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NLC PERSONNEL MANUAL
INDEX
VOLUME-I
NEYVELI LIGNITE CORPORATION - COMPANY PROFILE i - ii
SECTION- I - RULES GOVERNING APPOINTMENT AND PROMOTION
Chapter Subject Pages
No.
1 Appointment and Promotion rules for 1-1 to 1-16
Executives and Supervisors
Non-Executives
3 Categories of Employees' Pay Scales and 3-1 to 3-25
Allowances
4 Medical Examination 4-1 to 4-12
5 Procedure for Fixation of Pay 5-1 to 5-13
6 Procedure for Assessment of Age 6-1 to 6-3
7 Performance Appraisal System 7-1 to 7-17

SECTION- II - RULES GOVERNING THE CONDITIONS OF EMPLOYMENT
No.
8 Standing Orders 8-1 to 8-23
9 Disciplinary Procedure under Standing Orders 9-1 to 9-10
10 NLC Employees' (Conduct) Rules 10-1 to 10-17
11 NLC Employees' (Control and Appeal) Rules and 11-1 to 11-23
Disciplinary procedure there under
12 Security Force Regulations 12-1 to 12-14
13 Hours of work, Attendance, etc. 13-1 to 13-7
14 Departmental Tests 14-1 to 14-1
15 Forwarding of Applications for Outside 15-1 to 15-7

Employment Elsewhere
16 Cessation of Service - Retirement and 16-1 to 16-4
Resignation, etc.
17 Issue of Service Certificate 17-1 to 17-2
(i)
COMPANY PROFILE
Neyveli Lignite Corporation Limited was registered as a Company on 14th November, 1956. The
mining operations in Mine-I were formally inaugurated on 20th May, 1957 by the then Prime Minister
Pandit Jawaharlal Nehru. Neyveli Lignite Corporation has been conferred with “MINIRATNA” Status
in 2004.
LIGNITE RESERVES:
Geological reserves of Lignite in the country have been estimated at around 38756.16 Million Tonnes.
as on 01.04.2007 Out of the above 4150 Million Tonnes (MT) of lignite spread over an area of 480
sq.km. is in the Neyveli Lignite fields in Cuddalore District of which around 2831 Million Tonnes have
been proved. Geological reserves of about 1168 MT of lignite have been identified in
Jayamkondacholapuram of Trichy District of Tamilnadu. Geological reserves of around 23099.77
Million Tonnes and 1342.45 Million Tonnes of lignite have been estimated in Mannargudi and East of
Veeranam respectively.
EXISTING PROJECTS :
The main constituent units of the Company as of now are three Lignite Mines and three Thermal
Power Stations. Mine-I (10.5 Million Tonnes of Lignite per annum) feeds Thermal Power Station-I
(600 MW), and the Thernal Power Station-I Expansion (420 MW). Mine-II (10.5 Million Tonnes of
Lignite per annum) feeds its captive Thermal Power Station-II (1470 MW ... 7 X 210 MW). Mine-IA
(3.0 Million Tonnes of Lignite per Annum) meets the fuel requirement of an Independent Power
Producer (M/s.STCMS) and also to utilise the balance lignite to the best commercial advantage of
NLC.
PROJECTS UNDER CONSTRUCTION / IMPLEMENTATION
The following projects Viz. Mine-II Expansion (4.5 MTPA), TPS-II Expansion (2x250 MW) were
sanctioned in October 2004 and Barsingsar Mine Project (2.10 MTPA.) and Barsingsar Power Project
(2x125 MW) were sanctioned in December 2004. Orders for major packages were issued .Supply
and errection activities are in full swing.
Project Capacity Sanction Cost Commissioning Schedule
(Rs. in Crores)
Mine-II Expansion 4.5 MTPA 2161.28 Commencement of lignite Production
February’ 2009. Attaining Full Capacity
June’ 2009
TPS-II Expansion 2 x 250 MW 2030.78 Commissioning of Unit-I March’ 2009
Commissioning of Unit-II June’ 2009
Barsingsar Mine 2.10 MTPA 254.07 Commencement of lignite Production
July’ 2008. Attaining Full Capacity
June’ 2009
Barsingsar Power 2 x 125 MW 1114.18 Commissioning of Unit-I December’2008
Commissioning of Unit-II June’ 2009
(ii)
FUTURE PLANS:
(i) Coal based Thermal Power Plant at Tuticorin (2X500 MW)

(Joint Venture Project with TNEB)
(ii) Jayamkondam Mine (9 MTPA)-Cum- Power Project (1000MW).
(iii) Basingsar Thermal Power Project- Expansion 250 MW with linked mine
(2.1 MTPA) at Bithnok & Hadla.
(iv) Coal based Thermal Power Plant at Orissa (2000MW)
(v) Mine(4.2 MTPA) –Cum-Power Plant (500MW) at Riri, Rajasthan
(vi) Gujarat Power project (1500 MW) with linked lignite Mine(8MTPA)
(vii) Mine-III (8.0 MTPA) linked to TPS-III (1000 MW) at Neyveli
It could be seen from the above, that NLC is expanding its activities not only at Neyveli but also in
other parts of the Country. NLC is also venturing in New projects with fuels other than Lignite.
In addition to above NLC proposed to put up power project at MP, Jarkhand and J&K.
The above projects are to be implemented with our own resources and not obtaining budgetary
support from the Government.
GHGHGH
SECTION- I
RULES GOVERNING APPOINTMENT AND PROMOTION
No.
Executives and Supervisors
Non-Executives
3 Categories of Employees' Pay Scales 3-1 to 3-25
and Allowances
4 Medical Examination 4-1 to 4-12
5 Procedure for Fixation of Pay 5-1 to 5-13
6 Procedure for Assessment of Age 6-1 to 6-3

7 Performance Appraisal System 7-1 to 7-17
1-1
1 . APPOINTMENT AND PROMOTION RULES

FOR EXECUTIVES & SUPERVISORS
1.1.0 SCOPE
1.1.1 This policy shall cover all recruitments and promotions made in the Executive and
Supervisory cadres and shall apply with effect from 01.01.1997.
1.1.2 For purposes of Recruitment and Promotion various Supervisory Grades and
Executive Grades will be classified as under:
1.1.2.1 Supervisory Cadre
S-1 - Rs.5750-160-9590
S-2 - Rs.6050-170-10130
S-3 - Rs.6400-180-10720
E-1 - Rs.8600-250-14600
1.1.2.2 Junior Management Cadre
E-2 - Rs.9850-250-14600
E-3 - Rs.10750-300-16750
E-4 - Rs.13700-350-18250
E-5 - Rs.16000-400-20800
E-6 - Rs.16400-400-20800
1.1.2.3 Middle Management Cadre
M-1 - Rs.16800-400-22000
M-2 - Rs.17500-400-22300
1.1.2.4 Senior Management Cadre
M-3 - Rs.18500-450-23900
M-4 - Rs.18950-450-23900
M-5 - Rs.20500-500-26500
M-6 - Rs.23750-600-28550
1.1.3 Classification of Executives:
Personnel in the Grade of E-2 & above are classified as Executives. Just drawing
the Scale of Pay of E-2 without holding the Grade/Post of E-2 are not classified as
Executives.
1.2.0 PROMOTION RULES
PROMOTION POLICY FOR EXECUTIVES AND SUPERVISORS
(Ref: 1. MOUs dated 28.08.1989, 22.01.2002 & 27.02.2002
with associations representing Executives & Supervisors.
2. MOU dated 27.02.2002 with SC/ST Employees’ Welfare Federation)
1.2.1 NLC believes in growth of its human resources from within. Accordingly, the
general policy is to identify and groom suitable personnel within the Organisation
with requisite skill and expertise for filling up higher level positions.
1-2
1.2.2 Whenever suitable personnel are not available within, Management will take
recourse to the lateral entry at any level from outside to the extent considered
necessary to cope up with the Organisational demand keeping the external
environment by infusing fresh blood and outlook.
1.2.3 Unless otherwise specifically stated, promotion of Executives to various higher
positions shall be solely on the basis of merit, efficiency, suitability and meeting the
norms based on vacancy.
1.2.4 The Management reserves the right to assign duties to its employees from time to
time in addition to and including same nature of duties even after promotion and all
employees including Supervisors and Executives will be required to carry out the
same.
1.3.0 QUOTA FOR DIRECT RECRUITMENT AND PROMOTION
1.3.1 Percentage of promotion from Non-Executives to Executive Cadre vs Recruitment
to induction level of Executive Cadre and Recruitment to Supervisor Cadre:
“Recruitment for both Supervisor and Executive Cadres will be done at the
discretion of the Management depending upon Organisational needs.”
1.4.0 ELIGIBILITY PERIOD
1.4.1 Qualifying requirement in respect of promotion/movement from one
Grade to another is as under:
Sl No Grade Qualifying years of Nature of Promotion
service for promotion
to next Grade
1 S1 to S2 1 year -
2 S2 to S3 4 years Time Bound basis subject to fitness
3 S3 to E1 4 years Time Bound basis subject to fitness
4 E1 to E2 4 years Merit Selection *
5 E2 to E3 4 years Time Bound basis subject to fitness**
6 E3 to E4 4 years Time Bound basis subject to fitness
9 E6 to M1 3 years Merit Selection @ #
10 M1 to M2 3 years Vacancy based Merit Selection $
11 M2 to M3 18 months Vacancy based Merit Selection
* For promotion to E2 Grade, 30% of the eligible employees in E1 will be subjected to

assessment and 20% of the eligible employees in E1 will be considered for promotion to E2
Grade in the yearly review on Merit Selection. Employees thus who could not be promoted to
E2 Grade, on completion of 4 years of service in E1 will be moved to E2 scale on fulfillment of
all other conditions prescribed for Time Bound Promotions.
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** In respect of direct recruits to E2 Grade under Graduate Engineer Trainee / Executive Trainee
Schemes, the Training period shall be one year in E2 Grade and on successful completion of
the Training shall be regularized in E3 Grade as indicated in Appointment Rules ante.
@ For promotion to M1 Grade, 30% of the eligible Executives who have completed three years of
service in E6 will be subjected to assessment and 20% of the eligible employees in E6 Grade
will be considered for promotion to M1 Grade in the yearly review on Merit Selection and
vacancy concept.
# Executives who could not be promoted thus to M1 Grade as in the para ante, on completion of
4 years of service in E6, will be moved to M1 scale if found suitable, while except for financial
benefit it shall not be taken into account for any other purpose and for all purposes of further
promotions only E6 Grade is applicable. For the purpose of vacancies, upto M1 Grade will be
considered as a block.
1.4.3 Executives in M-1 Grade will be considered for promotion to M-2 Grade on
completion of three years of service based on vacancies by Merit Selection.
$ However, for those M-1 Executives who could not be promoted to M-2 Grade on completion of
three years of service in M-1 Grade, movement to M-2 Scale subject to assessment.
1.4.4 Promotions from M-2 Grade and above shall be based on vacancies by Merit
Selection.
1.4.5 In exceptional circumstances, the minimum period of eligibility may be waived, with
the approval of the Board. Such Executives who are found fit by the Selection
Committee may be given the higher Grade straightaway.
1.4.6 Limitations of Promotions:
1.4.6.1 In respect of those Executives inducted initially with the required
professional qualification or those acquired the required professional
qualification in the relevant field subsequently, there is no limitation.
1.4.6.2 Diploma Holders promoted to Executive cadre can go upto M-1 Grade
only. Exceptionally outstanding candidates will be considered for
higher positions beyond M-1 Grade.
1.4.7 Policy in respect of those acquiring Part-Time BE/AMIE
1.4.7.1 Supervisors who have been inducted initially with qualification of
Diploma in respective Engineering discipline, who acquired part-time
BE/AMIE during the course of employment shall be given age,
class/marks relaxation at the time of recruitment, if they respond to the
open selection notification for induction to Executive cadre. In such
case, consideration of experience for marks at interview will also be
given.
1.4.7.2 Those Diploma Holders who acquired part-time BE/AMIE Degree and
do not respond for open selection notification for induction to Executive
cadre will continue to move in the normal promotion channel and will be
considered for promotion to E-2 Grade (induction level of Executive
cadre) as per the promotion policy. The qualifying service from E-2
Grade for promotion to E-3 Grade in respect of them will be four years.
Such candidates will get the benefit of Two increments for acquiring
higher qualification.
1.4.7.3 Employees who are not Direct Recruits to Executive cadre, possessing
prescribed professional qualification for direct recruitment will be
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considered for 2 years relaxation in the qualifying service prescribed

for promotion in any one of the Grade upto E-3 Grade only subject to
assessment. For assessment for relaxation, the employees shall be
given a maximum of three chances.
1.4.7.4 Seniority in respect of those considered for promotion with Two years
relaxation shall be below the already existing Executives on that
particular date of promotion.
1.4.8 Review of Promotions
1.4.8.1 Review of promotions in the Organisation shall be on yearly basis
during every July.
1.4.9 Inadequate Representation of SC/STs
1.4.9.1 On implementing Time Bound Promotions each year, there will be a
separate review and in the event of inadequate representation of
SC/STs in E-6 Grade, a maximum of 50% relaxation in qualifying years
of service shall be given to the extent required. No conversion /
exchange permissible.
1.4.9.2 In case any legal objections for extending the above relaxation, the
policy will be reviewed in consultation with Associations and SC/ST
Federation.
1.5.0 FORMATION OF CADRE
1.5.1 For the purpose of promotions, following cadres will be formed.
Sl. No. Discipline Sl. No. Discipline
1 Mining 9 Geology
2 Electrical 10 Instrumentation
3 Mechanical 11 Scientific
4 Civil 12 Medical
5 Chemical 13 Sales/Marketing
6 Materials Management 14 Security & Fire
7 Personnel 15 Industrial Engineering
8 Finance 16 Common & Others
1.5.2 The cadres for Materials Management, Marketing and Industrial Engineering will
be formed on the basis of Selection of Executives with at least 5 years experience
at E-5 level in any of the Units with the required professional qualification.
1.6.0 PROMOTION SYSTEM
1.6.1 Promotions will be against the availability of vacancies in the Higher Grade as
authorized by the Management from time to time based on Organisational
requirements.
1.6.2 Nature of promotions from one Grade to Higher Grade and the qualifying
requirement shall be as indicated in these rules.
1.6.3 Wherever Time Bound Promotion Scheme is applicable, promotion of the
individual Executives shall be subject to fulfillment of the conditions prescribed.
1-5
1.7.0 CRITERIA FOR PROMOTION

1.7.1 Promotion of Executives shall be primarily on Merit and the following criteria will be
given due regard.
a) Number of years of service in the existing Grade.
b) Qualifications
c) Performance in the existing job as indicated in the Annual Appraisal Reports.
d) Performance in the assessment interview to find out the potential for further
advancement, quality of leadership, job requirement to the particular Grade
etc.
e) Attendance norms.
1.7.2 All candidates who have completed the required number of years of service will be
considered for promotion. After making a preliminary evaluation, keeping the
Organisational requirement and availability of vacancies, suitable number of
candidates will be called for interview by the Departmental Promotion Committee.
1.7.3 Management at its discretion shall modify the percentage of eligible employees to
be called for selection to E-2/M-1 Grades and percentage of eligible employees to
be promoted to E-2/M-1 Grade depending upon Organisational requirements and
could also round off to cover particular batch if need be.
1.8.0 CONSTITUTION OF DEPARTMENTAL PROMOTION COMMITTEES / SELECTION
COMMITTEES
1.8.1 Departmental Promotion Committees/Selection Committees will be constituted for
Promotion/Recruitment in each case, on the basis of the following guidelines.
a) Upto E-6 Grade, the Committee shall be constituted with at least one
concerned Functional Director / Executive Director and Director (Personnel).
b) For M-1 & M-2 Grades, the Committee shall be constituted with at least Two
Functional Directors and Director (Personnel).
c) For M-3, M-4 & M-5 Grades, the Committee shall be constituted with at least
Two Functional Directors, Director (Personnel) and Chairman-cum-
Managing Director.
d) For M-6 Grade, the Committee shall be constituted by the Board.
1.9.0 PANEL
1.9.1 The Selection Committee will draw up the list of Executives in the order of Merit.
1.9.2 As far as possible the panel shall be limited to the authorized posts. However,
keeping the consequential vacancies and likely arising vacancies in the near
future, the number of candidates to be kept in the panel could be increased.
1.9.3 The panel shall be operated upto six months from the date of initial approval of the
proceedings/minutes of the Selection Committee as and when vacancy arises.
1.9.4 Operation of the panel beyond six months from the date of approval shall not be
resorted to normally. However, in exceptional cases based on requirement could
be operated with the specific approval of Chairman-cum-Managing Director in
respect of Grades upto M-5 and with approval of the Board in respect of M-6 Grade.
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1.10.0 DEBARRING
1.10.1 If the candidate is not found suitable for promotion by the Departmental Promotion
Committee, and it is so recorded, he will be debarred from being considered for
promotion within a period of six months from the date he was considered by the
Committee.
1.10.2 Further consideration of the candidate will be done on the basis of a special report
of his performance.
1.10.A.0 Sealed Cover Procedure:
10.A.1 Cases of Executives to whom applicable:
At the time of consideration of the cases of Executives for promotion, details of
Executives in the consideration zone for promotion, falling under the following
categories will be specifically brought to the notice of the Departmental promotion
committee
(i) Executives under suspension.
(ii) Executives in respect of whom a charge sheet has been issued and the
disciplinary proceedings are pending and
(iii) Executives in respect of whom prosecution for criminal charge is pending.
10A.2 Procedure to be followed by DPC in respect of the above Executives covered
in 10A.1
The DPC shall assess the suitability of eligible candidates in the consideration zone
and also such executive mentioned in 10A.1 for promotion without taking into
consideration the pending disciplinary case / criminal prosecution. The
assessment of the DPC including “unfit for promotion” and the grading awarded by
it will be kept in a sealed cover in the case of those falling under the categories in
10A.1. The cover will be superscribed “Findings regarding suitability for promotion
to the grade / post of ________ in respect of Shri / Smt. _______ (name of the
executive). Not to be opened till the termination of the disciplinary case / criminal
prosecution against Shri / Smt. __________.” The proceedings of the DPC need
only contain the note “The findings are contained in the attached sealed cover”.
When the findings of the DPC in respect of the suitability of executive for his
promotion are kept in sealed cover, such vacancy, if filled should only be in an
officiating capacity.
10A.3 Procedure by Subsequent DPC’s
The same procedure outlined in Para10A.2 above will be followed by the
subsequent Departmental Promotion Committees convened till the disciplinary
case / criminal prosecution against the Executive concerned is concluded.
10A.4 On the conclusion of the disciplinary case / criminal prosecution which results in
dropping of allegations against the executive, the sealed cover or covers shall be
opened. If the executive is completely exonerated the due date of his promotion
will be determined with reference to the date of promotion of his next junior on the
basis of such position. The executive may be promoted, if necessary, by reverting
the junior-most officiating person. He / she will be promoted notionally with
reference to the date of promotion of his junior. However, whether the executive
concerned will be entitled to any arrears of pay for the period of notional promotion
preceding the date of actual promotion and if so to what extent, will be decided by
the appointing authority by taking into consideration all the facts and circumstance
of the disciplinary proceeding/criminal prosecution. Where the authority denies
1-7
arrears of salary or part of it, it will record its reasons for doing so. It is not possible
to anticipate and enumerate exhaustively all the circumstances under which such
denials of arrears of salary or part of it may become necessary. However, there
may be cases where the proceedings, whether disciplinary or criminal, are for
example delayed at the instance of the executive, or the clearance in the
disciplinary proceedings or acquittal in the criminal proceedings is with benefit of
doubt or on account of non-availability of evidence due to the acts attributable to the
executive, etc. The above are only some of the circumstances where such denial
can be justified.
10A.5 If any major penalty is imposed on the executive as a result of the disciplinary
proceedings or if he is found guilty in the criminal prosecution against him, the
findings of the sealed cover/covers shall not be acted upon. His case for promotion
may be considered by the next DPC after the efflux of currency of punishment
computed from the date of order of the punishment.
10A.6 If minor penalty is imposed or a conviction by a Court of Law other than
imprisonment is imposed after holding DPC and on opening the sealed cover of the
concerned executive, if he/ she was found declared fit for promotion by the DPC,
such executive shall be promoted after the currency of punishment is over and not
before. If the minor penalty of ‘Censure’ or a conviction by a Court of Law of
punishments other than imprisonment is imposed and the DPC had declared him fit
for promotion, the promotion shall take effect only after the expiry of a period of six
months from the date of issue of order of punishment.
In such cases of imposition of minor penalty, there is no need to refer the executive
concerned to undergo another DPC.
10A.7 Since the promotion is to take effect only from the day subsequent to the expiry of
the currency of punishment, the executive would be entitled to pay fixation in the
promotional pay with reference to the date of actual promotion only. Even if a
person junior to him/ her in the panel is promoted earlier, it will have no bearing on
the pay to be allowed on promotion to the executive on whom a minor penalty was
imposed and there shall be no stepping up of pay. Similarly, as the executive
undergoing penalty is not to be promoted during the currency of punishment, the
eligibility services in the promoted post for further promotion shall commence only
from the date of actual promotion and in no case it shall be related, even notionally,
to the date of promotion of the junior in the panel.
10A.8 Executive falling under clause 10A.1 after holding of DPC but before Promotion
An executive, who is recommended for promotion by the Departmental Promotion
Committee but in whose case any of the circumstances mentioned in para 10A.1
above arise after the recommendations of the DPC are approved but before he/she
is actually promoted, will be considered as if his/her case had been placed in a
sealed cover by the DPC. On conclusion of the disciplinary case / criminal
prosecution, his/her case shall be dealt with in terms of para 10A.4, 10A.5, 10.A.6
and 10A.7, as the case may be.
10A.9 On the conclusion of the disciplinary case / criminal prosecution which results in
dropping of allegations against the executive, the procedure enumerated in para
10A.4 will be followed.
10-B. Promotion of persons undergoing a penalty
An Executive, on whom a minor penalty of withholding of increment etc, has been
imposed should be considered for promotion by the DPC, which meets after the
imposition of the said penalty; and after due consideration of full facts leading to the
1-8
imposition of penalty, if the DPC finds that he is fit for promotion, the promotion shall
be given effect, only after the expiry of the currency of the penalty. The currency of
penalty with respect to the punishment of Censure or conviction by a Court of Law
of punishments other than imprisonment shall be deemed as six months from the
date of issue of order of punishment. Since the promotion is to take effect only from
the date subsequent to the expiry of the currency of the penalty, the Executive
would be entitled to pay fixation in the promotional grade with effect from the date of
actual promotion only. Even if a person junior to him in the panel is promoted earlier,
it will have no bearing on the pay to be allowed on promotion to the Executive on
whom the minor penalty was imposed and there shall be no stepping up of pay.
Similarly, as the Executive undergoing penalty is not to be promoted during the
currency of the penalty, the eligibility service in the promoted post for further
promotion shall commence only from the date of actual promotion and in no case, it
shall be related, even notionally, to the date of promotion of the junior in the panel.
1.11.0 Probation :
11.1 Executives promoted to the next grade will be on probation for a period of one year
from the date they assumed charge of the higher post.
11.2 On satisfactory completion of probation and on issue of a written order of
confirmation to such effect, the Executive will be confirmed in the higher post.
11.2.1 If the performance of the Executive during the period of probation is not
satisfactory, probation may be extended. Where the performance of an
Executive in the promoted post is found to be wanting, the Executive shall
be notified of the shortcomings so as to enable him / her to improve the
performance.
11.3 On satisfactory completion of the probation, the executive may be confirmed in the
higher post. If the performance in the promoted post is not satisfactory, the
executive may be reverted back to the original grade before confirmation after
issuing a show cause notice and considering the executive’s explanation, if any.
11.4 Once the executive has completed one year period of probation during which letter
of unsatisfactory performance / critical comments on performance has not been
issued and further during the probation period if he / she has not fallen under any of
the three categories mentioned in 10A.1 and he / she is not under the currency of
punishment, he / she shall be deemed to have completed the probation satisfactorily.
11.5.1 If the executive is under the currency of punishment at the time of
completion of probation, the probation shall be deemed extended till the
efflux of currency of punishment.
11.5.2 If the case of a person falls under one of the three Categories as
mentioned in 10A.1, the confirmation of such employee will be governed
by the following principle.
i) Where the executive is fully exonerated of all the charges, he will be
confirmed with retrospective effect from the date of expiry of the probation
period without reference to prolongation of the probation.
ii) In case the Disciplinary proceeding concludes with imposition of major or
minor penalty, the executive will be eligible for confirmation after the efflux of
the currency of punishment.
iii) In case of conviction by court of law, punishment other than imprisonment
shall be treated as minor penalty.
(Reference: Cir.No.CORP/P&A/Rules/ 1959/2007, Dated 24-04-2007)
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The following instructions are issued with reference to 10.B (Promotion of persons undergoing a
penalty) and 11.0 (Probation).
1. Amended Clauses of 10.B and 11.0 under Appointment and Promotion Rules are
applicable to the Minor Punishment of 'Warning' also.
2. The Currency of penalty with respect to the punishments of warning or censure or
conviction by a court of Law of punishments other than imprisonment shall be deemed as
six months from the date of issue of order of punishment.
This applies both to Clauses 10.B and 11.0.
(Reference:Cir.No.CORP/P&A/RULES/1959/2007-1 Date:26.09.2007)
1.12.0 RECRUITMENT RULES
1.12.1 Qualification requirement for induction level in respect of Supervisor and Executive
Grade viz. S1 & E2 for various disciplines are as per Annexure-2. Normally
recruitment shall be made based on availability of vacancy and on approval by the
Competent Authority mainly at induction level.
1.12.2 The induction to the Executive Cadre at E-2 Grade shall be made through the
Graduate/Executive Trainee Scheme on Open Selection on All India basis through
Press Notification.
1.12.3 Induction into the Supervisory Cadre will be made at S-1 through Diploma Engineer
Trainee Scheme by notification to the Employment Exchange as well as through
the Press based on Open Selection.
1.12.4 The procedure for selection will be initially by short listing the eligible candidates
responded/sponsored and there upon through Written Test and Personal
Interview(s).
1.12.5 The Training period shall be one year for both Diploma Engineer Trainee Scheme
inductees and Graduate Engineer Trainee / Executive Trainee Scheme inductees.
Normally the Training will be imparted in main Production areas viz. Mines and
Thermal. The final assessment will be made for their regularization by an
Assessment Committee and on approval, the successful candidates will be posted
to Units based on requirement. The Trainees in respect of Mining Discipline will be
confined only to Mines.
1.12.6 Seniority of all those regularized shall be fixed based on assessment marks.
Marks for ranking will be:-
20- for Periodical Assessment
60- for Test
20- for Viva Voce.
Minimum marks for completion of Training is 50% in aggregate.
1.12.7 On successful completion of the Training the inductees of Diploma Engineer
Trainee Scheme shall be regularized at S-2 Grade and the inductees of Graduate
Engineer Trainee / Executive Trainee Scheme shall be regularised at E-3 Grade.
The individual so regularized shall be on Probation for a period of one year from the
date of assuming charge.
1.12.8 At the time of induction those who have been inducted in Graduate Engineer
Trainee / Executive Trainee Scheme shall have to execute a bond for a value of
Rs.15,000/- to serve the Corporation for a minimum period of three years as in the
prescribed format. In respect of Diploma Engineer Trainee Scheme the Bond
amount shall be for Rs.9,000/- and the required minimum service is three years.
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1.12.9 During the period of Training the inductees of the Diploma Engineer Trainee,
Graduate Engineer Trainee / Executive Trainee Schemes shall draw the minimum
of the basic pay in the respective pay scale with eligible allowances.
1.12.10 The Trainees are eligible for availing 12 days Casual Leave during the Training
period of one year. They are also eligible for 15 days of Medical Leave and a
maximum of 10 days EOL.
1.12.11 Rules of reservation in respect of OBC, SC/ST as per Govt. of India guidelines
issue/modified from time to time shall be followed wherever applicable.
1.13.0 UPPER AGE LIMIT IN DIRECT RECRUITMENT
1.13.1 The upper age limit in direct recruitment for various categories presently in vogue is
as per Annexure-1.
1.13.2 Concession in upper age limit for candidates with Govt./PSE experience and
Departmental candidates and for tenure employment/Training period in NLC could
be considered based on their experience, performance in the interview and
suitability to the post with approval of CMD/Appointing Authority.
1.13.3 In direct recruitment, the qualifying experience include 2 years in the immediate
lower pay scale in respect of external candidates and one year in the immediate
lower pay scale in respect of internal candidates.
1.14.0 QUALIFICATION FOR DIRECT RECRUITMENT
1.14.1 As given in Annexure-2 .
1.15.0 RESERVATION
1.15.1 Rules of reservation in respect of SC/ST Employees shall be followed wherever
applicable as per the Govt. Directives from time to time.
1.16.0 DESIGNATION PATTERN OF EXECUTIVES AND SUPERVISORS
1.16.1 The revised designation pattern of Executives and Supervisors issued vide
i) O.O. No. CORP/P&A/513/2002, Dt.16.04.2002
ii) O.O. No. CORP/P&A/513/2002-2, Dt. 08.08.2002
are as per Annexure- 3
1.16.2 In respect of Statutory categories viz. Company Secretary etc. designations as per
statutory requirements shall be followed.
1.17.0 MECHANICS OF PROMOTION
1.17.1 All promotions shall be made on the basis of the recommendations of a
Departmental Committee nominated for the purpose, for the approval of the
Competent Authority according to rules prescribed separately in this connection.
1.18.0 EVALUATION OF PERFORMANCES
1.18.1 Since performances will play a cardinal role in promotions, the performance are
evaluated in detail in the forms envisaged and supplementary instructions that may
also be issued from time to time. Weightages for various qualities in the selection
of ex-cadre and non-seniority promotions would be determined by the Chairman
and the performance reports will be evaluated on that basis by the Departmental
Promotion Committee.
1.18.2 Average performance in addition to adverse remarks as reflected / recorded in the
Confidential / Annual Appraisal Reports will be communicated to the employees in
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suitable terms so as to enable them to correct their mistakes or over come their
short comings or lapses to be able to earn better reports in the future.
1.18.3 Confidential reports are the basic inputs on the basis of which assessment is made
by each DPC. The evaluation of CRs should be fair, just and non-discriminatory.
Hence,
a) If there are adverse remarks in the ACRs of an employee for a period prior to
preceding three years or adverse remarks are not grave, DPC may ignore
the remarks and proceed with the consideration of the case.
b) If there are adverse remarks of sufficient gravity in ACRs of any of the
preceding three years and based on representation of the individual against
the adverse remarks, such adverse remarks have been expunged, DPC may
ignore the same.
c) In case whether there is adverse remark in the consideration period of three
years and whether decision has not been taken on the representation
against adverse remarks, the consideration of the cases for promotion shall
be deferred.
d) Whether one or more CRs have not been written for any reason during the
relevant period, the DPC shall consider the CRs of the other preceding years
in question and if in any case even those are not available the DPC shall take
the CRs of the lower grade into account to complete the number of CRs
required to consider for promotion. If this is also not possible, all the
available CRs should be taken into account.
e) Where an officer is officiating in the next higher grade and has earned CRs in
that grade, his CRs in that grade may be considered by the DPC in order to
assess his work, conduct and performance, but no extra weightage may be
given merely on the ground that he has been officiating in the higher grade.
f) The DPC should not be guided merely by the overall grading, if any, that may
be recorded in the CRs but should make its own assessment on the basis of
the entries in the CRs, because it has been noticed that sometimes the
overall grading in a CR may be inconsistent with the grading under various
parameters or attributes.
g) If the Reviewing Authority or the Accepting Authority, as the case may be, has
overruled the Reporting Officer or the Reviewing Authority, as the case may
be, the remarks of the later authority should be taken as final remarks for the
purposes of assessment, provided it is apparent from the relevant entries
that the higher authority has come to a different assessment consciously
after due application of mind. If the remarks of the Reporting Officer,
Reviewing Authority and Accepting Authority are complementary to each other
and one does not have the effect of overruling to other, then the remarks should
be read together and the final assessment made by the DPC.
h) Before making overall grade after considering the CRs for the relevant years,
the DPC should take into account whether the employee has been awarded
any major or minor penalty or whether any displeasure of any Superior
Officer or Authority has been conveyed to him as reflected in the ACRs. The
DPC should also have regard to the remarks against the column on integrity.
1.19.0 WEIGHTAGE OF SENIORITY AND MERIT IN PROMOTION
1.19.1 The weightage for seniority and merit in the promotions will differ from level to level.
Ordinarily for promotions upto two levels above the first placement grade, seniority
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will be weighted more. If, there is nothing positively adverse against the
candidates work, conduct etc., he will not be debarred from promotion. From
amongst the candidates so selected for promotion, the actual promotion will be in
the order of seniority, except that a candidate whose performance has been only
average in all the three years may be ranked below a candidate who has
consistently better reports.
1.19.2 Notwithstanding anything contained in these Rules, promotions to and in higher
grade employment shall be based exclusively on merit. The exigencies of service
consistent with the interest of work and corporate objectives shall be a relevant
consideration in the promotion to and within higher grade employment.
1.20.0 PROMOTION FOR OUTSTANDING ABILITY
1.20.1 Though normally promotion is from one grade to another, outstanding candidates
from even the next below grade may be considered for promotion to the grade one
above. The promotion is not restricted to the selection grade only. Such promotions
necessarily would be few and far between. The sixth vacancy in non-selection
grades will be so filled, the preceding five being in the normal manner. If there is no
deserving candidate for this merit promotion, the vacancy will go to others.
1.21.0 EX-CADRE PROMOTIONS
1.21.1 Candidates of correct aptitude may be selected for placement in new activities either in
their own grade or in one grade above.
1.22.0 TEMPORARY OFFICIATING PROMOTION
1.22.1 Where due to exigencies of service, it is not possible or desirable to keep any post
vacant, during the absence of the incumbents of these posts either on leave or training
abroad or otherwise, employees who are readily available in the approved panels or
otherwise may be promoted purely on a temporary officiating basis, in the order of their
ranking in such panel except that promotions from other than approved panels shall not
exceed three months and such promotions shall be considered as purely fortuitous.
1.22.2 Spells of temporary officiating promotions after qualifying for full grade pay, which are
for three months or more at a time shall count for increment and shall be taken into
account in fixing the date of next increment when regular promotion is made, the dates
of increment being first of each month preceding a total of 12 months officiating in such
broken periods.
1.23.0 SHORT TERM OR ADHOC OFFICIATING PROMOTIONS
1.23.1 Where it is necessary in the interest of work to fill up urgently the vacant posts arising for
short durations, such as, posts which are vacant due to the absence of the incumbent
either on leave, suspension or on deputation elsewhere, or where there are no
candidates in the approved panel for promotion to the posts, the authority empowered
for the purpose shall make appointment to the categories or grades of the posts by
promoting the employees from within this Branch or Unit on a purely adhoc basis
without waiting for candidates to be selected for such appointments or promotions in
the normal course, provided the employees are in the immediate lower post/grade
according to the promotion tubes and are in possession of the experience and
qualifications prescribed or the posts to which they are promoted temporarily and the
authority is satisfied that the employees to be so promoted are capable of discharging
the duties of the posts concerned and provided further that promotions in such cases
shall not ordinarily be made, if the vacancies are of a duration of less than six working
days. No such adhoc promotion shall be for a period exceeding three months at any
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time nor shall such promotion be made against a regular vacancy (the duration of which
is not limited except by the sanction itself), if an approved panel is available.
1.23.2 The adhoc promotions so made shall not confer on the employees any right or claim for
the services rendered by them in such categories or grades of posts, for purposes of
regular appointment to the grade or category seniority etc., when they are regularly
promoted to such posts in their turn later on.
1.23.3 If during the period of such adhoc promotion, the promoted employee reaches his turn
for regular promotion, the services rendered during such adhoc promotions shall be
counted towards increment from the date of his reaching the turn for promotion.
1.24.0 RELAXATIONS TO EXPERIENCE IN PROMOTIONS
1.24.1 In special cases, where candidates with the prescribed qualifying experience are not
available, the Chairman or other Competent Authority empowered in this behalf, may
relax the experience to the extent considered necessary on the merits of the situation.
1.25.0 CONFIRMATION
1.25.1 All promotion will be on officiating basis. Confirmation of the employees in posts will be
made, if there are clear (permanent) vacancies in the cadre wherever applicable.
Vacancies of cadre on deputation or terminal leave etc., will not constitute clear
vacancies. On return of the senior personnel from deputation, etc., the Junior Officer
will stand reverted.
1.26.0 SAFE-GUARDING THE PROMOTION: RIGHTS OF EMPLOYEES ON DEPUTATION
1.26.1 The promotion rights of company employees on deputation to other Public
Undertakings etc., shall be protected. An employee on deputation elsewhere, having a
lien in any post in the Company should be considered for promotion to the next higher
post in the same line along with others when his turn for such consideration is reached
and he may be issued with a paper promotion order if found fit, without prejudice to his
continuing on deputation elsewhere. (In cases where the employee on deputation has
been engaged in jobs of entirely different nature, and his suitability for promotion for the
higher post in the Company could not be adjudged by his performances in the foreign
employment, he should be informed of the position in suitable terms and be given an
opportunity to revert to the Company’s service).
1.27.0 TO SERVE IN DEFENCE
1.27.1 Engineering Graduates/Medical Graduates appointed to posts in the Engineering/
Medical cadres, shall, if so required be liable to serve in any Defence Service or post
connected with the Defence of India, for a period of not less than four years, including
the period spent on training, if any, within a period of ten years from the date of initial
appointment; provided that they shall not ordinarily be required to serve as aforesaid
after attaining the age of 40/45 years.
1.28.0 APPEAL
1.28.1 Any employee, who is aggrieved by an order of promotion on the ground that he has
been superseded, may appeal or represent his cases to the competent authority
through the proper channel within a month of the date of issue of the order granting the
promotion. With respect to Executives, such appeals will lie to the Chairman. On
receipt of his representation/appeal, his case would be reviewed and orders passed by
the Competent Authority.
1.29.0 INTERPRETATIONS
1.29.1 On all questions on interpretations of these rules, the decision of the Management shall
be final.
1.29.2 Chairman-cum-Managing Director will be the authority for interpretation of the policy
and to modify the same in the Organisational interest from time to time.
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1.30.0 MODIFICATION, AMENDMENT OR CANCELLATION OF THESE RULES

1.30.1 The Management reserves to itself the right to supplement by administrative
instructions, or to modify, amend or cancel any or all of these rules or orders issued
there under, and to give effect to such supplement, modification, amendment or
cancellation, from such date, as it may deem fit.
1.31.0 SENIORITY CRITERIA FOLLOWED FOR FIXING INTER-SE SENIORITY IN M-3 GRADE
Seniority of the Executives promoted to the higher post on merit selection will be the Merit
No./Panel No. as assigned by the respective DPCs and approved by the Competent Authority.
This seniority would be for the respective disciplines of that particular Grade and is applicable
upto M-2 Grade.
However, the post of DGM (M-3 Grade) and above being common posts, Executives
considered for promotion from various disciplines in M-2 Grade to M-3 Grade are intermingled
and a common seniority viz. inter-se ranking is fixed keeping the following criteria:
For determining the seniority in the post of DGM (M-3 Grade), the individuals recommended for
promotion shall be arranged in the descending order as per their date of joining in M-2 Grade. If
the date of joining is common for certain Executives, all such cases will be re-arranged in the
descending order as per their date of joining in M-I Grade. If the date of joining in M-l Grade is
common, such of those cases will be re-arranged in the descending order of their date of joining
in E-6 Grade. Still if the date of joining is common in respect of certain Executives, such of those
cases will be arranged in the descending order of their date of joining in NLC as Executive
Cadre. If still the date of joining is common in respect of certain Executives, they will be
arranged in the descending order of their date of birth. The list thus arrived will be numbered
serially and final seniority arrived. As regards seniority for M-4 Grade and above, the feeder
cadre being M-3 Grade to which the inter-se seniority is fixed as indicated above, the Merit
No./Panel No. assigned by the respective DPCs is being taken.
(Circular No. D(P)98/2005, Dated: 21.09.2005 & Approved by CMD vide P&A Dept.’s Note
dated 14.11.2006)
1.32.0 REPEALS AND SAVINGS
1.32.1 These rules will supercede all previous orders and decisions on the subject in so far as
they may be inconsistent with or repugnant to these Rules.
ANNEXURE-1
UPPER AGE LIMIT IN DIRECT RECRUITMENT
A. EXECUTIVES
Sl. No. Category Upper age limit
UR OBC SC/ST
1 E-2 30 33 35
2 E-3 32 35 37
3 E-4 36 39 41
4 E-5 40 43 45
5 E-6 44 47 49
6 M-1 47 50 52
7 M-2 50 53 55
8 M-3 52 55 57
9 M-4 54 57 58
10 M-5 56 58 58
11 M-6 58 58 58
1-15
B. SUPERVISORS
Upper age limit
Sl. No. Category
UR OBC SC/ST
1 S-1 30 33 35
2 S-2 31 34 36
3 S-3 35 38 40
4 E-1 39 42 44
ANNEXURE-2
MINIMUM EDUCATIONAL QUALIFICATION
PRESCRIBED FOR DIRECT RECRUITMENT AT INDUCTION / LATERAL LEVEL
Sl. Discipline Minimum Educational Qualification (Professional)

No.
1 Engineering Degree in respective Engineering Disciplines viz. Mining/Electrical/

Mechanical/Chemical/Civil, etc. in First Class with minimum 60% Marks
(Aggregate). 50% in case of SC/ST. In respect of Mining Discipline, in
addition to Degree in Engineering, Second Class Mine Manager’s Certificate
of Competency in CMR 1957 is essential for induction to
E3 Grade. For induction to E4 Grade, First Class Mine Manager’s Certificate
of Competency in CMR 1957 is essential.
2 Personnel a. Graduate in Arts/Science/Commerce and

b. A Post Graduate Degree (OR) Diploma of 2 years’ duration in Personnel
Management/Industrial Relations/Labour Welfare/Social Work/Business
Administration (OR) Business Management (Personnel) from a recognised
University/Institution with atleast 60% marks (50% in case of SC/ST) in the
aggregate. Desirable: A degree in Law
3 Finance Degree in Arts/Science/Commerce plus ACA (OR) AICWA

(OR) First Class M.Com. Degree [applicable only in respect of existing JAOs
and above in Finance & Accounts Branch in NLC (as on 6.12.1994)].
4 Marketing a. Graduate in Arts/Science/Commerce/Engineering and Post-Graduate

Degree or Diploma of 2 years’ duration in Marketing Management, from a
recognised University/Institution, with atleast 60% marks (50% in case of
SC/ST) in the aggregate.
(OR)
b. M.B.A. (Marketing) (2 years duration) from a recognised University/
Institution with atleast 60% marks (50% in case of SC/ST).
5 Material Degree in Engineering plus Post-Graduate qualification in Material

Management Management preferred.
6 Industrial Degree in Engineering plus Post-Graduate qualification in Industrial

Engineering Engineering preferred.
1-16
ANNEXURE-3
DESIGNATION PATTERN OF EXECUTIVES & SUPERVISORS
The following designation pattern has come into force with effect from 16.04.2002. The designations
shall be suffixed in brackets with respective disciplines. Few Examples are Executive Engineer
(Mechanical), Additional Chief Manager (Electrical), Manager (Personnel), Deputy Chief Manager
(Finance).
Grade DESIGNATION
Technical Non-Technical
M6 Executive Director
M5 Chief General Manager
M4 General Manager
M3 Deputy General Manger
M2 Chief Manager
M1 Addl. Chief Manager
E6 Deputy Chief Engineer Deputy Chief Manager
E5 Senior Executive Engineer Senior Manager
E4 Executive Engineer Manager
E3 Asst. Executive Engineer Deputy Manager
E2 Graduate Additional Executive Assistant
EngineerTrainee Engineer Trainee Manager
E1 Asst. Engineer APO / AAO
S3 Junior Engineer Gr-I
S2 Junior Engineer Gr-II
S1 Diploma Engineer/Trainee
In respect of Medical, Nursing and Private Secretary Disciplines, the following shall be the
Designations:
Gr. Medical Nursing Private Secretary
M2 Chief Medical Officer Chief Nursing Supdt. --
M1 Addl. Chief Medical Officer Sr. Exe. Nursing Supdt. Senior Exe. Secretary
E6 Dy. Chief Medical Officer Exe. Nursing Supdt. Executive Secretary
E5 Sr. Medical Officer Sr. Nursing Supdt. Sr. Private Secretary
E4 Medical Officer Nursing Supdt. Private Secretary
E3 Dy. Medical Officer Addl. Nursing Supdt. Addl. Private Secretary
E2 Asst. Medical Officer Dy. Nursing Supdt. Dy. Private Secretary
E1 -- Asst. Nursing Supdt. Asst. Private Secretary
*****
2-1
2. APPOINTMENT AND PROMOTION RULES

