevolent Fund, etc. will be made during CCL.

39
h) The counting of Child Care Leave will be similar to Earned Leave i.e., intervening holidays
will be counted as leave. CCL cannot be combined with any other leave, other than Earned
Leave, Maternity Leave and Adoption Leave.

i) Child Care Leave will also be extended to married single male parents for nurturing and
rearing the child/ children on same terms as women employees.

j) During the Child Care Leave period, the employee will not undertake any remunerative /
honorary service.

k) Child Care Leave cannot be demanded as a matter of right. Under no circumstances can any
employee proceed on Child Care Leave without the prior approval of the leave.

l) The policy will be effective from 01.10.2016 and any period of absence prior to 01.10.2016
will not be considered as CCL.

m) The Child Care Leave is apart from 180 days of Maternity Leave

PATERNITY LEAVE

a) Married male employees with either no children or having one child, will be eligible for
Paternity Leave for a period of 15 calendar days, during the confinement of his wife for
childbirth, i.e. upto 15 days before or upto six months from the date of delivery of the child.

b) Paternity leave will also be admissible to married male employees with no children or having
one child, on valid adoption of a child below the age of one year. In such cases, Paternity
Leave will be permitted for a period of 15 days within a period of six months from the date
of valid adoption.

c) Paternity Leave should be availed in one spell.

d) Paternity Leave can be combined with any other kind of leave. Intervening Holidays/ Closed
Days will be counted as Paternity Leave.

e) If Paternity Leave is not availed of within the specified period, such leave shall lapse.

f) The Paternity Leave cannot be demanded as a matter of right. Under no circumstances can
any employee proceed on Paternity Leave without prior approval of the leave.

g) Paternity Leave may be granted for cases where date of birth of child is on or after
01.04.2016. Any leave availed earlier, i.e. prior to issue of this policy, cannot be converted to
Paternity Leave.

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 ADDITIONAL DUTY LEAVE (ADL)

a) Additional Duty Leave (ADL) is admissible to Management Staff for working regularly for
more than 44 hours per week, in a seven-day week cycle on the following basis:

S. No. Working Hours Leave Entitlement

(a) 44 hours or more but less than 48 ...28 days ADL per year @ 7
hours per week (excl. lunch hour) days per quarter
(b) 48 hours or more per week (excl. ..36 days ADL per year @ 9 days
lunch hour) per quarter

b) Lunch hours should be excluded from the number of hours worked during a week for
determining the eligibility for ADL.

c) Additional Duty Leave can be availed with any other leave. ADL when availed with CL/ Off
days and Holidays, the total period of absence shall not exceed 15 days.

d) Intervening holidays / off days will be excluded at the time of computation of ADL when
availed of in combination with CL. However, intervening close days/ Holidays / Off days are
counted as leave when ADL is availed with any other leave.

e) Management Staff will be entitled for ADL if they have actually worked for 45 days in a
quarter. For calculating this period of 45 days, CL, EL, HPL, Leave without pay, or leave for
any other reason would be excluded. However, Sundays/off days, for this purpose, will be
treated as working days, except where this has been prefixed, included or suffixed to any of
the above mentioned leave availed by the staff.

f) ADL can be availed of in the same quarter after the Staff has become eligible for it in that
quarter (i.e. on completion of 45 days of actual working).

g) Unavailed ADL as on 31st December would be automatically encashed through payroll.

32. SPECIAL SICK LEAVE FOR SERIOUS ILLNESS (SSL)

Confirmed Management Staff with the approval of Director (HR) is granted Special leave with
full pay to the extent of one year in the following two cases :
- Serious/chronic/contagious diseases such as Pulmonary Tuberculosis, Cancer, acute
mental disorder, heart/ brain diseases, Leprosy etc. supported by a certificate to the
effect from a Doctor authorised by the Corporation.
- In case of death due to any illness of the Staff member during hospitalization, the
period of hospitalization till the date of expiry to be treated as Special leave.
However at a time only 90 days Special sick leave is granted.

a) Special Sick Leave will be permitted once the HPL balance in the Staff HPL account gets
exhausted (including earned leave accrued during the period of SSL) subject to 20 days
HPL (i.e. 10 days commuted HPL) balance left to the A/c. of the Staff.
41
b) Earned Leave so earned on Special Sick Leave is adjusted against the absence.

c) While on Special Sick Leave, the salary / allowances admissible are Basic Pay, SI, DA, HRA
and 35% Allowances under Cafeteria. Full pay means Basic Pay + SI + DA + HR

d) Special Sick Leave is granted only after the approval of Director (HR).

PREPARATORY LEAVE FOR TERRITORIAL ARMY

a) Preparatory Leave of 6 days (excluding Sundays & holidays) which may be split in two parts
at the discretion of the employee concerned, at the time of embodiment (for training as well
as service) or on termination of such embodiment for attending to personal and family
affairs.
b) The Preparatory leave so availed shall be treated as Special Casual Leave.

ENCASHMENT OF LEAVE

i) ENCASHMENT OF EARNED LEAVE

- All confirmed Management Staff will be allowed to encash the earned leave available
to their credit, without actually availing of Earned Leave, provided at least 30 days
leave is balance after availing Leave Encashment. This will, however, be allowed in
multiples of five, only.
- One year prior to the date of retirement, Management Staff will be permitted to
encash the entire balance of their Earned Leave, without maintaining a minimum
balance of 30 days.
- The amount of payment on the Earned Leave encashment will be on the basis of
Basic Pay + SI (if any) + D.A admissible at the time of applicable separation.
- At the time of retirement, resignation or death, Staff will be allowed encashment of
Earned Leave up to a maximum of 300 days.

ii) ENCASHMENT OF HALF PAY LEAVE

- HPL (Frozen) & HPL (New) cannot be encashed while in service.
- On retirement upon reaching the age of superannuation or on separation from the
service of the Corporation after attaining the age of 50 years or more, provided the
Staff has put in a minimum of 20 years of continuous service, as a permanent
employee.
- HPL (Frozen) can be encashed without any ceiling at the time of retirement /
separation. While encashing leave HPL (Frozen) shall be first commuted to full pay
and then encashed.
- In case of shortfall in encashment of 300 days of EL at the time of retirement, HPL
(New) shall be considered for encashment subject to the overall limit of 300 days
along with EL.
- For encashment, commutation of HPL (New) shall not be permissible. The amount of
encashment will be on the basis of Half (Basic + SI + DA admissible on the same.

42
 iii) CARRY FORWARD OF LEAVE (EL & HPL) TO OTHER PSUs :
In case of movement from one Public Sector Undertaking/Central Government
Organisation, to another PSU with the consent of both the Organisations, carry forward
of Earned Leave and Half Pay Leave to the credit of the Staff is permitted.