FOR NON - EXECUTIVES
2.1.0. METHOD OF FILLING UP:
The posts in each cadre would be filled up (a) by direct recruitment of suitably qualified
persons, (b) by promotion of candidates with the requisite experience within the Organization
and (c) by deputation from other organizations.
In each cadre there is a first placement grade. This is filled up by:
a) Direct recruitment.
b) Promotion of employees from the cadre below.
2.2.0. DIRECT RECRUITMENT:
2.2.1. For direct recruitment to the various first placement grades, minimum qualification, age
etc. are separately prescribed. On the basis of these, recruitment is made from the
Project Employees and outsiders.
2.2.2. Where it is seen that the Project employees in their lower capacities would have
acquired similar skills or proficiency as needed for the post to be filled up in the first
placement grades at a particular time, applications will be invited from the Project
Employees first, the Employment Exchange will be notified simultaneously.
2.2.3. Where it is seen that skills and proficiency are not available in adequate measure for a
competitive recruitment to ensure necessary standards in the new recruits for the
posts, the posts will be notified in the newspapers. Project employees who have the
requisite qualifications will be eligible to apply for these posts along with the outsiders.
2.2.4. When enough candidates are not available under (a), the remaining vacancies will be
notified in newspapers. There is no question in this case of considering the left over
Project employees along with outsiders.
2.2.5. Concessions for SC/ST, OBC, Ex-serviceman, Physically Handicapped, Land
Displaced (Project affected persons) will be as per the Government of India
instructions.
2.3.0. PROCEDURE FOR DIRECT RECRUITMENT:
Where it is seen that the project employees in other lower categories of posts would have
acquired similar skill and proficiency as needed for appointment to a post, applications may be
called for from the Project employees first. The Employment Exchanges will also be notified
simultaneously. Where adequate numbers of candidates are not available either from the
Project or through the Employment exchanges to fill up the vacancies, the vacancies will be
notified in the Press inviting applications from outsiders. The Management will decide the
number of vacancies that may be filled in by direct recruitment from time to time.
Candidates will be selected after an interview by the Selection Committee appointed for the
purpose and also after a trade test wherever considered necessary by the Management.
Comparative merit, ability and experience being equal, preference shall be given, at the time of
appointment to persons displaced by the acquisition of land for the project, to refugees and to
persons discharged from other Government Projects and undertakings as being surplus to
requirements.
Upper age limit in Direct recruitment is as prescribed in Annexure-I.
2-2
2.4.0. GUIDELINES:
Panel of candidates selected for any post is valid only for six months from the date of its
approval by the competent authority. The Competent Authority could approve further extension
of time of the validity of the panel.
2.5.0. FORM OF PROMOTION / APPOINTMENT ORDERS:
All orders of promotion/appointment shall be issued in writing by the authority authorised in this
behalf by the Management. The order of promotion/appointment shall clearly specify the
category and/or grade to which the person is being promoted/appointed, the initial pay/wages,
the scale or rate of pay/wages or allowances, if any, to which he is entitled, the nature of
promotion/appointment and the person to whom he should report, and that the promotions are
initially in an officiating capacity only.
2.6.0. GUIDELINES:
The order of preference for (i) recruitment within the Project by Project notification, and (ii)
outside recruitment (i.e.) by notification in the Press/Employment Exchange, will be as follows
with immediate effect for adoption in the matter of appointment in the Corporation.
i. In both the cases, viz. Recruitment within the Project and Outside recruitment, the
Candidates should (I) satisfy the qualifications, experience etc., prescribed for the post for
which they are to be considered. (ii) they are within the age limit prescribed for such posts
(iii) they are medically found fit in all respects with reference to the rules / instructions, and
(iv) they satisfy the other general conditions regarding recruitment that have been
prescribed from time to time.
ii. The above principles will be applicable for recruitment of candidates for both regular and
labour establishments.
iii. This may be adopted even for recruitment on Industrial casual basis, whenever such
recruitment is authorised.
2.7.0. It has been decided that no person who has deserted/resigned his appointment in the
Corporation can be permitted to be re-appointed even as a fresh entrant.
2.8.0. SELECTION FOR APPOINTMENT
Those applicants who have the prescribed qualifications according to the Notifications will be
called for selection before a Selection Committee constituted by the appropriate authority in
the Corporation for the purpose. The selection will be based on written, trade or other tests, as
may be prescribed by the management from time to time or on particular occasions.
Employees working in Central / State Government, Quasi Government, Government
Undertakings shall send their applications through proper channel or produce No Objection
Certificate before appearing for the selection Process.
2.9.0. PROBATION ON FIRST APPOINTMENT
A period of probation of three months of service for labour categories and one year for regular
categories, on duty, from the date of Appointment to the category or grade shall ordinarily be
fixed for categories or grades of posts which are filled by appointment by direct recruitment;
whether such a probation period should be specified where a candidate is obtained by transfer
from some other Government departments or Public sector undertakings will be decided on the
merits of the case.
a. The period of probation shall be on duty within a continuous period of two years.
b. The probationary period shall be the duty period exclusive of any period spent on leave
2-3
(other than casual and Compensation leave) and absence on notified holidays which the
employee concerned has been permitted to avail himself of along with earned leave.
2.10.0.
a. For calculation of the period spent on duty in exclusion of the periods of leave than Casual
leave for purpose of arriving at the date of completion of probation, the complete calendar
months should be calculated and the odd number of days added thereto.
b. Three illustrations are given below taking the probation period as one year. However, the
actual period of Probation as prescribed in the Appointment / Regularisation order shall be
suitably substituted:
2.10.1 ILLUSTRATION – I
‘X” – person appointed on 5-9-80 Took E.L. from 1-3-81 to 20-3-81.
PERIOD Y. M. D.
From To
05-09-80 - 30-09-80 - 0 0 26
01-10-80 - 28-02-81 - 0 5 0
01-03-81 - 20-03-81 EL -
21-03-81 - 31-03-81 - 0 0 11
01-04-81 - 31-08-81 - 0 5 0
01-09-81 - 23-09-81 AN - 0 0 23
1 0 0
Date of completion of one year of service on duty – 23-09-81 AN
ILLUSTRATION – II
‘Z’ – person appointed on 01-09-80. Took E.L. for 20 days from 01-03-81 to 20-03-81.
PERIOD Y M D
From To
01-09-80 - 28-02-81 - 0 6 0
01-03-81 - 20-03-81 EL -
21-03-81 - 31-03-81 - 0 0 11
01-04-81 - 31-08-81 - 0 5 0
01-09-81 - 19-09-81 - 0 0 19
1 0 0
2-4
ILLUSTRATION –III
‘Y’ – Person appointed on 25.01.81.Took E.L. from 15-03-81 to 07-04-81 and from 08.08.81 to 16.08.81.
PERIOD Y. M. D.
From To
25-01-81 - 31-01-81 - 0 0 7
01-02-81 - 28-02-81 - 0 1 0
01-03-81 - 14-03-81 - 0 0 14
15-03-81 - 07-04-81 Leave -
08-04-81 - 30-04-81 - 0 0 23
01-05-81 - 31-07-81 - 0 3 0
01-08-81 - 07-08-81 - 0 0 7
08-08-81 - 16-08-81 Leave -
17-08-81 - 31-08-81 - 0 0 15
01-09-81 - 31-01-82 - 0 5 0
01-02-82 - 24-02-82 AN - 0 0 24
1 0 0
(O.O No. 95/P&A/82, dated. 28.06.82)
iv The total period of service put in by an employee in any one category or grade of post in the
company as a whole and not in any particular section or branch only of the company shall be
taken for purposes of completion of the prescribed period of probation of one year on duty.
v Periods of duty in a higher paid post in the company will count towards probation in a lower paid
post in the company which an employee would have held during such periods, but for his
appointment or promotion to such higher paid post; but not vice-versa.
vi At the end of the prescribed or extended period of probation, as the case may be, the
appointing authority or such other authority as may be specified in this behalf or the Chairman,
where the Appointing Authority is the Board, shall consider the probationer’s suitability for
continuance of his appointment in the post held by him.
vii If the appointing authority or such other authority as may be specified by the Management in
this behalf, or the Chairman, where the appointing authority is the Board, decides that the
probationer is suitable to be continued in his post, he shall issue an order declaring the
probationer to have satisfactorily completed his probation. On the issue of such orders, the
probationer shall be deemed to have satisfactorily completed his probation on the date of
expiry of the prescribed or extended period of probation.
viii If during the period of probation, the work and conduct of a probationer have not been
satisfactory the appointing authority or such other authority as may be specified in this behalf,
shall either extend the period of probation by a period which in no case shall be longer than one
year from the date of expiry of the prescribed period of probation or discharge him from the
service or revert him to the post in the company previously held by him or to the department or
office from which he had been taken for service in the company as the case may be, after giving
him a reasonable opportunity to show cause against the course of action proposed to be taken
in regard to him.
2-5
2.11.0. The Unit Heads may declare the probation of all the employees directly working under them
other than higher grade Employees. Proposals for the declaration of probation of Higher-
Grade employees alone need be sent to the P&A Department. There is no link between
declaration of probation and grant of increment in respect of employees governed by standing
orders.
2.12.0. All cases of appointment/promotion to the grade of Junior Engineer Gr.II and above and
Engineers, a period of probation of one-year on duty will be prescribed.
2.13.0. Irrespective of the position whether ‘probation’ is included in the promotion/appointment order
or not, employees appointed/promoted on or after 29.08.71 will be deemed to be on probation
and the condition of probation will be the same as in the Appointment and Promotion Rules.
2.14.0. PROMOTION:
GENERAL
For promotion from one post to the next higher post, a candidate must have the number of
years of experience prescribed separately. Irrespective of the experience or other
qualifications prescribed, candidates with adverse reports on their work, conduct etc., will not
be considered for Promotion. For this purpose, performances over a three-year period
immediately preceding the promotion will be evaluated.
2.15.0. In the case of employees borne on the regular establishment, who have suffered infraction, the
three year period for evaluation of the CCR’s for considering suitability for promotion shall be
the period commencing from the date of imposition of the punishment, provided :
a. During all the three years, consecutive good reports have been earned and
b. The punishment imposed has been over.
2.15.1. Ordinarily all vacancies above the first placement grades are filled up by promotions.
But direct placements into these promotion grades will be permissible if there are not
enough number of candidates qualifying for promotion or it is deemed necessary to
strengthen the cadre by better experienced personnel taken from outside.
2.15.2. No employee shall be eligible for promotion from the category or grade in which he is
employed to a higher grade or category as a matter of right.
2.15.3. Time Bound Promotions will be made up to the levels as decided by the Management
from time to time irrespective of the fact that vacancies exist or not.
2.15.4. Promotions excepting Time Bound Promotions shall be made only to the extent
vacancies are available. The company may decide not to fill up any vacancies at any
particular time.
2.15.5. The eligibility grade for promotion shall be the one immediately below the grade to
which promotions are made. The management may prescribe more than one eligibility
grade for promotion in respect of any particular post.
2.15.6. Promotions from one grade or category to the next higher in the normal channel of
promotion shall be based not merely on seniority but also on merit. Performances over
a three-year period will be considered as mentioned earlier.
2.16.0. QUOTA FOR DIRECT RECRUITMENT AND PROMOTION:
The percentage of vacancies of posts borne on a cadre to be filled up by direct recruitment and
by promotion shall be as determined by the Management from time to time.
2.17.0. MECHANICS OF PROMOTION:
All promotions shall be made on the basis of the recommendations of a Departmental
Promotion Committee nominated for the purpose for the approval of the competent authority
according to rules prescribed separately in this connection. In case of levels to which
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promotion are restricted to vacancies available, panel shall be limited to the number of
authorized posts. The panel shall not be operated beyond six months, however, with the
approval of Competent Authority, the life of the panel can be extended.
2.18.0. EVALUATION OF PERFORMANCES:
Since performance will play a cardinal role in promotions, the performances are evaluated in
detail in the forms envisaged and supplementary instructions that may also be issued from
time to time. Weightage for various qualities in the selection of ex-cadre and non – seniority
promotions would be determined by the Chairman and the performance reports will be
evaluated on that basis by the Departmental Promotion Committee.
Average performance in addition to adverse remarks in confidential reports will be
communicated to the employees in suitable terms so as to enable them to correct their
mistakes or overcome their shortcomings or lapses to be able to earn better reports in the
future.
2.19.0. WEIGHTAGE OF SENIORITY AND MERIT IN PROMOTIONS:
2.19.1. The weightage for seniority and merit in the promotions will differ from level to level.
Ordinarily for promotion upto two levels above the first placement grade, seniority will
be weighted more. If, there is nothing adverse against the candidate’s work, conduct,
etc., he will not be debarred from promotion. From amongst the candidates so
selected for promotion, the actual promotion will be in the order of seniority, except
that a candidate whose performance has been only average in all the three years
may be ranked below a candidate who has consistently better reports.
2.19.2. Notwithstanding anything contained in these rules promotions to higher-grade
employment shall be based exclusively on merit. The exigencies of service
consistent with the interest of work and corporate objectives shall be a relevant
consideration in the promotion to and within higher-grade employment in E-2 grade
and classified as Executives.
2.20.0. PROMOTION FOR OUTSTANDING ABILITY:
Though normally promotion is from one grade to another, outstanding candidates from even
the next below grade may be considered for promotion to the grade one above.
2.21.0. EX-CADRE PROMOTIONS:
Candidates of correct aptitude may be selected for placement in new activities either in their
own grade or in one grade above.
2.22.0. TEMPORARY OFFICIATING PROMOTIONS:
Where due to exigencies of service, it is not possible or desirable to keep any post Vacant,
during the absence of the incumbents of these posts either on leave or training abroad or
otherwise, employees who are readily available in the approved panels or otherwise may be
promoted purely on a temporary officiating basis, in the order of their ranking in such panel
except that promotions from other than approved panels shall not exceed three months and
such promotions shall be considered as purely fortuitous.
Spells of temporary officiating promotions after qualifying for full grade pay, which are for
3 months or more at a time shall count for increment and shall be taken into account in fixing
the date of next increment when regular promotion is made, the dates of increment being 1st
of each month preceding a total of 12 months officiating in such broken periods.
2.23.0. SHORT TERM OR ADHOC OFFICIATING PROMOTIONS:
Where it is necessary in the interest of work to fill up urgently the vacant posts arising for short
duration, such as, posts which are vacant due to the absence of the incumbent either on
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leave, suspension or on deputation elsewhere, or where there are no candidates in the

approved panel for promotion to the posts, the authority empowered for the purpose shall
make appointment to the categories or grades of the posts by promoting the employees from
within his Branch or unit on a purely adhoc basis without waiting for candidates to be selected
for such appointment or promotions in the normal course, provided the employees are in the
immediate lower post/grade according to the promotion tubes and are in possession of the
experience and qualifications prescribed or the posts to which they are promoted temporarily
and the authority is satisfied that the employees to be so promoted are capable of discharging
the duties of the posts concerned and provided further that promotions in such cases shall not
ordinarily be made, if the vacancies are of a duration of less than 6 working days. No such
adhoc promotion shall be for a period exceeding 3 months at any time nor shall such
promotion be made against a regular vacancy (the duration of which is not limited except by
the sanction itself), if an approved panel is available.
The adhoc promotions so made shall not confer on the employees any right or claim for the
services rendered by them in such categories or grades or posts, for purposes of regular
appointment to the grade or category or for drawal of increments, seniority etc., when they are
regularly promoted to such posts in their turn later on.
If during the period of such adhoc promotion, the promoted employee reaches his turn for
regular promotion, the services rendered during such adhoc promotions shall be counted
towards increment from the date of his reaching the turn for promotion.
2.24.0. RELAXATION’S OF EXPERIENCE FOR PROMOTION:
In special cases, where candidates with prescribed qualifying experience are not available,
the Chairman or other competent authority empowered in this behalf, may relax the
experience to the extent considered necessary on the merits of the situation.
2.25.0. SAFE-GUARDING THE PROMOTION: RIGHTS OF EMPLOYEES ON DEPUTATION:
The promotion rights of company employees on deputation to other Public Undertakings etc.
shall be protected. An employee on deputation elsewhere, having a lien in any post in the
Company should be considered for promotion to the next higher post in the same line along
with others when his turn for such consideration is reached and he may be issued with a paper
promotion order if found fit, without prejudice to his continuing on deputation elsewhere. (In
cases where the employee on deputation has been engaged in jobs of entirely different
nature, and his suitability for promotion for the higher post in the company could not be
adjudged by his performances in the foreign employment, he should be informed of the
position in suitable terms and be given an opportunity to revert to the company’s service).
2.26.0. RANKING AND SENIORITY:
For the purpose of promotion based on vacancies, the seniority shall be reckoned with
reference to the ranking, if any, assigned in the panel approved for appointment/promotion to
the category or grade from which the promotion is made, (irrespective of the date of joining in
that post or grade i.e. from which the promotion is made). In other cases, the seniority shall be
determined with reference to the date of joining/date of promotion to the post or grade. The
seniority list will be a combined one for this purpose if there is more than one post grouped
together as eligibility grade/post. If the date of joining in/date of promotion to that post(s) or
grade is one and the same for more than one candidate, the seniority shall be determined with
reference to the date of first appointment in the project, or with reference to his seniority in the
Lower Grade/Post.
“In the case of a person demoted to a lower category as a punishment in a time scale for a
specific period and restored to the original post, the ranking in the seniority list in the original
post has to be reduced to the extent of the period of demotion”
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PROMOTION FOR OUTSTANDING ABILITY:

Though normally promotion is from one grade/post to the next higher, candidates of
outstanding ability in the grade or from even the next below grade/post may be considered for
promotion to the grade/post one above. The Management may decide the number of
vacancies that may be filled in by such promotion for outstanding ability in each case.
2.27.0. APPEAL:
Any employee, who is aggrieved by an order of promotion on the ground that he has been
superseded, may appeal or represent his case to the competent authority through the proper
channel within a month of the date of issue of the order granting the promotion. On receipt of
his representation/appeal, his case would be reviewed and orders passed by the competent
authority.
2.28.0. INTERPRETATIONS:
On all questions on interpretations of these rules, the decision of the management shall be
final.
2.29.0. MODIFICATION, AMENDMENT OR CLARIFICATION OF THESE RULES:
The Management reserves to itself the right to supplement by administrative instructions, or to
modify, amend or cancel any or all of these rules or orders issued there under, and to give effect
to such supplement, modification, amendment or cancellation, from such date, as it may deem
fit.
2.30.0. REPEALS AND SAVINGS:
These rules will supersede all previous orders and decisions on the subject in so far as they
may be inconsistent with or repugnant to these rules.
2.31.0. PROCEDURE FOR ADVANCEMENT FOR NON-EXECUTIVES (LABOUR & REGULAR)
WITH EFFECT FROM 01.01.1992:
2.31.1. It has been decided to have an uniform pattern of promotion, scale and number of
qualifying years of service for promotion etc. from one grade to another for all
recognised categories of regular workmen and employees engaged in operation,
maintenance and other areas.
2.31.2. These instructions/procedures will apply to all categories of employees (employed in
W1 to E2 scale)covered by the Job-Mobility-cum-Time Bound Advancement Scheme
and Time Bound Promotion Scheme, with effect from 01-01-1992.
2.31.3. The posts coming under Labour Establishment are classified as follows:
GROUP A I.W. Gr. II Rs. 4900 – 110 -7540 W1

I.W.GR.I Rs. 5000 –120 –7880 W2
GROUP B Tech./Opr. Gr. III (C) Rs. 5150 – 130 – 8270 W3
Tech./ Opr. Gr. II (B) Rs. 5300 – 140 - 8660 W4
Tech. / Opr. Gr. I (A) Rs. 5500 – 150 – 9100 W5
Those posts above W5 level are classified as posts coming under Regular Establishment
2.31.4. The employees will move from one grade/scale to the other after rendering required
number of years of service in each grade. The qualifying years of service for movement
from one grade to other are indicated in Annexe – III. For moving step by step from the
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W1scale to W8, it would take 31 years (5, 5, 5, 4, 4, 4, 4). For an employee with ITI
qualification, inducted as Artisan Trainee/I.W. Gr. I and regularised in the scale of W3 to
move step by step to the scale of W8 it would take 21 years plus one year as Artisan
Trainee / I.W. Gr. I (1+5, 4, 4, 4, 4 years).
2.31.5. Training period will not be counted as qualifying service for promotion to the next higher
scale / post.
2.31.6. The designation in the regrouped scales of pay introduced from 01-01-1992 in respect
of Labour and Regular establishment and the years of experience prescribed for
promotion / movement from one grade to other are indicated separately.
2.31.7. Promotion / movement in the revised scheme consequent on the regrouping of scales
of pay will be restricted to level/scale of pay in certain categories. Such restrictions are
shown separately.
2.31.8. The present designation will be modified / changed with reference to the scale of pay
wherever necessary and separate orders will be issued.
2.31.9.
a. For the post of operators, the possession of HTV license etc. will be insisted for
the grade of Operator Gr.II/B (Heavy License). The movement from Operator
GR.III/C to II/B is linked with the possession of HTV License. The possession
of HTV License, wireman license or statutory requirements for promotion or
any other pre-requisites prescribed for movement/promotion will be followed.
b. If the employees do not fulfill the above condition, they will remain in the same
scale of pay with increment benefits only.
2.31.10. In respect of isolated categories which do not have promotion tubes will be provided 3
levels of promotion/movement on completion of 7 years of service in each level.
2.31.11. There shall be no change of job specification / job description / job responsibility as a
result of Time Bound Promotions. However, higher responsibilities shall be carried out
at superior’s directions. Industrial Worker Gr. I advanced as Tech. Gr. III(C), the Unit
Head may post them in positions (Trades) with reference to the actual needs,
experience gained and the feasibility for training them further.
STEPS TO BE FOLLOWED FOR PROMOTION:
Review for promotion / movement from one grade to the other will be as follows:
Employees eligible for promotion during Time Bound Promotion orders
the 1st day of to be issued on
February, March, April 1st April
May, June, July 1st July
August, September, October 1st October
November, December, January 1st January
Prior to date of issue of Time bound promotions as above, those who are prima facie eligible for
placement in the next higher grade as per lists furnished by the Unit Heads – excluding those
who have undergone punishment etc., during the last three years, or on whom disciplinary
action is pending – may be considered for promotion/ trade test. The workers who will be
subjected to the trade test may be informed in advance in the form prescribed.
The constitution of the committees, which will conduct the trade tests and finalise the
selections, has been notified separately. The committee’s final reports may be given
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separately for each grade/trade wise. These committees will finalise the selections also in
respect of those for whom no trade test has been prescribed. The Unit Heads are authorised to
nominate members in place of those who have been transferred / promoted / deputed
elsewhere and the member so nominated shall be of the same rank and discipline in
consultation with other units wherever necessary and intimate the fact to P&A Department.
List of workers who do not come out successful in the Trade tests and / or whose CCR’s contain
adverse remarks on account of which they do not become eligible for placement in the higher
grades, may be sent to P&A along with their CCR in the prescribed proforma. Similar lists
should also be sent in respect of those who are not to be subjected to the trade test. In respect
of them, the list will contain only the names of persons and the reasons for not selecting them
on account of remarks in their CCR’s or due to punishment etc. Their CCR’s should also be
sent with the list.
In respect of promotions in Regular Establishment, a proposal for consideration of Time Bound
Promotion containing details of the employees as per the Service Book entries, details of EOL
during the qualifying period prescribed for promotion, CR ratings, details of disciplinary action,
etc. shall be sent to the P&A Department/Corporate Office. A DPC will be constituted at P&A
Department., Corp. Office for scrutiny of the proposals received and recommend eligible
employees for promotion to the Director (Personnel). On approval by Director (Personnel),
promotion orders will be issued by P&A Department., Corp. Office.
In respect of promotions in Labour Establishment, the Unit Heads shall nominate a DPC which
will scrutinize the proposals and recommend for consideration of promotions, after conduct of
Trade test, etc wherever prescribed. The DPC recommendations shall be sent to P&A
Department, Corp. Office for approval by the Competent Authority. The approval will be
communicated to the Unit Heads concerned for issue of promotion orders. Orders of higher
placement are to be issued in the standard format. On placement to higher grades, the pay of
the employees will be fixed with reference to the pay fixation rules. Necessary entries
regarding pay fixation and promotions are to be made in the Service Book.
2.32.0.
There will be trade / skill test for considering the fitness of the persons for movement to higher
grades at four levels – viz.
a. From Group A to Group B
b. From I.W.Gr.I to Tech.Gr.III/C, and
c. From Technician Gr.I/A to Senior Technician Gr.II.
d. From Chief Technician to E0 Scale / E1 Scale
“Trade tests may be arranged to be conducted before the probable date of promotion of the
individual concerned and not long after date of promotion”.
In respect of other grades, the movement to higher grades will be after completion of the
prescribed years of service in each grade subject to good performance / confidential reports.
On placement in higher grade / group, the workers will have the same benefit in fixation of pay
as if it were on promotion.
On placement in higher grade / group, the worker will continue to do the jobs and attend to the
duties devolved on him, besides such other duties as may be assigned to him from time to time
and that the advancement/promotion is subject to these condition also.
For posts like Operator Grade III and Technician Grade III/C and above, the statutory
requirement of possession of H.T.V. license / Wireman licence, as the case may be, will
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continue to be essential. Where specialised qualifications / possession of licence etc., are

required in respect of any post or where there is no direct channel or source for promotion,
direct recruitment to such posts, will be made as at present, giving preference to the Project
Employees.
Where the punishment is imposed, the advancement may be considered as follows:
1 In “Censure” Cases: Promotion to be considered after a lapse of
six months from the date of imposition of the
punishment, provided his CCR’s for the
preceding three years are good
2 Cases in which punishment of Promotion to be considered after the period
stoppage of increment for a specific of punishment is over, and his CCR’s for the
period or reduction of pay for a preceding 3 years are good
specific period is imposed, whether,
with or without cumulative effect
3 In all other cases where the Consideration may arise only if the
punishment is of a permanent punishment imposed is reviewed,
nature, like permanent reduction/ and the permanent nature of
demotion etc. the punishment is modified.
(Reference : Memo. No.13870/T.B.P.S/E&G/80-1 dated 29.07.1980)
a. Their Confidential Reports for the three years immediately preceding the date of advancement
are otherwise good; and
A minimum period of six months has lapsed after the date of punishment, or has been once
overlooked for advancement on account of that punishment. Where the punishment is for a
fixed period, say, 6 months / 1 year etc., with or without cumulative effect, the advancement
may be considered after the concerned employee has earned a good report for the complete
year (i.e. the year of the completion of the period of punishment) e.g.
a. Punishment : Stoppage of increment for 1 Year from 4/78
with cumulative effect.
b. Completion of period of punishment : 4 / 79
c. CCR for the year to be seen : 1979
d. Advancement may be from : 01-01-1980
(provided the other conditions are
satisfied i.e. pass in the trade test
wherever prescribed / CCRs for
1977, 78 &1979 being good etc.)
Where the punishment of “Censure” has been imposed for misconduct Sleeping while on duty.
(2). Absence during squad inspection - the individual may be considered for advancement
under the JMS.
b. Their Confidential Reports for the three years immediately preceding the date of advancement
are otherwise good; and
c. A minimum period of six months has lapsed after the date of punishment, or has been once
overlooked for advancement on account of that punishment.
There may be cases where the period of punishment like stoppage of increment for certain
period is over, or is about to be completed shortly. In such cases, the question of giving
advancement may be considered after the concerned workmen earn a good report for one
complete year after the completion of the period of punishment.
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In the above cases, the concerned workmen should be informed that the advancement is
subject to their conduct further being watched and found to be good for a period of at least one
year.
(Memo. No. 10170/R – II – 2 / 76-33, dated 25.06.77)
(Memo. No. 10170/R – II – 2 / 76-93, dated 17.04.79)
2.33.0. The service put in different post carrying identical scale of pay under particular scheme (i.e.)
Time Bound Promotion Scheme or Job Mobility-cum-Time Bound Advancement scheme will
alone be reckoned for further promotion to next post/scale.
2.33.1. The employees who are appointed through Project Notification and if are in the
training period then they are eligible for promotion if any, in the earlier post since
they hold a lien in the earlier post.
The designation in the regrouped scales of pay introduced from 01-01-1992 in respect of
Labour and Regular establishment and the years of experience prescribed for promotion /
movement from one grade to other are indicated in
ANNEXURE-III to VIII
In respect of isolated categories 3 levels of promotion/movement on completion of 7 years of
service in each level will be followed. The designation in respect of such isolated categories
both Regular and Labour upto 3 levels are indicated in the
ANNEXURE-IX
2.34.0. PROMOTION AVENUE FOR ISOLATED CATEGORIES – LABOUR AND REGULAR –
BEYOND THIRD LEVEL – POLICY:
Orders were issued in Office Order No. 05/P&A/WR/94, dated 19.03.1994 that the employees
in the Isolated category who have attained three level of promotion and have completed
prescribed period of service for 5/7 years and have no further avenue of promotion would be
given one more promotion to the next higher scale as “Personal” to them.
Since the categories in W1 and W2 scales of pay are continued to be identified as Isolated
category even after introduction of regrouping of scales of pay from 01.01.1992 and certain
employees in these scales of pay have reached third level of promotion and stagnated without
further promotion, it has been decided to provide one more promotion to next higher scale as
“Personal” to such employees after completion of 7 years subject to the conditions prescribed
for promotion.
(Procs. No. 8080/P&A/WR/96-6, dated 31.07.1997)
2.35.0. PROMOTION POLICY FOR EMPLOYEES OF INDUSTRIAL CANTEEN:
2.35.1. It has been decided to introduce 3 levels of promotions after completion of 5 years of
service in each grade to the regular employees of the Industrial Canteen and
Horticulture under Time Bound Promotion Scheme in the revised regrouped scales of
pay, considering them as Isolated categories.
2.35.2. The designations in the regrouped scale of pay and the years of experience
prescribed for promotion / movement from one grade to another are indicated in the
ANNEXURE-X
2.35.3. This will be effective from 29/06/2001.
2.35.4. The present designations will be modified or changed by the Management whenever
necessary.
2.35.5. The employees will continue to perform duties now attended to by them as also to
attend the duties of higher post if and when required.
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2.35.6. The terms and conditions already stipulated for the review of promotion / job
specification / job responsibility will continue to apply to these categories also.
2.36.0. Employees in the following categories are only eligible for PROMOTION / MOVEMENT
FROM W8 LEVEL TO E1 and to E2 Scale
1. SME Operator Special Grade
2. Special Grade Foreman
3. Special Grade Operator / Chemical / Mechanical / Electrical
4. Charge man/High Pressure Welding
5. CME Operator / Special Grade
6. Junior Accounts Officer
7. Junior Sales Officer
8. Cashier
9. Personal Assistant
10. Junior Personnel Officer
11. Junior Administrative Officer
12. Assistant Nursing Superintendent
13. Supervisor / Pharmacy Services
14. Assistant Fire Officer
15. Chief Health Inspector
16. Junior Public Relations Officer
17. Chief Transport Overseer
18. Junior Manager / Horticulture.
19. Draughtsman / Special Grade
20. Junior Material Controller
21. Superintendent / Security
22. Chief Steward
23. Chief Radiographer.
24. Chief Mining mate
25. Chief Horticulture Assistant/Chief Supervisor (Arboriculture)
26. Chief Reception Steward
27. Dy. Chief Medical Technologist
28. Sr. Medical Social worker
29. Chief Physiotherapist
30. Chief Orthetic / Prosthetic Technician
31. Sr. Terminal Operators, Computer Services
32. Chief Ophthalmic Technician
33. Manufacturing Chemist
34. Librarian
35. Chief Hindi Translator
36. Junior Administrative Officer (Hindi)
(Reference for Sl.No.35 & 36 : DGM/P&A/IR's No.CORP/P&A/WR/800/2007 Dated 27.08.2007)
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2.37 Time Bound Promotions Scheme For Non-Executives/Workmen – Introduction Of New

Scales Beyond W-8
2.37.1 For those stagnated employees with ITI qualification in W-8 scale and also for the
employees with qualifications prescribed by the Management in Non-Technical
categories who do not have avenues of promotion beyond W-8 and who are on the rolls
of the Corporation as on date of signing the MOU, with monetary benefit from
09.09.2004.
2.37.2 Those employees with ITI/NAC/other prescribed qualification in Technician or
equivalent category shall be considered for movement from W8 to E-0 (Pay scale 8300-
235-13940) and then to E-1 (Pay scale 8600-250-14600), on successful completion of
4 years of service in each Pay scale, with affect from 1.4.2003 and monetary benefit
from 9.9.2004.
2.37.3 Those employees not meeting the above requirements shall only be eligible for
stagnation increments on reaching the maximum of the scale of W8 as per Rules.
2.37.4 For movement from W8 to E-0 and from E-0 to E-1, the eligible employees will be
subjected to skill test and consideration subject to very good performance without
adverse report on any account and assessment by DPC apart from meeting all other
conditions prescribed for time bound promotion, including extension of qualifying
period of service in case of EOL/Long Absence, as followed in other categories.
2.37.5 Employees in categories of E0 and above shall not be eligible for C-Off on any account
and or any concession/privilege being adopted in respect of other lower categories.
2.37.6 Employees with average of “Very Good” ACR ratings/special report of performance,
who had joined prior to 31.12.1980 with ITI/NAC qualification, will be considered for
2 years relaxation in qualifying service to move from E0 to E1 as a one time
arrangement. Anomaly, if any, arising due to the above relaxation will not be rectified.
2.37.7 Those moved to E-0 and E1 and consequent change of designation shall continue to
perform the existing nature of jobs/duties, in addition to those jobs that will be assigned
by the Management/officials from time to time.
2.37.8 All other terms and conditions are as per the MOU Dt.29-01-2005.
(Procs. No.CORP/P&A/WR/2005-1, Dt.15.03.2005)
2.37.9 Any employee rated as Average in the ACR or adverse entries in the ACR or
Participated in strike or any other activity, detrimental to the interest of NLC including on
matters related to discipline and Productivity during the Qualifying period will not be
eligible for promotion/relaxation in qualifying service.
(Procs. No.CORP/P&A/WR/800/2005-2, Dt.15.03.2005)
2.37.10 Those employees without ITI qualification in Technician category or other equivalent
categories having promotion channel up to W8 only shall be considered for movement
from W8 to E-0 and E-0 to E-1 as per the conditions prescribed below:-
Educational Qualification Qualifying years of service in
W8 scale to E0 and E0 scale
to E1 scale
2(0) Xth Std. Passed or SSLC Passed and above 6 years
2(1) VIIIth Std. Passed or ESLC Passed and above 7 years
2.37.11 Those employees not meeting the above requirements shall only be eligible for
stagnation increments on reaching the maximum of the scale of W8 as per Rules.
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2.37.12 Employees who are presently in W8 Grade (Technicians) with average of “Very Good”
ACR ratings/special report of performance and who had joined prior to 31.12.1980 with
ITI/NAC qualification, will be considered for 2 years relaxation in Qualifying service to
move from W8 to E-0 or E-0 to E1 based upon willingness from the employees
concerned as one time arrangement. Anomaly, if any, arising due to the above
relaxation will not be rectified.
(Procs. No.CORP/P&A/WR/800/2005-3, Dt.28.06.2006)
2.37.13 List of categories is Placed at Annexure-II
2.38 SUPERANNUATION PROMOTION / MOVEMENT: (NON-EXECUTIVES REGULAR /
LABOUR)
2.38.1 It has been decided that the employees about to retire in the Non-executive categories
who have completed 50% of the qualifying years of service prescribed for promotion
from one post to another, will be promoted to the next eligible grade / scale of pay on the
first day of the last month in which they retire on Superannuation, in recognition of their
service.
2.38.2 The orders issued in 2.38.1 will be considered only if they satisfy the conditions
prescribed for promotion to next cadre.
2.38.3 The fixation of pay in respect of these cases will be as per normal rules / procedure.
The Unit Heads are requested to review cases coming under paragraph 1 above and
send necessary proposals to P&A Department / Corporate Office for approval in
respect of those belonging to regular Establishment and could be done by Unit Heads
concerned in respect of those coming under Labour Establishment.
2.39 REDUCTION OF 2 YEARS IN THE ELIGIBLE SERVICE OF PROMOTION IN RESPECT OF
EMPLOYEES WHO POSSESS DIPLOMA IN ENGINEERING
(A) It has been decided to consider reduction of 2 years in the qualifying years of service for
promotion in respect of employees who possess valid Diploma in Engineering subject to the
following conditions:
(1) Such employees who are on the rolls of the Corporation as on the date of issue of the
orders, who are in the grades from W-1 to W-8 and are in possession of Diploma in
Engineering (any branch) issued by the recognised Institutions by the competent authority
will be considered for reduction of 2 years in qualifying years of service for promotion,
subject to the fulfilling the conditions prescribed for Time Bound Promotion Scheme.
(2) The above 2 years reduction will be considered for promotion to the immediate higher
wage grade only.
(3) This concession is limited to those employees who acquired the above qualification
from a recognised institution on or before 31/12/2005 as a one time measure.
(4) No claim what so ever for anomaly of pay / seniority on account of such promotion will
be entertained.
(5) The movement to the next wage grade from the existing wage grade is subject to
successful in the test / assessment.
(Reference: No.CORP/P&A/WR/800/2006, dt:25.08.2006)
(B) 1) It is proposed to consider two years relaxation in qualifying service for promotion to
immediate next Wage Grade only by giving promotion on the due dates or first of the
month after the month of passing Diploma Examination, whichever is later.
2) This concession is applicable only to employees who have passed the Diploma in
Engineering (any branch) on or before 31.12.2005 as a one time measure and
applicable to the employees who are on the rolls of the Corporation as on the date of
2-16
issue of this order and in the grades from W1 to W8.

3) The above concession is extended subject to fulfilling the conditions prescribed for
Time Bound Promotion Scheme.
4) The monetary benefit of the above promotion will be given with effect from 25/08/2006
i.e. the date of issue of administrative orders or the date of promotion, whichever is later.
5) Two years relaxation will be extended only once either for ITI/NAC qualification or for
Diploma qualification based upon willingness from employees, whose date of joining in
NLC is prior to 31/12/1980.
6) No claim what so ever for anomaly of pay / seniority on account of such promotion will
be entertained.
All other conditions mentioned in the reference CGM/P&A's No.CORP/P&A/
WR/800/2006, dt:25/08/2006 cited will remain unaltered.
(Reference: NO.CORP/P&A/WR/800/2006-1, dt:27.12.2006)
(C) Instructions regarding extension of relaxation of 2 years in the eligible service for promotion in
respect of employees with Diploma in Engineering were issued vide DGM/P&A/IR's
Proc.No.CORP/P&A/WR/800/2006-1.,dt:27/12/2006. Certain Units having sought some
clarifications.
Accordingly, clarification is provided by way of substituting the para-(5) of the Circular as below:-
Para-5 (i) “Employees who joined NLC prior to 31-12-1980 with ITI/NAC qualification and
working in Technician category and in W8 grade as on 28-06-2006 are eligible for two years
relaxation only once.
a) Either for ITI/NAC qualification as per the references CGM/P&A'sProc.No.
CORP/P&A/WR/800/2005-3, dt:28/06/2006 & DGM/P&A/IR's Procs.No.CORP/P&A/
WR/800/2005-4, dt:13/10/2006 cited. Or
b) For Diploma in Engineering (any branch) as per the references CGM/P&A's
Proc.No.CORP/P&A/WR/800/2006, dt:25/08/2006 & DGM/P&A/IR's Proc.No.CORP/
P&A/WR/800/2006-1.,dt:27/12/2006 cited,
ii) Based upon their willingness, even though they posses both ITI/NAC and Diploma in
Engineering qualifications”.
All other conditions mentioned in the references cited will remain unaltered.
(Reference: No.CORP/P&A/WR/800/2006-2, dt:06.01.2007.)
2-17
ANNEXURE - I
UPPER AGE LIMIT IN DIRECT RECRUITMENT
Sl.No. Category Upper age limit
UR OBC SC/ST
A. NON-EXECUTIVES
1 Industrial Worker Gr.II 31 34 36
2 Operator/Trainee
3 Conductor/Trainee
4 Manager/Industrial Canteen
5 Asst. Manager / Industrial canteen
6 Clerk/Industrial Canteen 30 33 35
7 Cook/Industrial Canteen
8 Asst. Cook/Industrial Canteen
9 Server/Industrial Canteen
10 Cleaner/Industrial Canteen
11 Conservancy worker
B. DEPENDENT OF DECEASED EMPLOYEES' SCHEME
1 Industrial Worker Gr.II 32 35 37
2 Asst. Typist / Tr.
a. For unmarried daughter/son 32 35 37
b. For widows only 37 40 42
C. DISPLACED PERSONS (LA SCHEME)
Industrial Worker Gr. II 42 45 47
D. INDCOSERVE REGULARISATION
IW Gr-II/ Cleaner (Ind. Canteen) Being regularisation from erstwhile contractors
through Indcoserve, no age limit fixed.
E. OTHER CASES
Jr. Resident/Sr. Resident/Tenure Existing age limit is applicable at par with other
Employment cases. However being for specific tenure,
appointing authority is authorised to decide from
time to time.
2-18
ANNEXURE-II
LIST OF CATEGORIES ELIGIBLE FOR PROMOTION / MOVEMENT
FROM W8 TO E0 SCALE AND E0 TO E1 SCALE
1 Senior Welfare Assistant cum Worker Teacher
2 Chief Library Assistant
3 Chief Field Assistant
4 Chief Works Clerk
5 Chief Time Keeper
6 Chief Assistant (Entomology)
7 Chief Radiographic
8 Chief Bandsman
9 Chief Kennel Boy
10 Chief Dog Handler
11 Chief Building Inspector
12 Chief Wireless cum Communication Operator
13 Chief Operator Electrostatic copier
14 Master Driver/Staff Car Gr.I
15 Chief Gestetner Operator Gr.I
16 Chief Telex Operator
17 Chief Compositor
18 Master Operator (EME/CME)
19 Master Driver/Ambulance
20 Master Driver/Security
21 Master Security Guard Driver/Staff Car Gr.I
22 Master Operator
23 Chief Malaria Inspector
24 Chief Checking Inspector
25 Senior Dietician
26 Senior Audiologist & Speech Therapist
27 Chief Technician (Dialysis)
28 Chief Family Welfare Assistant
29 Chief Dental Mechanic
30 Chief Nursing Assistant Gr.I
31 Chief Theatre Technician Gr.I
32 Chief Maternity Assistant
33 Chief Conductor
34 Chief Technician (ITI/NAC)
35 Chief Technician (NON ITI)
36 Chief Marketing Assistant
2-19
ANNEXURE-III
QUALIFYING YEARS OF SERVICE FOR PROMOTION
Rs.9850-250-14600
E2 Grade
Subject to assessment
Rs.9850-250-14600
E2 Scale
4 Years*
Rs.8600-250-14600 Rs. 8600-250-14600
E1 E1
Technicians with ITI/NAC - 4 years
Technicians without ITI/NAC and Other Categories
SSLC Pass (10th) and Above - 6 Years
VIIIth Std. Pass and Above - 7 Years
4 Years* Rs. 8300-235-13940

E0
Technicians with ITI/NAC - 4 years

Technicians without ITI/NAC and Other Categories
SSLC Pass (10th) and Above - 6 Years
VIIIth Std. Pass and Above - 7 Years
Rs.6395-180-10715
W8
4 Years 5 Years
Rs.6050-170-10130 Rs.5150-130-8270
W7 W3
4 Years 5 Years
Rs.5750-150-9590 Rs.5000-120-7880
W6 W2
4 Years 5 Years
Rs.5550-150-9100 Rs.4900-110-7540
W5 W1
4 Years 6 Months
Rs.5300-140-8660 Rs.4685
W4 W0
* Applicable to certain categories prescribed vide 2.36.0

CATEGORIES HAVING MOVEMENT TO E2 GRADE (W8 -- E1 -- E2 SCALE/E2 GRADE) ANNEXURE-IV
Movement
Category W2 W3 W4 W5 W6 W7 W8 E1 E2Scale
Min Max.
OFFICE STAFF
Assistant/ Jr. Personnel Asst. Personnel

1 CLERICAL W3 E2 Gr. Junior Assistant Sr. Asst. Gr.II Sr. Asst. Gr.I Head Assistant E2Scale
Clerical Officer Officer
Assistant/ Supervisor Gr.II Supervisor Gr.I Jr. Admn. Asst. Officer

2 TYPIST W3 E2 Gr. Typist Admn. Asst. E2Scale
Typing (FC&D) (FC&D) Officer (Admn.)
Hindi Translator Hindi Sr. Hindi Sr. Hindi Sr. Hindi Chief Hindi Junior Officer/
3 HINDI W3 E2 Gr. Gr-I/Trainee Translator Gr-I Translator Gr-C Translator Gr-B Translator Gr-A Translator E2Scale
TRANSLATOR (One Year) Hindi Translator
Assistant Typing Assistant/ Supervisor Gr.II Supervisor Gr.I Admn. Asst. Jr. Admn. Asst. Officer
4 TYPIST (HINDI) W2 E2 Gr. Typist (Hindi) E2Scale
(Hindi)/Trainee Typing (Hindi) (FC&D) (Hindi) (FC&D) (Hindi) (Hindi) Officer (Hindi) (Admn.)/(Hindi)
(One year)
Jr. Accounts Asst. Accounts

5 ACCOUNTANT W7 E2 Gr. Accountant E2Scale
Officer Officer
Asst. Officer
6 CASHIER W7 E2 Gr. Asst. Cashier Cashier E2Scale
(Cash)
Stenographer Sr. Asst. Private

7 STENOGRAPHER W5 E2 Gr. Jr. Steno/Tr. Junior Steno Stenographer Gr.II Personal Asst. E2Scale
Gr.I Stenographer Secretary
8 PUBLIC RELATION Assistant Officer E2Scale

W5 E2 Gr. P.R. Asst. Gr.II P.R. Asst. Gr.I Sr. P.R. Asst. Junior P.R.O. (P.R.)
ASST.
2-20
NOTE: DESIGNATION PATTERN IS UNDER REVISION.

CATEGORIES HAVING MOVEMENT TO E2 GRADE (W8 -- E1 -- E2 SCALE/E2 GRADE) ANNEXURE-IV
Movement
Sl.
Category W2 W3 W4 W5 W6 W7 W8 E1 E2Scale
No.
Min Max.
OFFICE STAFF
Junior Sales Asst. Officer
9 SALES ASSISTANT W7 E2 Gr. Sales Asst. E2Scale
Officer (Sales)
Asst. Storekeeper Sr. Storekeeper Sr. Storekeeper Jr. Material Asst. Officer
10 STOREKEEPER W3 E2 Gr. Storekeeper Gr.A E2Scale
(Storekeeping) Gr.B Gr.II Gr.I Controller (Mat. Control)
PARAMEDICAL STAFF
Asst. Nursing Asst. Nursing

11 STAFF NURSE W6 E2 Gr. Staff Nurse Head Nurse E2Scale
Supdt. Supdt.
Supervisor Asst. Officer

Chief
12 PHARMACIST W5 E2 Gr. Pharmacist Gr.B Pharmacist Gr.A (Pharmacy (Pharmacy E2Scale
Pharmacist
Services) Services)
FIELD STAFF
Station Officer Station Officer

Leading
Foam Operator / Gr.II / Engg. Gr.I / Engg. Asst. Fire Asst. Officer
13 FIREMAN W2 E2 Gr. Fireman/Tr. Fireman Fireman / E2Scale
Maintenance Asst. Station Officer Station Officer Officer (Fire)
Fireman Driver
Gr.II Gr.I
Asst. Officer
HEALTH Asst. Health Sr. Health Sr. Health Chief Health
14 W3 E2 Gr. Asst. (Health) Health Inspector (Health & E2Scale
INSPECTOR Inspector Inspector Gr.II Inspector Gr.I Inspector
Sanitation)
Superintendent Superintendent Asst. Officer

15 SECURITY GUARD W3 E2 Gr. Security Guard Jamedhar Inspector/Security Senior Inspector E2Scale
Gr.II Gr.I (Security)
2-21

CATEGORIES HAVING MOVEMENT UPTO E2 SCALE (W8 -- E1 -- E2 SCALE) ANNEXURE-V
Movement
Sl.
Category W3 W4 W5 W6 W7 W8 E1 E2Scale
No.
Min Max.
FIELD STAFF
Junior
1 LIBRARIAN W7 E2 S Asst. Librarian E1 Scale E2 Scale
Manager/Library
RECEPTION Reception Sr. Receiption Sr. Receiption Chief Reception
2 W5 E2 S E1 Scale E2 Scale
STEWARD Steward Steward Gr.II Steward Gr.I Steward
TRANSPORT Transport Sr. Transport Sr. Transport Chief Transport Sel. Gr. Chief E2 Scale
3 W5 E2 S
OVERSEER Overseer Overseer Gr.II Overseer Gr.I Overseer Transpor Overseer
DATA ENTRY Data Entry Senior Data Entry Senior Terminal
4 W5 E2 S Terminal Operator E1 Scale E2 Scale
OPR./Terminal Operator Operator Operator
Junior Sr. Draughtsman Draughtsman Spl. Sel. Gr.
5 DRAUGHTSMAN W3 E2 S Asst. (Drawing) Draughtsman Sr. Draughtsman Gr.II E2 Scale
Draughtsman Gr.I Gr. Draughtsman
SUPERVISOR Supervisor Senior Supervisor Chief Supervisor

(ARBORICULTURE) (Arboriculture) (Arboriculture) (Arboriculture)
7 MINING MATE W6 E2 S Mining Mate Sr. Mining Mate Chief Mining Mate E1 Scale E2 Scale
Foreman Gr.II *
FOREMAN
*(Mechanical/ Sel. Gade
(Mechanical/Electrical/ Special Grade
8 W6 E2 S Electrical/ Foreman Gr.I Foreman E2 Scale
Instrumentation/ Foreman
Instrumentation/
Telecommunication)
Telecommunication)
Chargehand (High Chargeman Sel. Gade

9 CHARGEMAN W6 E2 S Chargehand (Welding) E2 Scale
Pressure Welding) (HPW) Chargeman (HPW)
HORTICULTURE Sr. Horticulture Asst. Sr. Horticulture Chief Horticulure
10 W5 E2 S Horticulture Asst. E1 Scale E2 Scale
ASST. Gr.II Asst. Gr.I Assistant
Sel. Gr. Junior
JR.MANAGER/ Junior Manager/
11 W7 E2 S Manager/ E2Scale
HOTICULTURE Horticulture
Horticulture
2-22

CATEGORIES HAVING MOVEMENT UPTO E2 SCALE (W8 -- E1 -- E2 SCALE) ANNEXURE-V
Movement
Sl.
Category W3 W4 W5 W6 W7 W8 E1 E2Scale
No.
Min Max.
PARAMDEICAL STAFF
Senior
MANUFACTURING Manufacturing
12 W7 E2 S Manufacturing E1 Scale E2 Scale
CHEMIST Chemist
Chemist
SOCIAL Social Worker/ Senior Social
WORKER/MEDICAL Medical Worker/Medical
ORTHETIC & Senior Orthetic and Chief Orthetic and
Orthetic and
14 PROSTHETIC W6 E2 S Prosthetic Prosthetic E1 Scale E2 Scale
Prosthetic Technician
TECHNICIAN Technician Technician
OPTHALMIC Senior Opthalmic Chief Technician
15 W6 E2 S Opthalmic Technician E1 Scale E2 Scale
TECHNICIAN Technician (Opthalmology)
Chief
16 PHYSIOTHERAPIST W6 E2 S Physiotherapist Sr. Physiotherapist E1 Scale E2 Scale
Physiotherapist
MEDICAL Sr. Medical Dy. Chief Medical
17 W5 E2 S Lab Technician Medical Technologist E1 Scale E2 Scale
TECHNOLOGIST Technologist Technologist
CHIEF Sr. Radiographer Chief Sel. Gr. Chief
18 W5 E2 S Radiographer Sr. Radiographer Gr.II E2 Scale

RADIOGRAPHER Gr.I Radiographer Radiographer
TECHNICAL
Junior (SME) SME Operator SME Operator
19 SME OPERATOR W6 E2 S SME Operator E2 Scale
Operator Spl. Gr. Sel. Gr.
CME Operator CME Operator
20 CME OPERATOR W6 E2 S Operator/CME Sr. Operator/CME E2 Scale
Spl. Gr. Sel. Gr.
OPERATORS Senior Spl. Gr. Operator Sel. Gr. Operator
Junior Operator
(CHEM./MECHL./ Operator(Chem./ (Chem./Mech./ (Chem./Mech./
21 W6 E2 S (Chem./Mech./Elec./F E2 Scale
ELEC./FORM Mech./Elec./Form Elec./Form Elec./Form
orm Grinding)
GRINDING) Grinding) Grinding) Grinding
2-23

CATEGORIES HAVING MOVEMENT UPTO (W8 -- E0 -- E1) ANNEXURE-VI
Movement
Sl.
Category W1 W2 W3 W4 W5 W6 W7 W8 E0 E1
No.
Min Max.
OFFICE STAFF
Sr. Welfare
Sr. Welfare Sr. Welfare Asst.
Welfare Asst. Asst. cum
Welfare Asst. Cum Asst. cum cum Worker
1 W7 E1 cum Worker Worker
Worker Teacher Worker Teacher/Selection
Teacher Teacher/
Teacher Grade
Special Grade
Chief Wireless Chief Wireless cum
Wireless cum Sr. Wireless Chief Wireless
WIRELESS CUM cum commn. commn.
2 W6 E1 commn. cum commn. cum commn.
COMMN OPR. operator/ operator/Selection
operator operator operator
Special Grade Grade
Chief Operator Chief Operator
Operator Sr. Operator Sr. Operator Chief Operator
ELECTROSTATIC Electrostatic Electrostatic
3 W5 E1 Electrostatic Electrostatic Electrostatic Electrostatic
COPIER Copier/Special Copier/Selection
Copier Copier Gr.II Copier Gr.I Copier
Grade Grade
Master
Master Master Master Master Driver/Staff
STAFF CAR Staff Car Sr. Staff Car Sr. Staff Car Driver/Staff Car
4 W3 E1 Driver/Staff Driver/Staff Driver/Staff Car Gr.I/Selection
DRIVER Driver Driver Gr.II Driver Gr.I Gr.I/Special
Car Gr.III Car Gr.II Car Gr.I Grade
Grade
Chief Gestetner Chief Gestetner

Chief Chief Chief
GESTETNER Gestetner Sr. Gestetner Sr. Gestetner Operator Operator
5 W3 E1 Gestetner Gestetner Gestetner
OPERATOR Operator Operator Gr.II Operator Gr.I Gr.I/Special Gr.I/Selection
Operator Gr.III Operator Gr.II Operator Gr.I
Grade Grade
Chief Telex Chief Telex
Junior Telex Telex Sr. Telex Sr. Telex Chief Telex
6 TELEX OPERATOR W3 E1 Asst./Telex Operator/ Operator/Selection
Operator Operator Operator Gr.II Operator Gr.I Operator
Special Grade Grade
Senior Senior Chief
Compositor Compositor Compositor Chief Chief Compositor/
7 COMPOSITOR W3 E1 Compositor Compositor Compositor/
Gr.III Gr.II Gr.I Compositor Selection Grade
Gr.II Gr.I Special Grade
2-24

Movement
Sl.
No.
Min Max.
Chief Library Chief Library
LIBRARY Library Asst. Library Asst. Library Asst. Senior Library Senior Library Chief Library
8 W3 E1 Assistant/ Assistant/Selection
ASSISTANT Gr.III Gr.II Gr.I Assistant Gr.II Assistant Gr.I Assistant
Special Grade Grade
Chief Field Chief Field
Field Assistant Field Assistant Field Assistant Senior Field Senior Field Chief Field
9 FIELD ASSISTANT W3 E1 Assistant/ Assistant/Selection
Gr.III Gr.II Gr.I Assistant Gr.II Assistant Gr.I Assistant
Special Grade Grade
Chief Works Chief Works
Assistant/ Works Clerk Works Clerk Senior Works Senior Works Chief Works
10 WORKS CLERK W3 E1 Clerk/Special Clerk/Selection
Works Gr.B Gr.A Clerk Gr.II Clerk Gr.I Clerk
Grade Grade
Chief Time Chief Time
Assistant/ Time Keeper Time Keeper Senior Time Senior Time Chief Time
11 TIME KEEPER W3 E1 Keeper/Special Keeper/Selection
Timekeeping Gr.B Gr.A Keeper Gr.II Keeper Gr.I Keeper
Grade Grade
PARAMEDICAL
Senior
Senior Senior Dietician/
12 DIETICIAN W7 E1 Dietician Dietician/Selection
Dietician Special Grade
Grade
Senior
Senior Senior Audiologist
AUDIOLOGIST & Audiologist & Audiologist &
Audiologist & & Speech

13 SPEECH W7 E1 Speech Speech
Speech Therapist/Selection
THERAPIST Therapist Therapist/
Therapist Grade
Special Grade
Chief
Chief Chief
DIALYSIS Dialysis Senior Dialysis Technician/
14 W6 E1 Technician/ Technician/Dialysis/
TECHNICIAN Technician Technician Dialysis/Special
Dialysis Selection Grade
Grade
Chief Family Chief Family
Family Senior Family Senior Family Chief Family
FAMILY WELFARE Welfare Welfare
15 W5 E1 Welfare Welfare Welfare Welfare
ASSISTANT Assistant/ Assistant/Selection
Assistant Assistant Gr.II Assistant Gr.I Assistant
Special Grade Grade
2-25

Movement
Sl.
No.
Min Max.
Chief Dental Chief Dental
DENTAL Dental Senior Dental Senior Dental Chief Dental
16 W5 E1 Mechanic/ Mechanic/Selection
MECHANIC Mechanic Mechanic Gr.II Mechanic Gr.I Mechanic
Special Grade Grade
Chief Nursing Chief Nursing
Male/Female
MALE / FEMALE Sr. Nursing Sr. Nursing Chief Nursing Chief Nursing Chief Nursing Assistant Assistant
17 W3 E1 Ward
WARD ASST. Assistant Gr.II Assistant Gr.I Assistant Gr.III Assistant Gr.II Assistant Gr.I Gr.I/Special Gr.I/Selection
Assistant
Grade Grade
Chief Theatre Chief Theatre
Chief Theatre Chief Theatre Chief Theatre
THEATRE Theatre Sr. Theatre Chief Theatre Technician Technician
18 W3 E1 Technician Technician Technician
ASSISTANT Assistant Assistant Assistant Gr.I/Special Gr.I/Selection
Gr.III Gr.II Gr.I
Grade Grade
Maternity Chief Chief Maternity Chief Maternity
MATERNITY Maternity Maternity Sr. Maternity Sr. Maternity
19 W3 E1 Assistant Maternity Assistant/ Assistant/Selection
ASSISTANT Assistant Gr.II Assistant Gr.I Assistant Gr.II Assistant Gr.I
Gr.III Assistant Special Grade Grade
FIELD Staff
Sr. Chief Chief Assistant Chief Assistant
ENTOMOLOGICAL Entomological
20 W6 E1 Entomological Assistant (Entomology)/ (Entomology)/
ASST. Assistant
Assistant (Entomology) Special Grade Selection Grade
Senior Senior Chief

RADIOGRAPHIC Radiographic Chief Chief Radiographic/
21 W5 E1 Radiographic Radiographic Radiographic/
ASSISTANT Assistant Radiographic Selection Grade
Assistant Gr.II Assistant Gr.I Special Grade
Master
Master Ambulance
Senior Senior Master Master Master Ambulance
AMBULANCE Ambulance Driver
22 W3 E1 Ambulance Ambulance Ambulance Ambulance Ambulance Driver
DRIVER Driver Gr.I/Selection
Driver Gr.II Driver Gr.I Driver Gr.III Driver Gr.II Driver Gr.I Gr.I/Special
Grade
Grade
Chief Malaria Chief Malaria
MALARIA Malaria Senior Malaria Senior Malaria Chief Malaria
23 W5 E1 Inspector/ Inspector/Selection
INSPECTOR Inspector Inspector Gr.II Inspector Gr.I Inspector
Special Grade Grade
2-26

Movement
Sl.
No.
Min Max.
Security Security Senior Security Security Master Master
SECURITY GUARD Master Driver/
24 W3 E1 Guard Driver Guard Driver Security Guard Driver Guard Driver Driver/Security/ Driver/Security/Sele
DRIVER Security
Gr.II Gr.I Guard Driver Spl. Gr.II Spl. Gr.I Special Grade ction Grade
Senior Senior Master Master Master Master Security
Security Master Security
SECURITY GUARD Security Security Security Security Security Guard
Guard Guard Driver/Staff
25 DRIVER / STAFF W3 E1 Guard Guard Guard Guard Guard Driver/Staff Car
Driver/Staff Car Gr.I/Selection
CAR Driver/Staff Driver/Staff Driver/Staff Driver/Staff Driver/Staff Gr.I/Special
Car Grade
Car Gr.II Car Gr.I Car Gr.III Car Gr.II Car Gr.I Grade
Senior Senior Chief
Bandsman Bandsman Bandsman Chief Chief Bandsman/
26 BANDSMAN W3 E1 Bandsman Bandsman Bandsman/
Gr.III Gr.II Gr.I Bandsman Selection Grade
Chief Kennel Chief Kennel
Kennel Boy Kennel Boy Kennel Boy Senior Kennel Senior Kennel Chief Kennel
27 KENNEL BOY W3 E1 Boy/Special Boy/Selection
Gr.III Gr.II Gr.I Boy Gr.II Boy Gr.I Boy
Grade Grade
Chief Dog Chief Dog
Dog Handler Dog Handler Dog Handler Senior Dog Senior Dog Chief Dog
28 DOG HANDLER W3 E1 Handler/ Handler/Selection
Gr.III Gr.II Gr.I Handler Gr.II Handler Gr.I Handler
Special Grade Grade
Checking Senior Senior Chief Chief Checking Chief Checking

CHECKING Checking Checking
29 W3 E1 Inspector Checking Checking Checking Inspector/ Inspector/Selection
INSPECTOR Inspector Gr.II Inspector Gr.I
Gr.III Inspector Gr.II Inspector Gr.I Inspector Special Grade Grade
Assistant Senior Senior Chief Building Chief Building

BUILDING Building Building Chief Building
30 W3 E1 Buidling Building Building Inspector/ Inspector/Selection
INSPECTOR Inspector Gr.B Inspector Gr.A Inspector
Inspector Inspector Gr.II Inspector Gr.I Special Grade Grade
Senior Chief
Conductor Conductor Senior Chief Chief Conductor/
31 CONDUCTOR W3 E1 Conductor Gr.I Conductor Conductor/
Gr.III Gr.II Conductor Gr.I Conductor Selection Grade
Gr.II Special Grade
2-27

Movement
Sl.
No.
Min Max.
Senior Senior Chief Chief Marketting Chief Marketting

CHIEF MARKETING Marketting
32 W5 E1 Marketting Marketting Marketting Assistant/ Assistant/Selection
ASSISTANT Assistant
Assistant Gr.II Assistant Gr.I Assistant Special Grade Grade
e. TECHNICAL
Senior Senior
Technicians Industrial Technician Technician Technician Chief
33 W2 E1 Technician Technician Foreman Senior Foreman
(with ITI/NAC) Worker Gr.I Gr.IIIC Gr.IIB Gr.IA Technician
Gr.II Gr.I
Senior Senior Chief
Technicians/IW Industrial Industrial Technician Technician Technician Chief Chief Technician/
34 W1 E1 Technician Technician Technician/
(NON ITI/NAC) Worker Gr.II Worker Gr.I Gr.IIIC Gr.IIB Gr.IA Technician Selection Grade
Master Master
VEHICLE Operator Operator Operator Senior Senior Master
35 W2 E1 Operator Gr.IA Operator/ Operator/Selection
OPERATOR Gr.IIIC/Tr. Gr.IIIC Gr.IIB Operator Gr.II Operator Gr.I Operator
Special Grade Grade
Master
Operator Operator Senior Senior Master MasterOperator
EME/CME Operator Gr.IA Operator
36 W3 E1 Gr.IIIC Gr.IIB Operator Gr.II Operator Gr.I Operator (EME/CME)/
OPERATOR (EME/CME) (EME/CME)/
(EME/CME) (EME/CME) (EME/CME) (EME/CME) (EME/CME) Selection Grade
Special Grade

2-28
CATEGORIES HAVING PROMOTION TUBE UPTO W8 ONLY ANNEXURE-VII
Sl. Movement
Category W1 W2 W3 W4 W5 W6 W7 W8
No. Min Max.
Vigilance Vigilance
Vigilance Vigilance Head Vigilance Head Vigilance
1 Vigilance Constable W3 W8 Assistant Assistant
Constable Constable Gr.II Constable Gr.I Inspector
Inspector Gr.II Inspector Gr.I
Assistant Chief Sergeant Chief Sergeant Chief Sergeant
2 Sergeant W3 W8 Sergeant Senior Sergeant
Sergeant Gr.III Gr.II Gr.I

2-29
CATEGORIES HAVING PROMOTION TUBE UPTO W6 ONLY ANNEXURE-VIII
Sl. Movement
Category W1 W2 W3 W4 W5 W6
No. Min Max.
Head Jemedar Spl.

1 Class-IV W1 W6 Class-IV Sr. Class-IV/Jamedar Head Jemedar Duffedar Senior Duffedar Gr.III
Gr.A
Senior Attendar/ Record Keeper Spl. Record Keeper Spl.

2 Attendar W2 W6 Attendar Senior Record Keeper
Record Keeper Gr.II Gr.I
Senior Blue Printer

3 Blue Printer W1 W6 Assistant Blue Printer Blue Printer Gr.II Blue Printer Gr.I Senior Blue Printer Gr.I Chief Blue Printer Gr.III
Gr.II
Senior
Sanitary/Chlorination Sanitary/Chlorintion Senior Sanitary Sanitary Overseer Spl.
4 W2 W6 Sanitary/Chlorination Sanitary Overseer
Maistry Maistry Overseer Gr.
Maistry

2-30
ISOLATED CATEGORIES (QUALIFYING PERIOD OF 7 YEARS FOR PROMOTION) ANNEXURE-IX
Movement
Sl.
No.
Min Max.
REGULAR
Ambulance Senior Ambulance Ambulance Attendant Ambulance Attendant Ambulance Attendant
1 W1 W5 Ambulance Attendant
Attendant Attendant Spl. Gr.B Spl. Gr.A Spl. Gr.A (Personal)
Dhobi Spl. Gr.A
2 Dhobi W1 W5 Dhobi Senior Dhobi Dhobi Spl. Gr.B Dhobi Spl. Gr.A
(Personal)
Lab Helper Spl. Gr.A
3 Lab Helper W1 W5 Lab Helper Senior Lab Helper Lab Helper Spl. Gr.B Lab Helper Spl. Gr.A
(Personal)
Attendant (Office) Spl. Attendant (Office) Spl. Attendant (Office) Spl.
4 Attendant (Office) W1 W5 Attendant/Office Senior Attendant/Office
Gr.B Gr.A Gr.A (Personal)
Health Attendant Spl. Health Attendant Spl. Health Attendant Spl.
5 Health Attendant W1 W5 Health Attendant Senior Health Attendant
Ayah Spl. Gr.A
6 Ayah W1 W5 Ayah Senior Ayah Ayah Spl. Gr.B Ayah Spl. Gr.A
(Personal)
Waterman Spl. Gr.A
7 Waterman W1 W5 Waterman Senior Waterman Waterman Spl. Gr.B Waterman Spl. Gr.A
(Personal)
Ward Attender Spl. Gr.A
8 Ward Attender W1 W5 Ward Attender Senior Ward Attender Ward Attender Spl. Gr.B Ward Attender Spl. Gr.A
(Personal)
Barber Spl. Gr.A
9 Barber W1 W5 Barber Senior Barber Barber Spl. Gr.B Barber Spl. Gr.A
(Personal)
Marker for PET Spl. Gr.A
10 Marker for PET W1 W5 Marker for PET Senior Marker for PET Marker for PET Spl. Gr.B Marker for PET Spl. Gr.A
(Personal)
Marker for PET Marker for PET (Sports Senior Marker for PET Marker for PET Spl. Gr.B Marker for PET Spl. Gr.A Marker for PET Spl. Gr.A
11 W1 W5
(Sports and Games) and Games) (S&G) (S&G) (S&G) /S&G (Personal)
Gangman Spl. Gr.A
12 Gangman W1 W5 Gangman Senior Gangman Gangman Spl. Gr.B Gangman Spl. Gr.A
(Personal)
Trolleyman Spl. Gr.A
13 Trolleyman W1 W5 Trolleyman Senior Trolleyman Trolleyman Spl. Gr.B Trolleyman Spl. Gr.A
(Personal)
X-Ray Attendant Spl. X-Ray Attendant Spl. X-Ray Attendant Spl.
14 X-Ray Attendant W2 W6 X-Ray Attendant Senior X-Ray Attendant
2-31

Movement
Sl.
No.
Min Max.
Senior Mortuary Mortuary Attendant Spl. Mortuary Attendant Spl. Mortuary Attendant Spl.
15 Mortuary Attendant W2 W6 Mortuary Attendant
Attendant Gr.B Gr.A Gr.A (Personal)
Dark Room Senior Dark Room Dark Room Attendant Dark Room Attendant Dark Room Attendant
16 W2 W6 Dark Room Attendant
Linen Attendant Spl. Linen Attendant Spl. Linen Attendant Spl.
17 Linen Attendant W2 W6 Linen Attendant Senior Linen Attendant
Senior Caretaker cum Caretaker cum Cook Spl. Caretaker cum Cook Spl. Caretaker cum Cook Spl.
18 Caretaker cum Cook W2 W6 Caretaker cum Cook
Cook Gr.B Gr.A Gr.A (Personal)
COOK/General Cook Spl. Gr.A/GH
19 W2 W6 Cook/GH Senior Cook/GH Cook Spl. Gr.B/GH Cook Spl. Gr.A/GH
Hospital (Personal)
LABOUR
Health Worker Spl. Gr.A
20 Health Worker W1 W5 Health Worker Senior Health Worker Health Worker Spl. Gr.B Health Worker Spl. Gr.A
(Personal)
Cycle Stand Senior Cycle Stand Cycle Stand Attendant Cycle Stand Attendant Cycle Stand Attendant
21 W1 W5 Cycle Stand Attendant
Cleaning Worker/Shop
Cleaning Cleaning Worker/Shop Senior Cleaning Cleaning Worker/Shop Cleaning Worker/Shop

22 W1 W5 Floor Spl. Gr.A
Worker/Shop Floor Floor Worker/Shop Floor Floor Spl. Gr.B Floor Spl. Gr.A
(Personal)
Library Attendant Spl. Library Attendant Spl. Library Attendant Spl.
23 Library Attendant W1 W5 Library Attendant Senior Library Attendant
Attendant Spl. Gr.A
24 Attendant W1 W5 Attendant Senior Attendant Attendant Spl. Gr.B Attendant Spl. Gr.A
(Personal)
Watchman Spl. Gr.A
25 Watchman W1 W5 Watchman Senior Watchman Watchman Spl. Gr.B Watchman Spl. Gr.A (Personal)
Senior Antimalarial Antimalarial Mazdoor Spl. Antimalarial Mazdoor Spl. Antimalarial Mazdoor Spl.
26 Antimalrial Mazdoor W1 W5 Antimalarial Mazdoor
Mazdoor Gr.B Gr.A Gr.A (Personal)
Senior Attendant Spl. Gr.B Attendant Spl. Gr.A Attendant Spl. Gr.A
27 Attendant/Woman W1 W5 Attendant/Woman
Attendant/Woman (Woman) (Woman) (Woman) (Personal)
Cleaner Boy Spl. Gr.A
28 Cleaner Boy W1 W5 Cleaner Boy Senior Cleaner Boy Cleaner Boy Spl. Gr.B Cleaner Boy Spl. Gr.A
(Personal)
2-32

Movement
Sl.
No.
Min Max.
Estate Guard Spl. Gr.A
29 Estate Guard W1 W5 Estate Guard Senior Estate Guard Estate Guard Spl. Gr.B Estate Guard Spl. Gr.A
(Personal)

2-33
CATEGORIES HAVING QUALIFYING PERIOD OF 5 YEARS FOR PROMOTION ANNEXURE-X
Sl. Movement
Category W1 W2 W3 W4 W5 W6 W7
No. Min Max.
CANTEEN
1 CLEANER W1 W4 Cleaner Senior Cleaner Cleaner Spl. Gr.B Cleaner Spl. Gr.A
2 SERVER W2 W5 Server Senior Server Server Spl. Gr.B Server Spl. Gr.A
Assistant Cook Spl. Assistant Cook Spl.

3 ASSISTANT COOK W2 W5 Assistant Cook Gr.II Assistant Cook Gr.I
Gr.B Gr.A
Token Clerk Spl. Token Clerk Spl.

4 TOKEN CLERK W3 W6 Token Clerk Senior Token Clerk
Gr.B Gr.A
5 COOK W3 W6 Cook Senior Cook Cook Spl. Gr.B Cook Spl. Gr.A
ASSISTANT Assistant Manager Assistant Manager Assistant Manager Assistant Manager

6 W4 W7
MANAGER Gr.II Gr.I Spl. Gr.B Spl. Gr.A
7 MANAGER W4 W7 Manager Senior Manager Manager Spl. Gr.B Manager Spl. Gr.A
HORTICULTURE
8 GARDENER W1 W4 Gardener Senior Gardener Gardener Spl. Gr.B Gardener Spl. Gr.A
2-34

3-1
3. CATEGORIES OF EMPLOYEES PAY SCALES &

ALLOWANCES
Grade Scale of Pay (Rs.) Grade Scale of Pay (Rs.)

EXECUTIVE CADRE
E10 11500-400-13500 M6 23750-600-28550
E9 9500-400-11500 M5 20500-500-26500
E8 8500-300-10300 M4 18950-450-23900
E7 8250-300-10050 M3 18500-450-23900
E6 7500-300-9900 M2 17500-400-22300
E5 7000-275-8100-300-9600 M1 16800-400-22000
E4A New Scale E6 16400-400-20800
E4 6600-250-7600-275-9525 E5 16000-400-20800
E3 5550-225-6450-250-9200 E4 13700-350-18250
E2 4400-200-7400 E3 10750-300-16750
E1A New Scale E2 9850-250-14600
SUPERVISORY CADRE
E1 3700-175-7025 E1 8600-250-14600
S3 3300-145-5475 S3 6400-180-10720
S2 3000-120-3600-130-5160 S2 6050-170-10130
S1 2700-90-3330 S1 5750-160-9590
WORKMEN CADRE
E1 3700-175-7025 E1 8600-250-14600
E0 E0 8300-235-13940
W-8 2625-126-3633-140-(OE) W-8 6395-180-10715
W7 2520-90-3240-111-(OE) W7 6050-170-10130
W6 2390-71-2958-83-(OE) W6 5750-160-9590
W5 2350-61-2838-64-(OE) W5 5500-150-9100
W4 2270-51-2678-53-(OE) W4 5300-140-8660
W3 2250-46-2618-47-(OE) W3 5150-130-8270
W2 2235-43-2579-44-(OE) W2 5000-120-7880
W1 2200-40-(OE) W1 4900-110-7540
W0 4685+VDA
3.1. ALLOWANCES:
3.1.1. Dearness Allowance:
Dearness Allowance for all the employees will be calculated as under:
3-2
a. All India consumer price index numbers for industrial workers based on 1960 = 100
(AICPI) is used for grant of compensation to the employees of the corporation for
price rise.
b. D.A. would be revised (either increase or decrease) released 4 times in a year i.e.
1st of January, 1st of April, 1st of July and 1st of October every year based on the
changes of AICPI as notified by Government.
c. The total wages as on 01.01.1997 is related to 1708 points of AICPI (Base
1960=100). There will be no Dearness Allowance as on 01.01.1997 for 1708
points. The Dearness Allowance will increase / decrease according to the rise/fall
above 1708 points of the AICPI (Base 1960=100). The percentage of Basic Pay
payable, as Dearness Allowance payable will be calculated on the percentage raise
in AICPI over and above 1708 points.
d. The adjustment of increase/decrease in the DA will be made quarterly as shown
below:
AICPI numbers for the months of Payable from
December to February 1st April
March to May 1st July
June to August 1st October
September to November 1st January
e.The change in the rates of Dearness Allowance payable to employees will be
calculated and intimated from time to time.
3.2. GENERAL CONDITIONS FOR GRANT OF JOB RELATED ALLOWANCES:
3.2.1. The Job related Allowances are payable to Executives upto M-2 Grade.
3.2.2. GET’s / DET’s will be eligible to draw these allowances if they are posted as per
roster/shift chart.
3.2.3. These allowances will be admissible only to those who work for a whole shift.
3.2.4. These allowances will be restricted to the actual number of days worked.
3.2.5. In case of willful absence or abstaining from place of duty or loss of production for any
day, an amount equivalent to eight times of Allowances will be deducted.
3.2.6. Heads of Units shall furnish a certificate every month indicating the persons for whom
these allowances are eligible, the rate of allowances payable and the actual number of
days worked to the Accounts Centres for claiming these allowances.
3.3. PAYMENT OF CERTAIN ALLOWANCES ON PERDIEM BASIS:
3.3.1. The procedure for payment of the Mine Depth Allowance, Special Allowance for Mines
Personnel, Hazard Allowance, Special Allowance for Industrial Units, Theatre
Allowance for Hospital Staff, Special Allowance for Radiography, Head Master Duty
Allowance and Lignite Handling Allowance paid on monthly rates are as indicated
below:
a. The allowances indicated above shall be paid on per diem basis based on the days
of actual attendance linked with performance. The amount of Allowance payable
per day shall be calculated taking 26 days as a month keeping weekly off provision
into account.
b. Period of all kinds of leave, absence, period of non-attending duty on any other
reason shall not qualify for payment of these allowances.
3-3
c. This procedure of calculation on perdiem basis shall be made applicable for claim
on the above said Allowances from 01.07.2001.
d. OT off and PH off shall not be treated as days of actual attendance.
e. Unit Personnel Heads shall provide the details of actual attendance on monthly
basis as per the present system of providing attendance to the Accounts Centre
concerned/pay drawing Officer for claim of these allowances at the prescribed
rates.
Reference No.CORP/P&A/WR/800/2001-14 Dated: 31.07.2001.
No.CORP/P&A/WR/800/2001-23 Dated: 12.10.2001.
3.4 PERSONAL ALLOWANCE FOR NON-EXECUTIVES (E1 & ABOVE) / EXECUTIVES
EMPLOYED IN MINES:
3.4.1. Personal Allowance equivalent to two increments of the revised scales of pay will be
granted to Non-Executives (E1 and above) / Executives (upto M2) employed in Mines.
This allowance is purely personal to the Non-Executives (Selection Grade)/Executives
employed in Mines and will be withdrawn when the eligible employee is transferred to
other Units. Similarly, such of those eligible Employees who are transferred from other
Units to Mines will be eligible for this allowance from the date on which they report for
duty in Mines.
3.4.2. This allowance will be payable to Executives upto M-2 Grade employed in Mines. This
allowance has been extended to Executives upto M6 Grade.
CGM/P&A(K) Proc.No.12223/Exe./WR/96, Dt.20.8.1996
CM(P)IR Proc.No.CORP/P&A/WR/811/2001, Dt.05.08.2003
3.4.3. This allowance will be purely personal to Non-Executives (E1 and above)/ Executives
working in Mines and will be withdrawn the moment the persons employed in Mines are
transferred to other Units.
3.4.4. Non-Executives (E1 and above)/ Executives who are transferred to Mines will be
eligible for this allowance from the date on which they join duty in Mines.
3.4.5. This allowance will not be reckoned for any other benefits viz. D.A., P.F., Gratuity, E.L.
encashment, Pay fixation on promotion/ appointment etc,
3.4.6. In respect of Non-Executives (E1 and above)/ Executives promoted from one scale of
pay to the other in the middle of a month, payment of this allowance will be regulated on
a pro-rata basis.
3.5. MINE - DEPTH ALLOWANCE/SPECIAL ALLOWANCE/MINES ALLOWANCE :
3.5.1 ELIGIBILITY:
a. The payment of Mine-Depth Allowance/Mines Allowance at the revised rates shall
apply to all persons employed in Mines except direct Trainees.
b. It will also apply to the persons employed in the Mines but are borne on the rolls of
the G&T Division of the Base Repair Zone.
c. In respect of persons who are required to work in the Mines occasionally, the
payment of this allowance will be regulated as specified in conditions for payment of
Mines Depth Allowance/Mines Allowance.
3.5.2. RATE OF MINES DEPTH ALLOWANCE [For Executives & Non-Executives (E1 and
above)] /MINES ALLOWANCE for JEs
Area Mines Depth Allowance Mines Allowance (JEs)
Above 70’ Level in Mines Rs.160/Per month. Rs.660/Per month.
Below 70’ Level in Mines Rs.180/Per month. Rs.680/Per month.
In Lignite Bench Rs.200/Per month. Rs.700/Per month.
3-4
3.5.3. Rate of Mines Depth Allowance/Special Allowance for the employees / workmen
covered Under 12(3) Settlement:
Area Mine Depth Allowance Spl. Allowance
Above 70’ Level in Mines Rs.270/Per month. Rs. 390/Per month.
Below 70’ Level in Mines Rs.315/Per month. Rs. 365/Per month.
In Lignite Bench Rs.360/Per month. Rs. 340/Per month.
3.5.4. Conditions for Payment of Mine-Depth Allowance:
a. In all cases for payment of Mine-Depth Allowance, the persons employed should
report in time at the designated work spots.
b. The eligibility for the allowance will be subject to the condition that taking over and
handing over of the duties wherever required should be fulfilled.
c. This allowance will be admissible only to those who work in whole shift in the areas
specified.
d. Payment of this allowance will be restricted proportionately with reference to the
number of days worked by the person employed in the Mines, in cases where such
person has not worked on all the working days in the month.
e. Employees/workmen who are asked to work in Mines area for 10 days in a calendar
month, whether continuously or intermittently, will be allowed to draw Mines-Depth
Allowance proportionately for the number of days actually worked in the Mines area.
f. Employees/workmen who are in receipt of the Mine-Depth Allowance, who are
asked to work in an area where any other allowance or no allowance is admissible
will be allowed to continue to draw Mines-Depth allowance as the case may be for
such period of deputation in full. This clause will not be applicable to personnel
belonging to Security and Fire Service, Industrial Canteen, Timekeepers and First
Aid Centres.
g. I.T.I. Trainees/Non-I.T.I. Trainees will not be eligible for this allowance as in the case
of other allowances.
h. Personnel belonging to Security and Fire Service, Industrial Canteens,
Timekeepers and First Aid Centres in the Mines will be eligible for the minimum rate
of Mine-Depth Allowance at Rs. 270/- + Rs.390/- per mensum provided they work
for 8 hours in a single shift.
i. Employees of FM Yard and IC shop/Mine-I are eligible for Mine Depth allowance
applicable to above 70’ level from 01.04.2003 subject to the conditions that the
employees shall attend to the work inside Mines as and when work assigned by the
Superiors.
j. All the existing conditions for payment of Mines Depth Allowance shall be applicable
for payment of Special Allowance.
k. Both the above said allowances are payable on per diem basis.26 days will be taken
as a month instead of 30 days keeping weekly off provision into account, for the
purpose of reckoning the amount of monthly allowance to be paid.
3.6. HAZARD ALLOWANCE:
Revised rates of Hazard Allowance and the rates of Special Allowance with effect from
01.01.2000 are as follows subject to conditions already prescribed.
Area Hazard Allowance Special Allowance
I Rs.100/- p.m. Rs.95/- p.m.
II Rs.145/- p.m. Rs.115/- p.m.
III Rs.180/- p.m. Rs.145/- p.m.
3-5
Employees and workmen working in the following areas are eligible for Hazard Allowance and
Special Allowance applicable to Area-III as per para 3.6. Units / Divisions concerned for the
grant of Special Allowance.
3.6.1. AREA-III:
Hazard Allowance(Rs.180/- p.m.) Special Allowance (Rs.145/- p.m.)
THERMAL POWER STATIONS
a. Internal system of coal and ash handling system including the inside conveyors
(fuel pump house and compressor room excluded).
b. Area cleaning in the internal Lignite System.
c. Maintenance and other personnel working in the above areas will be eligible for
payment on pro-rata basis.
3.6.2. CENTRAL WORKSHOP:
Persons working in Heat-treatment and Teeth Brazing Section on the Electrical
Induction Furnace and/or oil fired furnace and persons engaged in Hard facing on
B.W.E. Teeth in the section.
3.6.3. CENTRAL ELECTRICAL REPAIR SHOP:
AC Refrigeration Repair Shop
Base Repair Shop
Technical
3.7. HIGH PRESSURE WELDERS IN INDUSTRIAL UNITS:
3.7.1. AREA-II:
a. THERMAL POWER STATIONS
i. Adjustments
ii. 110 KV & 220 KV outdoor yard, compressor Room(a) Maintenance (b) Operation
iii. Coal and Ash Handling Maintenance (Stores, Office and workshops excluded)
iv. Civil Maintenance - Coal & Ash Handling Mazdoors. (Health Workers, Maistry,
ICW excluded)
v. Boiler Operation (UCB and Office excluded)
vi. Boiler Maintenance (Re-conditioning, Office, Store excluded).
vii. Electrical Maintenance staff who may be required to work in the above areas.
viii.Maintenance and other personnel working in the above areas will be eligible for
b. CENTRAL WORKSHOP:
Persons working in Cupola Furnace and other oil fired furnace are eligible on the day
of operation on pro-rata basis (since these furnaces will not be in continuous
operation throughout the month).
Carpentry & Teeth Brazing Shop
3-6
Fabrication Shop
Fitting shop
General Maintenance
Machine shop
Mechanical & Electrical Maintenance
Smithy & Foundry shop
Technical
c. AUTO YARD:
Persons engaged in attending repairs and maintenance to Machines.
Heavy Motor Vehicle
Light Motor Vehicle
Reconditioning Electrical
Reconditioning Mechanical
Technical
d. F.M. YARD:
Persons engaged in attending repairs and maintenance to 630(B), DW-20,
C-Cranes & D-Cranes.
e. CENTRAL ELECTRICAL REPAIR SHOP:
A.C. Section and Winding Section.
f. COMMERCIAL BUS SERVICE
Maintenance
Technical
g. Fitness Certificate Shop
h. Mini Auto, Block-10.
3.7.2. AREA-I
a. THERMAL POWER STATIONS
 Turbine Operation
 Turbine Hall and Auxiliaries
 Electrical Maintenance
 Turbine Maintenance
 W.C.T.P.
 Electrical Operation
 Health Section
 Cranes at Turbine Hall
 Civil maintenance
 Battery room
(a) Operation (b) Maintenance  Instruments
 Cable Tunnel & Gallery  Oil Facility Section
 Chlorination Plant  Hydrogen Plant
3-7
 Cooling Tower (a) Operation  Control room