33. PROVIDENT FUND

a) On joining Corporation's service, Management Staff will be required to become members of

the Indian Provident Fund of BPCL.
b) Management Staff will contribute at the rate of 12% of Basic Salary + SI (if any) + Dearness
Allowance and the contribution will be matched by the Corporation.
c) If Management Staff desire they can make voluntary contributions to the Provident Fund.
Such additional voluntary contributions, however, will not be matched by the Corporation.
d) The limit of voluntary contributions to the Provident Fund has been enhanced to 40% IPF
members during the beginning of any quarter.
e) On separation from the Corporation's service due to resignation/termination of service, the
amount will be transferred to the new employer.
f) 90% of PF amount can be withdrawn one year prior to retirement.
g) Staff are entitled for various loans (non-refundable advances) under PF, as follows :

Type of Entitlement
withdrawal/
advance
Purchase of Amount standing to the credit of the member who has completed 5
house/site years membership. It is available only once.
The member has completed five years membership of the Fund;
A declaration from the member that the dwelling site or the dwelling
house /flat or the house under construction is free from encumbrances
and the same is under title of the member and /or the spouse, is
submitted.
No withdrawal shall be granted for purchasing a share in a joint
property or for constructing a house on a site owned jointly except on a
site owned jointly with the spouse.
Payment of Own contribution with interest thereon
insurance
premium for his
own life

43
 Grant of A member, who is physically handicapped, may be allowed non-
advance to refundable advance from his account in the Fund, for purchasing an
members who equipment required to minimize the hardship on account of handicap.
are physically The amount advanced under this rule shall not exceed the member’s
handicapped:- basic wages and dearness allowance for six months or his own share of
contributions with interest thereon or the cost of the equipment,
whichever is least.
No second advance under this rule shall be allowed within a period of
three years from the date of payment of an advance allowed under this
rule.
Grant of A member whose property, movable or immovable, has been damaged
Advances in by a calamity of exceptional nature, such as floods, earthquakes or
abnormal riots, authorize payment to him from the provident fund account a non-
conditions refundable advance of Rupees Five Thousand or fifty percent of his
own total contribution including interest there on standing to his credit
on the date of such authorization, whichever is less, to meet any
unforeseen expenditure.
Advance from Non-refundable advance from his or her Provident Fund account not
the Fund for exceeding fifty percent of his/her own share of contribution, with
marriage or post interest thereon, standing to his/her credit in the Fund, on the date of
matriculation such authorization, for his/her own marriage, the marriage of his/her
education of daughter, son, sister or brother or for the post matriculation education
children:- of his/her son or daughter.
Member should have completed seven years’ membership of the Fund.
Not more than three advances shall be admissible to a member under
this rule.
Education of 50% of own contribution and interest thereon. It can be availed twice
children in service time.
For major A member (10 years membership) may be allowed non-refundable
sickness advance from his account in the Fund in cases of :
(a) Hospitalization lasting for one month or more, or
(b) Major surgical operation in a hospital, or
(c)Suffering from T.B, leprosy, paralysis, cancer, mental derangement
or heart ailment and having been granted leave by his employer for
treatment of the said illness.

Staff who are covered under Employees Pension Scheme are eligible for pension on attaining
the age of 58 years from Regional PF Commissioner.

34. GROUP SAVINGS LINKED INSURANCE SCHEME

a) All Management Staff are required to join the Group Savings Linked Insurance Scheme
(GSLI).

b) The extent of insurance cover amount is Rs. 1,00,000/- .

44
 c) The premium payable is Rs.100/- per month. This premium consists of 2 portions - Risk
portion consisting of Rs.34 and savings portion consisting of Rs.66. The savings portion
earns an interest @ 8% per annum.

d) Management Staff joining after the 1st of May, in any year will be immediately covered for
risk portion and subsequently will be enrolled for saving portion also, on the next renewal
date i.e. 1st May every year.

e) In the unfortunate event of death, the family of the employee concerned would be paid the
amount of insurance cover (i.e.Rs.1,00,000/-) in addition to his saving portion with interest.

f) If the employee retires or leaves the service of the Corporation, the savings portion of the
premium paid alongwith the interest will be payable.

35. SUPERANNUATION SCHEME (upto 31.12.2006)

(For detailed information on the Superannuation Scheme please visit iConnect Entities
Finance  Treasury  Functions Retirement Benefit)

a) BPCL Contributory Superannuation Scheme (Employees who joined on or before

31.12.2006)

b) Every permanent employee of the Corporation, including Probationers and Officer Trainees,
shall be eligible to become a member of the fund.

c) MONTHLY PAYMENTS ON RETIREMENT :

When an employee retires from the Corporation's service, a Member shall receive monthly
payments (rounded off to the nearest rupee) and it will be as per one of the following options:

 OPTION 1 : The monthly payment under the Scheme shall be calculated as per the
following formula:

Monthly Benefits =Part I Service x Reckonable Salary Part I /60

(subject to a maximum of 55% of Reckonable Salary Part I)
Plus (+)
Part II Service x Reckonable Salary Part II/82.50
(subject to a maximum of 40% of Reckonable Salary Part II)

This monthly payment shall be paid for a guaranteed minimum period of 15 years or the
lifetime of the Member whichever is longer.

 OPTION 2 : RETURN OF CAPITAL:

The amount of monthly payment as set out in Option 1 will be suitably reduced as may be
determined, if the Member chooses to receive monthly payment throughout his lifetime
with death benefit equal to the purchase price of annuity, to the surviving beneficiaries.

45
  OPTION 3 :
The amount of monthly payment as in Option 1 will be suitably reduced as may be
determined, if the Member chooses to receive monthly payment during the joint lifetime
of himself and his spouse and continued thereafter during the lifetime of the survivor.

 OPTION 4 :
The amount of monthly payment as in Option 1 will be suitably reduced as may be
determined, if the Member chooses to receive monthly payment during the joint lifetime
of himself and his spouse and continued thereafter during the lifetime of the survivor with
death benefit equal to the purchase price of annuity to the surviving beneficiaries.

d) DEATH IN SERVICE BENEFITS :

In the case of death of a Member or where the Member suffers permanent total disablement
incapacitating him from work while in service, the provision of relief to beneficiaries or to
him respectively as the case may be, shall be as per one of the following options.

 OPTION 1 :From the month following the death/disablement of the Member monthly
recurring payments as per benefits available on retirement but calculated on the deemed
Reckonable Service, which the Member would have rendered, had he survived/not been
disabled and retired from service. The benefit calculated above shall not exceed 50% of
Reckonable Salary Part II of the employee at the time of death/disablement. This benefit
will be paid as follows:

Type of separation Beneficiary Duration of benefit On death of beneficiary

in col.2
1 2 3 4
Permanent total Self Guaranteed for 15 Nominee will get till
disablement years or life time completion of 15 years
of the member
whichever is later
Death Spouse Guaranteed for 15 Nominee will get till
years or life time completion of 15 years
of the member
whichever is later
Death Son / Guaranteed for 15 Benefit ceases
Daughter years or till
attainment of 25
years of age
whichever is
longer.
Death Father / Guaranteed for 15 Benefit ceases
Mother years or life time
of the member
whichever is later

46
 Death Other than Guaranteed for 15 Benefit ceases
immediate years or life time
family of the member
members whichever is less
mentioned
above

 OPTION- 2 : From the first of the month following the total disablement or death of the
Member, 40% of Reckonable Salary Part II or payment as available under para 3(a)
above whichever is higher, will be paid to him/the eligible spouse till the notional/normal
retirement date on which the Member would have retired on attaining the age of
superannuation (as prevalent on the date of Members death/disablement), and in the event
of spouses death to the beneficiaries, if any. Thereafter from the notional date of
superannuation of the disabled/deceased Member, the Member/spouse or his beneficiaries
would be entitled to superannuation benefit, which shall, if otherwise accruing under the
Scheme, based on the actual years of reckonable service, be payable as per other options
mentioned in Para 3(a) above. This option shall not be available to a spouse of a Member,
who is already in employment with the Company.

a) BENEFITS IN OTHER CASES :

i. A Member who resigns from the Company’s service or is dismissed or removed from
employment or has abandoned service or lien on his job, shall be entitled to benefits as
provided in Sub-clause (b) hereinafter if he otherwise qualifies and is eligible for payment of
benefits. If at the time of his severance from the service of the Company, he is not eligible for
benefits in accordance with the Rules, his contributions shall be refunded to him with simple
interest at 4% per annum or such rate as decided by the Trustees from time to time, after
deduction of the Forfeiture Amount provided that he has made actual contributions to the
Fund for a period of at least five continuous years. Otherwise he will be eligible to receive
and be paid the amount of his contributions without interest after deduction of the Forfeiture
Amount.

ii. Refund of Contribution or Deferred Payment or Discounted Payment

In case of cessation of service of a Member from the Company, on fulfilling qualifying

service of 8 continuous years of actual contribution to the Scheme, then such Member at the
time of cessation of service, shall, within 30 days of cessation of service, be entitled to
exercise any one of the following options in writing to the Trustees:

47
 i. For refund of his contribution along with simple interest at 4% p.a. or at such rate as
may be decided by the Trustees from time to time, after deducting the Forfeiture
Amount.
or
ii. For monthly payment as per the options contained in para (b) above on attaining the
applicable age of retirement;
or
iii. For monthly payments immediately on cessation of service on a discounted basis with
such discounting rate to be determined by the Trustees, provided the Member has
completed actual contributory service of 20 years and attained the age of 45 years at
the time of such cessation.

Provided however, if no option is exercised, it will be deemed that such employee has opted
for option mentioned in para (b)(i) above.

Notwithstanding anything contained in this Rule, if the Member is entitled to get the benefit
under para (b)(ii) above, and dies prior to reaching the applicable age of retirement, the
nominee of such Member would be eligible for receiving monthly payments immediately on
a discounted basis.
b) COMMUTATION :
A Member eligible to pension, may opt to commute up to a maximum of one-third of his
pension, so as to receive hundred times the monthly pension so commuted, as commuted
value of pension (rounded off to the nearest rupees). Balance pension will be paid on
monthly basis as per option exercised by him. The commutation will be a one time payment
and the commuted pension amount shall not be restored at any time in future.

c) MISCELLANEOUS :
FORFEITURE AMOUNT means the amount to be retained by the Fund at the time of giving
the refund of Members contribution under para (b)(ii). The rate of such forfeiture shall be as
decided by the Trustees from time to time.

d) RECKONABLE SALARY PART I means the deemed salary of the Member as on

31.03.2006 arrived at after providing escalation @ 8% p.a. on the actual Salary of the
Member for the month of March 2004, notwithstanding the actual Salary of the Member as
on 31.03.2006.

e) RECKONABLE SALARY PART II means the deemed salary of the Member at the time of
cessation of Service arrived at after providing escalation @ 8% p.a. on the RECKONABLE
SALARY PART I from 01.04.2006 till the cessation of service.

f) Provided an Employee who became a Member on 01.04.2004 or thereafter such Members

Reckonable Salary Part II, would be calculated after providing escalation @ 8% p.a. on the
assumed salary of March 2004, as set out herein below, corresponding to such Members
grade at the time of confirmation of Service by the Company :.

48
 JG SALARY
A 17,388/-
B 19,924/-
C 23,184/-
D 25,358/-
E 26,807/-
F 27,531/-
G 28,256/-
H 29,705/-
I 34,414/-
J 37,312
K 40,210

PART I SERVICE means the Reckonable Service computed upto 31.03.2006 for those
Employees who were Members of the Fund as on 31.03.2004 and continued to remain as
Members after 31.03.2006.

PART II SERVICE means Service from 01.04.2006 till the date of separation for those
Members who have Part I Service to their credit; or

Service from 01.04.2004 or the date of joining the Company whichever is later, till the date
of cessation of Service for those Members who do not have Part I Service to their credit.

Every Member shall appoint one or more of his spouses, children and/or other Members of
his family as Beneficiary

36. DEFINED CONTRIBUTION SCHEME (DCS)

a) Effective 01/01/2007 or Date of Joining whichever is later, Company makes a contribution

towards DCS. Company has a Defined Contribution Scheme which was also referred as New
Pension Scheme. Under the Scheme, Company makes a contribution as per prescribed rates,
towards individual Staff.

b) The monthly contributions for DCS shall be made by the Corporation. The rate of
contribution towards DCS is determined by the Company based on the contribution towards
other Superannuation Benefit Schemes.

c) The rate of contribution towards Superannuation Benefits (incl. PF, Gratuity, Post Retirement
Medical Benefits, MEGS and DCS) is 30% of Basic Pay + DA. At the end of the financial
year, the final contribution shall be determined after actuarial valuations. After determination
of the final contribution rate, the differential amount shall be credited to the individual

49
 accounts of members who are in service. In case, the final rate is lower than the provisional
rate, amount of excess contribution will be adjusted from future contributions.

d) Eligibility for Benefits :

i. Employees who retire with 15 years of service with the Corporation in BPCL/
erstwhile Kochi Refinery Ltd (KRL) will be eligible for benefits at the time of
superannuation.
ii. Service with other PSU prior to joining service in BPCL/erstwhile KRL will be taken
into consideration for the purposes of minimum qualifying service.
iii. Service with Government will not be considered for counting 15 years service.
iv. In case of deaths and permanent total disablement there is no minimum service for
qualifying for the pension under DCS and the pension would be paid in such cases
immediately following the next month of happening of such event.

e) In case a Management Staff resigns and joins another PSU which has a similar DCS, the
corpus in the individual account can be transferred to the other PSU. The transfer of amount
shall be done prior to the notional date of retirement.

f) Benefits :
Benefits will be payable out of accumulated fund comprising of Corporation’s contributions
and employee’s contribution, along with interest earned on both these contributions till date
of superannuation / death. Annuity for the employee will be purchased against the said
amount.