(b) Maintenance  Operator Gr. III'C' - (subject to the
 Boiler Reconditioning shop condition that their location of work is
 Lake pump house within the areas notified for payment
 3.3 KV, 0.4 KV annex and of the HA)
Outdoor Yard
 Divisional stores
 Instruments
 Oil Facility Section
 Hydrogen Plant
b. Central Services Unit:
i. Central Workshop - Other than areas mentioned under Area-II & III
ii. Central Electrical Repair shop - Other than areas mentioned under Area-II & III
iii. F.M. Yard
iv. I.C. Shop. Other than the office and Time Office
v. Auto Yard including F.C. shop
c. Workers of electrical general division, employed in other units:
Subject to the conditions that these workers are regularly and continuously working
in the areas already covered by the payment of Hazard Allowance
d. Workers of the Civil Division in service units:
(i.e. Central Workshop, Field Machinery Yard)
e. Madras Transport Yard and Harbour workers
f. Personnel belonging to Security and Fire Service, Industrial Canteen, Time
Keepers and MNOs in the Industrial Units will be eligible for the minimum rate of
Hazard Allowance provided they work for 8 hrs. in a single shift.
g. CARD
h. Belt Reconditioning Plant
i. Disposal Yard
3.8. OTHER CONDITIONS REGARDING GRANT OF HAZARD ALLOWANCE & SPECIAL
ALLOWANCE:
3.8.1. The Hazard Allowance will be payable to those in the Labour and Regular Establishments
covered by 12 (3) settlement.
3.8.2. Four hours and less will be reckoned as half-a-day and more than 4 hours as full day
3.8.3. The Hazard Allowance is applicable only if dusty conditions prevail in the areas
specified and not otherwise. The Hazard Allowance will be withdrawn when the dust is
eliminated in these areas.
3.8.4. Trainees will not be eligible for this allowance as in the case of other allowances.
3.8.5. Where operational and other staff are rotated to different areas, they will be eligible for
this allowance so long as they work in the areas specified, on a pro-rata basis.
3-8
3.8.6. The Hazard Allowance for operation staff will be restricted proportionately with
reference to the number of days worked by the employee, in case where the employees
concerned have not worked on all the working days in the month.
3.8.7. Employees other than operation/maintenance personnel who are asked to work in
areas where Hazard Allowance is payable for 10 days in a calendar month whether
continuously or intermittently will be allowed to draw Hazard allowance proportionately
with reference to appropriate rates for the number of days actually worked in the areas.
3.8.8. Employees/workmen who are eligible for the allowance deputed to work in an area
where lesser rate of allowance or no allowance is admissible, should be allowed the
Hazard allowance at the rate he would be entitled but for his deputation. This clause will
not be applicable to personnel belonging to Security and Fire Service, Industrial
Canteen, Timekeepers and First Aid Centres.
3.8.9. The Heads of Units/Divisional Officers should furnish every month the persons for
whom the Hazard allowance is due and also certify the rate of eligibility to such persons
with reference to the place of work actually performed, in the specified areas for which
the Hazard allowance is admissible in terms of relevant annexures. A statement
containing this certificate should be appended to the pay/wage bill, if prepared by the
Divisions or should be furnished to the Accounts Centre every month so as to enable it
to draw the claims as certified.
3.8.10. Both the above said allowances are payable on per diem basis.26 days will be taken as
a month instead of 30 days keeping weekly off provision into account, for the purpose of
reckoning the amount of monthly allowance to be paid. Kindly refer to Instructions on
Payment of Allowances on Perdiem Basis.
(Procs.No. W.Agt.01/P&A/WR/97/Dt.11.07.2001)
(Procs. No: CORP/P&A/WR/800/2001-38 Dt: 28.05.2003)
(Proc.No.W.Agt.04/83, Dt.02.12.83)
3.9. NIGHT SHIFT ALLOWANCE:
The Nightshift allowance will be paid at Rs. 35/- per night shift. This allowance is payable only to
those employees nature of work requires for posting in Night shift. This will be paid on the days
of actual attendance of the employee to the posted place of work and shall become payable on
attending to the entire shift. Pro-rata payment for work lesser than the shift hours is not
permissible.
3.10. PLANT ARDUOUS ALLOWANCE:
Plant arduous allowance will be payable to executives working in the areas other than Mines.
3.10.1 The following will be the rates of Plant Arduous Allowance payable to each category in
certain areas where arduous nature of work is involved. The details of areas and the
rate payable per month are provided below:
LEVEL Junior E1, E2 & E3 E4, E5 & E6 M1 & M2
Engineers
First level Rs.195/ Rs.195/- Rs.205/- Rs.215
Second level Rs.260/- Rs.260/- Rs.280/- Rs.295
Third level Rs.325/- Rs.325/- Rs.340/- Rs.360
3.10.2 Plant Arduous Allowance is payable to Junior Engineers, Non-Executives (E1 and
above) and Executives upto M2 Grade.
a. Trainees will be eligible to draw this allowance if they are posted as per roster/shift chart.
3-9
b. This allowance will be admissible only to those who work for a whole shift.
c. This allowance will be restricted to the actual number of days worked.
d. In case of willful absence or abstaining from place of duty or loss of production for
any day, an amount equivalent to eight times of allowance will be deducted.
e. Heads of units shall furnish a certificate every month indicating the persons for
whom those allowances are eligible, the rate of allowance payable and the actual
number of days worked to the Accounts Centres for claiming these allowances.
f. Where operation and other employees are rotated for different areas they will be
eligible for this allowance so long as they work in the area specified on pro-rata basis.
g. This allowance is payable only if the Arduous conditions prevail in the areas
specified and not otherwise. This allowance will be withdrawn when the arduous
conditions cease to exist.
3.11. EMPLOYEES WORKING IN THE FOLLOWING AREAS ARE ELIGIBLE FOR PLANT
ARDUOUS ALLOWANCE :
3.11.1. THIRD LEVEL:
a. Thermal Power Station-I:
i. Internal system of coal and ash handling system including the inside conveyors
(fuel pump house and compressor room excluded).
ii. Areas cleaning in the internal Lignite System
iii. Maintenance and other personnel working in the above areas will be eligible for
b. Thermal Power Station – II:
i. Internal system of lignite storage yard/machines, conveyors (Fuel oil pump
house and compressor room excluded).
ii. Boiler Bunker and conveyors
iii. Ash handling below E.S.P.
iv. Maintenance and other personnel working in the above areas.
c. Central Workshop:
Persons working in Heat treatment and Teeth Brazing Section on the Electrical
Induction Furnace and / or oil fired furnace and persons engaged in Hard facing on
B.W.E. Teeth in the Section.
3.11.2. SECOND LEVEL:
a. Thermal Power Station – I:
i. Adjustments
ii. 110 KV & 220 KV outdoor yard, compressor room (i) Maintenance (ii) Operation
iii. Coal and Ash handling Maintenance (Stores, Office and work-shops excluded)
iv. Civil Maintenance - Coal and Ash handling
v. Boiler operation (UCB and office excluded)
vi. Boiler Maintenance (Re-conditioning, office, stores excluded)
vii. Electrical Maintenance personnel who may be required to work in the above
areas.
viii.Maintenance and other personnel working in the above area will be eligible for
3-10

i. Adjustments
ii. 230 KV & 400 KV Transformer Yard, outdoor yard, compressor room
iii. Coal and Ash handling maintenance (Stores, office and workshop excluded)
iv. Civil maintenance - coal and ash handling
v. Boiler operation
vi. Boiler maintenance (Mills & valves, reconditioning Office, stores excluded)
vii. Electrical maintenance staff who may be required to work in the above areas
viii.Maintenance and other personnel working in the above areas
ix. Package boiler.
x. Ash disposal pump house.
c. Central Workshop:
Persons working in cupola furnace and other oil-fired furnace are eligible on the day
of operation on pro-rata basis (since these furnaces will not be in continuous
operation throughout the month)
d. Auto Yard:
Persons engaged in attending repairs and maintenance to Machines.
e. F.M. Yard:
Persons engaged in attending repairs and maintenance to 630(B) DW-20,
C - Cranes and D -Cranes.
f. CENTRAL ELECTRICAL REPAIR SHOP
A.C. Section and Winding Section
3.11.3. FIRST LEVEL:
a. Thermal Power Station – I:
i. Turbine Hall and Auxiliaries vi. Cooling Tower (a) Maintenance (b) Operation
Ø Turbine maintenance vii. Boiler Reconditioning shop
Ø Turbine operation viii.Lake pump house
Ø Electrical operation ix. 3.3 KV 0.4 annex. and outdoor yard.
Ø Electrical maintenance x. Divisional stores
ii. Cranes at Turbine hall xi. WCTP
iii. Battery room (a) Operation (b) Maintenance xii.Civil Maintenance
iv. Cable Tunnel & Gallery xiii. Instruments
v. Chlorination plant xiv. Oil facility section
xv. Hydrogen plant
xvi. Control room
3-11

i. Turbine hall and auxiliaries vii. Boiler Reconditioning shop
Ø Turbine maintenance viii. Air conditioning plant, diesel generator,
Ø Turbine operation compressor area
Ø Electrical operation ix. 6.6 KV 0.04 KV Annex and outdoor yard.
Ø Electrical maintenance x. Divisional stores.
ii. Cranes at Turbine Hall xi. WCTP
iii. Battery room (a) Operation
(b) Maintenance xii. Civil Maintenance
iv. Cable Tunnel & Gallery xiii. Instruments
v. Chlorination plant xiv. Oil facilities section
vi. Circulating water pump house,
cooling towers xv. Hydrogen plant
Ø Operation & Maintenance xvi. Control room.
c. Central Services Unit:
a. Central Workshop other than areas mentioned under A & B
b. Central Electrical Repair Shop
c. FM Yard Other than the Office
d. ICE SHOP and Time Office.
e. Auto Yard including FC Shop
d. Employees of electrical general division employed in other units:
Subject to the condition that these employees are regularly and continuously
working in the areas already covered by the payment of Plant Arduous Allowance.
e. Employees of the civil division in service units (i.e.) Central workshops/field
machinery yard:
Personnel belonging to Security and Fire Services will be eligible for the minimum
First level rate of Plant Arduous Allowance provided they work for 8 hours in a single
shift in any one of the above said areas.
f. Operation Monitoring Allowance for Executives / Junior Engineers:
The Executive and supervisors working in the following areas Mini Auto and Sub
Station (Mine-I, IA & Mine-II) shall be paid operation Monitoring Allowance with
effect from 01/06/2003.
This allowance for Executives and supervisors of Mini Auto and Sub Station of
Mine-I, Mine-IA and Mine-II will be paid for those who are working on round the clock
basis working in three shifts and are relieved at the site on person to person basis.
The Operation Monitoring Allowance at the rate of Rs.35/- per day for executives
and Rs.27/- per day for supervisors shall be paid based on actual attendance.
The executives and Junior Engineers who are employed in operation in Production
Units viz. Mines, Thermal Power Stations, on round the clock basis and coming in 3
shifts and are relieved at site on person to person basis will be paid Operation
Monitoring Allowance at the following rates. This allowance has been extended to
3-12
Mini Auto and sub-stations of Mines.

i. For Executives (E1 & above) : Rs. 35/- per shift
ii. For Junior Engineers (S1,S2,S3) : Rs. 27/- per shift.
Ø In case of willful absence of an executive or in case an executive/executives
scheduled for attending shifts abstain from attending duty eight days Operation
Monitoring Allowance will be deducted from the salary of the executives
concerned.
Ø This allowance will not be payable to Junior Engineers / Executives employed in
certain areas where operation is carried out only in one shift or two shifts or
getting Night Shift Allowance.
Ø This allowance are payable to Junior Engineers and Executives upto M-2 Grade.
Ø Trainees will be eligible to draw these allowances if they are posted as per
roster/shift chart.
Ø This allowance will be admissible only to those who work for a whole shift.
Ø This allowance will be restricted to the actual number of days worked.
Ø Heads of Units shall furnish a certificate every month indicating the persons for
whom these allowances are eligible, the rate of allowance payable and the actual
number of days worked to the Accounts Centre for claiming allowance.
3.11.4. AREAS OF ELIGIBILITY FOR EXECUTIVES & JUNIOR ENGINEERS:
a. Mines
i. Blast Hole Drills
ii. Blasting (for Executives only)
iii. Surface Bench
iv. Top Bench
v. Middle Bench
vi. Bottom Bench
vii. Lignite Bench
viii. Ground Water Control
ix. Drills
x. Storm Water Control
xi. Track shifting
xii. CME (for Executives only)
b. Thermal Power Stations
i. Boiler Operation
ii. Turbine Operation
iii. Fuel Handling System Operation
iv. Electrical Operation
v. Water Chemical Treatment Plant
vi. UCB/MCB
3-13
3.12. HOT SEAT RELIEVING ALLOWANCE:

3.12.1. Workmen /Non-Executive (E1 & above) who are employed in three shifts in Mines
Operation and are relieved at site on person-to-person basis will be eligible for this
allowance.
3.12.2. Employee of the substations in Mine-I, Mine-II & Mine-IA shall be paid hot seat
Relieving Allowance as in case of employees working in 230kv Sub-stations of Mines.
3.12.3. Hot Seat Relieving Allowance will be paid at the rate of Rs.20 per day of such relief.
3.12.4. This allowance will be paid to eligible workmen/Non-Executive (E1 & above) in addition
to the entitled amount of Mine Depth Allowance and special Allowance
3.12.5. The concession/benefit if any, allowed to the eligible workmen in connection with the
relief prior to the introduction of allowance will be withdrawn.
3.12.6. A certificate to this effect will be furnished by Unit Heads to Accounts Centres for
claiming the allowance every month.
3.13. VULCANISING ALLOWANCE:
3.13.1. Vulcanising Allowance for those engaged in vulcanising works in the Belt
Reconditioning Plant will be Rs.8.00 per day. In other areas, where workers are
engaged on vulcanising work, the vulcanising allowance will be Rs.7/- per day.
3.13.2. Vulcanising Allowance shall be admissible only to the persons employed actually in
vulcanising work at Belt Reconditioning Plant for a whole or part of a shift or for more
than one shift at Rs 8 /- per day in other areas, where workers are engaged on
vulcanising, the vulcanising allowance will be Rs.7/- per day.
3.13.3. The allowance is payable for those days on which such vulcanising work is actually
carried on and the workmen are actually engaged on such vulcanising work on those
days.
3.14. TRACK SHIFTING ALLOWANCE:
Track shifting allowance will be payable as below:
3.14.1. At Rs. 20/- per day for shovel and pipe layer operators.
3.14.2. At Rs. 15/- per day for Technician and operators in Track Shifting Operations.
This allowance will be paid to such of those Operators engaged in Track shifting works
to operate the Pipe Layer for each shift in which they are employed in that work. This
allowance should be paid with wages on a certificate from the executive regarding the
number of shifts engaged (holidays, leave periods etc, will be excluded).
3.15. WHITE METAL LINING ALLOWANCE:
Payment of White Metal Lining Allowance shall be admissible only to those who work for a
whole shift or more than a shift at Rs.9/- per day.
3.16. CATEGORIES OF EMPLOYEES ELIGIBLE FOR THE ALLOWANCE:
3.16.1. Removal of the White Metal:
a. 4 - Technicians (Mechanical)
b. 1 - Technician (Welding)
3.16.2. Cleaning and tinning the surface:
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a. 4 - Technicians (Mechanical)
b. 1 - Technician (Welding)
3.16.3. Assembly of the bearing and melting the White Metal Bearing and casting the White
Metal:
a. 2 - Technician (Welding)
b. 5 - Technician (Mechanical)
c. 1 - Technician (General)
d. 3 - Industrial Worker Grade I / Grade II
3.17. NON-PRACTISING ALLOWANCE:
3.17.1. Non-practicing allowance will be paid to Doctors at 25% of the Basic Pay subject to the
condition that the Basic and NPA should not exceed Rs.29, 500/-
3.18. THEATRE ALLOWANCE IN HOSPITAL:
Theatre Assistants in the Major Operation Theatre in General Hospital shall be paid Rs.113/-
p.m.
3.19. EMERGENCY CALL DUTY PAYMENT:
Categories of employees mentioned below shall be paid emergency call duty payment at
Rs.16/- per call.
3.19.1. Laboratory staff (Medical technologist/ Lab Technicians and Lab help) working in
Pathological Laboratory.
3.19.2. Radiographers and Dark Room Assistants. in X-Ray Dept.
3.19.3. E.C.G. Technician.
3.19.4. Staff Nurse, Ward Asst., Ward Attender, and Health Attendant attached to the Major
Operation Theatre in the General Hospital
3.19.5. Staff Nurse and Ward Asst. in the Blood Bank
3.19.6. Mortuary Attender in the Mortuary.
Conditions for payment
a. The emergency call duty payment will be made when an employee is summoned for
an emergency call beyond normal working hours.
b. The emergency call duty payment will be paid to those who are called for emergency
duty in the department mentioned outside their normal duty hours and the payment
mentioned in the order will be made per day irrespective of the number of calls.
c. This payment will be made to those working in departments where emergency calls
are necessary viz. X-Ray, Blood Bank, Major Operation Theatre in General Hospital,
Pathological Laboratory and Mortuary.
3.20. SPECIAL ALLOWANCE FOR RADIOGRAPHY:
3.20.1. For X-Ray Attendant - Rs. 68/- p.m.
3.20.2. For Dark Room Assistant- Rs. 90/- p.m.
3.20.3. For Radiographer - Rs. 113/- p.m.
a. Thermal Power Station-I:
i. Workmen attending to Radiographic Test of welding- Rs. 68/- p.m.
ii. Supervisory staff attending to Radiographic test of welding - Rs. 90/- p.m.
3-15
3.21. RATION ALLOWANCE (Only for staff nurse category.):

Rs.10/- per day will be paid as ration allowance to employees in staff nurse category including
those subject to fulfillment of all the conditions prescribed for sanction (Payable from
1.6.2001).
3.22. HEAD MASTERS/ASSISTANT HEAD MASTERS DUTY ALLOWANCE:
Head Masters, Asst. Head Masters shall be allowed duty allowances as given below:
3.22.1. Head Masters in the Hr.Sec.Schools - Rs.113/- p.m.
3.22.2. Head Masters in the High School - Rs.90/- p.m.
3.22.3. Head Masters in the Higher Elementary/ Elementary School -Rs.68/- p.m.
3.23. CHECKING ALLOWANCE:
3.23.1. Checking Allowance Rs. 23/- p.m. shall be paid to Checking Inspectors in commercial
buses.
3.23.2. Checking Inspectors will be eligible for the allowance if they do at least 30 bus
inspections per shift of 8 hours.
3.24. TAMIL TYPING ALLOWANCE:
Tamil Typing Allowance at Rs. 68/- p.m. is paid to Typist who have passed Tamil Typewriting of
Higher Grade and utilised for Tamil Typewriting.
3.25. EXGRATIA FOR FUNERAL EXPENSES:
Exgratia payment for funeral expenses shall be paid at the rate of Rs. 2250/- in case of
employees who die while in service.
This will apply to all regular workmen/employees of the Corporation.
3.26. PANEL CASHIER ALLOWANCE:
The employees in the Panel of Asst. Cashier who perform the duties of Asst. Cashier on leave
and other vacancies may be paid the rates of honorarium as under:
a. First 4 actual working days - Rs. 34/- per day
b. 5th to 8th day of actual working days - Rs. 20/- per day
c. Over 8 days - No. of days of leave granted to Cashier - Rs.280/- p.m. but not less than
Rs.215/- per month
3.27. WASHING ALLOWANCE:
The washing allowance shall be Rs.45/- per month per set of Uniform supplied.
Proportionate recovery of washing allowance shall be effected in cases where the employees
supplied with uniforms do not wear the uniforms for a continuous period of 10 days and above.
3.28. STITCHING CHARGES:
3.28.1 Stitching charges (for uniform supplied after 01.06.2001)
a. Rs.175/- per set for male employees
b. Rs.45/- per set for female employees
c. Rs.200/- per set for those supplied Overcoat.
d. Rs 225/- per set for Staff Car drivers.
(Proc.No: CORP/P&A/WR/800/2001-66/dt.27.11.2001)
3-16
3.28.2 The stitching charges will be paid along with the pay/wages bill of the persons concerned
after the issue of the cloth. The list of workers/staff to whom cloth has been issued and
who are eligible for payment of stitching charges should be prepared by the divisions
concerned and forwarded to the respective Accounts Centres before 20th/15th of the
month concerned.
3.28.3 Wherever the pay/wage bills are prepared by the Finance & Accounts Branch the
Accounts Centres concerned shall, based on such lists, include the stitching charges in
the pay/wage bills for the month concerned. In the case of pay/wage bills prepared by
the divisions and sent to the Finance and Accounts branch for audit, the stitching
charges should likewise be included by the divisions themselves in the pay/wage bills.
The fact of such inclusion of stitching charges in the pay/wage bills in either case should
be recorded in the respective lists received by the Accounts Centres, duly verified and
attested by the concerned units and Accounts Officer
3.28.4 No supplement bills should be prepared on this account and any additions after the
issue of the periodical monthly lists should be sent separately. Such cases received
belatedly will be included in the pay/wage bills for the next month.
3.28.5 The divisions should also record the head of account to which the charges are
debitable, budget provisions made and funds available.
3.28.6 In all cases of transfers, the bill preparing section should ensure that there had been no
earlier payment of the stitching charges to the individual for the same period.
3.28.7 The division should certify:
a. The persons for whom the stitching charges are recommended are eligible for the same.
b. The names of persons for whom the stitching charges are recommended have not
been included in any other such list and paid earlier.
3.29. COMMERCIAL BUS ALLOWANCE:
3.29.1 Drivers and conductors shall be paid commercial Bus Allowance at Rs.17/- per day for
duty performed in an 8 hour shift provided they do more than 70 miles or 113 Kms in an
eight hour shift. Checking Inspectors are also eligible if they do atleast 30 bus
inspections per shift of 8 hours.
3.29.2 If they do not do more than 70 miles or 113 Kms per day in a shift of 8 hours due to break
down of the vehicle or for other reasons they will not be eligible for payment of this
allowance.
3.30. BATA FOR BUS CREW:
The Bata for bus crew shall be Rs.17/- per day, in lieu of Canteen Allowance.
3.31. CYCLE MAINTENANCE ALLOWANCE:
3.31.1 The cycle maintenance allowance shall be Rs.34 /- per month.
3.31.2 The following categories shall be entitled to this allowance.
a. The Estate Guards in the T.A. Department.
b. Workmen employed in Horticulture Division in Township area.
c. The recipient of this allowance should maintain a cycle.
d. The payment shall be subject to production of a certificate in each month by the
recipient that he maintains a cycle.
3.32. LIGNITE HANDLING ALLOWANCE:
3.32.1 Employees working in Lignite handling areas of Thermal Power Stations, Lignite
Transport Division from Lignite Bunker of Mines in 3 shifts will be paid Lignite Handling
Allowance at the rate of Rs.270/- per month and special allowance at the rate of
Rs.390/- per month based on actual attendance.
3-17
3.32.2 Workmen who are employed in Lignite Handling Systems in Thermal Power Stations in
three shifts are eligible to draw the allowance.
3.32.3 Lignite Handling Allowance at the rate of Rs.270/- per month and Special Allowance at
the rate of Rs.390/- per month based on the actual attendance.
3.32.4 The Lignite Handling Allowance to employees , who are working in B &C Plant Lignite
Transport Division subject to the condition that the Lignite Handling Allowance of
Rs.270/- p.m and special Allowance Rs.390/- p.m shall be paid (per diem basis)with
effect from the date of joining in Lignite Transport Division
3.32.5 This allowance will be paid to the eligible workmen in lieu of Hazard Allowance.
3.32.6 A certificate should be furnished every month to the Account Centre by the Unit Head for
claiming this allowance.
3.33. HOUSE RENT ALLOWANCE:
House Rent Allowance and city compensatory allowance shall be paid at the following rates on
the basic pay.
House rent allowance / Type of city Rate
'A1' Class cities 30% of Basic pay
'A' Class cities 25% of Basic pay
'B1' and 'B2' Class cities 15% of basic pay
'C' Class & Unclassified areas 10% of basic pay
3.34. CITY COMPENSATORY ALLOWANCE:
Type of City Rate of CCA for employees drawing Basic pay of Rs.
Rs.6500/- and above Below Rs.6500/-
'A1' Rs.300/- Rs.200/-
'A' Rs.240/- Rs.150/-
'B1' Rs.180 /- Rs.100/-
'B2' Rs.120 /- Rs.65/-
3.35. CONDITIONS FOR PAYMENT OF HOUSE RENT ALLOWANCE:
3.35.1 Employees who have been allotted sites by the Corporation for putting up residential
hutments are eligible for this allowance, subject to the individual paying the existing
ground rent fixed for such sites.
3.35.2 The employees will cease to draw the allowance from the date on which they occupied
the accommodation provided by the Corporation.
3.35.3 Employees, who wish to surrender the accommodation allotted to them, House rent
allowance if otherwise admissible, will be paid from the date of such surrender.
3.35.4 Those who have been provided clubbed or sharing accommodation or Hostel
accommodation will be treated as having been provided with accommodation for this
purpose.
3.35.5 For admissibility of this allowance, a certificate in duplicate in the prescribed form will
have to be furnished once in a year. One copy of the certificate should be sent to the
Township Administration Office for verification.
3-18
3.35.6 HRA will be paid for trainees appointed afresh into the Corporation if the above said
conditions are fulfilled.
3.36. SCHOOL UNIFORM DISTRIBUTION ALLOWANCE:
The School Uniform distribution allowance will be Re.2.25/- per set of uniform for school
children.
3.37. CHARGE ALLOWANCE:
3.37.1 Employees in canteen posted to cook for a particular day will be paid Charge allowance
calculated on the difference of Minimum of the pay scales of cook and the lower
category divided by 30 Days and existing modalities will be continued.
3.37.2 Claim of this allowance shall be made only on the days of absence of a regular cook in
the Industrial Canteen.
3.37.3 Due care may also be exercised by the Managers/Executive Committee Members of
the Canteen in claim of this allowance.
3.37.4 This allowance shall be paid through salary along with pay bill.
3.38. HONORARIUM TO THE OFFICIALS ENTRUESTED WITH WORK OF SETTING UP
QUESTION PAPERS/ VALUATION OF ANSWER PAPERS:
Sl. Category For setting up of the For valuation
No. Question paper
01 GET, Rs.5/- per paper (if manually valued for 10 papers
DET, Jr. Chemists, etc. Rs.500/- and below) Flat rate of Rs.500/- (for valuation
through computer if the number exceeds 100)
02 Stenographer & Typist Rs.100/- Rs.2.50 per paper
03 Dictation for Steno post Rs.25/- Rs.2.50 per paper
(Ref: P&A/006528/AII-1/91 Dt. 10.05.91)
3.39. CHILDREN EDUCATION ALLOWANCE:
All the employees of the corporation including deputationists are eligible to be paid Children
Education Allowance.
3.39.1 Rate of Children Education Allowance
Upto Class X - Rs.100/- p.m. per Child
Class XI & XII - Rs.125/- p.m. per Child
3.39.2 This allowance will be paid for a maximum of two children per employee.
3.39.3 In case of an employee and his spouse are employed in the Corporation, the allowance
shall be payable to the employee who had included the names of his children in his/her
Medical Identity Book.
3.39.4 Photocopy of the Fees Card /Receipt for payment of tuition fees/ Certificate issued by
school authorities along with the prescribed proforma shall be submitted by the
employees before 15th June of every year, in order to become eligible for payment of
this allowance during the period of one year from June to May of the succeeding year.
3.39.5 This allowance may be sanctioned upto 6 months from the date of commencement of
each academic year i.e., June 1st to November 30th (Six months from June). Claims
received beyond November will not be eligible for sanction of Children Education
Allowance.
3-19
3.39.6 In case of a child discontinuing the studies during the middle of academic year, the
employee shall furnish the same in writing to the respective P&A Department for
stopping the payment.
3.39.7 P&A Department Heads shall verify the genuinity of the claims with the Family details
and maintain a register for the claim. Respective Accounts centers / Pay drawing
officers may be advised for effecting the payment through Pay bill in the Proforma
submitted by the Employees.
3.39.8 This allowance shall be paid to all employees including Executives and Junior
Engineers.
Reference: Procs. No: CORP/P&A/WR/800/2001 Dated:16.07.2001.
3.40. CANTEEN ALLOWANCE:
3.40.1 Canteen Allowance at the rate of Rs.5/- per day shall be payable to the Executives,
Supervisors, workmen / non-executives working in the following areas, where no
canteen facilities are available.
a. Water supply
b. Camps
c. Fuse off call
d. Roads
e. Sub-stations
f. Health divisions
g. Hospital
} of T.A. Department
h. Security & Fire posted in Township, where no canteen facility is available.

i. Library (Block-18)
j. Precasting Yard
k. Estate Section/TA Department
l. TPS-I Expansion
m. LA/R&R
n. Guest House
o. Lake Pump House
p. TS-II Expansion
q. Disposal Wing
r. Power Station Training Centre, Block-13.
3.40.2 This allowance will be paid for the days of actual physical attendance.
3.40.3 This allowance shall be paid to those Executives / Supervisors ( other than those
posted in the areas where canteen facilities are available and those who are presently
drawing Canteen Allowance and those working in areas mentioned in Para-I above) at
the rate of Rs.2.50 per day of physical attendance.
3.40.4 Employees working at Disposal Yard are permitted to claim Canteen allowance @
Rs.5/- per day from 01/01/2006.The Executive and Non-Executive employees
(Disposal Wing Staff) who are posted to Card Complex are eligible for claiming
Canteen allowance @ Rs.2.50/- per day provided that no canteen facilities are
available /extended to them at work place.
3-20
3.40.5 Thermal Power Station-II Expansion site employees are permitted to claim Canteen
allowance @ Rs.5/- per day from 01/12/2005. The Executive and non-executive
employees who are posted to TPS-II Expansion but not working at site are eligible for
Claiming Canteen allowance @ Rs.2.50/- per day provided that no Canteen facilities
are available/extended to them at work place.
3.40.6 The Unit P&A Heads shall furnish days of physical presence and the names of
employees eligible for payment of this allowance to the Accounts Centre concerned for
payment of this allowance.
1. Procs. No: CORP/P&A/WR/800/2001-4 Dated: 16.07.2001.
2. Procs.No.CORP/P&A/WR/800/2001, Dt. 28.5.2003
3. Procs.No.CORP/P&A/WR/800/2001, Dt.18.12.2005
4. Procs. No.CORP/P&A/WR/800/2001, Dt.08.02.2006
3.41. PRODUCTIVITY RELATED MONETARY BENEFIT FOR SME OPERATORS
3.41.1 The scheme shall be Productivity Related Monetary Benefit for SME Operators.
3.41.2 The scheme shall be applicable only to employees in the category of SME operators
including SME Operators (trainees)
3.41.3 SME operators shall be responsible for all operation activities of the machines/
equipments including discharge room operation, ground control operation, movement
of machines /equipments, control of workmen engaged in the machine and other works
assigned in this regard from time to time for making themselves eligible for payment
under this scheme.
3.41.4 The target of the performance of the scheme will be QPPR targets fixed for each quarter
in respect of Mine-I & IA, Mine-II.
3.41.5 The payment under this scheme will be strictly on per diem basis as per the instructions
contained in the proceedings No: CORP/P&A/WR/800/2001-14, dated 31/07/2001.
3.41.6 The rates payable under this scheme in achievement of the prescribed target is as
under.
TARGET ACHIEVEMENT QPPR LEVELS ELIGIBLE RATE PER DAY
Level-A I & II Rs.12/- per day
Level-B III & IV Rs.17/- per day
Level-C V Rs.22/- per day
3.41.7 In case of non-achievement of the said targets, i.e. achievement of target below first
level , no benefit under this scheme shall be payable for that quarter.
3.41.8 For the purpose of payment, the quarterly targets achieved in the previous quarter will
be taken into account for payment on monthly basis during the succeeding quarter.
3.41.9 This being a scheme exclusively meant for SME operators, there shall not be any claim
on whatsoever grounds from other category of employees citing nature of job and no
such claim will be entertained.
3.41.10 Stoppage of work on concerted basis will disqualify the persons concerned from
receiving the payment under this scheme .
3.41.11 Amount payable under this scheme will not account for computation as wages for any
purpose including determination of payment under any other scheme.
The scheme will be effective from 01.01.2002
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3.42. SPECIAL INDUSTRIAL ALLOWANCE FOR OPERATION PERSONNELOF MINE-I,

MINE - I A & MINE-II
The employees excluding SME Operators, Junior engineers and executives in the following
areas of Mine-I, Mine-I A and Mine-II shall be paid Special Industrial Allowance with effect from
01-04-2005.
a. BWE
b. MTC
c. CONVEYOR
d. SPREADER, STACKER, RECLAIMER
e. GWC/SWC
f. ELECTRICAL OPERATIONS
g. DOZER OPERATORS INVOLVED IN AREA PREPARATION OF BUCKET WHEEL
EXCAVATORS AND SPREADERS IN BENCHES.
3.42.1 This allowance for employee of Mines will be paid at the rate of Rs.10/- per day of
Physical presence based on actual attendance and performance as per conditions
stipulated in Procs.No.CORP/P&A/WR/ 800/2001-14,Dated 31/07/2001 and also
subject to achieving the Minimum Production target of First level fixed by the
Management from time to time.
3.42.2 No Special Industrial Allowance is payable in the event of not achieving the target and
other conditions to be decided by the Management.
3.42.3 Stoppage of work on concerted basis will make the employees concerned not eligible
for payment of the above allowance.
3.42.4 This allowance will not account for computation as wages for any purpose including
determination of payment under any other scheme.
3.42.5 In case of employees transferred from operation areas to non-operation areas this
payment will be made on a pro-rata basis ,based on the number of days of physical
presence and performance in the particular area where allowance is applicable.
3.42.6 Management reserve the right to withdraw the same in the event of ;
a. Repercussion in any other areas demanding similar benefit.
b. If overall improvement on production / Productivity is not substantial
3.42.7 Unit P & A Department shall provide necessary input to the concerned Accounts centre
for claiming this allowance.
3.43. SPECIAL INDUSTRIAL ALLOWANCE FOR OPERATION PERSONNEL OF TPS-I, TPS-I
Expn. and TPS-II:
3.43.1 Employees / workmen who are covered by the 12(3) settlement and employed in
operation areas of TPS-I, TPS-I Expn., TPS-II are eligible to draw special industrial
allowance.
3.43.2 Special Industrial allowance at the rate of Rs.10/- per day of actual attendance will be
paid to the eligible employees / workmen.
3.43.3 This allowance shall not be paid on the days of payment of Night Shift Allowance.
3.43.4 The Unit P&A Department shall provide necessary inputs to the concerned Accounts
centre for claiming this allowance.
3-22
3.43.5 Special Industrial Allowance shall be payable to the employees working in three shifts in
the following areas:
a. Boiler Operation
b. Turbine Operation
c. Fuel Handling System Operation
d. Electrical Operation
e. Water Chemical Treatment Plant
f. U.C.B./M.C.B.
(Procs. No: CORP/P&A/WR/800/2001-5,dated:16.07.2001)
3.44. SPECIAL ALLOWANCE TO PERSONAL STAFF ATTACHED TO PRINCIPAL OFFICERS:
3.44.1. The Special Allowance is payable to the Personal staff of Chairman-cum-Managing
Director, Functional Directors, Executives Directors and Principal Officers as shown
below:
Sl. Principal Officers Category of Personal No. of persons Quantum of
No Staff attached eligible for special special pay
pay in each Rs./p.m.
category
01. Chairman-cum- a) Technical Secretary (Sr.) 1 750
Managing Director. b) Technical Secretary (Jr.) 2 675
c) Exe. Secretary/Sr.P.S.* 1 675
d) P.A./Sr.Steno * 2 560
e) Staff Car Driver/Operator 2 340
f) Jamedar 2 270
g) Class-IV/Attender 3 225
02. FunctionalDirectors/CVO. a) Technical Secretary (Sr.) 1 675
b) Technical Secretary (Jr.) 1 560
c) Sr.P.S./ P.S.* 1 560
d) P.A./Sr.Steno* 1 450
e) Staff Car Driver/Operator 2 340
f) Jamedar 1 270
g) Class-IV/Attender 2 225
03. Executive Director a) Technical Secretary 1 560
b) Sr.P.S./ P.S.* 1 560
c) P.A./Sr.Steno* 1 450
d) Staff Car Driver/Operator 2 340
e) Jamedar 1 270
f) Class-IV/At tender 1 225
3-23
Sl. Principal Category of Personal No. of persons Quantum of

No Officers Staff attached eligible for special special pay
pay in each Rs./p.m.
category
04. Chief GeneralManager a) Technical Secretary 1 450
b) P.S.* 1 450
c) P.A./Sr.Steno* 1 340
d) Staff Car Driver/Operator 2 225
05. Madras Office a) P.S./Sr.Steno* 2 560
3.44.2. Where designation is same when attached to an Officer the senior most will draw the
higher rate. Higher rate of special allowance is payable to senior most Staff irrespective
of the number and designation of personal staff attached to a Principal Officer.
3.44.3. Corporate P&A would issue necessary sanction orders for the individuals entitled for
the special allowance based on the recommendations, of the concerned Principal
Officer /ED/CVO/FD’s/CMD.
(Annexure to Procs. No CORP/P&A/WR/811/2002 , Dated.06.04.2002)
Procs. No. CORP/P&A/WR/811/2002-1 Dt: 08.04.2002)
3.45. PHYSICAL HANDICAP ALLOWANCE:
The rate of Physical Handicap Allowance shall be Rs.170/- per month. This allowance shall be
payable to those Blind and Physically handicapped employees who do not claim
reimbursement of Conveyance expenditure.
3.46. AUDIO VISUAL ALLOWANCE:
Rs.45/- per day will be paid as audio-visual allowance to employees engaged for audiovisual
duties.
3.47. PARADE ALLOWANCE
Rs.45/- per day of parade will be paid to Security staff on the day of Parade.
3.48. ALLOWANCE for Supervisors & Executives who are in possession of Valid Electrical
Supervisors Certificate of Competency and working in Mines
A sum of Rs.200/- shall be paid as Special allowance to holders of valid Electrical Supervisors
Certificate of Competency, covering Mining installation
This allowance is eligible for Junior Engineers Grade-II/Electrical upto the cadre of Deputy
Chief Engineer/Electrical, working in Mines and possession of the above valid certificate.
Conditions : As per circular No.CORP/P&A/WR/825/2001-17, Dated:04.06.2002
3.49. ADDITIONAL INCREMENT AS ON 01.06.2001:
One additional increment in the respective scales of pay shall be granted on 01.06.2001 to the
workmen/non-executives who had completed up to ten years of regular service including
training period, as on 31.05.2001 in the Corporation and Two additional increments in the
respective scales of pay shall be granted on 01.06.2001 to the workmen/ non- executives who
had completed more than ten years of regular service including training period, as on
31.05.2001 in the Corporation subject to fulfillment of all conditions prescribed for grant of
promotion and subject to satisfactory attendance. There will not be any claim for rectification of
any anomaly arising out of grant of additional increment(s). Clarifications issued in
Proc.No.W.Agt. / P&A / WR / 92, Dated.08.09.1995 will be applicable to certain employees for
grant of additional increments.
(1.Proc.No.W.Agt.01./P&A/W.R./97.Dated.11.07.2001
2.No.CORP/P&A/WR/800/2001 Dated 30.3.2007)
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3.49.1 SANCTION OF ADDITIONAL INCREMENTS – REGULAR SERVICE:

Only regular service of the employees will qualify for grant of additional increment(s)
and the service put in by an employee as Casual / Trainee shall not reckoned for
calculation of regular service. More over due care may also be taken to ensure that
those employees not qualified for issue of promotion and those who have not put in
satisfactory attendance prior to 01.06.2001 are not granted additional increment(s).
(No.CORP/P&A/800/2001-9.Dated.23.07.2001)
3.49.2 EXECUTIVES / SUPERVISORS / NON-EXECUTIVES (SELECTION GRADE):
It has been decided to grant one additional increment in the respective scales of pay
w.e.f. 01.06.2001 to the Executives / Junior Engineers /Non-executives (Selection
Grade) who had completed up to 10 years of regular service including training period,
as on 31.05.2001 in the Corporation and two additional increments in the respective
scales of pay with effect from 01.06.2001 to the Executives / Junior Engineers/ Non-
executives (Selection Grade) who have completed 10 years of regular service as on
31.05.2001 in the Corporation subject to fulfillment of all conditions prescribed for
promotion and subject to satisfactory attendance.
(1. No.CORP/P&A/825/2001-8.Dated.23.07.2001
2. No.CORP/P&A/WR/800/2001 Dated 30.03.2007)
3.49.3 Grant of additional Increments on 01.06.2001
Criteria to be followed for deciding satisfactory Employees who have availed EOL /period of absence during
attendance and the date on which additional the years 1998,1999,2000 and up to 31.05.2001 shall be
increments are to be sanctioned as above. reviewed. The date of monetary effect of the sanction of
additional increments shall be postponed based on the
number of days of EOL availed /period of absence of the
employee during the above said review period. No.of days of
EOL period of postponement.
15 to 45 days - 01 month
46 to 75 days - 02 months
76 to 105 days - 03 months and so on. In case, an
employee avails EOL or remains absent during the extended
period that period of EOL/ absence will also be counted for
postponement of the monetary benefit of grant of additional
increments.
(No.CORP/P&A/WR/800/2001-26, Dated: 21.02.2002)
3.50 REIMBURSEMENT OF MEMBERSHIP FEES FOR PROFESSIONAL BODIES /
INSTITUTIONS:
3.50.1. The Management is pleased to announce a one-time reimbursement of Rs.1,500/-
(Rupees One thousand Five Hundred Only) for the executives who are members of one
or more professional bodies towards life membership or annual membership as the
case may be.
3.50.2. The professional bodies / institutes should be duly registered in India or set up under an
act / Statute in India.
3.50.3. The membership of the executive should be relevant to the executives' profession / field
of work.
3.50.4. The executive who is desirable of reimbursement under these orders shall submit an
application in the prescribed format to the Unit Personnel Department, along with the
original receipt of the professional body in which he is a member.
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3.50.5. The Unit Personnel Department shall scrutinize the application form and send the same
in one batch to the P&A department, Corporate Office for issue of a sanction order for
payment.
3.50.6. Based on the sanction order the respective pay drawing officers shall claim and
disburse the amount through pay bill.
3.50.7. The consolidated list of claimants and details of membership may be sent to the P&A
Department, Corporate Office in due course.
3.50.8. Management reserves the right to modify / abolish the scheme at any point of time.
(Proc.No.12223/P&A/W.R./94-11/Dt.23.08.1996)
3.50.9. The Unit Heads are informed that a revised application form for reimbursement of
membership fees for professional bodies / institutions is prescribed.
3.50.10 The Heads of Units / Branches / Offices are requested to receive the application from
the concerned executives in the revised format and send the same in batch every
month to the P&A Department, Corporate Office for issue of sanction order for payment.
(Proc.No. 12223/P&A/WR/94-19/Dt.09.04.1997)
3.51 GOLDEN JUBILEE CELEBRATIONS OF NLC LTD. – GRANT OF TWO SPECIAL
INCREMENTS TO THE EMPLOYEES OF NLC
3.51.1. All the Executives, Junior Engineers, Non-Executives and Workmen including
Teaching and Non-Teaching staff of NLC Schools who were on the rolls of NLC and in
the regular scale of pay of NLC as on 01/01/2006, are granted two Special Increments
as Personal Pay with effect from 01/01/2006, in recognition of the dedicated services
rendered by the employees towards the phenomenal growth of NLC, in the Golden
Jubilee year (14/11/2005 to 13/11/2006).
3.51.2. Payment of the above Two Special increments is subject to the following conditions.
a. The Special Increments will be personal to the employees concerned and not to be
taken into account for any purpose / benefit. However, these special increments shall
be taken into account while determining the terminal benefits, such as gratuity and
leave encashment only on superannuation or death of employees while in service.
b. The rate of Special Increment is equal to the amount of two increments in the Scale
of pay as on 01/01/2006 and would remain fixed during the entire period of service.
c. In the case of employees reached maximum of the scale of pay and drawing
stagnation increments, rate of Special Increment will be equal to the amount of two
stagnation increments as on 01/01/2006.
d. Even if an employee is reduced to a lower stage in his time scale of pay or reduced to
a lower service grade or post by way of penalty, the employee would continue to
draw the special increment at the particular rate.
e. The benefit of Special Increment would be admissible if the employee is deputed for
training in the public interest.
3.51.3. Employees who were on the rolls as on 01/01/2006 and subsequently relieved from
NLC under Superannuation, VRS, Resignation, Death etc. are also eligible for the two
special increments with effect from 01/01/2006 as per the conditions mentioned above.
3.52. PROJECT ALLOWANCE
Payment of Project Allowance to employees posted to Barsingsar Project at 20% of the Basic
Pay of the employee, subject to a maximum of Rs.4000/- per month is payable with effect from
01/03/2006. The Project Allowance is payable till the commencement of Commercial
Operation of the Power Project.
*****
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4. MEDICAL EXAMINATION
REGULATIONS FOR MEDICAL EXAMINATION FOR APPOINTMENT, LEAVE ETC.
4.1.0. These regulations are for medical examination of candidates for appointment and for
medical examination during their service in the Neyveli Lignite Corporation Ltd.,
Neyveli.
Medical Certificate (Physical Fitness) from outside agencies including State
Government, Private, Corporate Hospitals, etc., are not to be considered even in
ordinary or exceptional situations in respect of personnel required to join Corporation
posts of Neyveli. This applies also to individual, or group of category of employees.
4.1.1. All candidates for first employment in the service of the Neyveli Lignite Corporation Ltd.,
will be required to produce a medical certificate in the prescribed form from a Medical
Officer of the Neyveli Lignite Corporation Ltd. Employees while in service of the
Corporation may also be referred to the Medical Officer for good and sufficient reasons
to report on physical fitness and mental alertness for being continued in the service of
the Corporation. These regulations will not apply to the apprentices recruited for
apprenticeship training under The Apprentices Act 1961. The Medical standards
prescribed under the Apprentice Rules shall apply to them. However, they shall be
covered by these regulations on their selection for regular appointment to the Corporation,
on successful completion of the apprenticeship training. As guidance for the Medical
Examination in this respect the following Regulations have been prescribed.
4.1.2. These regulations will not, however, restrict the Medical Examiners' discretion. The
examiners will therefore, judge each case on its merits taking into consideration the
nature of duties of each candidate. The Medical Officers will clearly bear in mind that
the question of physical fitness of employees involves the future as well as the present
and that the main object of medical examinations are to secure continuous and
effective service from the employees declared to be physically fit and prevent financial
commitment to the Corporation due either to their premature retirement or payment to
them of accident compensation attributable to physical deficiencies even at the time of
their recruitment or unusual medical expenditure on employees of poor physique.
4.1.3. A person who has been selected and offered employment in the Corporation should
normally get himself medically examined in the Corporation's hospital and no fee shall
be levied for such medical examination. If he had got himself examined elsewhere,
reimbursement of expenses/fees incurred shall not be allowed. In such a case he shall
also be, if found necessary, subjected to further medical examination in the
Corporation's hospital before taking him for employment.
4.1.4. The candidates recruited from places outside Neyveli and required to join Corporation
posts in places other than Neyveli should be asked to produce physical fitness
certificates from the authorities noted below in the respective places instead of coming
over to Neyveli for getting the certificates:
----------------------------------------------------------------------------------------------------------------------------------
Posts Authorities to issue physical fitness certificate
----------------------------------------------------------------------------------------------------------------------------------
i) Posts of Group 'C' Civil surgeon or a Dist. Surgeon or a Dist. Medical Officer or a
Medical Officer or a Medical Officer of equivalent status.
ii) Posts of Group 'D' Govt. Medical Officer practicing Allopathic system of medicine
----------------------------------------------------------------------------------------------------------------------------------
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The form of Medical Certificate to be obtained in outside places will be the same as in use in the
respective State Govt. No expenditure on this account will be reimbursed to the candidate by
the Corporation. Necessary provision in this regard will be included in the appointment order to
be issued to the candidates concerned.
(Proc.No.113/P&A/83 Dt. 4.5.'83)
4.2.0. The medical examination in respect of the classes of Employees indicated in col.2 will
be done by the respective grades of Medical Officers as indicated in col.3 of the
statement below against each:-
Sl. Classification of employees Category of Medical Officers
No.
In the case of men employees
1. Labour Establishment Asst. Medical Officer
2. Lower and Intermediate grades Asst. Medical Officer
3. Higher Grade Senior Medical Officer
In the case of women employees
1. Lower grade and Labour Jr. Medical Officer (Woman)
2. Intermediate & Higher grades Asst. Medical Officer (Woman)
(or) Medical Officer (Woman)
4.3.0. Where, as a result of any medical examination for employment initially a person has
been declared unfit he may within 30 days of the receipt by him of the copy of the
medical certificate lodge an appeal with the Director (Personnel) against such
declaration on payment of Rs.10/- (Rupees ten only) The payment has to be made by
crossed Indian Postal Order in favour of the 'Neyveli Lignite Corporation Ltd., Neyveli’.
The Director (Personnel) may if he considers there are valid reasons refer the case to
the Standing Medical Board for approval. The decision of Director (Personnel) on such
approval shall be final. There shall be no appeal or review thereafter.
4.4.0. Medical examination with reference to appointment/physical standards:
4.4.1. To be passed as fit for appointment a candidate must be in good mental and bodily
health and free from any physical defect likely to interfere with the efficient performance
of the duties of his/her appointment.
4.4.2. In the matter of correlation of age, height and chest girth of candidates, it is left to the
Medical examiner to use whatever correlation figures he considers most suitable as a
guide in the examination of the candidates. The following table of correlation of height
and chest girth can be adopted for guidance as of general application:
Height in CM on full inspiration on full expiration
in CM in CM
Between 152 CM & 159 CM 81 CM 76 CM
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4.5.0. The candidate's height should be measured as follows:

The candidate will remove his/her shoes or any other footwear and stand against the
standard with his/her feet together and the weight thrown on the heels and not on the
toes or sides of the feet. He/she will stand erect without rigidity and with heels, calves,
buttocks and shoulders touching the standard. The chin will be depressed to bring the
vertex of the head level under the horizontal bar and the height will be recorded in CMs
and parts of a CM to half a CM. The height for men should preferably be not less than
152 CMs. If there are any stray cases where the height of the candidates is less than
152 CMs the Corporation may entertain them relaxing this minimum requirements only
where such relaxation is considered necessary.
4.6.0. The candidate's chest should be well formed and its girth should normally be not less
than 76 CMs in full expiration with an expansion of not less than 5 CM on full inspiration.
4.6.1. The candidate's chest should be measured as follows:
4.6.1.1. The candidate will be made to stand erect with his/her feet together and to raise
his/her arms over his/her head. The tape will be so adjusted round the chest
that its upper edge touches the inferior angles of the shoulder blades behind
and lies in the same horizontal plane with the tape is taken round the chest.
The arms will then be lowered to hang loosely by the side and care will be taken
that the shoulders are not thrown upwards or backward so as to dislodge the
tape. The candidate will then be directed to take deep inspiration several times
and the maximum expansion of the chest will be carefully noted. The minimum
and the maximum will then be recorded in CM e.g. 76 CM 81 CM, 86 CM 93 CM
etc. In recording the measurements, fraction of less than 1 CM should not be
noted.
4.6.2. The candidate's weight will be recorded in Kgs. fraction of a Kg. not being noted. The
candidate should not be grossly over or under weight. The following proportion
between height and weight can be taken as a guide in the examination of the candidate
to assess over or under weight.
Height in inches x Chest in inches = Weight in lbs
17
A margin of 10% above or below may be allowed. If there be any disproportion with
regard to height, weight and chest girth, the candidate should be hospitalised, if need
be, for a routine check up, and X-ray of chest taken before declaring him/her fit or unfit.
4.7.0.EYE CONDITION VISION:
4.7.1. The examination for determining the acuteness of vision includes two tests, one for
distant and the other for near vision. Snellen's test types will be used for the distant
vision, without glasses, at a distance of 610 C.M and for the test for the near vision
without glasses at an average reading distance of 35 C.M. The standards of the
minimum acuteness of vision to be used for guidance in the examination of candidates
should be as below: -
a) Standard - I
Right eye Left eye
Distant vision 6/6 6/6
Near vision Reads 0.6 Reads 0.6
b) Standard - II
Distant vision Better eye Worse eye
Without correction not below 6/12 6/24
With correction not below 6/6 6/12
4-4
(OR)
Each eye not below 6/18 without correction, and not below 6/9 with correction.
Near vision Reads 0.6 Reads 1.
c) Standard - III
Distant vision Better eye Worse eye
Without glasses not below 6/60 6/60
After correction with glasses not below 6/6 6/12
Near Vision Reads 0.8 Reads 1
For age above 35 years, one step reduced may be accepted.
4.7.2. OCULAR CONDITION OTHER THAN VISUAL ACUITY
a) Any organic disease or a progressive refractive error, which is likely to result in
lowering the visual acuity, should be considered as a disqualification.
b) Trachoma Subjection to risk of aggravation or recurrence in either eye or
complication is a disqualification
c) The presence of squint eye is not to be considered as a disqualification if the visual
acuity is of the prescribed Standards. (This provision is applicable only in regard to
jobs of ministerial nature)
(Procs.No.P&A/2777/CI-1/Rules/91, Dt. 10.9.91)
4.7.3. Each eye must have a full field of vision. Inability to distinguish the principal colours will
not be regarded as a cause for rejection in all cases but the fact may be noted in the
certificate. If the nature of duty of the trade to which the candidate seek employment
requires normal colour vision, candidates having such a defect/night blindness will be
rejected for employment in that particular department.
4.7.4. The visual acuity of each candidate in each eye
a) Without glasses
b) With candidate's own glass, will be entered in the certificate.
4.7.5. Refractive error allowed will be subject to a limit of 4 D myopia or 4D hypermetropia in
either eye. Fundus examination is necessary in cases of high refractive errors.
4.7.6. If the certifying Medical Officer has any doubt about the visual acuity or of any disease in
the eyes of a candidate the case should be referred to an ophthalmic specialist.
a) The above-mentioned standards are in the nature of general guidelines.
Management may bring down from time to time special standards for specific
categories.
b) Visual acuity of the various posts enumerated in the Annexure to these regulations
will have to be within the standard of visions noted against each of them.
c) No candidate will be selected for appointment if his/her vision does not come upto
the requirements specified without the use of contact glasses.
d) A contact glass or lens is defined as a glass-shell the concavity of which is in contact
with the globe of the eye, a layer of liquid being interposed between the lens and the
cornea. The meaning of the word 'Glasses' wherever used is to be interpreted as Not
covering contact glasses.
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e) The special rules applicable to candidates for the Security force and the Fire Service
branch should be strictly adhered to.
4.7.7. The loss of one eye is not a disqualification for non-executive posts provided the
prognosis about the functioning eye is good and its vision is not likely to be endangered
by the condition of the worse eye and the visual acuity standards are fully satisfied.
(This provision is applicable only in regard to jobs of ministerial nature)
4.7.8. However, if for special reasons the Management desires to consider the case of any
candidate for certain posts with no vision or defective vision in one eye amounting to
almost no vision, such cases would be judged on the merits of each case and decision
taken by Director/Personnel on the recommendation of the Genl. Supdt./Medical after
carefully considering the following points:
a) The functioning of the useful eye should be normal in every respect and should
possess:
Distant vision 6/6 Without glasses
Near vision 0.5
b) The field and adnexe should also be normal.
c) The duties of the post should be such as could be performed satisfactorily with the
assistance of the functioning eye without entailing any risk to the individual
concerned or to the public or to any property.
d) The condition which led to the loss of vision in one eye and the possibility of the other
eye being affected later on should also be taken into consideration.
4.7.9. The following further points should also be taken into consideration before arriving at a
decision.
a) that the candidate's limbs, hands and fingers are well formed and developed with
free and perfect movement in all joints.
b) that the candidate's hearing in each ear should be good and there should be no sign
of disease of the ear.
c) that the candidate's speech is without serious impediment.
d) that the candidate should have sufficient number of natural or artificial teeth for
mastication.
e) that the candidate does not suffer from any inveterate skin disease (Leprosy of any
type would be a disqualification)
f) that the candidate does not suffer from any congenital malformation or defect.
g) that the candidate does not bear traces of acute or chronic disease pointing to an
impaired constitution.
h) That the candidate is not ruptured
i) that the candidate does not suffer from hydrocele or veriocecele, varicose veins or
piles.
NOTE: In respect of remediable conditions the candidate may be temporarily
disqualified, and may appear for fresh examination after proper medical cure.
j) Ex-tuberculosis patients, viz. cases with history of active disease within three years
should be deemed to be unfit for appointment.
4-6
4.8.0. INTRA-OCULAR LENS:

In the case of a person who has undergone intra-ocular lens implant if the visual acuity
with intra-ocular lens is according to the standards laid down for the post, the persons
concerned may be considered fit for Corporation service. (This provision is applicable
only in regard to jobs of ministerial nature)
4.9.0. The candidate’s urine should be examined and the result recorded.
NOTE: The Medical examiner will ensure that the urine tested is that of the candidate
examined.
4.10.0. As moles are likely to disappear, it is preferable that the personal marks noted for
purposes of identification should not be moles, but some scar or other indelible mark.
4.11.0. Venereal diseases will be a disqualification
4.12.0. Candidates should be free from communicable diseases. This will be temporary
disqualification.
4.13.0. Personal statement and declaration should be obtained from the candidate for medical
examination in the prescribed form before the examination is undertaken.
4.14.0. In cases where candidates are found to be suitable or unsuitable for employment, a
simple medical report as given below will be sent through the candidates themselves,
after the medical examination, so that on the basis of such reports reposting orders may
be given to them if they are eligible.
NEYVELI LIGNITE CORPORATION LIMITED

Certificate of Physical Fitness
Shri/Shrimathi/Kumari.......................a candidate for employment in the N.L.C. Limited, who has

been medically examined by me this day.....................is certified to be fit/unfit/ Temporarily
fit/temporarily unfit for employment.
Marks of identification: - (at least one should be given).
A detailed medical report follows,
specimen signature of the candidate
Signed in my presence
Signature of the Medical Officer

(NAME AND DESIGNATION IN BLOCK LETTERS)
Station:-
Date:
OFFICE SEAL
4-7
4.15.0. The detailed Medical Report in Form "M" and "A" as the case may be, should be sent
direct to whom the individual is required to report for duty in a sealed cover. In all cases,
the persons should be allowed to join duty only after the receipt of such detailed Medical
report.
4.16.0. Form "M" should be for regular and casual employees who are recruited for Mining
Branch alone. Form "A" should be adopted for regular employees in respect of other
units. In the case of casual and temporary employees recruited for units other than the
Mining Branch, Form "C" should be adopted.
NOTE:
i) Detailed Medical examination should be done in the case of Casual and Temporary
Workman when their services are regularised, and Form "A" should be adopted in such
cases.
ii) A Worker who was initially recruited to an establishment other than the Mines and was
subsequently transferred to the Mines Branch should give a report of Medical Examination
in Form "M".
4.17.0. After initial medical examination, every employee of the Corporation, Regular or
Casual, should be periodically examined medically once in two years.
4.18.0. A person who for any reasonable cause, fails to submit himself/herself for a medical
re-examination in accordance with the provisions of the notice given to him/her should
be given another notice in similar manner.
4.19.0. A person who has, without reasonable cause, fails to submit himself/herself for medical
re-examination should not be employed or retained in employment in the Corporation.
4.20.0. MEDICAL EXAMINATION WITH REFERENCE TO GRANT OF LEAVE ON MEDICAL
GROUNDS:
4.20.1 Any employee applying for leave on medical grounds, or for an extension of leave on
medical grounds may be referred by the Leave sanctioning Authority under whom
he/she is working to the Authorised Medical Attendant for opinion, or if it is considered
necessary that the application should be supported by a Medical Certificate in case
where sufficient reason to doubt the genuineness of the medical certificate produced by
the employee.
4.20.2 In Special cases where an employee has been examined by the Authorised Medical
Attendant and the Leave Sanctioning Authority feels a second medical opinion is
necessary, the employee may be referred to the Chief Genl. Supdt./Medical for a
second medical opinion stating the reasons which call for second medical examination.
4.20.3 An employee of the N.L.C. Limited falls sick outside the Headquarters both in the case
of those whose headquarters are outside Neyveli and also who proceeded on leave etc.
and contact illness while away from Headquarters shall produce a certificate issued by
the Officer-in-charge of the Government Medical Institution in the form prescribed by
the State Governments concerned. Medical certificates issued by Private Medical
Practitioners will not be accepted for this purpose.
Note:In such cases the Corporation will bear the fees charged by the District Medical Officer
Civil Surgeon or other Medical Officer according to the rates prescribed by the Govt. of India
Medical Attendance Rules. The employee may claim reimbursement of the fees paid in this
respect from the Corporation later by producing necessary vouchers, etc. provided the Medical
certificate produced is in support of the reasons on which the employee has applied for leave.
4-8
4.20.4. An employee on return from leave on medical grounds for a period not less than 3 days
shall be required before he/she rejoins duty to produce a certificate of fitness from the
Medical Officer who had recommended the leave/or the Corporation's Medical Officer.
4.21.0. MEDICAL EXAMINATION WITH REFERENCE TO GRANT OF SPECIAL DISABILITY
LEAVE
Where Special Disability Leave is applied for such cases may be referred to the CGS/Medical
who will, after examining the person himself or getting the employee examined by the
Specialist concerned, forward the report to the authority who referred the case to him.
4.22.0. MEDICAL EXAMINATION BEFORE INVALIDATION OF ANY EMPLOYEE :
4.22.1. Any lower grade employee who is considered to be unfit for further service in the NLC
Limited, may be referred to the C.G.S./Medical by the Head of the Unit/Office for
medical opinion and for invalidation, if necessary. The C.G.S/Medical will refer him to
the Specialist concerned where a Specialist's opinion is called for. The certificate to be
issued in this respect shall be counter-signed by the C.G.S./Medical.
4.22.2. Any Intermediate or Higher Grade Employee who is considered to be unfit for further
service in the NLC Limited shall be referred to the Standing Medical Board.
4.22.3. The "Standing Medical Board" shall consist of three members, the senior physician, the
Senior Surgeon (the senior among these two sitting as the President for the session)
and a Medical Officer/Asst. Medical Officer preferably concerning the concerned
speciality. Where women candidates are required to appear before the Standing
Medical Board, a woman Medical Officer available will be co-opted who generally shall
be the senior most officer available.
4.22.4. If the appropriate specialist is not available in the N.L.C. General Hospital, the
Specialist's opinion shall be obtained from outside Neyveli by the C.G.S./Medical and
he will place the Specialist’s opinion before the Standing Medical Board.
4.22.5. The Standing Medical Board/the C.G.S.(Medical) shall have the power of asking the
employee to get himself/herself admitted into any N.L.C. Hospital as an in-patient for
appropriate investigation if necessary.
4.22.6. The Standing Medical Board shall, if it considers necessary, call upon the Head of the
Unit/Office to depute a responsible Engineer not below the rank of Executive
Engineer/Plant Manager/Plant Engineer to advice the Standing Medical Board
regarding the physical requirements of the job of the employee concerned.
4.22.7. Where as a result of any medical examination while in service a person has been
declared unfit for employment he may within 30 days of the receipt by him of the copy of
the medical certificate, lodge an appeal with the DIR(P) against such declaration. The
DIR(P) if he considers that there are valid grounds, refer the case for a medical re-
examination by a Board of Medical Appeals.
4.22.8. The CGS/Medical will be the Chairman of the Board of Medical Appeals. The other two
members of this Board will be the Senior Physician, the Senior Surgeon or in their
absence, a Medical Officer in their place. Where woman candidates are required to
appear before the Board of Medical Appeals, the senior most women Medical
Officer/Women Gynaecologist available will be co-opted by the CGS/Medical as one of
the Members of the Board of Medical Appeals.
4.22.9. The Proceedings of the Standing Medical Board and the Board of Medical Appeals shall
be treated as strictly confidential and shall be forwarded to the DIR(P) who will
communicate relevant extracts to the head of the department concerned. The decision
of the Standing Medical Board shall be final, except in the case of categories appointed
by Chairman/Board of Directors, who may file a petition for review by Chairman.
4-9
4.23.0. INTERPRETATIONS:
4.23.1. If there is any conflict between the Tamil version and the English version, the English
version shall prevail.
4.23.2. If any question arises as to the application or interpretation of any of these regulations,
the decision of the Chairman of the Corporation shall be final.
4.24.0. MODIFICATION, CANCELLATION OR AMENDMENT:
The Management reserves to itself the right to modify, cancel or amend any or all of
these Regulations or Orders issued there under and to give effect thereto from any date
as it may deem fit.
ANNEXURE
Note (ii) under Rule 14
Name of Post Minimum Colour Night
Visidual Blindness Blindness
Standard
1. Personnel in the security & Std. I Dis. Dis.

Fire fighting Forces and
the Drivers and Operators
of vehicles, cranes etc.
2. All workmen governed by the Std. II Dis. Dis.
Standing Orders and
Employees governed by the
Establishment Regulations
3. Those who are not coming Std. III Dis. Dis.
under any of the above items
(1) and (2)
FORM "M"
REPORT OF MEDICAL EXAMINATION UNDER RULE 26
(to be issued in duplicate)
I do hereby certify that I have examined Shri/Srimathi/Kumari* ___________________________

who has given notice No. ___________________________ dated______________ by
the Manager of ________________________________for an initial/periodical *examination. My
findings are given overleaf.
"I consider that ______________________________
*He/She is medically FIT for any employment in Mines;
OR
4-10
* He/She is medically UNFIT for;

(a) * any employment in mine; or
(b) * any employment below-ground; or
(c) * any employment or work _______________________
(Specify in detail)
In case the person has been declared unfit, the examiner should mention here the defect, and should
record his opinion whether the candidate can be examined again after the defect has been removed.
Place__________________ Signature of Medical Examiner

Date _________________ Registration No._____________
* Delete whatever is not applicable
FINDINGS
1. General Confirmation : Good/Fair/Poor *
2. Skeletal and nervous system :
3. Skin :
4. Vision :
LEFT EYE
(a) Corrected
(b) Uncorrected
(c) Nature of defect, if any
5. Hearing
(a) Right Ear :
(b) Left Ear :
(c) Nature of defect, if any; :
6. Speech
7. (i) Give girth of chest :
(a) after full inspiration :
(b) after full expiration :
(ii) Lungs :
in case of the person examined is suffering from manganese poisoning/silicosis/ pneumoconiosis/
tuberculosis in any form, the stage of disease (i.e. whether antiprimary stage, primary stage, or
secondary stage) should be stated.
8. Heart :
9. a) Hernia :
b) Hydrocele :
10. Teeth :
11. Geneto-Urinary system:
Signature, with date of Medical Examiner
* Delete whatever is not applicable
4-11
FORM A
PHYSICAL FITNESS CERTIFICATE
Report of the Medical Officer on ________________. Name of rank of Officer granting the certificate
________________________ I do hereby certify that I have examined (in full name) a candidate for
employment under the N.L.C. Limited, Neyveli and cannot discover that he/she has any disease,
communicable or otherwise, constitutional affectation or bodily infirmity except that his/her weight is
in excess/below of the standard prescribed or except _________________________. I
do/do not consider this a disqualification for the employment he/she seeks, and I also certify that
he/she is fit/temporarily unfit/unfit for the appointment he/she seeks. He/she is in/is not in proper
mental health for the execution of his/her duties. His/her age is, according to his/her own statement,
_________________________ years and by appearance about ____________________ years.
I also certify that he/she has marks of Smallpox/Vaccination.
Chest measurement in CM On full inspiration

On full expiration
Difference (expansion)
Height/Feet/CM
Weight in Kgs G.M.
His/Her vision is normal Here enter the degree of

Hypermetropic defect and the strength
Myopic of correction glasses
(simple) or (Mixed)
Astigmatic (Simple) or (Mixed)

Hearing is normal, defective (Much or slight)
Urine-Does chemical examination shows (i) albumen, (ii) Sugar
State specific gravity.
Personal marks (atleast two should be mentioned)
STATION Signature
Dated: Rank
Designation
4-12
CANDIDATE'S STATEMENT AND DECLARATION

The candidate must make the statement required below prior to his medical examination and must
sign the declaration appended there to. His attention is specially directed to the warning contained in
the note below:
1. State your name in full (in block letters)_____________________
2. State your age and place of birth:
3. (a) Have you ever had small-pox, intermittent or any other fever, enlargement or suppuration
of glands, spitting of blood, asthma, heart disease, lungs disease, fainting attacks, rheumatism,
appendicitis?_______________________ OR
(b) Any other disease or accident requiring confinement to bed and medical or surgical
treatment?______________________
4. When were you last vaccinated?
5. Have you or any of your near relations been afflicted with consumption, scrofula, gout, asthma, fits,
epilepsy or insanity _______________________________
6. Have you suffered from any form of nervousness due to overwork or any other cause?
__________________________
7. Have you been examined and declared unfit for any service by a Medical Officer/Medical Board,
within the last 3 years?
8. Furnish the following particulars concerning your family:
Father's age Father's age No of brothers No.....of brothers
if living at death and living, their dead, their
and state cause of ages and state ages at death
of health death of health and cause of death
Mother's age Mother's age No. of sisters No.....of sisters
if living at death and living, their dead, their ages
and state of cause of ages and state at death and
health death of health cause of death
FORM 'C'
PHYSICAL FITNESS CERTIFICATE
NEYVELI LIGNITE CORPORATION LIMITED, NEYVELI
I do hereby certify that I have examined Shri / Shrimathi / Kumari ____________________ a
candidate for employment in the Neyveli Lignite Corporation Limited, Neyveli, Cuddalore District, and
cannot discover that he/she has any disease communicable or otherwise, constitutional affection or
bodily infirmity, except ___________________________
I do not consider this a disqualification for employment temporarily in the Neyveli Lignite Corporation
Limited, Neyveli.
His / Her age is according to his/her own statement___________ years and by appearance about
__________________YEARS.
He / She bears marks of vaccination/small pox.
Signed in my presence.
SIGNATURE
MARKS OF IDENTIFICATION
1.
2.
MEDICAL OFFICER
NEYVELI LIGNITE CORPORATION LIMITED, NEYVELI.
REFERENCES
1. Proc.No. 334/E&G/67 Dt.25.8.67
2. Proc.No. 113/P&A/83 Dt. 4.5.83
*****
5-1
5. PROCEDURE FOR FIXATION OF PAY

5.0. FIXATION OF PAY( for Promotion, scale movement and on appointment from Govt. /
Other PSU)
5.1. The initial pay of all employees in the Labour and Regular Establishment including Executives
on promotion/appointment from one post to another post carrying higher scale of pay shall be
fixed by increasing the pay in the lower post by one increment at the stage at which such pay is
drawn. Where the employee is at the time of his promotion / appointment to the higher post
draws pay at the maximum of the time scale of the lower post, the rate of increment to be added
shall be the rate of increment drawn immediately before reaching the maximum. [This is also
termed as F.R 22(c)].
5.2. In order to avoid anomalies in pay of a junior person promoted after accrual of his increment in
the lower post drawing more pay than a person senior to him and promoted earlier due to
fixation of pay on the principles of fixation enumerated in Para 5.1 above, the employee shall be
given an option which shall be exercised within one month from the date of promotion for
fixation of his pay on promotion as under:
5.2.1. Either his initial pay shall be fixed in the higher post on the basis of Para 5.1
straightaway without any further review on accrual of increment in the pay scale of the
lower post. [This is also termed as under F.R 22(a)(i)].
(or)
5.2.2. His pay on promotion shall be fixed initially at the stage next above in the higher post
which shall be re-fixed on the basis of the provisions in Para 5.1 on the date of accrual of
next increment in the scale of pay of the lower post. (This is also termed as under
F.R 22(c)).
5.2.3. Next increment will not include stagnation increment.
5.2.4. Option is to be exercised for time-bound promotion also. If no option on time bound
promotion and promotion is given, pay fixation may be given straightaway under the
principle in Para 5.1. above.
5.2.5. In case the employee does not exercise his option within one month, his pay shall be
fixed straightaway under the principle in Para 5.1. above.
(O.O. No. 6/P&A/82 dated 23-03-1982)
5.3. In respect of those who immediately before promotion to higher post, are drawing pay at the
maximum of the scale of pay of the lower post plus increment(s) as personal pay to him due to
stagnation or for the good performance granted their pay shall also be fixed by applying the
principle in Para 5.1 above. The notional increment to be added shall be the rate of increment
last drawn. The next increment shall be one year thereafter.
5.4. The procedure for fixation of pay for those who have reached the maximum in the lower post
scale of pay and subsequently promoted to higher post are as follows:
5.4.1 Those employees drawing pay at the maximum of the time-scale of the lower post and
promoted to higher post carrying higher scale of pay, the initial pay in the time scale of
the higher post shall be fixed at the stage next above the pay notionally arrived at by
increasing the pay in respect of the lower post held on the regular basic by an amount
equal to the last increment in the time scale of the lower post and the pay shall be fixed
in the higher stage in the promoted scale. The date of next increment will be after twelve
months. Fixation shall be made under the principle at 5.2 above
5.5. In respect of those employees whose promotions were overlooked in the first instance but
subsequently promoted, their pay shall be fixed under the normal rules stated in Para 5.1
5-2
above but care should be taken that while so fixing, their pay is restricted to the pay drawn by
their senior and his date of next increment will be the same as that of his senior.
5.6. In all cases of appointments from one post to another in the same scale of pay not higher than
that of the former post held by him, pay drawn in the old post shall be allowed to be drawn with
the same date of increment.
5.7. In the case of Corporation employees appointed to another post in the regular establishment or
in the labour establishment or from labour to regular establishment and vice versa, by selection
which are not clearly in the line of promotion where the tubes have been specifically laid down
or not, and where the scales of pay of the new post is not higher than that of the former post held
by him then the initial pay in the new post should be fixed protecting the pay last drawn in the old
post i.e. the employee will draw as initial pay the stage of the new post which is equal to the pay
in the old post or if there is no such stages, the stage next below that pay plus personal pay
equal to the difference and the personal pay will be absorbed in future increment.
5.8. Date of increment should be the date on which increment would have accrued in the old post or
would accrue in the new post whichever is earlier.
5.9. Where the last pay drawn in the old post is less than the minimum of the scale of pay of the new
post, then the minimum of the scale of pay of the new post should be allowed.
5.10. The higher scale being defined by:
Higher maximum with same, better or lower rates of increment; and same maximum with better
rate of increment.
5.11. General principles on fixation:
5.11.1. The following general principles for regulating the pay with retrospective effect
consequent on fixation are as below:
a. Where the question of fixation of pay has been under correspondence between the
Management and the employee, the benefit of fixation will be given with effect from
the date of first representation.
b. Where the date for the fixation of pay submitted with the initial appointment had
been wrongly interpreted in the initial fixation and it is corrected on the basis of
representation, the retrospective benefit will apply from the date of appointment.
c. In all other cases the benefit of fixation will be given from the date of the orders only.
(2813/CII-1/66-2, Dated 13-10-1966)
d. Consequent on the introduction of revised qualifying years of service for movement
from one grade to another in the revised regrouped scale of pay from 01-01-1992,
all promotions made on and after 01-01-1992 have been modified suitably in the
revised regrouped scale of pay and suitable designation have been identified. Due
to this, in certain cases, two promotions fall on one and the same date.
e. It is informed that in respect of such cases, the pay of the employees will be fixed in
the first promoted post straightaway under the principle of FR 22C and then under
the principle of FR 22(a)(i) in the next promoted post from the date of promotion,
with the date of next increment after one year.
f. The Unit Heads are to follow the above procedure, in respect of cases wherein two
promotions fall on one and the same date in view of Regrouping of Scales.
(No: 8080/P&A/WR/96-2, Dated 30-09-96)
5-3
5.12. REGULATION OF INCREMENTS IN CASE OF PROMOTIONS / APPOINTMENTS ON NON-

CRUCIAL DATES:
5.12.1. The crucial date of increment is 1st of each month.
5.12.2. In respect of fully qualified employees promoted / appointed on dates other than the
crucial dates, the first increment in the time scale applicable to them shall be granted
with effect from the crucial date immediately preceding the date of completion of one
year of service.
5.12.3. Where completion of probation and / or any other condition is a pre-requisite for
sanction of any increment, the sanction of such increment shall be with effect from the
crucial date immediately preceding the date on which such condition(s) is/are fulfilled.
5.12.4. The second and subsequent increments shall be regulated with reference to the date of
promotion / appointment, subject to the general rule regarding advancing the date of
increment to the nearest preceding crucial date.
5.12.5. In respect of workmen governed by the Standing Orders and employees governed by
the NLC Employees Conduct Rules and Control and Appeal rules in whose cases the
completion of probation and sanction of increments are not inter-linked, the completion
of probation even if prescribed will not be a pre-requisite for sanction of increment to
them – Examples are worked out in Annexure ‘A’ for guidance.
ANNEXURE-A
I. Appointments / promotions without probation or any other pre-requisite.
Date of appointment / promotion : 01-02-1986
Normal date of 1st increment : 01-02-1987
Date of 1st increment according to the revised procedures : 01-02-1987
Subsequent increments will also normally be on 1st February every year.
II. Appointments / promotions on probation or any other Pre-requisite in
respect of workmen / employee referred to in regulation to above.
Date of appointment / promotion : 01-02-1986 FN
Date of completion of probation or any other pre-requisite : 31-07-1987 AN
Date of 1st increments according to the revised procedure : 01-02-1987
Date of subsequent increment will also be on 1st February every year.
III. In case the period of probation is extended or other pre-requisite not
fulfilled in respect of employees other than those referred to in para 5.12.5
above.
Date of appointment : 01-02-1986 FN
Period of Probation : 1 year
Period of extension : 6 months
Date of completion of probation : 31-7-87AN
Date of 1st increment according to the
revised procedure : 01-07-1987
Date of subsequent increments : 1st February
5-4
5.13. COUNTING OF EOL FOR INCREMENT:

Increments may be allowed counting periods of extra-ordinary leave along with duty and other
leave to all employees other than executives.
5.13.1. Fixation of pay Consequent on reversion or appointment to lower post not as a measure
of punishment.
a. In case of employees reverted from a post to a lower post previously held by them
prior to such promotion, pay shall be fixed in the scale of pay of lower post if they had
continued on that post counting the services rendered in the higher post for purpose
of increment in the lower post.
b. In case of those direct appointees with no previous lower post but appointed to a
lower post on their willingness as an alternative employment to retrenchment, their
pay in the lower post may be fixed adding an advance increment from the minimum
of the lower post for every completed year of service in the higher post for purpose of
fixation of pay in the lower post with date of next increment one year thereafter.
c. On their repromotion /reappointment to a higher post, their pay should be fixed under
the normal rules as in para 5.1 above. However if the pay fixed in the higher post
under the normal rules is less than the pay drawn by the employee in the higher post
at the time of reversion, the initial pay on repromotion shall not be less than the pay
drawn by him previously in the higher post and will also be counted the period during
which they draw that pay for increment in the stage on repromotion. On no account
the pay so fixed should be more than the pay, he would have drawn had he continued
in that post without reversion but restricted to what would be admissible had they
continued in the higher post.
(Proc. No 19/E&G/71, Dated 18-01-71)
5.14. GUIDELINES:
5.14.1. Grant of Increment:
Regulation of increment in case of postponement of increment without cumulative
effect as a measure of punishment:
As the impact of the postponement in each case is temporary during the period the
order in force, the normal rule advancing the increments to the immediately preceding
crucial date will apply. (Example worked out in Annexure -B for guidance).
5.14.2. Regulation of increment in case of postponement of increment with cumulative effect as
a measure of punishment:
When the postponement of increment is with cumulative effect the postponed
increment will synchronize with any one of the crucial dates. In other cases the rules of
advancing the increment to the crucial date immediately preceding the date upto which
the increment is postponed will apply (Example worked out in Annexure C for
guidance).
5.14.3. Regulation of pay in respect of persons promoted/appointed purely on officiating basis:
In cases of promotion/appointment ordered purely on officiating basis, on occasions
necessary and expedient for execution of works to fill up the sanctioned post urgently
without waiting for candidates to be selected for such promotion or appointment in the
normal course after following prescribed recruitment procedure, the employees should
be allowed only the grade pay plus officiating pay according to the instructions issued.
When they reach their turn for appointment to the regular post while officiating they will
5-5
be deemed to enter the regular grade only from the date of reaching the turn for
promotion and pay fixed accordingly.
ANNEXURE-B
I. When the period of postponement is without cumulative effect:
Normal date of increment due : 01-01-1985
Period for which increment was postponed as punishment : 2 months
Date of expiry of the period of postponement : 28-2-85 AN
Date of increment according to the revised procedure : 01-03-1985
Date of subsequent increments : 1st January
II When the period of postponement without cumulative effect is more than

12 months:
Period for which increment was postponed as punishment : 2 years
Date of expiry of the period of postponement : 31-12-1986
Increment due on 1.1.85, 1.1.86 & 1.1.87 shall be
sanctioned from : 01-01-1987
Date of subsequent increments : 1st January
III When both the postponement of increment without cumulative effect as
well as Extra Ordinary Leave (other than on medical grounds and for study
leave) is combined.
Period of Extra-Ordinary Leave : 95 days
Date of next increment : 01-01-1986
Date of increment with reference to crucial date : 01-01-1985
Period for which increment was postponed : 4 months
Normal date of increment after postponement : 01-05-1985
Date of increment according to revised procedure : 01-05-1985
Date of subsequent increments : 1st January.
ANNEXURE-C
I. When the period of postponement is with cumulative effect
Normal date of increment : 01-01-1985
Period for which increment was postponed : 2 months
Date of expiry of the period of punishment : 28-02-1985
5-6
II. When both postponement of increment with cumulative effect and Extra
ordinary leave (other than on medical grounds e.g. study leave) is
combined (only for executives).
Period of postponement of increment : 1 month
Period of extra-ordinary leave : 35 days
Normal date of increment after postponement : 01-02-1985
(Dates of increment suitably changed with reference to twelve crucial dates)
5.15.1. Instructions in regard to sanction of increment:
a. In the case of Probationers, where completion of probation and for any other
condition is a prerequisite for sanction of any increment, the existing orders will
continue to apply except that the date of first increment will be tied up to one of the
12 crucial dates immediately preceding the date of completion of Probation (vide
illustrations in Annexure I & II).
b. In the case of approved Probationers periods of extra-ordinary leave granted for
reasons other than on medical grounds upto 180 days, it will count for increment to
all employees/other employees in the scale of Rs.6395-180-10715 and above with
effect from 01-11-71. In respect of the employees in the scale of Rs. 6395-180-
10715 and below the periods of EOL will count for increment along with duty and
other leave with effect from 01-12-1971.
c. However, in order to tie up the increments with the 12 crucial dates, in respect of all
employees other than those in the scale of pay below Rs. 6395-180-10715, the
date of accrual of increment shall be advanced to the crucial date immediately
preceding the date to which the increment gets postponed on account of such
periods of extra-ordinary leave (vide illustrations in Annexure III and IV). These
orders will be applicable to all employees of the Corporation.
ANNEXURE-I
(Probationer)
Date of appointment : 11-04-1969
Leave availed : EL 25 days from 16-6- 69 to 10-7-69
Date of completion of probation : 10-04-70 A.N. in the normal course but
Postponed to 05-05-70 A.N.
Date from which 1st increment
has to be sanctioned : 01-05-70
Date of next increment : 01-04-1971
5-7
ANNEXURE-II
(Probationer)
Date of appointment : 15-04-1970
Period of Extra-ordinary leave : E.O.L. for 20 days from 24-04-70 to
13-05-1970 other than Medical grounds.
Date of completion of probation : 04-05-1971
Date from which next increment
Date of subsequent increments : 01-05-1972
ANNEXURE-III
(Approved Probationer)
Date of last increment : 01-04-1969
Period of extra-ordinary leave : E.O.L. other than on Medical Certificate for
28 days from 04-07-1969 to 31-07-69.
Date of subsequent increments : 1st April
Note: E.O.L. availed will count for increment to all in the scale of pay of W8 and below.
ANNEXURE-IV
(Approved Probationer)
Date of last increment : 01-04-1970
Period of extra-ordinary leave : E.O.L. for 35 days from 01-08-70 to 04-09-70
Date of subsequent increments : 1st May.
Note: E.O.L. availed will count for increment to all in the scale of pay of W8 and below.
(53/WR/71, Dt.17-05-72)
5.16 ANOMALY IN PAY AND FIXATION – RECTIFICATION OF GUIDELINES
5.16.1 The following are the major conditions for rectification of pay anomaly as per
Proc.No.11903/RI-1/67-6, dt:2/4-3-1968 and subsequent instructions issued from time
to time.
a) Both the junior and senior employees should belong to the same cadre and the posts
in which they have been promoted or appointed should be identical and in the same
cadre and belongs to same discipline (Electrical to Electrical, Mechanical to
Mechanical etc.)
b) The scales of pay of the lower and higher posts in which they are entitled to draw pay
should be identical.
c) The anomaly should be directly as a result of the application of the principles of FR
22(c) For example, if even in the lower post the junior employee draws from time to
time a higher rate of pay than the senior by virtue of fixation of pay under the normal
rules, say due to grant of advance increment or due to accelerated promotion, etc.,
the provisions contained in this order will not be invoked to step up the pay of the
senior employee. Both junior and senior should have been exercised correct pay
5-8
fixation option on promotion.