37. GRATUITY

a) Gratuity shall be payable/granted for good, efficient and faithful service to the whole time
employees of the Corporation, but shall exclude the following categories:
i) Government Servants and others employed on deputation.
ii) Apprentices and Trainees,
iii) Re-employed persons

b) Gratuity shall be payable on separation from service either due to abolition of post,
permanent incapacity due to physical or mental infirmity, superannuation or resignation or in
case of death-in-service.

c) Except in the case of death or permanent disability, gratuity is admissible only after 5 years
of qualifying service.

d) Gratuity will be calculated at the rate of 15/26 of the monthly emoluments of last drawn pay
(which term shall presently include Basic Salary + SI + Dearness Allowance) for every
completed year of service or part thereof for six or more months, subject to a maximum of
Rs.20 lakhs, whichever is less, provided the Staff member has put in a minimum qualifying
period of 5 years of continuous service .

50
 e) In case of death or permanent mental or physical disability, the amount of gratuity will be
calculated as above or as mentioned below, whichever is beneficial.

Death during the first year of qualifying

service (upto 1 year)
Death after on year before 5 years of
qualifying service (greater than 1 year &
less than 5 years)
Death after completion of 5 to 20 years
of qualifying service (greater than or
equal to 5 years but less than 20 years)
Death after completion of 20 years of
service or more(greater than or equal to
20 years)
2 months emoluments
6 months emoluments
12 months emoluments
Half a month's emoluments for completed
half year of qualifying service, subject to a
max. of 33 times the emoluments, provided
the amount of death gratuity shall not
exceed Rs.20 lakhs.

38. REPATRIATION EXPENSES

a) All retiring Management Staff who have put in at least 5 years of continuous service at the
time of retirement.
b) To the bereaved family of the confirmed Management Staff who dies while in service.
c) This benefit should be availed within 6 months of the retirement/death of the Staff member
concerned.
d) This benefit is not available when no shifting of residence is involved.
e) Transfer Expenses as per the entitlement on the date of retirement/death in service will be
paid for settling down at any place in India, are as follows :
i) Transport expenses for goods and vehicle ( If eligible for two trucks, reimbursement for
one truck out of the two can be availed for the place different than the place of
settlement)
f) Reimbursement of actual expenses towards Entry Tax / Registration charges will be paid
under Repatriation expenses. Reimbursement will be made only if the vehicle was purchased
on loan from the Corporation and the expenses have been incurred within six months of
repatriation.

Local Repatriation Expenses

a) Local Repatriation expenses are payable only to Management Staff who shift out of
Company Accommodation to their own accommodation.
b) Management Staff who repatriate locally shall be entitled for payments as given below :-

51
 Entitlements Local Repatriation Expenses

Travelling Expenses Actual Expenses towards taxi charges for travelling

from Company accommodation to Own
accommodation.
Transportation of Reimbursement of expenses as under:
Household Goods Staff in JG C & below – One Truck
Staff in JG D & above – Two Trucks
Settling-in-Allowance One Month’s Basic +SI+ DA
Bhatta Equivalent to Daily Allowance for 30 days
Insurance & Octroi Reimbursement of actual expenses.
Charges
Loading/Unloading/ Reimbursement of actual expenses subject to
Packing/Unpacking following limits:
Charges JG A/B/C – Rs. 20,000/-
JG D/E/F – Rs. 22,000/-
JG G & above – Rs. 25,000/-

As per the extant rules on reimbursement of Repatriation expenses, charges incurred towards
Entry Tax and change of registration for vehicles are not reimbursed.

Reimbursement of Entry Tax / Registration charges will be permitted under Repatriation

expenses. Reimbursement may be made only if the vehicle was purchased on loan from the
Corporation and the expenses have been incurred within six months of repatriation.

Reimbursement as per above, may be granted only for cases where the Management Staff has
retired after 01/04/2016 and has incurred expenses towards Entry Tax / Registration charges.

39. POST-RETIREMENT MEDICAL SCHEME

a) Management Staff who leave the Corporation's service on superannuation or with the
sanction of the Corporation, after putting in not less than 25 years of continuous service,
would be eligible to medical benefits post retirement.
b) The Scheme for post retirement medical benefits is contributory, but voluntary and the one-
time contribution as per Job Group.
c) In case of death in service of a Staff member, the Post Retirement Medical Benefit Scheme
will be extended with immediate effect to his/ her family members.
d) The Scheme will cover the Staff member, spouse, dependent children and dependent parents.
Criteria for dependency of children and parents will be as per Corporation's rules. In event of
death of the member, his spouse and her dependent children will continue to get medical
benefits. The reimbursements to eligible dependent parents will be limited to ninety percent
(90%) of reimbursable amounts for domiciliary as well as hospitalisation expenses.
e) The reimbursement towards domiciliary treatment is administered for a block of two years
and the maximum amounts reimbursed are as per the Job Groups.

52
 f) Reimbursements of medical expenses incurred during hospitalization will be made at actuals
subject to the rates applicable as per the schedule of rates applicable to separated Staff.

40. MONTHLY EX-GRATIA SCHEME

a) Management Staff who joined on or before 31.3.2008 and who complete a minimum of 15
years of continuous service with the Corporation , are eligible to receive a monthly benefit of
Rs.3,500/- under MEGS, provided their separation is on account of either :
i. Retirement
ii. Death
iii. Permanent Disablement
iv. Early retirement on medical grounds
b) This payment will be available to the ex-employee/their spouse throughout their lifetime,
subject to their fulfilling the above criteria. This benefit will be payable effective from the
following month of his/her retirement. The relevant documents required to avail benefit
under this scheme will be provided by Ben. Admin. at the time of retirement.

41. PURCHASE OF MOBILE HANDSETS :

All confirmed Management Staff.
The amount payable for purchase of Mobile Handset will be as follows:

JG Limits (Rs.)
A to C 15,000/-
D&E 20,000/-
F 25,000/-
G 35,000/-
H 45,000/-
I 55,000/-

GENERAL
a) Management Staff will be permitted reimbursement towards cost of Mobile Handset every
two years.
Management Staff who had availed reimbursement for Mobile handset in 2013-14 shall be
entitled for new Mobile handset on 01/04/2016. Management Staff who had availed
reimbursement for Mobile handset after 01/04/2014 shall be eligible for new Mobile handset
only on completion of 2 years from the date of reimbursement availed.
b) No change of mobile handset will be permissible before the completion of 2 years from the
date of purchase, even on increase in the limits of the Staff on promotion.
c) For items purchased under Mobile Handset Scheme, payment of GST at applicable rate is
mandatory. All purchases have to be made from GST registered vendors and the invoice/bill
must have GSTIN.
d) The rate of depreciation for mobile handsets shall be 50% per financial year. On completion
of 2 years from the date of allotment of mobile handsets under the scheme or on retirement,
Management Staff will have to buyback the mobile handset at lumpsum amount as given
below:
53
 Grade Lumpsum Buyback amount
(Rs.)
A to C 150
D, E 200
F 250
G 300
H 400
I 500

e) Management Staff who separate on account of resignation / arising out of disciplinary

proceeding, will have to buy back the mobile hand set compulsorily at the depreciated value
or the buyback amount on retirement, whichever is higher.

42. COMMUNICATION EXPENSES :

a) All Management Staff upto JG ‘F’ are eligible for reimbursement of Communication
Expenses.

b) The annual ceiling for reimbursement of Communications Expenses (Telephone charges,

Broadband, Mobile & Data Card charges) will be as follows:

JG Communication
Expenses
(incl. taxes) p.a.
A&B Rs. 24,000
C&D Rs. 30,000
E&F Rs. 36,000
G & above Actuals

c) Reimbursement will be towards actual expenses and will be based on declaration of details of
service provider, bill number, date and amount by the Staff. However, it may be noted that
Staff are required to retain the bills for subsequent scrutiny by Company/ Income Tax
authorities.
d) Management Staff will be reimbursed towards actual expenses, within ceilings for each Job
Group and would be permitted to claim reimbursement for only one connection for each of
the individual service i.e. Telephone, Broadband, Mobile and Data Card.
e) Reimbursement will be based on declaration of details of service provider, bill number, date
and amount by the Staff. However, Staff are required to retain the bills for subsequent
scrutiny by Company/ Income Tax authorities.
f) If the claims exceed the individual limits, approval for additional amounts has to be obtained
from the SBU/ Entity Head.
g) For Staff promoted and joining/ leaving service during a year, the entitlements will be pro-
rated. Similarly, entitlements will be reduced if the Staff is on Loss of pay.
h) In case of Management Staff residing in colonies, the telephone facility through EPABX
would be over & above the entitlements of Communication Expenses. If the usage of calls

54
 from EPABX is more than the entitlements for permitted call charges in the colony, the
charges for excess calls would be recovered. Staff would be permitted to claim the amount
recovered towards excess calls from the overall entitlements under the Communication
expenses.
i) For Management Staff in JG G & above, the actual expenses towards Communication
Expenses will be paid by the Company.

43. RETIREMENT AGE

Retirement age is 60 years.

44. NOTICE PAY

The Corporation reserves the right to terminate a Staff’s employment by giving 30 days notice
or 30 days salary in lieu of notice, where the Staff’s performance is found to be unsatisfactory, or
there are doubts about his/her integrity or if it is not in the interest of the Corporation to continue
your employment Staff too will have the option to terminate his/her employment, subject to 30
days notice of his/her intention to do so and subject to Clause ‘N (1) (a)’ of Part III of the
Conduct, Discipline and Appeal Rules for Management Staff.

45. LEGAL ASSISTANCE SCHEME

a) While discharging duties, Management Staff face the risk of defending civil / criminal cases
in the Courts for alleged non-compliance of statutory provisions and alleged misuse of
official position. Legal Assistance Scheme have been revised w.e.f. 01.04.2015

b) This Scheme is applicable to all serving and retired Management Staff of the Corporation
against whom criminal / civil proceedings have been initiated while in service or
subsequently after their superannuation, in matters arising out of or in the course of their
official duties.
Management Staff who seek assistance under this Scheme must apply as per the prescribed
format and forward the same to SBU/Entity Head for consideration and further processing.

46. ROTATING DUTY COMPENSATION

a) Management Staff who are required to work on rotating shifts on regular basis will be
eligible for payment of Rotating Duty Compensation.

b) Management Staff will be paid Rotating Duty Compensation at the following rates:-

JG MORNING & EVENING SHIFT NIGHT SHIFT

‘A’ Rs.170/- per shift Rs.250/- per shift
‘B’ Rs.190/- per shift Rs.280/- per shift
‘C’ Rs.220/- per shift Rs.310/- per shift
‘D’ & above Rs.250/- per shift Rs.340/- per shift
55
47. REIMBURSEMENT OF EXPENSES AT HEADQUARTERS (HQs)

a) Local Tours

iv) Management Staff are often required to go out of HQs for official work. If the place of
visit is beyond a radius of 8 kms. from the HQs, Staff will be treated as on local tour and
their entitlements will be as under :

 Daily Allowance (DA) :

 For local tours at HQs, DA will be admissible as applicable to "Z" Class of Cities
and Classification of Cities will be as applicable to HRA.
 Half DA - If absence is for more than 6 hr but less than 12 hrs
 Full DA - If absence is equal to 12 hrs or more.

v) Conveyance
 Staff not on Reimbursement :
Actual taxi/ auto/ train fare by the shortest and most practical route from the HQs.
 Staff on Conveyance Reimbursement :
 No reimbursement if the place of visit is within 15 kms. radius of HQs.
 On working days, if the place of visit is beyond 15 kms. radius of HQs, then the
Staff will be reimbursed additional mileage at the prevalent rate of conveyance
(Rs./per km.) reimbursement for the actual distance travelled less 30 kms.
 On Sundays/Holidays actual mileage, at the prevalent rate of conveyance
reimbursement, Staff will be reimbursed for the distance travelled from the
residence up to the place of visit, without reduction of 30 kms.

vi) For local tour on Sundays/ Holidays/ Weekly off days, the Staff has the option to avail of
out-of-pocket expenses for attending office on Sundays/ Holidays/ Weekly off days, or
DA and conveyance Expenses from the residence.

vii) Staff will not be permitted to claim DA if he/she avails of Lunch Facility at any other
BPCL establishment, notwithstanding fulfilling the criteria relating to distance (beyond 8
kms.from HQs) and duration (6 hrs. or more).

56
b) Out of Pocket Expenses / CDO

i) Out of Pocket Expenses

OUT OF POCKET
HOURS / DAYS WORKED CDO
EXPENSES (RS.)

I. TURNAROUND DUTIES AT REFINERY

Normal Working Day (12 hours

a. - 3250
shift)
Holidays/ Weekly Offs (12 hours
b. 1 -
shift)
II. ADDITIONAL SHIFT DUTIES
a. Normal Working Day

i. Double Shift (total 16 hours) 1 1285

b.
Holiday/Weekly Offs/Closed Days
i. Single Shift
1 1285
ii. Double Shift
1 2565
c. Tanker Duty at Jetty Ends
1 1300
(2 Blocks of 12 hours each)
III. ADDITIONAL HOURS OF WORK ON NORMAL WORKING DAYS
More than 2 hours and less than 4
a. - 250
hours:
4 hours or more but less than 8
b. - 915
hours
More than 8 hours ( for other than 5
c. 1 1285
day work location)

e. More than 8 hours ( for 5 day work) - 1650

IV. SATURDAY/SUNDAY/HOLIDAY/CLOSED DAYS AT 5 DAY WORK

LOCATIONS
4 hours & more but less than 8
a. - 1315
hours

57
 More than 8 hrs (on
b. Saturday/Sundays/Closed days/ - 1685
Holidays)
V. WORKING ON HOLIDAYS/CLOSED DAYS/WEEKLY OFFS AND PUBLIC
HOLIDAYS WHICH COINCIDE WITH WEEKLY OFFS AT 6 DAY WORK
LOCATIONS
More than 2 hours but less than 4
a. 1 250
hours
More than 4 hours but less than 8
b. 1 915
hours
c. More than 8 hrs 1 1285

i) CDO
- CDO's are applicable only to those Management Staff who are working at 6 day week
locations i.e. Installations, Depots, DUs, Aviation Stations, LPG Bottling Plants etc.