5.16.2 Monetary benefit on stepping up of pay of the senior on par with Junior shall be with
effect from the date of issue of orders for rectification of pay anomaly.
5.16.3 This shall be subject to the out come of the High Court order in WP 36962/2004 relating
to recovery in respect of rectification of pay anomaly by comparing different disciplines.
5.16.4 All cases of pay anomaly shall be prepared at Unit P&A, concurred in by Unit Accounts
Centre and sent to Corporate P&A for approval before issue of orders.
(No.CORP/P&A/808/2006, Date: 15/02/2006)
5.17 GUIDELINES
5.17.1 While claims made within 3 years from the date of occurrence of anomaly in pay
between a senior and junior will be rectified with monetary benefit from the date of its
occurrence, those received after that period will be rectified with monetary benefit only
from the date of issue of orders.
(Proc.No.204/E&G/WR/75, Dt.29-09-75)
5.17.2 If all the conditions are satisfied, the Unit Head may himself rectify the pay between
senior and junior with reference to the concurrence of F&AB.
5.17.3 Certain types of cases which do not fulfill conditions prescribed for rectification of Pay
anomaly are given below:
5.17.3.1 Stepping up of pay of the Typist on par with that of Works Clerk who is getting
more pay than typist (This may be negatived since the basic condition that
both the junior and senior employees belong to the same cadre and drawing
pay in the same scale are not satisfied)
5.17.3.2 Stepping up of the pay of the senior on par with that of junior who was drawing
more pay from time to time from the date of initial appointment. (In this case
the junior was drawing more pay even from the date of initial appointment
and continue to draw more pay than seniors. This is not at all an anomaly
since the junior happen to draw more pay by virtue of his initial appointment
with higher pay).
Those type of cases could be negatived by the Unit Heads.
( Memo NO.22391/E&G/WR/74-1, Dt.20.11.74)
5.17.3.3 Types of cases which could be referred to P&A Department/Corporate Office
will generally consist of :
a) Cases of rectification of anomaly in pay which are covered by the
existing orders but not concurred in by the Accounts Centre based on
certain different interpretation of the orders or clarifications on the
issue.
b) Where it is considered from the point of view of the Unit Office that
rectification of anomaly would lead to impact in other Units since the
case for rectification being in the common category with common
seniority and consultation with this office is necessary on such
grounds.
5.18 Fixation of pay - Rectification of pay Anomaly – on par with Junior – Allowing of
monetary benefit.
5.18.1 All cases in which anomaly in pay has been rectified strictly with ref. to the rules & orders
and claims settled will not be re-opened.
5-9
5.18.2 In cases where anomaly in pay has been rectified from the date of its occurrence, but
the monetary benefit was allowed from the date of issue of orders pending a decision in
that regard, the monetary benefit should be allowed from the date of anomaly.
5.18.3 Now that the date of occurrence of the anomaly has been accepted for rectification of
anomalies in pay arising from 1.4.74, between a senior and the junior and for giving
monetary benefit from the date of occurrence, a time limit of 3 years is prescribed.
While claims made within 3 years from the date of occurrence of anomaly will be
rectified with monetary benefit from the date of its occurrence, and those received after
that period will be rectified with monetary benefit only from the date of issue or orders.
Chairman’s Proc. 2813/CII-1/66-2, Dt.13.10.66 will not be attracted for the rectification
of anomalies in pay between the senior and junior.
(Proc. No.204/E&G/WR/75, Dt.29.09.75)
5.18.4 CLARIFICATIONS ON CERTAIN CASES
Case-I Anomaly between a senior and a junior The instructions are that the junior’s pay should not
relating to a case where the employee had exceed that of the senior in such cases. In other words,
proceeded on EOL for long period and his the pay of junior on promotion should be so fixed /
promotion due under the Job Mobility-cum- pegged to the pay of the senior.
Time bound promotion got postponed. After careful consideration of the various view points,
it has been decided that the orders already issued in
Procs.No.E&G/W.Agt.98/78, Dt.10.12.1979 pegging
the pay of the junior to that of the senior on such
promotions may have to be followed. (The junior
whose promotion is postponed for any reason cannot
normally get his pay fixed at a stage higher than what
he would have got otherwise.)
Case-II Where a senior and junior are due The conditions prescribed for rectification of
for promotion on a common date, the junior anomaly under F.R.22(c ) are not satisfied in this
getting promoted on the due date and the case, as the senior becomes junior in the promoted
senior getting promoted after some period category.
because he was under punishment and getting
higher pay. The junior in the lower post had
claimed that the senior to him in the lower post is
junior to him in the higher post, and therefore,
his pay should be rectified with reference to pay
of the later.
Case-III The procedure to be followed for Where there is an announced promotion tube from
purpose of fulfilling the conditions laid down for one post to another post there can be comparison
rectification of anomaly in para 2(a) Circular of pay drawn between the senior and the junior only
No. 11903/RI-1/67-6, dated:2/4-3-1968 was between the next lower post to find out whether the
discussed especially relating to the condition conditions laid down in Procs. No.11903/RI-1/67-6,
that both the junior and senior should belong to dated 2/4-3-1968 are fulfilled, If such conditions
the same cadre and the post in which they have are fulfilled, anomaly could be rectified.
been promoted or appointed should be identical
and in the same cadre In the case of appointments the question of
comparison of pay for the purpose of rectification of
anomaly will arise only if the appointees to the higher
post are drawn from one and the same post.
For example: Where 2 Industrial Workers Gr.I are
appointed as Operator Gr.IV, if the junior gets more pay
5-10
in the post of Operator Gr.IV than his senior (in the post
of Industrial Worker Gr.I as well as in the post of
Operator Gr.IV) there will be a comparison of pay
between the 2 for rectification of anomaly.
Case IV: Rectification of anomaly Anomaly if any which arises between one time bound
(a) Between one employee promoted under promotee and another time bound promotee may be
time bound promotion and another employee rectified subject to other conditions being fulfilled.
promoted under time bound promotion; and Similarly, if there is an anomaly between a regular
promotee (an employee promoted prior to the
introduction of time bound promotion) and who is
senior and another time bound promotee (junior) to
the same scale of pay, rectification of anomaly could
be done subject to other conditions being fulfilled.
(b) Also between one employee who was
promoted prior to the introduction of time bound
promotion and another employee promoted
under the time bound promotion to the same
scale.
Case V: Rectification of anomaly between a Instructions already exist in Procs. No.E&G/W.Agt.
senior and his junior results in anomaly 104/78 dated:26.03.1980 as to rectification of anomaly
between the senior and his next senior. in such cases. These instructions, however, do not
On the date when the anomaly is rectified provide what should be the procedure that should be
between the second senior and the junior followed when the second senior in his turn gets
there is no anomaly in pay between the first promoted. In such cases, when the second senior
senior and junior, but an anomaly arises gets promoted and draws more pay than his next
between the first senior and second senior senior, rectification of anomaly between the first senior
when the latter gets his promotion. and second senior could be done from the date of
promotion of the second senior.
Case VI: Rectification of anomaly between a There are two categories under this example –
senior and junior, the junior getting a time appointment from a lower post to higher post skipping
bound promotion and getting appointed to a over an intermediate post, viz., Senior Assistant to
higher post (after getting the time bound Accountant and another Sr. Asst. getting appointed to
promotion) the same post (Accountant) after getting time bound
promotion. Since the basic conditions that both the
junior and senior should belong to the same cadre
and the scale of pay of the lower post and higher post
should be identical are not fulfilled, rectification of
anomaly should not be done.
Successive fixation of pay under F.R. 22(c) one under
time bound promotion and the other on selection for
appointment to a higher post within a short period –
This will cover cases of an employee who has been
selected and appointed to a higher post getting F.R.
22( c) fixation and after issue of orders he gets the
benefit of time bound promotion from a date earlier to
the date of his appointment to the higher post by
selection
.It is ordered that F.R. 22 (c ) fixation should be given
in such cases as with reference to the existing orders
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F.R. 22 (c ) fixation is admissible for time bound

promotion and for appointment also.
General points : i) Once anomaly is rectified Attention is invited to Procs. No.204/E&G/WR/75,
arrears should be paid from the date of dated:29.09.1975.
occurrence of anomaly.
ii) Rectification of anomaly between two Since orders have been issued from 1-1-1980 fixing
employees whose pay was fixed on 1-1-1978 pay at the stage next above it was decided that such
with 10% benefit with different Personal pay anomalies should not be pursued for the earlier
but who, on account of preponement of periods, i.e., from 1-1-1978 to 31-12-1979.
increment draw higher and lower personal pay,
i.e., senior drawing a lesser PP and the junior
drawing a higher personal pay.
iii) The Unions brought to the notice the Anomaly if any which arises between an appointee /
existence of the instructions in the Government promotee prior to 1-1-1978, and an appointee /
of India providing for rectification of anomaly promotee after 1-1-1978 may be rectified.
between an employee who has been promoted
prior to the introduction of F.R. 22( c) and whose
pay was fixed in the stage next above and an
employee who was promoted subsequent to the
introduction of F.R. 22 (c ) and whose pay was
fixed under F.R. 22 (c) and wanted the adoption
of the instructions in N.L.C.
iv) As the Job Mobility scheme has come to Rectification of anomaly between senior and junior
stay from 2/77, there could not be any denial belonging to different trades in the lower post but
on the basis of their original trade / previous given job advancement and designated as Technician
nomenclature of post. This should be read in different grades is not possible. There can be a
with reference to case No.III comparison between a Machinist and a Machinist,
between a Fitter and Fitter and between an
Electrician and an Electrician though designated as
Technicians. This will be in agreement with the
decision taken in Item III above where the next lower
post will have to be looked into to find out the seniority
and eligibility for pay rectification in terms of
Procs.No.11903/RI-1/67-6, dated:2/4-3-1968.
(Procs. No.E&G/118/81, Dated:18.07.1981.)
5.18.5 EXAMPLE
CASE
Engineering Supervisors who are Seniors and appointed to the post of Graduate
Engineer/Trainee were allowed the fixation of pay benefits under FR 22 (c). Similarly
some of the Engineering Supervisors (who are Juniors), were promoted to the post of
Junior Engineer first and then appointed to the post of Graduate Engineer/Trainee In
such cases, the Juniors were getting two fixation benefits, under FR 22(c) (i.e) in the
post of Junior Engineer and Graduate Engineer/ Trainee. This has resulted in pay anomaly
to the Seniors, getting less pay than the juniors.
5.18.6 CONDITIONS FOR PAY ANOMALY RECTIFICATION
i) The Seniors and Juniors should belong to the same discipline viz.,
Mechanical/Electrical/Chemical/Civil etc. and the senior should draw equal or
higher pay than the juniors in the lower post of Engineering Supervisor.
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ii) The anomaly should have arisen due to the junior promoted to Junior Engineer
from Engineering Supervisor and then appointed as Graduate Engineer/Trainee
and also due to getting the benefit of FR 22(c) twice (i.e) one in the post of
Engineering Supervisor to Junior Engineer and another in the post of Junior
Engineer to Graduate Engineer/Trainee while the senior got the benefit of FR
22(c) only once.
iii) The senior and junior should belong to the same discipline and seniority in the
lower post and higher post also.
iv) The basic pay alone will be taken into account for Stepping up of the pay. The
anomaly will be rectified from the date of occurrence with monetary- benefit from
the date of issue of orders
v) The date of next increment will be the same as for the Junior. The Heads of
Units are requested to examine the cases scrupulously and rectify the
anomalies with the concurrence of the Unit Accounts Centre. Cases in which
clarifications are required may be sent to this Office specifically mentioning the
points on which clarification is required.
( O.O.No:03/P&A/WR/94Dated :11-03-1994.)
vi) In case an employee exercises option for fixation of pay under the Principle of FR
22(c) though he is eligible for fixation of pay under the Principle of FR 22(a)(i)
(on the date of his promotion) and under the Principle of FR 22(c) (on the
date of accrual of next increment in the lower post), his claim for rectification of
anomaly in pay on par with his junior who had opted for fixation under the
principle of FR 22(a)(i) and FR 22(C) and draws higher pay is not to be admitted.
since if he had opted for fixation of pay under the principle of FR 22(a)(i) and
under FR 22(c), the anomaly in pay would not have arisen. Therefore as the
anomaly arose due to the option exercised by the senior and the option once
exercised is final and any rectification of anomaly in pay including change of
option is not permissible.
(No: 13959/P&A/WR/91Dated:25.10.1994)
5.18.7 CLARIFICATION
The following cases will be rectified subject to satisfying the conditions normally
prescribed for rectification of anomaly.
a Serving senior employees quoting retired Junior employees.
b Retired Senior employees quoting serving, employees
c Senior employees who resigned under VR Scheme quoting serving junior
employees.
d Wards of the deceased employees who was senior quoting his junior serving
employees.
(Procs. No. 13647/P&A/WR/96 Dated : 24-11-1996)
5.19 STAGNATION INCREMENTS
Non-executives / Workmen including teachers who reached the maximum of their scales of
pay
5.19.1 A maximum of three stagnation increments to non-executives / workmen including
teachers drawing NLC scales of pay who reach the maximum of the pay scales during
the period between 01-01-1997 and 31-12-2006, will be granted at annual rests.. Grant
of stagnation increments will be subject to meeting the existing conditions prescribed
for grant of annual increments. Stagnation increment shall be sanctioned notionally but
monetary benefit will made applicable prospectively with effect from 12-06-2004 (i.e.)
the date of approval of board, or the date of sanction of stagnation increment,
whichever is later.
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5.19.2 Stagnation increments will be treated as ‘Basic Pay’ (including for fixation of pay) for all
purposes but will be shown separately in the pay bill.
(CORP/P&A/WR/800/2001-43Dated 09-12-2004)
Executives who reached the Maximum of their scales of pay
5.19.3 A maximum of three Stagnation increments to Executives, who reach the maximum of
the pay scales during the period between 01.01.1997 and 31.12.2006, will be granted
at annual rests. Grant of stagnation increments will be subject to meeting the existing
conditions prescribed for grant of Annual increments. Monetary benefit will be made
applicable with effect from 01.01.1997 or from the date due for first stagnation
increment, whichever is later. Stagnation increments will be treated as ‘Basic Pay’
(including for fixation of pay) for all purposes but will be shown separately in the pay bill.
(No.CORP/P&A/WR/825/2001-17, Date: 09/12/2004)
Clarifications
5.19.4 Such of those employees who are drawing pay at the maximum and sanctioned
stagnation increments in the lower post, and promoted to higher post carrying higher
scale of pay, the initial pay in the time scale of the higher post shall be fixed at the stage
next above, the pay notionally arrived at by increasing the pay in respect of the lower
post held on the regular basic by an amount equal to the last increment in the time scale
of the lower post and the pay shall be fixed in the higher stage in the promoted scale.
The date of next increment will be after twelve months. Fixation shall not be made
under the principle of FR 22 (a)(i) and then under FR 22(c) or directly under FR 22(c). .
(No.CORP/P&A/WR/811/2005 Date: 28/07/2005.)
5.19.5 Employees who reached the lower Scale Basic pay of Rs.21,600/- (M1) and promoted
to higher post (M2) – Fixation of pay - Clarification issued.
Clarification has been sought by various Unit P&A, regarding the procedure for pay
fixation in respect of cases who have reached one stage below the maximum of the
lower scale of pay of Rs.21,600/- (M1) and promoted to higher scale (M2).
It is clarified that, such of those employees who have reached the one stage below the
maximum of the lower scale of pay Rs.21,600/- (M1) and promoted to higher scale
(M2), their pay is to be fixed as per para 5.1 above.
(No.CORP/P&A/WR/811/2005, Date: 11/08/2005.)
5.19.6 Employees who reached the lower Scale Basic pay of Rs.23,450/- (M3) and promoted
to higher post (M4) – Fixation of pay Clarification issued.
Clarification has been sought by various Unit P&A, regarding the procedure for pay
fixation in respect of cases who have reached one stage below the maximum of the
lower scale of pay of Rs.23,450/- (M3) and promoted to higher scale (M4).
It is clarified that the employee who reaches Rs.23,450/- in the lower scale of pay and
promoted to higher scale may be fixed on the maximum of the scale after sanctioning
notional increment. The next increment may be sanctioned as stagnation increment No.1.
All Units P&A Heads/Accounts Centre Heads are requested to adhere the above
clarification and to regulate the fixation of pay accordingly.
(No.CORP/P&A/WR/811/2005, Date: 11/08/2005.)
5.19.7 For employees who reached the lower scale Basic pay of Rs.22,000/- (E6) and
Promoted to higher Post (M1) – Fixation of pay.
The employees who reach maximum of Rs.22,000/- in the promoted post and also
sanctioned with maximum of three stagnation increments and there is no elongation in
the promoted scale, therefore there is no fixation benefit to those executives.
(No.CORP/P&A/WR/811/2005, Date: 18/08/2005.)
*****
6-1
6. PROCEDURE FOR ASSESSMENT OF AGE

6.0. SOURCE FOR DATE OF BIRTH
6.1. Standing Order 10/Establishment Regulation 9 specifies that;
The following document shall be deemed as satisfactory proof of age of workmen/
employee at the time of entering the company service.
Matriculation or SSLC Certificate.
Birth Certificate
6.2. A workman/employee who is unable to produce evidence of his age shall state his age
and make a written declaration that the age as stated by him is correct. Such
workmen/employee shall be got examined by the company's authorised Medical
officer, free of cost ,and the opinion of the Medical officer as to the workmen/
employee's age shall be binding on all concerned.
6.3. The age of a workman/employee as recorded with the Company at the time of his
employment shall not thereafter be sought to be altered by the workman/employee.
6.4. The certificate given by the Thasildar and Village Munsif cannot be accepted as
satisfactory proof of age.
6.5. Baptism certificate which gives the date of birth clearly may be accepted in the case of
Christians in the absence of school certificate.
6.6. In the case of persons who have had regular schooling, it should be possible for them to
produce documents like SSLC, matriculation certificates, record sheets, or Transfer
Certificates in proof of age and the production of such certificate in all such cases
should be insisted upon.
6.7. Only those who are not able to produce satisfactory proof of age, should be sent to
Authorised Medical officer for assessment of age as provided in Standing
Order/Establishment Regulation and the age so assessed shall be final.
6.8. Workman governed by the Standing Orders, who could not produce documentary
evidence to prove their date of birth are asked to state their age and a written
declaration to that effect is obtained from them and they are directed to appear before
the Authorised Medical Officer for assessing the age as per the provisions contained in
Standing Order 10. In order to determine the date of birth also in the above case for the
purpose of reckoning the date of Superannuation on completion of 60 years of age and
also for proper maintenance of service cards, the following instructions are issued.:
In the case of assessment of age by the Authorised Medical Officer, 1st July of the year
in which the assessment of birth is made may be taken as the date of birth of the
individual. The date of birth may be reckoned accordingly.
In the case of workman who could produce documentary evidence as to the month and
years of birth only, but not the exact date, 16th of the month may be treated as the date
of birth.
In the case of workman, whose year of birth is known but not the date and month, the 1st
July may be treated as the date of birth.
No employee/workman should be sent to the Medical Officer for assessing his age
Medically without the specific prior approval of P&A Department.
6-2
6.9. GUIDELINES FOR ASSESSMENT OF AGE BY MEDICAL EXAMINATION

OF NLC /GH:
The following guidelines are issued for the purpose of assessment of age by Medical
examination under the NLC standing orders No.10(b)
a) The declaration form will be executed on a Rs.20/-. Non-judicial stamp paper by the
employee concerned, duly countersigned by Notary Public. The employee
concerned shall in writing has to request the Management enclosing the above
declaration to assess his age as he is not having any acceptable valid proof in
support of his age.
b) The Unit Head, shall send, in duplicate, the proposals to the Director/Personnel with
an attested copy of the declaration executed by the employee, furnishing the
following information pertaining to the employee, and also declaring that the
employee has not produced any valid acceptable proof in support of his age so far,
and therefore, his age has to be assessed by Medical examination for entering the
date of birth of the individual in his service cards.
Name :
Father's name :
Category in which he was initially appointed and his CPF No. :
Date of his initial appointment :
Reference No. of P&A Dept. in which the Employee was initially appointed :
Present designation and date from which he is in the present post :
The age so far he has been furnishing for which he could not produce
any valid proof :
c) After scrutiny in P&A Department, the proposals (duplicate copy received from the
Unit) will be forwarded to the Chief General Superintendent/Medical, with a request
to make necessary arrangements to Medically examine the employee concerned for
assessment of his/her age. The employee concerned may be directed to appear
before the Medical Officer on receipt of a reference from the Chief General
Superintendent/Medical, specifically mentioning the date convenient to him/her, on
which the individual is required to attend the Medical examination.
d) The Chief General Superintendent/Medical after Medical examination of the
employee under S.O.No.(10) (b) assess his age and communicate the age
assessed to the P&A concerned direct, for making necessary entries in service
cards/records. The reference received from the Chief General Superintendent/
Medical in original and also the original declaration executed by the employee for the
purpose of assessment of age, shall be kept along with the CCR/CS Card of the
employee concerned, besides making necessary entries in the CS Card regarding
his age assessment. The individual may also be given in writing the age assessed
by the Medical examination and entered in his Service Card. His
acknowledgement/acceptance of date of birth should be obtained and kept in CS
Card. The signature of the employee may also be obtained in the CS Card where his
date of birth assessed by the Medical examination has been entered.
e) This procedure would be applicable only where the employees are not in a position
to produce valid documents viz., School certificate/birth certificate in support of their
date of birth.
6-3
6.10. PROCEDURE FOR RECORDING DATE OF BIRTH:

At the time of Interview for selection to different posts the candidates are required to produce
documentary evidences relating to their educational qualifications, previous experience, date
of birth etc. The Secretary of the Selection Committee should clearly record the particulars
after due verification of the certificates in support of the particulars regarding educational
qualifications, previous experience, date of birth etc. produced by the candidates at the time of
interview. The report of the Committee should also indicate the nature of documentary
evidence in support of such entries. The particulars so recorded should be cross
checked/verified by the section handling recruitment at the time of appointment of the
individual before they could be taken as the basis for making entries in the comprehensive
service cards/service books.
If an individual has already signed in the service record where the date of birth has been
recorded, and if he raises dispute about it, but does not produce the required proof thereof no
Medical assessment will be necessary, as he has already signed in the service record in token
of having agreed to the date of birth entered therein. That date of birth will therefore be final in
such cases.
If an individual's age has already been Medically assessed, but if he disputes that assessment,
and, if he does not produce the necessary proof for changing it, he should not be sent for a re-
Medical assessment. The age/date of birth already arrived at with reference to the Medical
assessment will be final.
For purposes of production of proof of age, the individuals should not be given time more than
what is normally required, as delay in their production indefinitely will create difficulties. Those
who claim to have had regular schooling, should be asked to produce school certificate and
when the genuineness of the certificates produced is doubtful, they should be referred to the
concerned school authorities before accepting the age/date of birth recorded in them. In any
event, action should be initiated well in advance and decision taken without delay.
Instances have come to notice where employees are requesting for alteration of date of birth
when they are nearing their date of retirement on Superannuation. This is to be viewed
seriously and all original entries relating to the date of birth supported by documentary proof
available at the time of joining should be preserved and these after making entries/altering in
the records should be avoided under any circumstances.
6.11. GUIDELINES FOR ASSESSMENT OF AGE FOR CLAIMANTS OF FAMILY RELIEF:
In case where no authentic record such as birth certificate / educational certificate is available
towards proof of age, the claimant will be referred to Industrial Medical Cell /NLC for
assessment of age / which shall be final and binding.
References: -
a) Standing Orders
b) Establishment Regulation
c) Memo No. 6925/R-II-2/70-3 Dt. 28-09-70/05-10-70
d) Memo No. 11963/L1-1/66-1 Dt. 07-10-66
e) Memo No. 8697/RII-2 Dt.26-09-74
f) Memo No. 11963/L1/66-2 Dt. 07-10-66
h) Memo No. 2473/RII-2/73-2 Dt.-7-04-73
i) Extract of Para 7 of Minute of Meeting held by D(P) on 17-04-86.
*****
7-1
7. PERFORMANCE APPRAISAL SYSTEM
7.1. There has been an appraisal system in the Corporation from its inception. The
appraisal forms have however been modified with reference to the need, and Govt.
instructions issued from time to time.
7.2. The forms now in vogue in the Corporation are as in the Annexe.
7.2.1. Govt. of India form : This form is prescribed by Govt. of India and is applicable
to Directors, CVO, Executive Directors, Chief General Managers and General
Managers.
7.2.2. FORM-I
Annual Appraisal Report : This is applicable for all 'Executives' (Executives
E2 to M3).
7.2.3. FORM-II
Performance Appraisal Form : This is applicable to Technical/Non- technical
Personnel of and above the rank of W8 and above, including S1 to S3 Scales.
7.2.4. FORM-III : This is applicable to Non-Executives (W1 – W7)
7.2.5. The appraisal Form–I is intended to serve the purpose of identifying the
strength and weaknesses of the individual Executive with reference to his
achievements, knowledge and skills and with reference to his potentiality for
Management succession.
7.2.6. The appraisal form intended for Functional Directors and CVO are to be
written and reviewed by the respective authorities and passed on to the
Ministry for review and for further necessary action, while appraisal forms in
respect of Chief General Managers and General Managers are to be written
and reviewed by the respective authorities and maintained by Chairman’s
secretariat.
7.2.7. A culture of mutual trust between the Appraisee and the Reporting Officer is an
essential pre-requisite for the success of the Performance Appraisal System.
To cultivate this culture the Performance Appraisal form provides for self-
assessment by the Appraisee himself on his performance and also about his
training needs.
7.2.8. To evaluate the performance and ability of the Executive the grading has been
classified into Outstanding / Very Good / Good / Satisfactory/ Unsatisfactory.
The overall assessments by the Reporting Officer and Reviewing Officer also
provide for these classifications. Satisfactory and Unsatisfactory remarks are
to be communicated to the individual Executive.
7.2.9. The forms provide for overall appraisal in addition to the individual appraisal of
certain qualities. Where the first or second level reviewing authority disagrees
with the assessment by the sub-ordinate officers the forms provide for such
authority to indicate his assessment.
7.2.10. The adherence of cost norms should be commented upon wherever these
norms have been evolved. It could be omitted where they do not exist. The
qualities of the person commented upon should be clearly brought out and the
variations in the grades of the persons whose performance is appraised should
be clear from the reading of the reports.
7-2
7.2.11. Appraisal Form – II has three classifications – ‘A’, ‘B’ & ‘C’ under “Good” and
“Very Good”. It is necessary that these ratings be made after thorough
evaluation of the performance of the personnel. The Grades ‘A’, ‘B’ & ‘C’ will be
in the descending order. As these grades exist under ‘Good’ and ‘Very Good’,
Appraiser/Reviewer should keep in mind that the performance to deserve ‘C’ of
“Very Good” should be definitely better than ‘A’ of ‘Good’.
7.2.12. Marking under each item of assessment in Form – III and overall assessment in
all the Forms by a tick (3) in the appropriate box should be indicated. All
relevant heads in the form against an employee should be filled. The C.Rs.
should record conclusion based on close observation and not on passing
impressions. A balanced and objective judgement in regard to each of the
qualities assessed should be made so that a general good/bad impression is
not reported as superlative/condemnation in regard to each item. The overall
rating should be done with equal care based on the detailed assessment.
7.3. AUTHORITIES COMPETENT TO WRITE THE REPORTS:
Confidential Reports should be initiated by the immediate superior and reviewed by the next
higher authority. Head of Offices, etc., will also write the reports on their personal staff working
under them, Office, Personal Assistants, Stenographers, Class-IV etc. The CRs in respect of
Service Department Executives viz., Personnel, Finance, Stores etc., should be written/
reviewed by the Unit Head concerned depending upon level and submitted through custodian
(CR Cell) to the concerned Functional Director for final review /counter signature. The reports
of Officers of M-2 grade and above will be gone through by the Chairman.
7.4. PERIOD OF REPORTING:
The reporting period is 1st April to 31st March, of the next year in respect of Regular
Employees. In respect of the employees borne on Labour Establishment, the reporting period
is 1st January to 31st December of each year. In respect of such employees who continue to
work in the Corporation on Foreign Service terms/Deputation terms, original reports may be
sent to the respective lending authorities in such a Form as they may require (keeping a copy in
the Corporation’s file). Separate reports covering the periods should also be written in the
relevant Form prescribed in the Corporation. The reports on the employees borne on Labour
Establishment should be written before 15th January and reviewed before 15th February each
year. The reports on regular employees should be written before 15th April each year and
reviewed before 15th May, each year.
7.5. RESPONSIBILITY FOR FILLING UP OF THE PARTICULARS OF THE EMPLOYEE:
The Unit Personnel Head concerned will be responsible for filling up the required particulars of
employees in the respective forms before being sent to the respective reporting authorities.
7.6. COVERING THE YEAR WHERE THE EMPLOYEE WORKED UNDER MORE THAN ONE
APPRAISING AUTHORITY:
In respect of employees where the duration of employment is more than 3 months under one
appraising authority, a separate report for this period should be written by that authority. The
report need not be written in the prescribed form when the assignment in a position is less than
three months. An appraiser should not assess an employee who has not been under him for a
total period of at least 3 months. If he wishes to record any special points he may forward a
brief narrative report to the authority writing the report for the year. Such narrative report
should be seen by the first reviewing authority and kept in the CCR of the individual.
7.7. EMPLOYEES ON PROBATION:
7.7.1. Confidential Reports on employees on probation should be written at half-yearly
intervals for the periods ending September and March of each year in respect of
7-3
Regular employees and period ending June and December of each year in respect of
Labour employees.
7.7.2. It is not necessary to write Confidential Reports for broken periods of half-year just for
the purpose of submission of proposals for declaration of completion of probation; in
such cases it is sufficient if recommendation is made in the covering letter regarding the
work and conduct of the employee concerned for the period subsequent to the half-year
covered by the report and on his suitability for completion of probation. If the employee
on probation had served under more than one officer during a half-year, report should
be written up by each appraising officer concerned so that reports together cover the
entire half-year.
7.8. UNIFORMITY IN THINKING & PROPER EVALUATION OF APPRAISAL:
The appraiser should be quite fair and reasonable while appraising on his subordinates and he
should be able to substantiate his remarks by specific instances of the shortcomings referred
to. Similarly the appraiser should ensure that the overall appraisal tally with the assessment
against the preceding headings.
7.9. FUNCTIONS OF THE REVIEWING AUTHORITY:
Normally the reviewing authority who is next higher than the reporting authority is also
expected to have direct contact with and knowledge of the work of the employee reported on.
The reviewing officer should, exercise positive and independent judgement on the aspects
covered under the various headings in the CR forms and record clearly his agreement or
disagreement with the remarks of the Reporting Officer. The reviewing authority will indicate
which of the adverse/average remarks are not to be communicated and record in the report
itself. The second reviewing authority or any higher authority to whom the reports may be sent
may modify the same in this respect while recording their remarks, if any.
7.10. HEADS OF OFFICES:
The Heads of various Depts./Establishments should know how the Officers under their control
are faring to see if they need help and guidance or to know who would best fit into what posts. If
they have observed the work of an employee sufficiently, a fair appraisal of his usefulness
should be recorded to help any future deployment of the officer.
7.11. CLASSIFICATION OF REPORTS AS ADVERSE:
7.11.1. In the CR Forms, the rating “Unsatisfactory” is an adverse remark and ‘Adequate’ is an
average remark.
7.11.2. Discretion has been given to the reviewing authority to decide whether the general
remarks written if any, in the Confidential Report are adverse or not. If the remarks are
in the nature that could help the employee to improve and correct his drawbacks such
remarks should also be communicated to the employees with the specific remarks that
those remarks are not adverse but are only made to make the reportee improve.
Remarks that should be communicated are indicated in the Forms themselves with a
star mark (*).
7.12. DUTIES & RESPONSIBILITIES OF THE CUSTODIANS OF THE CONFIDENTIAL
REPORTS:
The custodians of the Confidential Reports of the various categories of employees of the
Corporation will be as below:-
7.12.1. Executive Directors, Chief General Managers, General Managers – Chairman’s
Secretariat
7.12.2. All Executives and Supervisors (JEs) – CR Cell, Corporate Office under the Control of
Director/ Personnel's Secretariat.
7-4
7.12.3. Other than executives and Supervisors (JEs) - Head of the Unit / Department in which
they are working. The custodians viz. Unit Personnel Heads will be responsible to
ensure that the reports are written up on all employees working in their
Divisions/Departments on due dates. They should maintain the Confidential Reports
upto-date by adding the copies of the orders on the following, as and when they are
issued:
a) Declaration of completion of probation;
b) Punishments awarded in disciplinary cases;
c) Communication of adverse/average remarks;
d) Verification reports.
7.12.4. They should also scrutinize the reports after they are reviewed by the prescribed
authorities to ensure that adverse/average remarks in respect of employees in the
category (3) above have been communicated to the employee concerned as per
instructions and for action on other points.
7.12.5. The annual appraisal reports of all Executives and Supervisors (JEs) duly written and
reviewed by the reviewing authority should be put up to the Head of the Unit /
Department for perusal. Thereafter the same should be sent to Head of CR Cell /
Corporate P&A. C.R. Cell will review the reports and make necessary arrangements
for getting orders from concerned Functional Directors through Director (Personnel) for
communicating adverse remarks, if any and duly adding a copy of such communication
issued with the AAR.
7.12.6. After action of reviewing the reports is over, the custodian shall prepare an abstract of
performances for special action in the following form in respect of employees with
repeated outstanding reports, average reports and adverse reports for each category
from the periodical Confidential Reports
7.13. ABSTRACT OF PERFORMANCE FOR SPECIAL ACTION:
Category : Executives & Supervisors
Name of the Period of Report Outstanding Average Adverse
employee considered Report Report Report
1 2 3 4 5
1 1978-79 to 1980-81 1979-80 1978-79 1980-81
7.13.1. This abstract of performances shall be submitted to the Head of the Unit for their final
orders (1) to arrange to separate the reporter and the reportee in the case of (a)
outstanding reports; (b) adverse remarks, to the extent possible and always where the
reviewer does not agree with the initial reporter (2) to communicate the adverse
remarks.
7.13.2. Even after the reporter or reportee is separated within the Unit itself, if an employee
continues to earn adverse remarks, the case should be brought to the notice of the
concerned Functional Director and Director/Personnel for transferring him/her from
that unit to another Unit.
7.14. COMMUNICATION OF ADVERSE REMARKS:
7.14.1. In the case of the Executives, remarks should be communicated to the reportee
concerned promptly through the reviewing authority, after taking the orders of the
Functional Directors concerned. For this purpose confidential report files of such
employees shall be put up to the Functional Director concerned so that they may have
an opportunity to go through the files of the employee concerned. In the case of others
7-5
it is not necessary that orders of the Functional Directors shall be taken in each case or
that copy should be sent, except in the case of intermediate grade employees – viz.,
J.Es., Sr./Jr. Operators. The reviewing authority himself can take action in other cases
to communicate the adverse/average remarks.
7.14.2. The communication of adverse remarks should be in the form below without indicating
who had made the remarks:
“In an otherwise satisfactory (where applicable) report” on your work and conduct for
the period ended ………………… the following comment had been made: -
I am to request you to try and effect an improvement in your work/conduct.
An appeal against these adverse remarks lies with …………….. within one month from
the date of receipt of this communication.
Please acknowledge the receipt of this communication:.
7.14.3. The communication should be marked “STRICTLY CONFIDENTIAL” and sent to the
employee concerned through the usual channel including the H.G.E. who had recorded
the remarks, if he continued in the same Branch and through the immediate reporting
employee concerned at the time of communicating the remarks, if the employee who
had actually recorded the remarks had subsequently been transferred. The intention is
that the immediate reporting employee should know whether the adverse remarks had
been accepted and communicated to the employee concerned to enable him to make
appropriate entries regarding communication of defects etc., in the next report and also
to report whether the reportee had shown any improvement in his work/conduct
after receipt of the adverse remarks. A copy of the communication and the
acknowledgement of the employee reported on should invariably be added to the
Confidential Reports file of the employee by the reviewing authority. The adverse
remarks shall be communicated within three months of the receipt of the AAR by the
custodian after review by the concerned authorities. (Ref. Cir.No. 006/CR Cell / P&A
Dept/ 94-532 dt 09.11.94.)
7.15. APPEAL AGAINST ADVERSE REMARKS:
7.15.1. As already stated a reporting authority should base his reports on specific instances,
wherever possible. In support of the adverse remarks in all cases, there should be
proper grounds for such remarks, because he may be required to substantiate the
remarks. The employee is entitled to appeal against the adverse remarks
communicated to him. All such appeals should be submitted through the departmental
superiors only. Such appeals should immediately on receipt, be forwarded to the
Appellate Authority with remarks, if any, and with all connected papers including the
character roll of the appellant, for consideration of the appeals.
7.15.2. The Appellate Authorities should consider the appeals very carefully in all respects
whether in the circumstances of each case and in the case of each adverse remarks,
the remarks are fully justified or only partly, whether the remarks are not justified at all
and record his views, giving the reasons on which his views are based. In respect of
Executives, the views of appellate authority along with all connected papers will be put
up by the custodian of the AARs to the concerned Functional Director through Director
[Personnel] for final decision. Based on the decision, the adverse remarks may be
ordered to be expunged. While passing orders on the appeal, in all cases where the
appeal is not allowed in full, the Appellate Authority should also indicate the next higher
authority to whom the second appeal lies and the period within which it should be
preferred and also endorse a copy of the order to such authorities for information. (This
7-6
will not be applicable to appeals disposed of by the Chairman-cum-M.D.). Every

appeal should be preferred within a month from the date of receipt of the
communication giving him the grounds for such an appeal. Appeals not preferred
within the period specified above are liable for summary rejection.
7.16. GENERAL INSTRUCTIONS:
7.16.1. The following important points should also be borne in mind while writing up of reports:
a) Reports should not be made with ball point pen or in carbon copies as they are likely
to fade away. If the reports are type-written, that should be done by the reporting
authority himself and a certificate to that effect should be added at the close of each
such report;
b) In the case of unsatisfactory work, it is always advisable to keep on record and bring
to the notice of the employee concerned either orally or in writing, instances of
lapses or unsatisfactory work turned out, before adverse remarks are made in the
Confidential Reports;
c) In the case of an employee transferred from one Unit to another Unit, the reviewing
authority should also record his remarks and forward the Confidential Reports to the
C.Es./Heads of Offices etc. of the Unit under whom the employee is transferred to
work;
d) When a reporting officer is transferred/promoted in the mid-term of reporting, he
should completely write up the reports before actual relief and indicate the fact of
having done so in the report of handing over charge and
e) Great care and emphasis shall be bestowed in objective assessment to bring out the
strength and weakness of the individual reported on while writing the AAR/CR.
(P&A/2396/A III/84, Dt.13.03.84).
7.17. PROCEDURE FOR REVIEW OF REPORTS IN THE CUSTODY OF FIELD OFFICERS:
7.17.1. An Officer /teams of officers nominated by Director/Personnel will undertake an
inspection of the reports in the custody of the various officers etc., of the Units with a
view to see:
a) Whether the reports have been written up in complete form and the basic principles
and guidelines for reporting have been adhered to;
b) Whether action has been taken to separate the reporter and the reports where
necessary and if not to propose such transfers/job rotations in consultation with the
Head of Unit, Functional Directors concerned and Director (Personnel).
c) Whether action has been taken to put up cases which require review by the
Principal officers and to take action to communicate adverse remarks, if any, as may
be found in the reports of the employees.
7.17.2. A time-cycle should be drawn up by the P&A Dept. for the inspection by them for the
purpose, so that within a period of 3 years entire reports are inspected atleast once i.e.
an inspection of 33-1/3% of the reports in the custody of each Establishment Officer for
each year should be undertaken and steps taken to locate defects and remove draw-
backs.
7-7
CONFIDENTIAL
ANNUAL CONFIDENTIAL REPORT ON PERFORMANCE OF CHIEF EXECUTIVES / FUNCTIONAL
DIRECTORS/GENERAL MANAGERS AND OFFICERS OF EQUIVALENT LEVEL OF PUBLIC ENTERPRISES.
For the year ending 31st March, 20….
PART I – PERSONAL DATA
(To be filled by the administrative/personnel office)
1. Name :
2. Date of Birth :
3. Academic and Professional :
Qualifications (in brief).
4. (a) Post held (designations, name of the :
ministry/department).
(b) Date of continuous appointment in this post.
(c) Present pay and scale of Pay :
(d) Date of continuous appointment in the same enterprise:
5. Date of first appointment in a public enterprise and the scale of
pay of the post on first appointment. :
6. Whether the Annual return on immovable property for the
preceding calendar year was filed within the prescribed date
i.e. 31st Jan. of the year following the calendar year if not, the date
of filing the return should be given.
PART II – PERFORMANCE REPORT.
(Note: This assessment of performance may cover inter alias a mention of the annual targets set for the
enterprise in respect of production, sales, profits, maintenance of harmonious industrial relations
reflected in the man-days lost, if any, due to conflict, state of maintenance of capital plant and machinery,
etc., and proposed schemes of improving organizational effectiveness e.g. cost reduction, introduction
of incentive schemes, management information system, management development, etc. as well as the
actual achievements made during the period under report. In the case of an enterprise under
construction, special mention could also be made whether detailed time-schedules have been drawn up
and whether such time-schedules have been adhered to. In addition, the assessment will specifically
cover such aspects as quality of mind, intellectual ability, industry and also abilities relating to man-
management, leadership, innovation, public relations, contribution to policy making and awareness of
social, economic and political factors relevant to decision making. Special remarks about honesty and
integrity of character may also be incorporated. The potentiality of the officer to succeed the Chief
Executive/Functional Director should be specifically mentioned).
Signature of Reporting Officer
Name …………………………
Designation …………………..
Date …………………………..
Remarks of the Reviewing Officer
(These remarks may also take into account the performance criteria adopted in the Reporting
Officer’s assessment. The potentiality of the officer to succeed the Chief Executive/Functional
Director should be specifically mentioned).
7-8
Signature of Reporting Officer

Name …………………………
Date …………………………..
Remarks of the Countersigning Authority
Signature
Name …………………………
Date …………………………..
Observations of the Minister
Signature
Name …………………………
Date …………………………..
CONFIDENTIAL
FORM-I
Neyveli Lignite Corporation Limited
ANNUAL APPRAISAL REPORT “EXECUTIVES”
Period: From To
Name Date of birth C.P.F. No.