- The following concessions will apply in such cases:

- Management Staff who are normally working on 6 day week basis :
 For working on Sunday (Weekly Off days)/ Holidays, a full alternative day off
will be given irrespective of the number of hours worked.
 The non availed CDO’s may be credited to the Earned Leave Account at the end
of calendar year.

- Staff in Refinery who work on 5 day week basis are entitled for CDO for working on
Sunday i.e. pre-determined holiday, subject to their working on all 7 days of the
week including Saturday or any holiday during the week and staff has worked at least
8 hours on pre-determined off i.e. on Sunday. Staff who have been granted CDO will
be required to avail the same within a period of two months failing which CDO will
lapse.

c) Reimbursement for attending training courses / meetings / seminars / conferences :-

i) Residential Training Programmes :

Residential Training Programs and other meetings / conferences where arrangements are
made by the Organizers / settled directly by the Corporation / negotiated as part of
Tariffs, Daily Bhatta shall be 1/4th of the Daily Bhatta applicable for the location.

ii) Non-Residential Training Programmes :

- For Staff who are on monthly conveyance reimbursement :

 Additional mileage at the current applicable rate of conveyance reimbursement
(Rs./per km.) for distance beyond 15 kms. radius from HQs, subject to a
maximum of Rs.300/- per day.
58
  If the location where the programme is held is within 15 kms. radius from HQs,
no conveyance reimbursement is payable.
- For Staff who do not receive monthly conveyance reimbursement:
 Train/ Bus/ Taxi/ Autorickshaw : Actual fare, subject to a maximum of Rs.300/-
per day.
- For attending non-residential training courses on holidays, Staff will be reimbursed
conveyance expenses as per (i) / (ii) above, or out of pocket expenses, whichever is
higher.
- For extended duration of courses (i.e.) for more than 10 hours, Staff will be
reimbursed out of pocket expenses as applicable for additional hours of work on
working days (wherever applicable).

48. (A) REIMBURSEMENT OF CONVEYANCE EXPENSES

a) Management Staff who use their own vehicle for office purpose are entitled to claim
reimbursement of Conveyance expenses

b) To be eligible for reimbursement of Conveyance Expenses, Staff should own a vehicle in

his/her own name at his/her place of posting.

c) Management Staff (excluding Field/Sales Staff) who is not provided with Corporation's car
may be reimbursed expenses for propulsion and maintenance of their car/motor cycle/scooter
for official purposes, by way of reimbursement against quantity of fuel and maintenance
charges.

d) Fuel Entitlement: The Job Group-wise ceilings on quantity of fuel are as under:

Job Group Quantity of Fuel

Litres / Per Month (Petrol)
For Four Wheelers
A 70 ltrs.
B 100 ltrs.
C 110 ltrs.
D 125 ltrs.
E 140 ltrs.
F 160 ltrs.
G 170 ltrs.
For Two wheelers 35 ltrs.
applicable to all JGs

e) The ceiling on quantity of fuel for Diesel, CNG, LPG version cars (other fuel cars) would be
restricted to 85% of the corresponding ceiling of petrol version cars, as mentioned in the
above table.

59
f) The monthly ceiling on fuel would operate on financial year basis. In case a Management
Staff travels in excess of his monthly entitlement in some months due to business /
operational requirements, he/she would be allowed to use his/her entitlement of the following
months in advance or vice versa. No carry over of entitlement beyond the financial year will
be permitted.

g) Rate of Fuel : The average rate of fuel would be decided by taking into account the price of
petrol and the same would be reviewed on half-yearly basis as on 1st April & 1st October.
The rate of fuel w.e.f. 01/10/2017 is Rs.70.98 per litre.

h) Maintenance Expenses : In addition to the reimbursement for fuel expenses, Staff would also
be reimbursed on monthly basis, expenses for maintenance of their vehicles for which Job
Group-wise ceilings would be as under :

Job Group Maintenance expenses for vehicles (Rs./Per Month)

Petrol version Other fuels
A 1500 1800
B 2000 2400
C 2000 2400
D 2500 3000
E 2500 3000
F 2500 3000
G 3000 3600
Two wheelers for all JGs 500 Nil

i) The Staff will be paid full maintenance expenses as per his / her entitlement irrespective of
the quantity of fuel expenses claimed during a particular month (except for Loss of Pay
period).

j) For additional mileage for official duty beyond 15 kms radius, the rate of reimbursement per
KM would be as under :
i) All version Cars … Rs.7.10 per km.
ii) 2 Wheelers … ……Rs.3.61 per km. i.e. 1/3rd rate applicable to Cars

k) In case Staff who are on conveyance reimbursement, use Company vehicle on a particular
day for Official duty, the fuel entitlement will be reduced @ 1 litre for 10 KMs travelled by
Company vehicle, subject to max of 30 KMs. However, there would not be any deduction in
maintenance charges payable to Staff on account of such usage of Company vehicle.

l) Staff who are at hardship locations and avail transport facility will be required to forego 25%
of their quantity of fuel entitlement and maintenance charges in lieu of availing transport
facility provided for them from residence to location.

m) Entitlement towards quantity of fuel, maintenance charges will be on prorata basis for Staff
who join/ separate/ get promoted during a financial year.

60
 n) Staff for the period they are on ‘Loss of Pay’/’Special Sick Leave’ will not be entitled for
Conveyance Reimbursement. However, for Staff who are on ‘Leave with Pay’, no reduction
in entitlements will be made.

(B) REIMBURSEMENT OF CONVEYANCE EXPENSES FOR FIELD STAFF

a. Field /Sales Staff would be reimbursed in KMs as per entitlement fixed by their respective
Embedded HRs.
b. The reimbursement will be based on distance travelled in kms as per rates given below :

Conveyance Mode Conveyance rate

(Rs. /Per Km.)
Car 10.86 per km
Scooter/ M.Cycle 3.61 per km

c. However, there will not be any additional payment towards maintenance charges. Field Staff
are not entitled for additional mileage.
d. The per km mileage rate of Rs.10.86 will also be applicable for journeys undertaken for
outstation tours, transfers, recovery for personal use of Company car, etc.

49. TANKER LOADING / UNLOADING ALLOWANCE

Management Staff attending tanker discharge and/ or bunkering operations at Jetty ends are
eligible for the following :
CDO Allowance
Tanker Loading /Unloading - Rs.50/-
Allowance – single shift without
loading / unloading
Tanker Loading /Unloading - Rs.1600/-
Allowance for 12 hours Duty
Tanker Loading /Unloading One Rs.1300/-
Allowance (working on holiday
without loading / unloading)
Tanker Loading /Unloading One Rs.1350/-
Allowance for 2 shifts (both shifts
without loading / unloading)
Tanker Loading /Unloading One Rs.2900/-
Allowance (working on holiday
with loading / unloading)
Tanker Loading /Unloading One Rs.2900/-
Allowance for 2 shifts (one shift
with loading / unloading)
Tanker Loading /Unloading One Rs.4500/-
Allowance for 2 shifts

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 a. Tanker Loading / Unloading Allowance includes Refreshment Allowance.
b. Tanker Loading / Unloading Allowance is not admissible to Staff attending tanker discharge
and/or bunkering operations at Installation ends
c. However, when attending tanker discharge and/ or bunkering operations at Jetty end on
Sundays/ Holidays and weekly off days, the Staff shall have the option of availing Tanker
Loading/Unloading Allowance or out-of-pocket expenses as admissible for working on
Sundays/ holidays.

50. TOURING EXPENSES (Outstation)

CLASS OF TRAVEL
a) Staff in JG 'D'& above : First Class Air Conditioned Rail/Air

b) Staff in JGs ‘A’ to ‘C’ :

i. First Class Rail/Second Class AC Sleeper

c) Air Travel is permitted for JGs ‘A’ to ‘C’ –

i. While on official tour/ training if the distance of travel is more than 500 kms. or the
journey time by rail/road is more than 12 hours, Management Staff would be
permitted to travel by Air.
ii. For journeys between following sectors, Management staff would be permitted to
travel by Air irrespective of the distance/ travel time:
 between Kolkata and North Eastern States
 between Jammu and Srinagar

d) For official tours/ training not covered under (i) and (ii) above, Management Staff shall be
eligible for travel by rail (2nd AC) or by road. However, in cases of exigencies and non-
availability of rail tickets, Air Travel will be permitted on approval by the Functional GM /
ED.

DAILY BHATTA
a) Entitlement for travel shall be as under :
i. Daily Bhatta on tour (beyond 8 km.) will be payable as under :
 Absence from HQ equals to or more than 12 hrs ... Full D.A.
 Absence exceeds 6 hrs but less than 12 hrs ... Half D.A.
 Absence less than or equal to 6 hrs ... Quarter D.A.
provided :
 tour is an outstation one
 commences at or after 6 p.m.
 terminates at or before 6 a.m.
 overall absence from HQ is more than 6 hours.

b) The rates of Daily Bhatta payable to Management Staff to cover boarding expenses while on
tour will be as follows :
62
 JOB GROUP RATES FOR RATES FOR
'X' CLASS CITIES * ‘Y’&'Z' CLASS CITIES *
(Rs./ per day) (Rs./ per day)
A 1350/- 1250/-
B 1450/- 1350/-
C 1550/- 1450/-
D 1700/- 1600/-
E 1800/- 1700/-
F 1900/- 1800/-
G 2000/- 1900/-
H 2100/- 2000/-
I 2200/- 2100/-
*As per HRA classification

i. For transit period, Daily Bhatta admissible shall be as applicable to 'Other cities’.
ii. The classification of cities for payment of touring expenses is the same as applicable to
HRA.
iii. "Day" for this purpose will start from midnight 0.00 Hours. The Daily Bhatta on the day
of departure and arrival will be calculated on the basis of the scheduled time of departure
of train/aircraft and the actual time of arrival of train/aircraft.
iv. Staff who use their personal car for outstation Official Tours will be reimbursed at the
prevalent rate of conveyance reimbursement (currently Rs.10.05 per km.).
v. Tours beyond 100 kms. from headquarters are treated as Outstation Tours. For
Outstation Tours, if the Staff use their own vehicle, Staff can claim mileage for the entire
distance travelled and the same should be claimed as part of the ‘Travel Expenses Claim’.

HOTEL ACCOMMODATION
i. Management Staff are requested to apply for Transit Flat for the location they are on tour and
only in case of non-availability of rooms in the TF, staff shall be given the option for budget
hotels. In case of locations, where there are no TFs, the budget hotels should be the next
preferred choice to staff.

ii. In case of non-availability of Guest House/Transit Flat, the Job Group-wise entitlement will
be as under :
 All Management Staff in JG 'G' & above will be entitled to stay in three star hotels
and can claim :
 Actual Hotel charges including expenses on meals and laundry
or
 Actual Hotel charges for room inclusive of taxes plus Daily Bhatta, as applicable.

 All Management Staff in JGs 'D', 'E' &'F' will be entitled to stay in three star hotels
and can claim Actual Hotel charges for room inclusive of taxes plus Daily Bhatta, as
applicable.

 Staff in JG C & below will be entitled for reimbursement of hotel tariffs at

actuals, subject to following ceilings (excluding taxes) :

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 Classification of Hotel Room Tariff Ceiling
Cities
X Rs.5,000/- per day + applicable taxes (for Mumbai &
Delhi)
Rs.4,000/- per day + applicable taxes
(for all other cities having population of 50 lakhs & more)
Y Rs.3,500/- per day + applicable taxes
Z Rs.2,500/- per day + applicable taxes

GENERAL
i. Travel by Air will be permitted by the lowest fare and the tickets will be booked by the
Corporation.
ii. For booking of air tickets, as per (a)(i)(A) above, prior approval of the Line Manager
would be mandatory.

51. FOREIGN TOURS

a) All foreign tours have to be approved by C&MD.

b) Management Staff required to travel abroad on Official duty, are entitled for the following in
addition to Daily Allowance (rates to be checked from Finance (Treasury) by the Staff :
c) Air Travel Entitlement :
i. JGs 'A' to 'E' : Economy class
ii. JGs 'F' & above : Business class

d) Warm Clothing : (Once in 3 years)

i. An interest free advance of Rs.10,000/- for purchase of warm clothing shall be
granted to the Staff going on foreign tour, which will be recovered in 24 equal
monthly installments.

e) BTQ Advance : (Once in service time)

i. BTQ can be granted provided foreign tour continues beyond staffs official days of
visit. Official days of visit means duration of the Training Programme / Conference or
Business visit plus two days for travel (1 day before and one day after). In view of
this advance for BTQ can be granted only to those staff who intend to stay in foreign
soil beyond the period of official tour (duration of the Training Programme /
Conference / Business Visit + 2 days). Therefore, a declaration from staff stating
therein his intentions to stay on foreign soil beyond the period of official tour is
required .
ii. An interest free advance equivalent to US$1000 for Management Staff for purchase
of official foreign exchange shall be granted to Staff going on foreign tour, which will
be recovered in 24 equal monthly installments. This is limited to first time foreign
travel only.

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 OVERSTAY :

i. Staff can avail leave while on tour abroad for period not exceeding 50% of actual period
of duty abroad (excluding transit time from India and back including forced halt) or a
fortnight whichever is less.
ii. Staff are required to update foreign tours including personal visits in My Portal- Intralink.

52. GROUP PERSONAL ACCIDENT INSURANCE SCHEME

a) The Scheme covers Management Staff against personal accident involving death, total/
partial/ permanent disablement, arising out of an accident, anywhere, at any time.

b) In case of an accident resulting in :

i. Death :
 100 months Basic + DA + SI, last drawn by the Staff.

ii. Permanent Total Disablement :

 100 months Basic + DA + SI, last drawn.

iii. Loss of Limbs, two eyes or one limb and one eye :
 Compensation ranging from a maximum of 100 times of Basic + DA + SI last
drawn, depending on the basis of loss of limbs.

iv. Permanent Partial Disablement :

 As per Insurance Schedule.

c) Expenses for Carriage of Dead Body :

i. In case of unfortunate death of the Staff due to accident, the family would be paid
Rs.1,000/-.
ii.
d) General Conditions :
i. The scheme is being operated through a Group Personal Accident Insurance Scheme.
ii. In the unfortunate event of disablement arising out of an accident, the Staff has to
furnish a necessary certificate from a Civil Surgeon, certifying the nature and
percentage of disablement and the same has to be forwarded to Regional HRS/
GM(HR)-MR/KR, as the case may be.
iii. In the unfortunate event of death arising out of an accident, a police report, post-
mortem report, death certificate and other relevant documents are to be forwarded to
Regional HRS/ GM (P&A)-Ref, as the case may be.

65
53. PERMANENT DISABLEMENT / DEATH-IN-SERVICE SCHEME

a) All Management Staff of the Corporation.

b) In the event of death/permanent total disablement of an employee, the spouse of the

employee will, at his/her option, be paid a monthly benefit of 50% of the last drawn salary of
the employee (Basic + SI + DA).

c) This monthly death benefit will be paid from the month following the month in which
retirement dues are deposited, upto the notional date of retirement as applicable to him/her at
the time of his/her death, had he/she been alive.

GENERAL CONDITIONS

a) The above death benefit will be payable to the spouse of the deceased/disabled employee,
provided the deceased family/disabled employee, deposits with the Corporation, retirement
dues such as Provident Fund (including refund of loan, if any, taken from the Provident Fund
on or after 1-11-87), Gratuity, Leave encashment dues payable to them.
b) Deposits will not earn any interest and would revert back after the date on which the
employee would have reached the age of superannuation, as prevailing on his
death/permanent total disablement.
c) The spouse/employee who wishes to avail of this benefit has to inform, within a period of six
months from the date of death/ permanent total disablement of the employee.
d) In the event of spouse's death, benefit will be given to the nominated beneficiary of the
spouse till the notional date of retirement of the deceased/disabled employee and thereafter
deposits will be refunded to the said beneficiary without interest.

66
54. CLASSIFICATION OF CITIES FOR PAYMENT OF HRA

Name of State / Class of Cities

U. T. `X' `Y'

Hyderabad (UA), Anandpuram, Ankapalli,

Cherlapalli, Medchel, Guntur, Kondapalli
Secunderabad,
Andhra Pradesh
Shamshabad Ibrahimpattinam, Nellore (UA),
Vijayawada, Vizag,
Warangal (UA)

Andaman & Nicobar Islands - Port Blair

Assam - Guwahati (UA)

Bihar - Patna (UA)

Chandigarh - Chandigarh

Chattisgarh - Durg-Bhilai Nagar (UA)

Raipur (UA)
Delhi (UA), Bijwasan,
Delhi Shakurbasti -
Goa - Goa

Gujarat Ahmedabad (UA) Baroda, Bhavanagar (UA),

Dahej,
Hariyala, Hazira, Kheda,
Koyali,
Jamnagar (UA), Louvra,
Navegaon,
Rajkot (UA), Sabarmati,
Siddhpur,
Surat (UA), Thamna, Vadinar,
Vadodara (UA)
Faridabad, Gurgaon,
Haryana Piyala -
Jammu (UA)
Jammu & Kashmir - Srinagar (UA)

67
 Name of State / Class of Cities
U. T. `X' `Y'
Jharkhand Bokaro Steel City(UA),
- Dhanbad (UA), Jamshedpur
(UA), Ormanjhi, Ranchi (UA),
Tatanagar
Karnataka Bengaluru (UA), Belgaum (UA), Desur,
Bannergatta, Gulbarga(UA) , Hubli-
Devanagonthi, Peenya, Dharwad, Kottur, Mangalore
Solur, Sira (UA), Mysore (UA), Tanir
Kerala - Ambalamugal, Calicut,
Cannanore,
Ernakulam, Irimpanam, Kannur
(UA), Kollam (UA), Kochi
(UA), Mallapuram (UA)
Puthuvypin, Trivandrum,
Thrissur (UA),
Thiruvanathapuram (UA)
Madhya Pradesh - Bakania, Bhitoni, Bhopal
(UA), Gwaliar (UA),
Peethampur, Indore (UA),
Jabalpur (UA), Manglia,
Raipur, Rairu, Ujjain (M. Corp)
Maharashtra Greater Mumbai (UA), Amravati, Aurangabad (UA),
JNPT, Pune, Raigarh, Badnera, Bazargaon,
Thane, Bhiwandi (UA), Borkhedi,
Uran, Valiv, Vashi Butibori, Khed-Shivapuri,
Kolhapur (UA), Loni,
Malegaon (UA), Nagpur (UA),
Nanded – Waghala (M. Corpn),
Nashik (UA), Pakni,
Pune (UA), Sangli (UA),
Shikrapur, Solapur, Sinnar,
Tembhurni, Vadgaon,
Meghalaya - Shillong
Orissa - Bhubaneshwar (UA), Cuttack
(UA), Khurda, Rourkela (UA)
Amritsar (UA), Jalandhar (UA),
Punjab - Ludhiana, Shatabadi

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 Name of State / Class of Cities
U. T. `X' `Y'
Pondicherry - Pondicherry (UA)
Ajmer, Bikaner, Durai, Jaipur,
Rajasthan - Jodhpur (UA), Kota (UA),
Salawas, Sanganer
Tamil Nadu Chennai (UA), Coimbatore (UA), Elathur, Erode
Ambatoor, Tondiarpet (UA), Irugur, Madukarai,
Madurai (UA), Salem (UA),
Tiruchirappalli (UA),
Tiruppur (UA)

Uttarakhand - Dehradun (UA)

Uttar Pradesh Loni, Ghaziabad, Noida Agra (UA), Aligarh, Allahabad
(UA), Amousil, Bareilly (UA),
Fazalgunj, Firozabad (NPP),
Gorakhpur, Jhansi (UA), Kanpur
(UA), Lucknow (UA),
Meerut (UA), Moradabad,
Mughalsarai, Naini, Panki,
Varanasi (UA)

West Bengal Barasat, Budge Budge, Asansol (UA), Siliguri (UA)

Kolkata (UA), Howrah,
Maurigram, Shibpur,
Uluberia

Note - The remaining cities / towns in various states / UTs, which are not covered by classification as
'X' or 'Y' are classified as 'Z' for the purpose of HRA.

69