Designation Grade
Section/Department Date of Joining in the Company :
Present position :
Academic qualifications:
Professional qualifications:
Appraisal System: Guidelines

I. Objectives of Annual Appraisal
1. To evaluate how far results have been achieved and to plan for better performance.
2. To understand the gaps in knowledge and skills which may be filled by planned guidance
and training.
3. To identify executives with potential for purposes of Management Succession.
7-9
II. Responsibility for Appraisal

1. The appraisal for each executive will be done by the Reporting Officer (to whom the
executive reports) and the Reviewing Officer (to whom the Reporting Officer-reports). Part-
I of the report will be filled in by the executive. Part-II will be filled in by the Reporting Officer.
Part-III will be filled by Reviewing Officer. Part-IV will be filled by the Executive and the
Reporting Officer.
2. Where an Appraisee has worked with more than one Reporting Officer for more than 3
months, he will be assessed by all the Reporting Officers.
3. The Reporting Officer should evaluate the Performance of the Executive (Part-II-2) in
accordance with the tasks assigned and the results achieved during the Assessment period
as corroborated by the records maintained and Part-I of the Report
4. In order to have an objective assessment, evaluation should be supported with facts,
relevant examples and actual incidents -–both positive and negative – that may be
maintained by the Reporting Officer.
5. The attribute ratings (Executive Abilities – Part-II-3) should be based on sufficient evidence
reflected during the entire period and not isolated or recent incidents.
6. Each attribute should be assessed independently and uninfluenced by the rating of other
attributes. Against attributes that are not applicable, kindly write N.A. (Not Appraiser). The
Appraiser has the freedom not to evaluate an attribute for which he does not have sufficient
data, or which he does not consider relevant for the position of the Appraisee.
7. Caution may be exercised against any tendency to over rate or under-rate. This is unfair
both to the Executive reported upon as well as his colleagues.
III. Review Discussion
1. The Executive and the Reporting Officer must
(i) discuss the extent to which the Executive has achieved or failed to get results
through his performance
(ii) find solution to overcome the obstacles and difficulties encountered by the
Executive, and
(iii)work out an Action Plan for better performance
2. The discussions should always be forward-looking rather than fault-finding. The
objective is to solve the problems and to provide practical guidance to the Executive for
improving his performance. The Reporting Officer should fill in the Annual Appraisal
after going through Part-I filled by the Appraisee and conducting the Review
Discussion.
IV Estimate of Potential
1. The Executive’s potential for further growth should be assessed based on his
performance on the current job and qualities not being used.
V. Training Needs
1. Part-I of the report should be filled by the Appraisee himself as he sees his training
needs relevant to the current job and for his further growth. The Reporting Officer may
give his recommendations based on the same.
2. Training and development plans should be linked with the individual’s growth needs,
organisational goals and succession plans.
7-10
VI. Communication on Performance

In case the overall rating by the Reviewing Officer is either “Satisfactory” or
“Unsatisfactory,” this should be communicated in writing to the Officer concerned.
N.B. The Annual Appraisal Report should be completed positively before the end of
APRIL for the period ending previous March.
PART-I SELF APPRAISAL

(To be filled by the Appraisee)
Period: From To
1. Describe salient tasks undertaken by you during the year under review and the extent to
which you made progress in meeting your targets.
2. Did you face any difficulties in reaching your targets? Also mention the steps you have
taken to overcome them.
3. Describe any significant contribution, achievement or improvement you have made and
benefit (value to the organisation, tangible and intangible) derived from these
improvements.
4. Please indicate the areas of your performance in which you feel there is scope for
improvement, if any. What steps do you propose to undertake to improve? What help from
your superiors do you require to perform the job more efficiently.
SIGNATURE OF APPRAISEE
PART-II ANNUAL APPRAISAL

(To be filled by the Reporting Officer)
1. Comment on employee’s overall performance with reference to the tasks assigned to him.
Mention any situational or environmental factors, which might have affected his
achievement/non-achievement of these tasks
2. Evaluation of
$Unsatisfactory
** Very Good
* Outstanding
#Satisfactory
performance Comments if any

***Good
(Actual incidents
both positive
and negative
may be cited)
Work targets: To what extent
has the appraisee been able to
achieve work targets in terms of
quality, quantity and schedule.
Job knowledge: How
adequate is his Professional
knowledge for the present
postion and how well did he use
it for solving on-the-job
problems?
7-11
$Unsatisfactory
Evaluation of Comments if any
** Very Good
* Outstanding
#Satisfactory
***Good
performance (Actual incidents
both positive
and negative
may be cited)
Ability to plan in advance and
organise work
Cost consciousness Has
he produced results with most
efficient methods and at low
cost?
Labour laws and safety: Has
he implemented labour laws and
observed safety and
housekeeping in his work
situation?
* Outstanding: Very much above present job requirements
** Very Good: Somewhat above present job requirements
*** Good: Meets present job requirements
# Satisfactory: Partly meets present job requirements
$ Unsatisfactory: Below present job requirements
} Should be communicated.
N.B. The above explanations will apply in all ratings in this Form.
3. Evaluation of
$Unsatisfactory
** Very Good
* Outstanding
#Satisfactory
Executive Comments if any

***Good
Abilities (Actual incidents

both positive
and negative
may be cited)
Ability to train and
develop his subordinates.
Group effectiveness
and integrate work
Flexibility to go along
with the decision after
it is taken.
Ability to think originally
and readiness to accept
new ideas.
Work relations with other
departments.
Ability to sutdy a problem,
seek out alternatives and
Come to a reasonable decision.
Ability to communicate -
Written and Oral.
7-12
4. Comment on the following and any other aspect(s) not covered in 2 & 3.
(i) Integrity: Has any thing adverse against him come to your notice? Please specify.
Note: The column Integrity to be left blank and secret note recorded and followed up
in case of doubt
(ii) Any other trait which militates against efficiency and suitability for Particular type of
work.
(iii) Any other comments.
5. What steps have you undertaken or propose to initiate to develop or help the employee to
improve his performance and / or increase his effectiveness?
6. Please indicate if you have discussed the employee’s performance with him.
7. Overall Assessment.
Outstanding Very Good Good Satisfactory Unsatisfactory

If the ranking is ‘Outstanding’ or ‘Unsatisfactory’ give supporting facts for the same.
8. Potential for Promotion.
Potential for promotion is based on employee’s ability to undertake higher responsibilities.
High Moderate Low

(To be given accelerated (Promotion in due course) (Not promotable
promotion. If so, give If so, give reasons)
reasons)
Name : …………………………………Signature……………………………………..
Designation: ………………………… ..Date:…………………………………………
PART-III-REVIEW
(To be filled by Reviewing Officer)
1. Please give your assessment where it differs from the above assessment.
2. OVERALL ASSESSMENT
Outstanding Very Good Good Satisfactory Unsatisfactory

Name : ……………………………………….
Signature:……………………….......……….
Designation:………………………………….
Date: ……………………………......………
7-13
PART IV – Training & Development Needs

Note: Please note that this report will help in forming the basis on which the in-company training
programmes will be conducted, as well as deputation to outside programmes will be decided.
Please use the checklist of broad areas of training given below:
Name : ……………………………………………
Department: ....................................................
CPF No.……………………………................…
Designation:……………………………………..
Year:……………………………………..........…
(To be filled by the appraisee)
Type of training Depth of Training Orientation/ Relevant of the Comments/Specific
required Appreciation / Intensive training to your job recommendations of
the Reporting Officer
CHECKLIST OF BROAD AREAS IN TRAINING

(with reference to Part-IV)
(The following list of programmes may be regarded as merely an aid to identify the training programmes and is by no
means exhaustive).
A. Management Development Programmes B. Functional and Technical Programmes
1. Environmental Analysis and issues of 1. Project Management
National Importance
Economic Analysis for management Project Planning and Appraisal.
Decisions. Socio-political environment. Project Scheduling and Control (PERT/CPM etc.)
Formulation and Evaluation of a total
business strategy.
2. General Management 2. Operations Management
Managerial effectiveness. Training for updating knowledge in area
Finance for non-financial of specialization, e.g., open-cast Mining, Fertilizer,
Executives Thermal Plant etc. Maintenance Systems/
GeneralManagement Programmes, Techniques.
E.g : 3 Tier Programmes of IIM. Quality control and Inspection.
3. Management Science and Information 3. Finance Management
Systems
Computer Applications. Statistics for analysis Accounting Systems, Costing Systems,Budgeting.
and decision making Forecasting Techniques,
Design of MIS.
4. Organisation Development and 4. Man Management
Behavioural Inputs
Organisation Design and Processes. Communication Wages & Salary Admn. Man Power Planning.
skills. Human Interaction Labs. Personal growth labs. Employee relations.
5. Materials Management
Procurement Stores and Inventory Control.
6. Marketing Management
Sales forecasting Sales Promotion/Advertising.
7-14
FORM II
PERFORMANCE APPRAISAL FORM.
(Common Form applicable to Technical/Non-Technical personnel of and above the rank of
Foreman Grade-II and equivalent categories, and Junior Personnel Officer/Junior Accounts
Officer/Junior Engineer, etc.)
Report for the period: From …………………….. To ………………………....
Name :…………………........………CPF No.………......………… Age …....................……
Qualifications…………………………………………………………………...................................
Test passed: ………………………….................................................................…………………
Designation: ……………………………………….............................................…………………
Present Unit/Branch in which working…………………………..........................…………………
Pay: Rs……..........………… Total service in NLC Ltd., ………………..…...........……................
Name of the Appraiser: ………………………………………………………………........................
Total period of service under the Appraiser ……………………………………………...................
Date of Appraisal …………………………....................................................……………...........
NATURE OF WORK:
(Record appraisal with TICK in appropriate box, wherever provided and initial)
A. PERFORMANCE:
1. Job Knowledge:
2. Ability to organize, Control and achieve Targets:
3. Quality of Maintenance:
4. Ability to maintain *Parameters
5. Ability of control *Cost-knowledge of Financial and Administrative Rules.
6. Promptness/Capacity to settle issues by personal discussions avoiding repetitive
noting and shutting of files in the case of Administrative and Accounting Personnel.
*A Separate sheet should be attached each year showing norms and performance
7. Willingness and ability to do work with his own hand (Technical): C a p a c i t y t o d o
original work (Non-Technical):
8. Overall Assessment on PERFORMANCE:
Unsatisfactory Adequate Good Very Good Outstanding

B. PERSONALITY:
Comment on:-
1. Ability for control:
2. Relationship with
a. Others:
b. Superiors
c. Subordinates
d. Team work:
3. Emotional Qualities
7-15
C. JUDGEMENT:
Comment on:
1. General ability for decision making:
2. Ability to analyze specific problems and take decisions:
3. Acceptance of responsibility:
D. INTEGRITY AND LOYALTY
Comment on:
1. Honesty
2. Reaction in times of Emergencies and Very special situations:
Note: Specific mention may be made of Instances deserving special mention:
E. POTENTIALITIES:
Comment on:-
1. Ability for growth:
2. Taking higher responsibilities:
3. Ability to produce ideas and originate
New thoughts:
F. PHYSICAL FITNESS:
General Remarks:
(Mention here, Punishments, Censures, Outstanding Achievements, Special
Commendations, Punctuality and Regularity, Frequency of absence on leave etc., if any,
during the period under report):
OVERALL GRADING: -
A B C A B C
Station Signature of Appraiser.

(Name in Block Letters)
Designation
Date:
Remarks and Rating by Reviewing Authority (First level):

Station: Signature of Appraiser.

Designation
Date:
Remarks and Rating by Reviewing Authority (Second level):
7-16
Station: Signature of Appraiser.

Designation
Date:
Note: 1. “ADEQUATE” is an average remark.
“UNSATISFACTORY” is an adverse remark. } Should be
Communicated.
2. Communication of remarks ‘Comments’ will be left to the discretion of the Reviewing
Authority who should indicate the remarks to be communicated.
3. A write up should be accompanied by narrative sheets detailing the work entrusted to and
carried out by the persons appraised.
4. A, B, C is in the descending order of gradation. There should be a clear distinction between
‘Good’ and ‘Very Good’. For instance, an employee rated as ‘C’, ‘Very Good’ should be
better in performance and other traits than a person graded as ‘A’ under ‘Good’.
FORM III
PERFORMANCE APPRAISAL FORM
(Common Form applicable to Technical and Non-Technical personnel below the rank of Foreman
Grade-II and equivalent categories such as Non-Supervisory levels of Accountant, Head Assistant
and below):
Report for the period:From…………………............………………To …………..................................
Employee’s:……………………..........................…………CPF No.…………............................…….
Designation: ……………………………. Present Unit/ Branch in which working……………….....……
Total Service in Neyveli Lignite Corporation Ltd., ……………..Service in the present post:................
......................Nature of Work:…………………………..……..…..…………………….......……Total
period of service under the Appraiser................................................…………........…………Date of
Appraisal ………………………..………
INSTRUCTIONS TO APPRAISER.
Concentrate only on PERFORMANCE IN PRESENT JOB. Comment items relevant to the
individual’s work.
Record appraisal with TICK in appropriate box and initial.
7-17
U A G
1. JOB KNOWLEDGE
2. JOB PERFORMANCE:
(a) Promptness & Capacity to meet Targets/Brevity and precision
in noting in the case of Administrative and Accounting Personnel
(b) Knowledge & Compliance with procedure
(c) Care of Tools/Equipment/Cleanliness & Tidiness of work
place, maintenance & arrangement of files including references
3. Relationship with others/Superiors
4. Acceptance of work-load
5. Attendance & Punctuality
6. Discipline
7. Reliability
OVERALL APPRAISAL:
General Remarks: (Here mention, Punishments, Censures, Special Commendations, if

any during the period under report. Mention also outstanding achievements or notable
work of the employee, if any, during the period, fitness for promotion).
Signature of Appraiser:
Name in Block Letters:
Designation:
Station:
Date:
REMARKS OF THE REVIEWING U A G

AUTHORITY:
(FIRST LEVEL)
General Remarks
Signature:
Designation:
Station:
Date:
REMARKS OF THE REVIEWING U A G

AUTHORITY (SECOND LEVEL)
General Remarks
Signature
Designation
Station
Date
*U – Unsatisfactory
*A – Adequate
G – Good
Note: ‘ADEQUATE’ is an average remark.‘UNSATISFACTORY’ is an adverse remark
*Should be communicated. Communication of remarks under ‘will be left to the discretion of the
reviewing Authority who should indicate the remarks to be communicated on the reverse.
REVIEWING AUTHORITY’S REMARKS TO BE COMMUNICATED
*****
SECTION- II
RULES GOVERNING THE CONDITIONS OF
EMPLOYMENT
Chapter
Subject Pages
No.
8 Standing Orders 8-1 to 8-23
9 Disciplinary Procedure under 9-1 to 9-10
Standing Orders
10 NLC Employees' (Conduct) Rules 10-1 to 10-17
11 NLC Employees' (Control and Appeal) 11-1 to 11-23
Rules and Disciplinary procedure
there under
12 Security Force Regulations 12-1 to 12-14
13 Hours of work, Attendance, etc. 13-1 to 13-7
14 Departmental Tests 14-1 to 14-1
15 Forwarding of Applications for 15-1 to 15-7
Outside Employment Elsewhere
16 Cessation of Service - Retirement 16-1 to 16-4
and Resignation, etc.
17 Issue of Service Certificate 17-1 to 17-2
8-1
8. STANDING ORDERS
1. Scope of Orders :
These orders shall come into force on 31.01.1971 and shall apply to all workmen employed in
the various Industrial establishments in the Integrated Neyveli Lignite Project at Neyveli under
the control of the Neyveli Lignite Corporation Limited, who are “workmen” as defined in Section
2(i) of the other act than those excluded by Section-13-B of the Act
2. Definitions :
In these Standing Orders, unless there is anything repugnant in the Subject or context:
1. “ACT” means the Industrial Employment (Standing Orders) Act, 1946 (XX of 1946)
2. “COMPANY” means the Neyveli Lignite Corporation Limited.
3. “ESTABLISHMENT” means any industrial establishment under the control of the
Company (including administrative / accounts units / centers, forming part or section of
such industrial establishment ) located either within the premises of the establishment
itself or elsewhere.
4. “SECTION” means any part of the factory or establishment serving as a distinct unit and
declared as such by the Management.
5. “Head of Section or Establishment” means the person incharge of the section or
establishment, as the case may be (and includes the Manager of the Mines).
6. “Departmental Head” shall mean an employee of the company, superior to the head of an
establishment and declared as such by the Management.
7. “MANAGEMENT” means the Company’s Managing Director or any employee of the
Company authorized to act on his behalf and/or on behalf of the Company (and shall
include Owner or Agent of the Mines).
8. “Prohibited Place” means such area as may be declared to be a Prohibited place by the
Government of Madras, with reference to the provisions of the Indian Official Secrets Act,
1923 (Central Act XIX of 1923) from time to time.
9. “Project” means all the Industrial establishments established by the Company at Neyveli.
10. ‘Workmen” means any workman as defined in Section 2 (i) of the Act and employed by the
Company in any Industrial establishment i.e. other than personnel employed in a
managerial or administrative capacity such as (Junior) Officers and above who perform
functions mainly of a managerial and administrative nature, supervision being only
incidental to their duties, and other than personnel in a supervisory capacity but drawing a
wage of Rs. 500/- p.m. or more.
11. “NOTICE BOARD” means the board or boards maintained by the Company for displaying
such notices by the Company and at such places, as may be required by the appropriate
laws applicable to the industrial establishment or section thereof.
12. Words denoting the masculine gender shall include the feminine gender.
13. Words denoting the singular number shall include the plural number.
3. Publication of Standing Orders, amendments thereto and notices etc.:
A copy of the Standing Orders in English and Tamil will be pasted on all the Notice Boards
maintained for this purpose and kept in legible condition.
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Any amendments or modifications made thereto and any notices, orders or instructions issued
thereunder shall also be exhibited on the aforesaid Notice Boards.
4. Classifications of and qualifications for posts
1. Each establishment shall consist of various categories of posts corresponding to the
trades concerned and, where necessary, there will be two or more grades in each
category, with reference to the skill and experience required, e.g. Driller Grade – I, Driller
Grade – II, Assistant Driller, Fitter Grade I, Fitter Grade II and so on
2. With reference to requirements of work from time to time in each category of posts or
grade therin in an establishment, there shall be, where required, regular posts, i.e., posts
which are expected to be needed for a number of years and at any rate till the completion
of the construction and development stage of the Integrated undertaking and temporary
post which are expected to be needed only for relatively shorter periods such as 2 or 3
years at the most. All the posts shall be sanctioned or continued for a period of two years
or less at a time.
3. There shall be specific qualifications prescribed by the Management for appointment to
posts in each such category or grade therein, as hereinafter laid down.
5. Classification of workmen:
The following shall be the classes of workmen:-
a) Regular
b) Probationer
c) Temporary
d) Casual
e) Apprentices or trainees
a. A “regular” workman is one recruited for regular post, has completed his probation
therein, and whose name has been entered in the records of the Company as such
and who has been given a letter of regular appointment signed by the Management.
b. A “ Probationer” is one provisionally employed on probation in a post to ascertain his
suitability and fitness and who do not complete the prescribed or extended period of
probation in the post. At any time during the period of probation he may, for reasons
to be recorded, be reverted, or discharged from the post, and if he was employed
previously in any other post in the Project from which he was taken, sent back to that
post.
c. A “temporary” workman is one who is engaged for work which is of an essentially
temporary nature likely to be finished within a limited period.
d. A “casual” workman is one whose employment is of a casual nature and on a day to
day basis.
e. An “apprentice or trainee” is a learner who may or may not be paid an allowance
during the period of his training.
It is not obligatory on the part of the Company to provide an apprentice or trainee with work in
the Company after his training.
Note: 1. Regular: Probationer and temporary workman shall be either monthly rated or daily
rated.
2. Casual workman shall be daily rated.
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6. Nature of Duties and Skills of Workmen

With reference to the nature of work involved in each category or grade therein in an
establishment, the workmen to be employed in such category or grade shall be one or other of
the following types:
i. Unskilled.
ii. Semi-skilled,
iii. Skilled,
iv. Highly skilled,
v. Clerical,
vi. Supervisory.
7. Filling up of Vacancies
(a) Vacancies in various posts will be filled in, ordinarily by promotion of candidates with the
requisite qualifications and experience prescribed by the Management. When suitable
candidates are not available for filling up the vacancies by promotion the management may
fill up the vacancies by direct recruitment of persons from other categories of posts in the
project or from the open market or from other industrial undertakings or by notifications of
vacancies to the Employment Exchanges or to the Press as may be decided by the
Management.
Promotion :
The Management shall prescribe from time to time the classification of posts, promotion tubes
indicating the eligibility of posts, grades/posts and the channel of promotion basis for
promotion and the rules relating to ranking and seniority for the purpose of promotion.
For promotion from one post or grade to next higher, a candidate must have the number of
years of experience prescribed by the Management.
The eligibility grade/post for promotion shall be the one immediately below the grade post to
which promotions are made. The Management may prescribe more than one eligibility
grade/post for promotion in respect of any particular category of post.
Promotions shall be made only to the extent vacancies are available. The management may
decide not to fill up any vacancies at a particular time.
All promotions shall be made on the basis of the recommendations of the Departmental
Promotional Committee constituted for the purpose and after approval of the
recommendations by the authority nominated in this behalf
The management may prescribe rules for short term or ad hoc promotions when it is found
necessary in the interest of work to fill up urgently the sanctioned posts including the posts
which are vacant during the absence of the incumbents either on leave, suspension or on
deputation elsewhere and when there are no candidates in the approved promotion panel.
Direct Recruitment:
Where it is seen that the project employees in other lower categories of posts would have
acquired similar skill and proficiency as needed for appointment to a post, applications may be
called for from the Project employees first. The employment exchanges will also be notified
simultaneously. Where adequate number of candidates is not available either from the Project
or through the Employment Exchanges to fill up the vacancies, the vacancies will be notified in
the Press inviting applications from outsiders. The number of vacancies that may be filled in by
direct recruitment will be decided by the Management from time to time.
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(a) Candidates will be selected after an interview by the Selection Committee appointed for
the purpose and also after a trade test wherever considered necessary by the
Management. Comparative merit, ability and experience being equal, preference shall
be given at the time of appointment to persons displaced by the acquisition of land for the
Project, to refugees and to persons discharged from other Government Projects and
undertaking as being surplus to requirements.
(b) All orders of promotion/appointment shall be issued in writing by the authority authorised
in this behalf by the Management. The order of promotion/appointment shall clearly
specify the category and/or grade to which the person is being promoted/appointed, the
initial pay/wages, the scale or rate of pay wages or allowances if any, to which he is
entitled the nature of promotion/appointment and the person to whom he should report.
(c) If a workman is engaged on monthly pay, his pay and allowances shall be in respect of all
work performed in a month. If a workman is engaged on a daily rate he shall be paid
wages in respect of all days on which he Works for a full shift and proportionate wages for
the period he actually works if it is less than full shift.
(d) Every promotion/appointment shall be deemed to have been terminated on the expiry of
the period of sanction of the post, provided however it may be continued for a further
period, where the period of sanction for the post is extended.
(e) A workman shall not be entitled to allowances or remuneration of any kind other than what
is mentioned in the promotion/appointment order.
8. Antecedents:
1. No person who has been dismissed from the service of the Neyveli Lignite Corporation or of
any of the Government or of State Undertakings in India, or who has been convicted by any
criminal court for an offence involving moral turpitude, shall be appointed as a workman in
the Company.
Note: On the question whether an offence involves moral turpitude or not, the decision of the
Management shall be final.
2. In the event of the Management coming to know, subsequent to the appointment of a
workman, his antecedents which would have made him ineligible for employment under
sub-rule (1) above, his services shall be liable to be terminated without any notice.
9. Medical Examination:
a) All workmen, except Casual workman at the time of the first appointment under the
Company, shall be subject to medical examination by a duly authorized Medical Officer of
the Company free of cost, and no such workman shall be eligible for appointment under the
Company, unless a certificate of fitness has been obtained from such Medical Officer.
b) All workmen shall, after first appointment, submit themselves to medical examination by a
duly authorized Medical Officer of the Company, free of cost, at any time, or at such
periodical intervals, as may be required or prescribed by the Management.
c) Any refusal for such medical examination will render them ineligible to continue in
employment and also liable for discharge from the service of the Company.
d) Any workman certified as unfit on medical grounds for further employment under the
Company, may be retired from the service of the Company after he has been examined by
the Chief Medical Officer or a Medical Board constituted by the Company. If a workman is
retired from the company under the above rule, he will be entitled to notice as provided for in
S.O.39(a).
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10. Record of Age:

1. The Company shall record the age of every workman. The following documents shall be
deemed to be satisfactory proof of age at the time the workman enters the Company’s
Service :
I) Matriculation or S.S.L.C. Certificate.
II) Birth Certificate.
2. A workman who is unable to produce evidence of his age shall state his age and make a
written declaration that the age as stated by him is correct. Such workman shall be got
examined by the Company’s authorized Medical Officer, free of cost, and the opinion of the
Medical Officer as to the workman’s age shall be binding on all concerned.
3. “In the case of a workman, the year of whose birth is known, but not the date and month, the
Ist July of that year shall be treated as date of birth; and when both the year and month of
birth are known but not the exact date, the 16th of that month and year shall be treated as
the date of birth’’.
4. The age of a workman, as recorded with the company at the time of employment, shall not
thereafter be sought to be altered by the workman.
11. Address of the workman:
Every workman shall at the time of entering service in the Company, furnish his permanent
address. Any change in his address shall be immediately notified to the Company. Any
communications forwarded by the Company to the permanent address given by the workman
shall be regarded as sufficient compliance for the purpose of giving any notice.
12. Service Records:
The Company shall maintain service records for every workman containing particulars
regarding his date of birth, qualifications, date of employment, date of increments,
punishments or commendations if any, leave and such other particulars.
13. Probation:
The period of probation shall be as follows:
Skilled workman : 1 Year.
Others : 3 Months.
14. Conditions of Service:
1. General :
a) All workmen shall devote themselves exclusively to the duties assigned to them from time to
time and shall personally attend thereto at all times during the usual working hours, and
whenever necessary as the exigencies of work require and the law in force permits.
b) Rules and instructions of the Company and all arrangements, systems, methods and
procedures now in force in the Company and to be promulgated by the Company in future
and not inconsistent with these Standing Orders, for the purpose of regulation work, safety,
discipline, good conduct, cleanliness, the avoidance of waste of time and materials and for
the proper running of the Project, shall be binding on and shall be observed by all the
workmen concerned.
c) As the project is an integrated one consisting of a number of industrial establishments within
the purview of different statutory enactments, it is a condition of service in the Company that
overtime wages and leave for any workman shall be governed by the statutory provisions
applicable to the particular industrial establishments in which he is employed for the time
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being. In the absence of any statutory provisions, he shall be governed by the rules framed
in this regard by the Company.
2. Influence:
i) No workman shall bring or attempt to bring any outside influence to bear upon any superior
authority of the Company for the furtherance of his interest in respect of matters pertaining
to his service in the Company.
ii) No workman shall use his position or influence directly or indirectly to secure employment
for any member of his family in any private undertakings with which he has Official dealings
or in any other undertaking having business dealings with the Company.
3. Subscription:
No workman shall, except with the previous sanction of the Management, ask for or accept
contributions to, or otherwise associate himself with the raising of any funds or other
collections in cash or in kind, in pursuance of any object, other than for purpose connected
with purely cultural, literary, recreation and / or artistic associations or Flag Day Collections,
in which a workman may participate purely on a voluntary basis.
4. Restriction on other Employment:
i) Every workman shall be deemed to be a whole time servant of the Company. No
workman shall, without the express authority of the Management directly or indirectly,
engage in any other trade, business, occupation or employment or without such
express authority, accept any fee, emoluments, commission, honorarium, gift or
reward, whatsoever, from any other person or association of persons.
EXPLANATION:
(i) Canvassing by workman in support of the business of insurance agency, Commission
agency, etc. owned or managed by his wife or any other member of his family shall be
deemed to be a breach of this clause.
ii) No workman shall, without prior permission of the Management accept to serve as a
member of the managing, executive or other committees of organizations both professional
or otherwise, other than Trade Unions.
Provided that a workman may, without such permission or sanction undertake honorary
work of a social or charitable nature or occasional work of a literary, artistic or scientific
character, subject to the condition that his official duties do not there by suffer.
iii) No workman shall have any private financial dealing with persons or firms, etc. having
business relations with the Company for the sale or purchase of any materials, equipments
etc., or for any other matter or purpose.
iv) No workman shall, except with the previous sanction of the Management take part in the
registration, promotion or Management of any bank or other Company registered under the
Companies Act, or any other law for the time being in force.
Provided that a workman may take part in the registration, promotion or Management of a
Co-operative Society registered under Co-operative Societies Act, 1962 or any other law
for the time being in force where such society is formed by and for the benefit of workmen of
the company, or a literary scientific or charitable society registered under the Societies
Registration Act, 1860 (XXI of 1860) or any corresponding law in force.
v) No workman may accept any fee for any work done by him for any public body or any private
person without the sanction of the Management.
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5. Invention and Patents:

No workman shall, without the previous consent in writing of the Management, apply for a
patent or exclusive privilege in respect of any invention under any enactment, if such
invention is made by him when in the service of the Company and he shall, in the event of a
patent or exclusive privilege under any such enactment to make, sell and use such
invention or allow others to do so, being granted to him, grant to the Company the said
invention without its being obliged to pay any royalty or other consideration therefor. He
shall not assign, charge or transfer in any manner, whatsoever his original or any extended
patent or exclusive privilege in respect of the said invention without the previous consent in
writing of the Management and without providing for the unqualified use, free of charge to
the Company of the said invention and further he shall, on demand, execute in favour of the
Company such letter of licence, or other deed or document for the purpose as it may advise,
provided always that the Company at any time within six months of the receipt of any
intimation from the workman that he has acquired such patent or exclusive privilege in India
or abroad shall have the right to require the workman to transfer and assign such patent or
exclusive privilege to the Company for such consideration as the Management shall at its
discretion fix and if such right be exercised, the workman shall execute all such deeds of
assignment, grants and assurances and do all such acts, deeds and things for vesting in the
Company and/or its nominees, the ownership of the patent or exclusive privilege and the full
benefit there of as the Management shall require.
6. Vindication of official Acts:
No workman shall, except with the previous sanction of the Management, have recourse to
any court or to the press for the vindication of any official act which has been the subject
matter of adverse criticism or an attack of a defamatory character, provided that nothing in
this rule shall be deemed to preclude a workman from vindicating his private character or
any act in his private / personal capacity and where any act done by him in private capacity
is taken, the workman shall submit a report to the Management regarding such action.
7. Bigamous Marriages:
No workman who has a wife living shall contract another marriage, without first obtaining the
permission of the Management not withstanding that such subsequent marriage is
permissible under the personal law, for the time being, applicable to him. Likewise no
women employee shall marry any person who has a wife living without obtaining such
previous permission of the Management.
15. Identity Cards, Temporary Permits, Entry, Exit and Search:
a) It is a condition of employment that all workman shall comply with all instructions or orders
issued by the Management in this behalf.
b) Every workman whether regular, probationer, temporary, casual or apprentice or trainee,
shall, where necessary, be issued an identity card or temporary permit, provided that in the
case of casual workmen who have to work for a very limited period within the prohibited
place, a temporary permit may be issued, in the name of the Section Officer concerned to
cover a group of them. The identity card / temporary permit issued to an individual
workman shall bear the workman’s name, designation, signature and any identity marks,
and his photograph (in the case of identity cards only) and shall be signed by the authority
duly authorized by the Management in this behalf.
c) The identity cards and temporary permits shall serve as individual Gate passes permitting
the holders thereof to enter and remain within the precincts of the work spots concerned in
connection with their work. Metal passes shall be issued to workmen for entry into sections
other than their own sections, whenever necessary. These metal passes shall be produced
along with their own identity cards/ temporary permits at the entrance to that section. On his
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returning to the section in which he works, the workman shall return the metal pass issued
to him.
d) The initial issue of identity cards/ temporary permits shall be free of charge. If the identity
card / temporary permit is lost, torn, soiled or otherwise damaged by the workman, he shall
be liable to pay a sum of rupees three for the issue of a new identity card and a sum of rupee
one for the issue of a new permit. If a metal pass issued to a workman is lost, the workman
shall be liable to pay a sum of rupee one towards its replacement.
e) If the identity card becomes torn, soiled or damaged due to fair wear and tear, the
Management will replace it without charge.
f) Identity cards/ temporary permits are not transferable and shall be valid only in respect of
the particular workman in whose favour it is issued.
g) Every workman shall keep on his person the identity card / temporary permit issued in his
favour and he shall show it to any person authorized to inspect it, while the workman is
entering or leaving the establishment or the workshop at any time, at any gate put up for the
purpose of checking, or while in his work spot or the precincts thereof.
h) The identity card/temporary permit issued to a workman shall remain the property of the
Company and every workman shall, on termination of his service or, on suspension from
service, or on proceeding on leave other than casual, surrender it to the Security Officer of
the Company for which he will give a receipt.
i) If a workman who surrenders his identity card/temporary permit as a result of suspension
from service by the order of the Management is required to attend the establishment at his
request or under instructions from the Management a temporary permit shall be issued in
his favour.
j) A workman who loses his identity card/temporary permit or metal pass shall report the loss
immediately to the Security Officer and the Head of the Section, to avoid its misuse by
unauthorized persons.
k) All workmen shall enter and leave the work spot/establishment only by the gates appointed
for the purpose by the Management. The appointed gates may be kept closed during
working hours at the discretion of the Management and workman must not leave the
premises during working hours, without the permission of the head of the section
concerned as specified by the Management.
l) All workmen shall be liable, as a routine, to be detained and searched by the Watch and
Ward Staff while entering or leaving the factory premises or establishment, or the entire
protected place and at any time during hours of work, when special circumstances so
warrant in the opinion of the Management or any other person authorized in this behalf in
writing by the Management. Women workers if any, shall be similarly liable to be detained
and searched by women searchers. No search other than the routine search shall be made
except in the presence of two other persons of the same sex as the workers, who is
searched.
m) The Company shall have the right to remove from those searched any article belonging to
the Company, or such other articles which in the opinion of the company may endanger the
safety of the Company or persons, or may be unsuitable for being taken into the premises of
the Industrial Establishment.
16. Publication of working times:
The periods and hours of work and intervals for rest for all classes of workmen in each shift in
each establishment or section thereof, shall be fixed by the Company from time to time and
exhibited in Tamil and English on the Notice Boards.
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17. Notice of instructions regarding attendance, departure etc.,:

All workmen shall comply with instructions issued from time to time relating to the recording of
time of arrival for work and departure from the place of work, period of duty, hours of work, etc.,
which will be notified on the Notice Boards.
18. Attendance Rules:
a) Every workman shall be present at his place of work at the commencement of his shift or
hours of duty, as may be notified. Where a system of token discs has been introduced,
workmen who goes for work shall take his token discs from the “in-token” Board and drop it
into a receptacle provided for the purpose. ‘In’ attendance will be marked on the basis of
such token discs. At the end of shift or hours of duty, these token discs from the ‘out’ board
shall be taken and dropped into the receptacle when the ‘out’ attendance is marked.
b) Those workmen who are required to sign in a register maintained for the purpose shall do so
at the time of reporting for work and also at the time of leaving the establishment on
cessation of his shift or hours of work.
c) Those workmen who are required to use time cards shall, on reporting for work, and at the
end of the shift or hours of work, register the time thereof by punching a time card in the time
clock provided by the Company. The time card shall remain the Company’s property and
shall be kept at the office determined and specified by the Management.
d) While reporting for work, the workman shall be at the time office at least within five minutes
of the scheduled time, and be at his work at least within ten minutes of the timings notified
and of the time indicated by the time office clock.
e) Workmen attending late by more than ten minutes shall be liable to be sent out and treated
as absent at the discretion of the Management. For “out” attendance, the workmen shall be
allowed ten minutes time. Attendance of workmen shall be marked in the appropriate
registers maintained for the purpose. If any workman does not present himself at his place
of work at the beginning of his shift or hours of duty, he shall be liable for deduction of wages,
as provided for under the provisions of the Payment of Wages Act, 1936 as amended from
time to time.
f) The wages of workmen coming late, or leaving early, with permission will be liable to
corresponding deduction, as provided for under the Payment of Wages Act 1936 as
amended from time to time.
g) Any workman found absent from his place of work, during his working hours, without
permission, shall be liable to be treated as absent for the whole day, if the absence is from
before the interval for rest, and for half a day, if the absence is after the said interval.
19. Shift working:-
a) Shift working shall be regulated in accordance with the provisions of the Factories Act,
1948/the Mines Act, 1952 or any other statute which is applicable for the time being in force
as amended from time to time. In all other cases, the periods and hours of work, including
intervals of rest, for all classes of employees in each shift and in each establishment
thereof, shall be fixed by the Company from time to time and exhibited in Tamil and English
on the Notice Boards. More than one shift may be worked or discontinued in any plant or
section of an establishment, at the discretion of the Management. Notices showing the
shifts worked in each plant or section of an establishment, shall be posted on the Notice
Board of the Plant or section concerned.
b) Subject to the provision of the Factories Act, 1948 or the Mines Act ,1952 or any other
statute, which ever is applicable for the time being in force as amended from time to time,
the Management shall be entitled by notice to be posted on the Notice Boards of the plant or
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section or the establishment concerned, to alter, or vary, the shifts and the hours of working
of each shift, at its discretion. Workmen shall be liable to the transferred from one shift to
another shift, at the discretion of the Management. Except in the emergencies, the
Management shall ordinarily give to the workmen concerned at least 8 hours notice of such
transfer from one shift to another.
c) Workmen shall not change their shifts without permission of the head of the section
concerned.
d) Shift working may be discontinued or the number of shifts reduced at any time, without
notice, provided that such discontinuance or reduction of the number of shifts, will not result
in any regular workmen being discharged. If, as a result of discontinuance of shifts or
reduction in the number of shifts, any regular workman is likely to be discharged, the
Company shall give one month’s notice to him before reduction or discontinuance is
effected. Effecting discharge under such circumstances, the Company shall follow the
principle of “last come, first go” and apply this principle in accordance with the provisions of
the Industrial Disputes Act, 1947, as amended from time to time.
e) If shift working is restarted or the reduction in the number of shifts is restored, the Company
shall give a week’s notice thereof by posting such notice at the main entrance of the
establishment and the time keepers’ office, if any, and send a communication to the
workmen concerned by registered post, wherever such notice is obligatory under
provisions of the Industrial Disputes Act, 1947 and rules framed there under as amended
from time to time. The workmen discharged as a result of discontinuance or reduction of
the shifts shall, if they present themselves at the time of the restarting of the shift, have
preference in being re-employed.
20. Publication of wage rates:
Rates of wages payable to all classes of workmen in the various categories and grades shall be
displayed on the notice boards.
21. Increments:-
1] A workman shall be eligible for increments in a time scale of pay/wages, as a matter of
course, at the end of the prescribed period, unless the increment is withheld or postponed
as a measure of punishment.
2] An increment in the time scale shall actually accrue only after it has been sanctioned, by an
order in writing , by the authority designated by the Management.
22. Over time:-
Subject to the provision of the law for time being in force, all workmen shall be liable to work
overtime, whenever required by the Management. Rates of wages/pay for overtime shall be
governed by the provisions of the Factories Act 1948, Mines Act, 1952 or any other statute
whichever is applicable for the time being in force, as amended from time to time, and where no
statute is applicable, the wages/pay for overtime shall be in accordance with the rules framed
by the Management.
23. Report of defects:-
Any defect in machinery, or damage to property or any dangerous condition or injury to persons
caused accidentally or otherwise in the course of performance of work by any worker, when
observed by anybody, shall be reported by him immediately to the Head of the section in the
establishment concerned.
Failure to make such a report shall be treated as constituting misconduct under Standing Order
No.46.
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24. Safety:-
Every workmen shall be bound to observe all safety rules as notified from time to time and use
safety equipment whenever necessary. Breach of this order shall constitute a misconduct
under Standing Order No.46 herein, and the workman concerned shall be liable to be punished
in accordance with Standing Order Nos. 46 & 47.
No workman, other than a person expressly authorized by the head of the section or the
establishment to do so, shall operate or handle any machinery or equipment, where operating
the machine or equipment statutorily requires the possession of a current valid licence and no
workman shall operate the machine or equipment unless he is also in possession of a valid
licence of the type required. The responsibility for obtaining it shall rest entirely on the
workman.
25. Secrecy:-
a) No workmen shall by writing to any person (including a co-workman) or by communicating
to public papers, journals, Books, Pamphlet or leaflets or by speech or discussion at any
place, disclose or cause to be disclosed, at any time during his service with the Company,
or after leaving the service of the Company, any information or documents relating to the
Company, except with the approval of Management.
b) No workman shall, otherwise than in the normal course of his work, engage himself in giving
information or advice on matters relating to the activities of the Company.
c) Except in the ordinary course of his duties, no workman shall disclose, either during his
service with the Company or after leaving the service of the Company any secrets, cost of
production of any or all of the Company’s products, information of purchase made by or
contracts entered into by the Company, information of settlement of claims by the Company
in or out of Court, or any other information, or matters of trade, or business secrets.
d) No workman shall carry with him outside the factory premises any papers, books, drawings,
photographs, instrument, apparatus, documents or any other property belonging to the
Company.
Provided that this prohibition shall not apply to those workman who are specially authorized
by the Management to take out of the factory premises papers and documents for the
purpose of study or for other purposes approved by the Management.
e) No workman shall take notes, drawing or sketches, for his own use of any plant, process or
work, or keep copies of official papers with him.
f) Any books, drawings, sketches, photographs and similar papers containing notes or
information relating to the Company’s business affairs, or operations, shall always be
treated as Company’s property, whether prepared by a workman or otherwise.
g) A breach of this order shall constitute misconduct under Standing Order No:46.
26. Publication of Holidays and Pay Days:
Notices specifying days to be observed by the Company as (a) holidays and (b) pay days shall
be posted on the Notice Board.
27. Payment of wages during the employment:
All workmen shall be paid their wages / pay on a working day in accordance with the statute
wherever applicable for the time being in force. In other cases, the rules issued by the
Management shall be applicable. Any wages due to the workmen, but not paid on the usual
pay day on account of their being unclaimed shall be paid by the employer on an unclaimed
wage / pay day in each week, which shall be notified on the notice boards.
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Any deductions including dues to the Company or to a Co-operative Society from the wages /
pay of a workman shall be governed by the provisions of the Payment of Wages Act, 1936 as
amended from time to time, wherever applicable, and in other cases by the rules issued by the
28. Transfers:
Every workman shall, at the discretion of the Management, be liable to be transferred in the
same category or grade therein, from one section to another or from one job to another, within
the same establishment or in different establishment in the Project, and also from any one of
the establishments to any of the administrative offices, subject to the following conditions.
a) The workman’s suitability for any post to which he is being transferred shall be decided upon
by the Management.
b) The pay, and the seniority of the workman in the category or grade in the project, as a whole,
shall not be adversely affected.
29. Annual leave and holidays with wages:
Annual leave with wages and weekly holidays shall be governed by the provisions of the
Factories Act, 1948 or the Mines Act, 1952 or any other statute applicable for the time being in
force, as amended from time to time as the case may be and in other cases in accordance with
the rules framed by the Management.
Holidays with wages other than weekly holidays shall be allowed in accordance with law or
contract, where applicable and the orders of the Management for the time being in force in
other cases.
Leave without pay/wages:
(a) Leave without pay/wages may be granted to a workman under the following circumstances:
(i) Where the workman concerned is not entitled to any other kind of leave or when the
workman specifically asks in writing for the grant of leave without pay/wages.
Except in cases of sickness, supported by a medical certificate issued by the competent or
authorised medical attendant, leave without pay/wages shall not be allowed to workman for
a period exceeding 90 days in any year of service.
Note: For this purpose the period of any year of service shall be the same as for the purpose
of grant of leave with wages/pay.
(ii) In case of sickness, leave without pay/wages may be granted to a regular workman
who has put in a service of not less than 3 years for such periods as may be
recommended by the competent authority or authorised medical attendant and
subject to such other orders as may be issued by the management from time to time
provided that the total period of leave without wages in any year of service do not
exceed 180 days.
(iii) A workman who has been granted leave without pay/wages or extension of leave on
medical grounds, shall not be allowed to resume duty unless he produces a certificate
of physical fitness from the Company's Medical Officer duly authorised in this behalf.
(b) Grant of leave without pay/wages shall be subject to the following conditions:
(i) that the post from which the workman employed, proceeds is likely to last till his return
to duty;
(ii) that leave without pay/wages cannot be claimed as a matter of right and should be
availed of by the workman concerned only after it has been specifically sanctioned by
the authority in this behalf;
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(iii) that leave without wages may be combined with any other leave other than casual
leave.
"Ordinarily previous sanction of the head of the section or establishment shall be
obtained before a workman avails himself of leave without pay/wages; but when this
is not possible, the head of the section or establishment shall as soon as practicable
be informed in writing of the absence the reasons therefor and the probable duration."
(c) A workman, who avails himself of leave without pay/wages for a period exceeding the limit
indicated in clauses (a) and (b) above, as the case may be, shall be deemed to have
voluntarily resigned his appointment in the Company.
Quarantine Leave:
1. Quarantine leave, on half pay/wages shall be granted upto 14 days in a year to any worker
under the direct employ of the Corporation, where the Project Medical Officer or the Project
Health Office certifies that the worker or any intimate of his house is suffering from an
infectious disease, viz, Cholera, Chicken Pox, Small Pox, Plagues, Diphtheria, Typhus
fever and Cerebrospinal- meningitis without any condition that leave should be set off
against the annual leave earned by the worker.
2. Quarantine leave may be granted only with reference to local cases. Quarantine leave may
be allowed to be combined with any leave other than casual leave.
Leave Travel Concession:
The workmen shall be entitled to Leave Travel Concession with reference to the rules
framed, by the Management from time to time.
Holidays:
'"The workmen shall be entitled to nine paid holidays, in a calendar year which shall include
the three National Holidays on 26th January, 15th August and 2nd October. The remaining
six festival holidays shall be notified by the Management every year. If any of the holidays
falls on a weekly holiday or any other day notified as weekly holiday the workmen shall be
entitled to another holiday with wages.
The casual workmen shall not be entitled to wages for the paid holidays if he is absent or on
leave without wages on the day immediately preceeding the paid holiday or if his
employment is not continued beyond the paid holiday.
When any workman is required to work on a paid holiday he shall be entitled to either double
the ordinary rate of wages or a single ordinary rate of wages plus a compensatory holiday
with wages. The grant of extra wages or compensatory holidays in such cases shall be
decided at the discretion of the workmen. The compensatory holidays shall be allowed
within a period of two months following the month in which the paid holiday- accrues".
30. Procedure for applying for annual leave with wages etc:
A workman who desires to obtain leave of absence shall, except in cases of emergency, apply
atleast twenty four hours in advance if the leave is for three days or less, and a week in advance
in other cases, to the head of his section or establishment, who shall issue orders on the
application within a week of its submission or two days prior to the commencement of the leave
applied for, whichever is earlier, provided that if the leave applied for is to commence within
three days thereof, the orders shall be given on the same day. If the leave asked for is granted,
a leave order shall be issued to the workman. If the leave is refused or postponed, the reasons
therefor shall be recorded, in writing by the authority passing the order. A copy of such order
shall be given to the workman if he so desires, A workman who, after proceeding on leave,
desires to extend his leave, shall except in emergencies, make an application in writing to the
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head of his section or establishment, allowing sufficient time to the Company to communicate
its reply before the expiry of the leave originally.
If the application for extension of leave is on medical grounds and provided that the workman is
away from the station during his leave he shall submit, with his application a Medical Certificate
from a Gazetted Medical Officer of Government or a Registered Medical Practitioner and
intimate the probable period for which the extension is required. On receipt of such application
for extension of leave, the management shall immediately inform the workman by
memorandum, to the address given in his application, whether the extension of leave applied
for has, or has not, been sanctioned. If sanctioned, the period of extension granted shall be
intimated to the workman.
A workman who has been granted leave or extension of leave on medical grounds for an
aggregate period exceeding 14 days shall not be allowed to resume duty unless he produces a
certificate of physical fitness, from the Company's Medical Officer, duly authorised in this
behalf.
All applications for leave or extension of leave shall contain a clear statement of the address of
the applicant during the leave.
31. Overstayal of leave:
a) If the workman remains absent beyond the period of leave originally granted or
subsequently extended, he shall be deemed to have voluntarily abandoned his
employment in the Company unless he (i) returns within eight days of the expiry of the leave
originally granted or subsequently extended, if any and (ii) explains to the satisfaction of the
Management his inability to return before the expiry of his leave. Such workman shall,
however be entitled to be considered for recruitment as a fresh entrant to the ranks of
casual workman.
b) If a workman remain absent without permission for a period of more than ten days, he shall
be deemed to have voluntarily abandoned his employment in the Company.
32. Casual Leave:
A workman will be eligible for casual leave with wages/pay upto 7 days in a Calendar years,
subject to the following conditions:
(i) The workman concerned should have put in on the first day of the calendar year, 240 days
of continuous service i.e., service without any break, exclusive of the period spent on
weekly holidays and festival holidays, earned leave, casual leave, quarantine leave,
maternity leave and absence due to employment injury if any, to become eligible for
casual leave with wages/pay.
(ii) Those who complete 240 working days of continuous service after the first day of the
calendar year will also be eligible for casual leave with wages/pay and it will be granted
proportionately.
(iii) Casual leave with wages/pay shall not be combined with any leave other than weekly
holidays and festival holidays.
(iv) Except in cases of sickness not more than 3 days of casual leave with wages/pay shall be
granted at a time provided the individual has accumulated leave to the extent required;
and
(v) Casual leave is intended to meet the circumstances which cannot be foreseen. Ordinarily,
the prior permission of the head of the section or establishment shall be obtained before
such leave is taken; but when this is not possible, the head of the section or establishment
shall as soon as practicable be informed in writing of the absence from and the probable
duration of such absence.
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33. Publication of written articles:

Subject to his legal rights, no workmen shall publish, or cause to be published, an article written
by him on any matter whatsoever, in any local or overseas newspaper, journal or other
publication without the written permission of the Management. Provided such permission shall
not be necessary for the publication of articles which have no bearing on the affairs of the
Company, which do not directly affect the Company, and for which the writer does not get any
remuneration.
34. Application for Employment Elsewhere:
A workman seeking employment elsewhere, outside the Company shall forward his
application through the Management. The Management reserves the right to withhold any
such application without assigning any reason.
35. Lay off.
Lay off shall, where applicable, be governed by the provisions of the Industrial Disputes Act,
1947 as amended from time to time.
36. Retrenchment.
Retrenchment shall be governed by the provisions of the Industrial Disputes Act, 1947 as
amended from time to time.
37. Resignation:
a) A workman desirous of leaving the service of the Company shall give notice in writing to the
Company as below, or an amount equivalent to the number of days wages / pay
corresponding to the number of days he is required to give under these orders, before he
leaves the services of the Company.
i) Probationers and Temporary workmen. 14 Days.
ii) Regular Workmen: 30 days.
b) Provided that a workman, who is under the terms of a contract or bond to serve the
Company for a specified period, shall not so leave the Company until after the expiry of such
period.
c) A workman, who resigns from the service of the Company or voluntarily abandons the
employment shall not be entitled to any retrenchment compensation.
d) If any workmen, other than a casual workman leaves the Company without notice, he shall
be liable to pay to the Company, an amount equivalent to the number of days notice he is
required to give under these orders without prejudice to any other action which the
Management may take with reference to the terms of the contract or bond executed by him.
38. Retirement:-
a) Every workman shall retire from the service of the Company on his completing the age of 60
years. The age set forth in the service record of the workman shall be the basis for arriving
at the age of retirement of the workman.
b) It shall be open to the Company, in its discretion and in the interests of the Company, to
retain a workman in service beyond the age of 60 years.
39. Termination of Employment:
The employment of any workman other than a casual workman maybe terminated by the
Company for reasons to be recorded giving notice, or on payment of wages/pay in lieu of such
notice as indicated below, subject to the provisions of the Industrial Disputes Act,1947 as
amended from time to time, provided however, that the employment of such workman who are
found guilty of misconduct may be terminated by the Company in accordance with the
provisions of these Standing Orders.
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a) Regular workmen : 30 days

b) Probationer, Temporary workmen or apprentices : 14 days
Provided that when the employment of any such workmen is on contract and the terms of
contract specify the period of employment and date of termination the workman shall not be
entitled to any notice or pay in lieu of notice.
40. Return of tools, etc:
Every retrenched workmen or a workman leaving the service of the Company shall, before
leaving the service of the Company, return any of the property or tools belonging to the
Company issued or lent to him in connection with his employment in the Company. The cost of
such property or tools not so returned shall be liable to be deducted from his pay/wages or
other amounts due to him.
41. Payment of wages on termination of employment or death:
a) where the employment of any workman is terminated by or on behalf of the Company, the
wages earned by him up to the date of such termination shall be paid to him before the
expiry of the second working day from the day on which his employment is terminated, in
cases governed by statutes requiring such payment and, in other cases, before the expiry
of the tenth working day from such termination. In either case, such payment will be subject
to the conditions that the workman concerned has vacated the Company’s quarters allotted
to him, and a clearance certificate from the head of the section or establishment has been
received, in the form prescribed by the Company, for the purpose of indicating that no dues
from him are outstanding.
b) Any wages due to a deceased workman shall be paid to his legal heir/heirs before the expiry
of the third working day after the date on which a substantial claim has been preferred
provided that such a claim is submitted within three years of the death of the workman and
the procedure relating to the clearance certificate as in clause(a) has been complied with.
42. Certificate on termination of service;
Every regular workman shall be entitled to a service certificate, in the form prescribed by the
Company from time to time of his dismissal, discharge, retirement or resignation from service.
43. Stoppage of work and the rights and liabilities of the company and the workmen arising
there from:
a) The Management may, at any time or times, in the event of,
i) fire, rain, catastrophe, breakdown of machinery or stoppage of power or water supply,
periodical repairs, reconstruction or extensions, epidemics, civil commotion or any
other cause beyond the control of the Company;
ii) Shortage of raw materials, temporary curtailments of production or similar trade
reasons, failure of railway wagon supply and consequent stoppage of any machine or
department or section;
Stop the work in any department, plant, section or sections of the establishment,
wholly or partially, for any period or periods without notice.
b) In the event of such stoppage during working hours, the workmen affected shall be notified
by notices put up on the Notice Board of the department, plant, section or sections
concerned or at the time-office, if any, as soon as practicable, when work will be resumed
and whether they are to remain in or leave the place of work. The workmen shall not
ordinarily be required to remain for more than 2 hours after the commencement of the
stoppage. If the period of detention does not exceed one hour, the workmen so detained
shall not be paid for the period of detention. If the period of detention exceeds one hour, the
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workmen so detained shall be entitled to receive wages for the whole of the time during
which they are detained as a result of such stoppage. All workmen affected by such
stoppage shall, if so required by the Management, immediately leave the department, plant
or section, except those who are expressly asked to remain on duty. No other
compensation shall be admissible in case of such stoppage, except as provided for in the
Industrial Disputes Act, 1947 as amended from time to time, and all matters relating to lay
off and retrenchment consequent on the aforesaid contingencies shall be regulated by the
above said Act. Further, where necessary, the Management may require the workmen to
avail themselves of such leave as may be admissible to them. Wherever practicable,
reasonable notice shall be given of the resumption of normal work.
44. Deduction of wages for stoppage of work by ten or more workmen:
If ten or more workmen, acting in concert and without giving a fortnight’s notice to the
Management, absent themselves from work or being present at the workspot, refuse to work
without reasonable cause, a deduction of 8 days of wages, as defined under the Payment of
Wages Act, shall be made from the wages of such workmen.
45. Strike:
The management may in the event of a strike or slowing down of production on the part of the
workmen, affecting either wholly or partially, any section or department of the establishment,
close down, either wholly or partially, such section or department and or any other section or
department affected by such strike or slowing down. The fact of such closure shall be notified
by notices pasted on the Notice Board, if any, as soon as practicable. The workmen concerned
shall also be notified by a general notice prior to resumption of work, as to when work will be
resumed.
46. Acts and omissions constituting misconduct:
The following acts and omissions shall be treated as misconduct;
i) Willful insubordination or disobedience, whether alone or in combination with any
other person or persons of any lawful and reasonable order of a superior.
ii) Striking work or deliberate slowing down of work, either singly or along with others, in
an unjustified manner or in contravention of the Standing Orders or any statute, law,
rule or enactment from time to time, and for the time being in force, or inciting any
workman to strike or slow down work.
iii) Theft, fraud, or dishonesty in connection with the Company’s business or property.
iv) Taking or giving of bribes or any illegal gratification whatsoever.
v) Collection or canvassing for collection, without the written permission of the
Management, of any money within the workspots or the precincts of the workspots.
vi) Habitual late attendance.
vii) Habitual absence without leave or without sufficient cause.
viii) Absence from the place of work during working hours without permission.
ix) Lending or borrowing money to or from another workman, or carrying on money
lending or any other private business within the precincts of any of the workspots.
x) Drunkenness, fighting riotous or disorderly or indecent behaviour or any act
subversive of discipline or efficiency, within the precincts of any of the workspots.
xi) Habitual negligence or neglect of work.
xii) Habitual indiscipline.
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xiii) Habitual breach of any law or rules or instructions for the maintenance and
cleanliness of the factory premises, or habitual breach of any law applicable to the
establishment.
xiv) Willful disobedience of any order expressly given or any rule expressly framed for the
purpose of securing safety, or willful removal, or disregard of, or interference with, any
safety guard or other device provided for securing safety of lives and property.
xv) Smoking inside the workspots where it is prohibited.
xvi) Causing willful wastage or willful damage to work in process or any property or asset
of the Company.
xvii) Distribution or exhibition within the boundaries of the establishment, or the Lignite
Mines, of any newspapers, handbills, pamphlets or posters, without the previous
sanction of the Management.
xviii) Refusal on the part of a workman to work on a job or machine, other than the jobs or
machine on which he is usually engaged where such change of job or machine does
not adversely affect his service conditions.
xix) Attending or holding meetings within the boundaries of the establishment, or the
Lignite Mines, and within the area acquired and owned by the Company, or at a place
other than that specified for the purpose, without the previous sanction of the
Management.
xx) Gambling within any of the workspots, or in any premises belonging to the Company
or the Company’s estate.
xxi) Sleeping while on duty.
xxii) Malingering.
xxiii) Unauthorized use of any property, machinery, tool, quarters or land belonging to the
Company
xxiv) Acceptance of gifts from subordinate workmen.
xxv) Habitual indebtedness.
xxvi) Insolvency.
xxvii) Writing of anonymous or pseudonymous letter criticising superiors in the service of
the Company.
xxviii) Spreading of false rumour or giving of false information which tends to bring into
disrepute the Company or workmen or spreading panic among them.
xxix) Conviction in any Court of law for any criminal offence involving moral turpitude.
xxx) Theft of property belonging to any other workman, or from any of the workspots, or
any premises belonging to the Company.
xxxi) Continuous absence for more than ten days without leave and without satisfactory
cause.
xxxii) Giving of false information regarding his name, father’s name, qualifications and
previous service at the time of employment and making a false statement at the time
of medical examination.
xxxiii) Accepting service in any other establishment, factory or workshop, without the
permission of the Company or private employment from any person in the Company’s
service.
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xxxiv) Disclosing to any unauthorized person/persons any confidential information

regarding the working of or any process used in, any of the manufacturers or
construction undertaken by the Management, which comes into his possession
during the course of his work or otherwise.
xxxv) Any act or omission punishable under law.
xxxvi) Carrying concealed weapons, or threatening, intimidating or attempting bodily
injury to any workman or workmen of the Company, or conduct which violates
common decency, or morality of the community
xxxvii) Refusal to accept a warning notice issued by the Management.
xxxviii) Breach of any of the Standing Orders or any rules framed under these orders.
xxxix) Abetment of, or attempt to commit, any of the above act of misconduct.
xl) Breach or violation of any of the terms and conditions relating to the occupation of
residential accommodation provided by the Company.
xli) Indulging in corrupt practices.
xlii) Participation in subversive movement of any kind and in any manner.
xliii) Refusal to receive or accept charge memo, order or any other communication.
xliv) Engaging in any employment, business, trade or occupation, without the
permission of the Management.
xlv) Failure to inform a Medical Officer of the Company of any notifiable or contagious
disease contracted by the workmen or any member of his family.
xlvi) Removal, defacement or disfigurement of notice etc., on the Company’s Notice
Boards.
47. Punishment for Misconduct:
1. (a) The Management may impose any of the following punishments on a workman
guilty of misconduct:-
Minor punishments:
i) Censure:
ii) Fine (subject to the provisions of the payment of Wages Act, 1936 as amended
from time to time).
iii) Stoppage of increments, (including stoppage at an efficiency bar) with or without
cumulative effect.
Provided that stoppage of increment for failure to pass any of the departmental or
other test prescribed or for non-fulfillment of any of the conditions thereof, in the
order of appointment/promotion shall not be a punishment under the Standing
Order.
iv) Suspension without pay/wage and allowance for a period not exceeding four
days at a time;
Major punishments:
i) Demotion to a junior category or lower grade or reduction to a lower stage in the
time stage;
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ii) Compulsory retirement from service before attaining the age of superannuation
without notice or pay/wages in lieu of notice;
iii) Removal from service without notice or pay/wage in lieu of notice;
iv) Dismissal from service without notice or pay/wages in lieu of notice.
b) No workman shall be punished till a written memorandum of charges, setting forth the
circumstances appearing against him and the nature of the misconduct involved and
requiring his explanation, has been issued to him, and he has been afforded a
reasonable opportunity to submit his explanation in writing;
c) The management or an employee of the Company authorized in this behalf, may, at
its or his discretion, institute an enquiry against a workman before imposing on him
any of the minor punishments. No order imposing any of the major punishments shall
be made except after holding an enquiry against the workman concerned in respect
of the alleged misconduct
The employees of the Company authorized in this behalf shall be specified by the
Provided that no enquiry shall be necessary in cases where a workman has admitted
unqualifiedly or unambiguously the charges framed against him.
d) During the enquiry, the workman shall be permitted to be defended by another
workman of his choice in the employ of the company. Except for reasons to be
recorded in writing, by the person holding the enquiry, the workman shall be permitted
to produce witnesses in his defence, and to cross-examine any witness on whose
evidence the charge rests. A concise summary of the evidence laid on either side and
the workman’s plea shall be recorded by the person holding the enquiry.
e) If the circumstances appear to warrant it, the Management may, at its discretion
institute independent enquiries before dealing with the charges against a workman.
f) The workman who does not avail or refuses to avail himself of the opportunity given to
him for defending himself, by non-appearance at the time of enquiry, shall be
regarded as absent and the enquiry into the charges shall be held exparte.
g) For the purpose of preparation of his defence, the workman concerned shall be
permitted to inspect and to take extracts from such records as he may specify,
provided that such permission may be refused, if for reasons to be recorded in writing,
such records are not relevant for the purpose.
h) Where it is proposed to impose any of the major punishments, the workman
concerned shall be served with a notice stating the action proposed to be taken (the
nature of punishment proposed to be imposed upon him) and calling upon him to
submit within a specified period such representation as he may wish to make against
the proposed action. Such notice shall be accompanied by a copy of the report of the
enquiry, if held, and findings on each charge. The written representation of the
workman, if any, shall also be taken into account before passing final orders.
i) A copy of the final orders passed on the memorandum of charges shall be served on
the workman and his acknowledgement obtained or despatched to his last address
by Registered Post Acknowledgement Due.
j) In awarding punishments under this order, the authority competent to inflict the
punishment shall take into account the gravity of the misconduct, the previous record,
if any, of the workman or any other extenuating or aggravating circumstances that
may exist.
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k) Every order of punishment shall also mention the authority to which the appeal shall
lie in and the time limit within which the appeal shall be filed.
l) The Appellate Authority or any authority superior to it may on its own motion or
otherwise initiate disciplinary action against any workman and award any of the
prescribed punishments.
2. SUSPENSION:
a) Where a disciplinary proceeding against a workman is contemplated or is pending or
where criminal proceedings against him in respect of any offence are under
investigation or trial and the employer is satisfied that it is necessary or desirable to
place the workman under suspension, he may, by order in writing suspend him with
effect from such date as may be specified in the order. A Statement setting out in
detail the reasons for such suspension shall be supplied to the workman within a
week from the date of suspension.
Provided that in the case of departmental enquiry the suspension shall not ordinarily
exceed a period of 14 days except for good and sufficient reasons to be recorded in
writing by the competent authority.
b) A workman who is placed under suspension under clause (a) shall, during the period
of such suspension be paid a subsistence allowance at the following rates namely:-
i) Where the enquiry contemplated or pending is departmental, the subsistence
allowance shall, for the first ninety days from the date of suspension be equal to
one-half of the basic wages, dearness allowance and other compensatory
allowances to which the workman would have been entitled to, if he were on leave
with wages. If the departmental enquiry gets prolonged and the workman
continues to be under suspension for a period exceeding ninety days, the
subsistence allowance shall for such period be equal to three fourths of such basic
wages, dearness allowance and other compensatory allowances.
Provided that where such enquiry is prolonged beyond a period of ninety days for
reasons directly attributable to the workman, the subsistence allowance, shall for
the period exceeding ninety days, be reduced to one-fourth of such basic wages,
dearness allowance and other compensatory allowances
ii) Where the enquiry is by an outside agency or as the case may be, where criminal
proceedings against the workman are under investigation or trial, the subsistence
allowance, shall for the first one hundred and eighty days from the date of
suspension, be equal to one-half of his basic wages, dearness allowance and
other compensatory allowances to which the workman would have been entitled if
he were on leave. If such enquiry or criminal proceeding gets prolonged and the
workman continues to be under suspension for a period exceeding one hundred
and eighty days, the subsistence allowance shall for such period be equal to
three-fourth of such wages.
Provided that where such enquiry or criminal proceedings is prolonged beyond a
period of one hundred and eighty days for reasons directly attributable to the
workman, the subsistence allowance, shall for the period exceeding one hundred
and eighty days, be reduced to one fourth of such wages.
c) If on the conclusion of the enquiry, or as the case may be, of the criminal proceedings,
the workman has been found guilty of the charges framed against him and it is
considered, after giving the workman concerned a reasonable opportunity of making
representation of penalty proposed, that an order of dismissal, removal or
compulsory retirement or demotion to a junior category or lower grade or reduction to
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a lower stage in the time scale would meet the ends of justice, the employer shall pass
an order accordingly.
Provided that when an order of dismissal or removal or compulsory retirement is
passed under this clause, the workman shall be deemed to have been absent from
duty during the period of suspension and shall not be entitled to any remuneration for
such period, and the subsistence allowance already paid to him shall not be
recovered. The order of dismissal, removal or compulsory retirement in such case,
may, if so considered necessary, take effect from the date of suspension.
Provided further that where the period between the date on which the workman was
suspended from duty pending the inquiry or investigation or trial and the date on
which an order of suspension as a punishment was passed under this clause
exceeds four days the workman shall be deemed to have been suspended only for
four days or for such shorter period as is specified in the said order of suspension and
remaining period shall be treated as leave to which he is eligible. The subsistence
allowance, if any, paid during the period of suspension shall be adjusted in the leave
salary payable.
Provided also that where an order imposing any punishment other than the dismissal,
removal, compulsory retirement or suspension is passed under this clause, the
period of suspension shall be treated as leave to which he is eligible. The
subsistence allowance, if any, paid during the period of suspension shall be adjusted
in the leave salary payable.
d) If on the conclusion of the enquiry or as the case may be, of the criminal proceedings
the workman has been found to be not guilty of any of the charges framed against him
he shall be deemed to have been on duty during the period of suspension and shall be
entitled to the same wages as he would have received, if he had not been placed
under suspension, after deducting the subsistence allowance paid to him for such
period.
e) The payment of subsistence allowance under this Standing Order shall be subject to
the workman concerned not taking up any employment during the period of
suspension.
f) During the period of suspension, the workman shall not leave the station except with
the written permission of the Management or employee of the Company authorized in
this behalf.
3. SPECIAL PROVISION:
Notwithstanding anything contained in this Standing Order, where a workman has been
convicted by a Court of Law for an offence involving moral turpitude, the workman may be
removed or dismissed from service, without following the procedure laid down in this
Standing Order.
48. Housing:
1. A workman, who has been allotted residential accommodation by the Company and is in
enjoyment of the amenities and services provided by the Company, shall observe all the
terms, conditions, rules and regulations made by the Company in this regard from time to
time, whether incorporated or not in the order allotting such accommodation.
2. Every workman who has been allotted residential quarters by the Company for his
occupation, shall pay rent for the quarters and charges for supplies and services at such
rates as may be determined by the Company from time to time.
3. The quarters allotted shall at all times be within the Company’s control.
8-23
4. Violation by a workman, or a member of his family, of any of the terms and conditions laid
down for the occupation of the quarters, or any damage to the quarters, or any part thereof,
or to the electrical, sanitary or other installations appurtenant or adjacent thereto, or any of
the Company’s property in the quarters or compound thereof, shall be deemed to constitute
misconduct under Standing Order No:46.
5. Apart from taking disciplinary action under sub-rule (4) above, the Company reserves to
itself the right to recover from the workman to whom a quarters has been allotted,
compensation as may be determined by the Company, for any damage or loss caused to
the Company by such occupation.
6. On termination of the allotment for purposes of allotment, or for misconduct and on the
termination of the services of a workman with the Company, he shall give up his quarters
within a period of 15 days after his dues have been settled failing which himself and his
family shall be liable to be removed from the quarters. This is, however, subject to the
condition that the workman concerned make a deposit of 15 days’ rent with the Company so
as to recover the period of his occupation of the quarters after his dues have been paid.
49. Medical benefits :
These will be governed by the Medical benefit rules to be framed by the company.
50. Provident Fund:
The workmen who are eligible to become members of the Company’s Contributory Provident
Fund shall be governed by the rules of the said Fund, as amended from time to time.
51. Complaints:
Whenever any workman has any complaint or wants to seek redress of any grievance arising
out of his employment including those relating to unfair treatment or wrongful extraction on the
part of anybody, he shall follow the procedure prescribed by the Management in accordance
with the Model Grievance Procedure adopted at the Sixteenth Session of the Indian Labour
Conference.
52. Liability of the Manager:
The Manager of the establishment shall personally be held responsible for the proper and
faithful observance of the Standing Orders.
53. Powers of different authorities:
All powers conferred on any employee of the Company under the Standing Orders shall also
be exercisable by any other authority or employee of the Company superior to him.
54. Interpretations:
If there is any conflict between the Tamil Version and the English Version, the English Version
shall prevail.
55. Exhibition of Standing Orders:
A copy of these orders in English and in Tamil will be pasted at the Manager’s Office and on the
notice board maintained at or near the establishments and shall be kept in a legible condition.
No. M/240/(4)/68.
The above Standing Orders are Certified under the Industrial Employment (Standing Orders)
Act, 1946, this Ist day of JANUAY 1971.
Sd/. R.N. BASU
Certifying Officer and
Regional Labour Commissioner (Central), South Zone, Madras
*****
9-1
9. DISCIPLINARY PROCEDURE UNDER STANDING ORDERS

NEYVELI LIGNITE CORPORATION - WORKMEN GOVERNED BY -THE STANDING ORDERS -
DISCIPLINARY CASES -PROCEDURE TO BE FOLLOWED – INSTRUCTIONS:
9.1. The Field Officers have been vested with punishment powers by the Chairman in respect of
workmen governed by the Standing Orders. It should be noted that the Standing Orders are
applicable to all persons other than Government servants on foreign terms coming under the
definition of workmen in the Company’s Standing Orders. Therefore workmen who are
Government servants, will be governed by the punishment procedure in their parent
department. A copy of the supplementary instructions framed by the Management in regard to
the procedure to be followed in disciplinary cases in respect of workmen governed by the
Standing Orders is appended.
9.2. All the Field Officers are informed that the greatest possible care should be taken observing all
the prescribed formalities in disposing of disciplinary cases. In order to enable them to observe
the procedure strictly according to the rules, they are requested to bear in mind the following
important points while disposing of disciplinary cases:
9.2.1. The charges to be framed against a workman on the basis of the allegations and
complaints against him shall be in the form of a charge memorandum setting forth the
circumstances appearing against him and the nature of misconduct involved.
9.2.2. The charge memorandum shall indicate specifically the nature of punishment against
the imposition of which the workman concerned is asked to show cause.
9.2.3. The charge memorandum shall specifically call on the accused workman to submit his
written explanation through the proper channel within a date to be specifically
mentioned and it shall not be normally more than 7 days from the date of issue of order.
A model Draft Form II is enclosed for being adopted suitably for issuing the charge
memorandum.
9.2.4. The punishment proposed to be awarded shall be only one of those prescribed in the
Standing Order No.47 and for such acts and omissions coming under misconduct as
enumerated in Standing Order No.46.
9.2.5. Even for administering censure, the prescribed procedure shall have to be followed.
9.2.6. In awarding fines, the following important points shall be scrupulously followed:-
a) A fine can be imposed only for the acts and omissions specified in the Standing
Orders.
b) The total amount of fine which may be imposed in any one wage period shall not
exceed an amount equal to half an anna (3 n.p.) in the rupee of the wages payable to
the workman in respect of the wage period.
c) The period of recovery of any fine imposed on a workman shall not extend beyond a
period of 60 days from the date on which it was imposed nor shall it be recovered in
installments.
d) All fines and realizations thereof shall be recorded in a register in the prescribed form.
9.2.7.
a) Suspension of a workman from duty pending the disposal of charges shall not be
resorted to as a matter of routine in all cases. The punishing authority should
exercise his personal discretion in each and every case and resort to suspension
pending disposal of charges, only in such instances where the charge is so grave or
serious that if held proved, it would end in the dismissal of the workman from the
services of the Corporation.
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b) No workman shall be kept under suspension without sufficient reasons for more than
14 days.
c) If it has not been possible to pass final orders in the Disciplinary proceedings against
a workman before the expiry of the maximum period of 14 days from the date on
which he was kept under suspension, the workman shall be restored to duty pending
disposal of the charges unless it is recorded in writing by the punishing authority
giving reason that it is not in the interests of the Corporation that the workman should
be restored to duty before the disposal of charges.
A model draft Form I for placing a workman under suspension pending enquiry, is
enclosed.
9.2.8. In the final orders passed in the disciplinary case in respect of cases where a workman
had been kept under suspension pending enquiry it shall be clearly indicated as to how
the period of suspension shall be treated, viz., it shall be treated as leave or not.
9.2.9. Suspension of a workman as a substantive punishment for a period not exceeding 4
days is different from keeping a workman under suspension pending enquiry. If it is
proposed to inflict suspension as a punishment the period of suspension shall not
exceed 4 days in any event.
9.2.10. In the event of a workman refusing to accept the charge memorandum or to
acknowledge its receipt, it shall be sent by Registered Post Acknowledgment Due at his
last known address.
9.2.11. If a workman has admitted unqualifiedly or unambiguously the charges framed against
him, it shall not be necessary to hold an oral or personal enquiry as required under the
rules and final orders may be passed in the disciplinary case.
If on the other hand the explanation given by the workman after the framing of charges
has been found acceptable it shall not be necessary to hold any enquiry and further
action may be dropped.
9.2.12. Personal enquiries into the charges will have to be conducted in the following cases:-
When the accused workman requires a personal enquiry; or
When the accused workman denies the charge.
9.2.13. Where a workman has failed to submit his explanation to the charges framed against
him within the time allowed, he should be given another notice clearly indicating that in
the absence of any explanation from him within the date mentioned in the notice, it shall
be presumed that he has admitted the charge and that orders will be passed
accordingly.
9.2.14. Any reasonable request for extension of time to submit his explanation should be given.
If on the other hand the Enquiry Authority or Punishing Authority has reasons to believe
that the workman is purposely evading to give an explanation and is unnecessarily
dragging on the enquiry by applying for time, he should give him a final notice fixing the
date by which his explanation has to be submitted and if that is not received, orders will
be passed on merits.
9.2.15. Where an enquiry is to be conducted, an intimation shall be sent to the workman in
writing informing of the date, time and place at which the enquiry is to be held.
9.2.16. A memorandum requiring the workman to appear for an enquiry shall be in the Draft III.
9.2.17. In all personal enquiries witnesses shall be examined by the Enquiry Authority in the
presence of the accused workman and any workman chosen by the accused workman
to defend him. All the witnesses to prove the charge should be examined before
9-3
examining defence witnesses. Every witness should be examined with reference to

information within his personal knowledge.
9.2.18. The statements of witnesses shall be recorded in a continuous narrative form and need
not be in the form of questions and answers. Instances where it is considered
necessary to bring on record a point which is vital for deciding the charge, the Enquiry
Authority may record the statement in the form of questions and answers.
The statements of witnesses shall be recorded by the Enquiry Authority in his own
handwriting and in the case of a Committee of Enquiry, by one of its members.
The statement of witnesses should be recorded on plain paper with the superscription
“Statement of Shri ......................................................…………..……. (Name)
................................ (Designation), recorded by ..................................................
(Name), ................ (Designation of the Enquiry Authority), on.................... (Date), in the
presence of Shri.............................................(Name of the accused workman)”.
9.2.19. After the witness has given his statement in support of the charge, the accused
workman or the person permitted to defend him should be allowed to cross-examine
the witness.
The cross examination shall be indicated on the paper on which statement is recorded
by putting 2 or 3 crosses across the paper. The evidence in cross-examination also
shall be in a narrative form.
9.2.20. After all the witnesses in respect of the charge have been examined the workman will
have to be asked whether he accepts the charges or not and if he denies it whether he
has any witnesses to be examined. The statement of the accused workman will have to
be recorded and the signature of deponent obtained.
NOTE: “A duty is cast on the enquiry authority to ensure that the accused workman does not
drag on the enquiry by citing a large number of witnesses. When there are defence witnesses
to be examined, the accused workman should be asked to state the particular relevant point or
points on which each witness was expected to give evidence. If a large number of witnesses is
cited to speak on the same point, it is open to the Enquiry Authority to limit the number of
witnesses to be examined to a reasonable number leaving the choice of witnesses to be
examined to the accused workman, after briefly recording a note in the record of enquiry. If
witnesses who are not acquainted with any fact relevant to the enquiry are cited as defence
witnesses, the Enquiry Authority in his discretion can decline to call these witnesses for
examination, after recording the reasons therefor.
It is the duty of the Enquiry Authority to ensure that witnesses are not allowed to be harassed or
placed in an embarrassing position by being put to the necessity of answering unnecessary
irrelevant and improper questions when they are being examined. When an Enquiry Authority
finds any tendency on the part of any person to brow-beat the witnesses, he should act firmly
and warn the person concerned against indecorous behaviour. Despite the warning if the
person concerned persists in such behaviour, it is open to the Enquiry Authority not to permit
the person guilty of such indecorous behaviour to participate further in the enquiry, after making
a brief record of the reasons that made him to decide on such a course. If the person debarred
is a representative of the accused workman, the person on whose behalf the representative is
appearing should be informed of this in writing so that he may choose some other person as his
representative, if he still wants to be defended by a representative."
9.2.21. If he has any witnesses to be examined on his behalf it shall be clearly recorded so by
the Enquiry Authority.
After the examination of each witness the statement shall be read over and explained to the
deponent and the signature and thumb impression of the witnesses as well as the workman
shall be obtained.
9-4
A Certificate shall be appended to each statement to the following effect by the person
recording the evidence. “The Statement was read over and explained to the deponent and
admitted by him to be correct”. The statement of witnesses shall bear the signature of the
Enquiry Authority.
9.2.22. The final orders shall be self-contained and must indicate the charges framed against
the workman, his defence, the clear findings of the Disciplinary Authority on each one of
the charge whether it has been held proved or not. It shall also briefly indicate the
reasons for inflicting the punishment proposed to be imposed.
No punishment more severe than the one mentioned in the charge memorandum
should be inflicted. For this purpose, the order of punishment enumerated in the
Standing Orders shall be taken to be in the descending order.
9.2.23. In the copy of the order to be served on the workman for inflicting punishment on any
workman, the following shall be added:
An appeal shall lie to ...............................within 14 days from the date of receipt of the
order.
9.2.24. Two copies of the final orders passed should be sent to the P&A Department.
9.2.25. All the records in original shall be submitted, when records are called for by the
Appellate Authority.
9.2.26 The Executives covered under the definition of Disciplinary Authority are requested to
ensure imposition of such punishments which could be implemented with immediate
effect, especially in consultation with the Vigilance Branch in respect of cases initiated
by Vigilance Branch and ensure that there shall be no time lost between the passing of
final orders of punishment and its implementation.
To cite an example, a proposal for demotion to Cleaner / Trainee is not implementable
as the Cleaner / Trainee is the lowest induction point and post below Cleaner / Trainee
does not exist. Another illustration is imposing a punishment of stoppage of increment
against an employee who is not eligible for earning any increment or when employee
reached a stage of stagnation in the time scale of pay.
The Disciplinary Authority / Appellate authority are requested to ensure while proposing
/ modifying punishments that, the proposed punishments could be possible of
implementation, without any further modification after imposition. Also factors like Date
of increment, Probation, Date of promotion, Scale of pay, Basic pay, Present post may
be taken into consideration before proposing / imposing the punishment.
(Reference:
1) Cir.No.CORP/P&A/DA/1643/2007, dt:10-04-2007
2) Cir.No.CORP/P&A/DA/1643/2007-2, dt:02-08-2007)
APPENDIX
(Subject: - Supplementary instructions to be followed in disciplinary cases relating to workmen
governed by the Standing Orders.)
Standing Order No.47 prescribes the procedure to be followed while taking disciplinary action
against “Workmen” governed by the Standing Orders framed by the Company. The following
supplementary instructions are issued by the Management; the Management reserves to itself
the right to amend these instructions from time to time.
9-5
1. Classification of punishments:
Minor punishments:
i) Censure:
ii) Fine (subject to the provisions of the payment of Wages Act, 1936 as amended from
time to time).
iii) Stoppage of increments, (including stoppage at an efficiency bar) with or without
cumulative effect.
Provided that stoppage of increment for failure to pass any of the departmental or
other test prescribed or for non-fulfillment of any of the conditions thereof, in the order
of appointment/promotion shall not be a punishment under the Standing Order.
iv) Suspension without pay/wage and allowance for a period not exceeding four days at
a time;
Major punishments:
i) Demotion to a junior category or lower grade or reduction to a lower stage in the time
stage;
ii) Compulsory retirement from service before attaining the age of superannuation
without notice or pay/wages in lieu of notice;
iii) Removal from service without notice or pay/wage in lieu of notice;
iv) Dismissal from service without notice or pay/wages in lieu of notice.
2. Designation of Disciplinary and Appellate Authorities:
The Management vests the powers of punishment in the several higher grade employees of
the Corporation as follows:
EXECUTIVES COMPETANT TO IMPOSE PENALITY / DISPOSE OF
APPEAL UNDER THE STANDING ORDERS
(Ref. No. O.O. No. CO/P&A/Disc. Cell/1643/2002 dt.19.06.02)
Category of Employees Minor Punishments Major Punishments
Disciplinary Appellate Disciplinary Appellate
Authority Authority Authority Authority
Those on Scale of Pay up to Executives of Executives of Executives of Executives of
and including W4 Scale E2/E3 Grade E4 Grade E4 Grade E5/E6 and
M1 Grade
Those on Scale of Pay W5 Executives of Executives of Executives of Executives of
and above including W8 E4 Grade E5/E6 and E5/E6 and M1 Grade
Scale and Supervisors of M1 Grade M1 Grade
S1, S2 Grades
3. General Instructions on Disciplinary Procedure:
The Executive Engineer of Division concerned in the Civil Engineering Branch, Manager of an
Industrial Establishment or the Mines where the workman was employed or is employed shall,
on receipt of a complaint or allegation against a workman of any act or omission constituting
misconduct or when he himself detects any act or omission on the part of a workman which
constitutes misconduct, decide for himself the seriousness or otherwise of the irregularity
committed by the workman. Where, in his opinion, the irregularity committed by the workman is
of such a nature that any of the punishments which he himself as the Disciplinary Authority can
9-6
impose, would meet the needs of the case, he may institute disciplinary proceedings according
to the Standing Orders. If, however, he considers that a more serious punishment than the one
which he himself can impose is called for, he shall immediately report in detail of the facts of the
case to the appropriate Disciplinary Authority competent to inflict the more serious penalty.
4. The workman who does not avail or refuses to avail himself of the opportunity given to him for
defending himself, by non-appearance at the time of enquiry, shall be regarded as absent and
the enquiry into the charges shall be held ex-parte.
5. The enquiry shall be specific and confined to the charges framed against the workman. If after
the charges are communicated to the workman, any fresh offence comes to light, it shall not be
admitted in the enquiry proceedings until a fresh charge has been framed and the workman has
been given a reasonable opportunity to furnish his explanation in regard to such a fresh charge.
6. It will be open to the Disciplinary Authority to authorize any employee in the Executive rank or a
Committee of three Executives or an outsider, to hold an enquiry (hereinafter referred to as the
Enquiry Authority). The Enquiring Authority shall examine the witnesses and submit its report to
the Disciplinary Authority with its findings on each one of the charges.
(Reference : Approval by CMD in Disciplinary Action Cell - P & A Dept's note dated 18.10.2007)
6A. For the purpose of preparation of his defence, the workman concerned shall be permitted
to inspect and to take extracts from such records as he may specify, provided that such
permission may be refused, if, for reasons to be recorded in writing, such records are not
relevant for the purpose.
6B. Disciplinary Authority wherever required may appoint a Presenting Officer who will
present the case along with witness and documents besides examining the witness in the
Departmental Enquiry. The Presenting Officer shall have the right to cross examine the
defence witnesses and the Charge Sheeted employee. However, in cases of Disciplinary
Cases initiated on reports by the Vigilance Branch, the Disciplinary Authority shall
appoint the Presenting Officer only in consultation with the Vigilance Branch.
(Reference : Approval by CMD in Disciplinary Action Cell - P & A Dept's note dated 18.10.2007)
7. The Enquiring Authority shall conclude the proceedings immediately after the enquiry is over
and shall submit the record of enquiry to the Disciplinary Authority or to the higher authority as
the case may be within seven days of the recording of the evidence of the last witness.
8. The Disciplinary Authority, shall, on receipt of the Enquiry Officer’s report/ findings, shall forward
a copy of the same to the workman concerned, requiring him to state his objections/make
representations, if any, to the Enquiry Officer’s report/ findings. Reasonable time shall be
extended to the workman concerned, to do so. Where, however, the Disciplinary Authority,
disagrees with the findings arrived at by the Enquiry Officer, he shall record a note indicating his
reasons for disagreement. In that event, a copy of the Enquiry Officer’s report and findings,
along with the aforesaid note of disagreement, shall be forwarded to the workman concerned,
inviting him to state his objections/make representations, if any. If the Disciplinary Authority on
consideration of the entire enquiry material on record, including the objections/ representation
of the workman concerned to the enquiry report/ findings, comes to a conclusion that any or all
of the charge/s is/are established, he shall issue a provisional notice, discussing briefly therein
the report/finding of the Enquiry Authority and the objections of the workman concerned to the
same and the decision of the Disciplinary Authority based on the discussion, with regard to the
guilt or otherwise of the workman concerned to the charge/s and any adverse past record of
service including punishments inflicted, if any, and indicating the proposed punishment (which
shall be proportionate to the gravity of the proven charge/s) and calling upon the workman
concerned to show cause as to why the proposed punishment should not be inflicted on him. A
time of not more than 14 days may be granted for this purpose. The written representation of
the workman concerned in this regard, if any, shall be taken into consideration before passing
9-7
final order of punishment. A copy of the final orders passed on the memorandum of charges
shall be served on the workman and his acknowledgement obtained or despatched to his last
address by registered Post Acknowledgement Due.
9. Where an order of punishment of stoppage of increment or stoppage at an efficiency bar
imposed by a Disciplinary Authority on a workman, the Disciplinary Authority shall indicate
clearly in the final order passed, whether the stoppage of increment or stoppage at the
efficiency bar will or will not have cumulative effect.
10. While ordering demotion of a workman to a junior category or lower grade as a punishment, the
Disciplinary Authority shall specify in the final orders passed whether the demotion is for an
indefinite period or only for a specific period. The Disciplinary Authority shall also indicate in the
final order, the stage at which the workman shall draw pay in the junior category or lower grade
from the time of such demotion.
11. Inherent powers of higher authorities:
The Appellate Authority or any authority superior to it may on its own motion or otherwise initiate
disciplinary action against any workman and award any of the prescribed punishments.
12. Appeal:
An appeal shall be preferred by a workman within 14 days from the date on which the appellant
was informed of the order appealed against and it shall contain all material statements and
arguments relied upon by the appellant. It shall contain no disrespectful or improper language
and shall be complete in itself. Every such appeal should be submitted through the Head of the
Section, or Division or Branch to which the appellant belonged or belongs. Every person
preferring an appeal shall do so separately and in his own name. There shall be no second
appeal.
13. The Appellate Authority shall consider:
1. Whether the facts on which the order was based have been established;
2. Whether the facts established afford sufficient ground for taking action; and
3. Whether the punishment is severe, adequate or inadequate and pass orders:
i] Setting aside, confirming or enhancing the penalty;
ii] Remitting the case for further enquiry to the authority which imposed the penalty or any
other authority which it deems fit in the circumstances of the case.
14. An appeal may be withheld by an authority not lower than the authority from whose orders it is
preferred:-
If it is not preferred within 14 days of the receipt of the order appealed against. or
If it is a further appeal against an order already appealed against. or
If it contains any disrespectful or improper language or is not submitted through the proper
channel. Provided that in every case in which an appeal is withheld, the appellant shall be
informed of the fact and the reasons for such withholding. No appeal shall lie against the
withholding of an appeal.
15. The Appellate Authority or any authority superior to him may on receipt of an appeal or on his
own motion, pass an order revising the penalty imposed. Where the punishment proposed is to
be enhanced, a show cause notice against such enhancement should be given to the workman
concerned and the procedure as laid down in Standing Order No.47 shall be followed.
No action for enhancing the punishment shall be initiated after a period of 90 days from the date
on which the original order of punishment was served on workman.
9-8
INSTRUCTIONS:
1. As per the NLC’s certified standing orders, no workman shall without the express authority
of the management, directly or indirectly, engage in any other trade, business, occupation
or employment.
2. However, it has been brought to the notice of the management that a number of employees
are indirectly engaged themselves in other trade / business carried out through some of the
members of their family, which is not in order and is in contravention of the certified standing
orders.
3. With a view to strictly enforce the above standing orders, it is instructed that every
employee, if his / her spouse or any one of the wards are engaged in any other trade or
business, including insurance / commission agencies, shall submit a report to the
management in the format enclosed. (Form-IV)
4. With regard to the employees governed by the NLC employees’ conduct rules, the report as
contemplated in Form-III, under Rule-15 of NLC Employees’ conduct rules shall be
submitted without fail.
5. While one copy of the above report shall be enclosed along with the personal file of the
individual maintained by the respective unit / department, a copy of the same may be sent to
vigilance branch.
(Ref: CORP/P&A/IR/756/2004, Dated : 22/12/2004)
FORM I
DRAFT SUSPENSION ORDER (PENDING ENQUIRY)
Subject : Establishment - Neyveli
Whereas it has come to notice Shri.............................................. in the Lignite Project at Neyveli

under the control of the Neyveli Lignite Corporation Limited has committed the following act(s) or
omission(s)
(1)................................................................
(2)................................................................
(3)................................................................
This is an act of misconduct falling under sub-clause............................................ of S.O.46.

Pending further enquiry, Shri................................................. is hereby suspended from work with
effect from
(Signed)
(Disciplinary Authority)
To
Shri...............................................
Through:
9-9
FORM II
DRAFT FORM OF CHARGE MEMORANDUM
Whereas it has come to notice that Shri.................................................... in the Lignite Project at

Neyveli under the control of the Neyveli Lignite Corporation Limited has committed the following
act(s) or omission(s) which is/are misconduct(s) falling under S.O.46. The following charge is framed
against him that
(1) ............................................................
(2) ............................................................
(3) ............................................................
This is an act of misconduct falling under Sub-Clause of ......................... S.O. 46.
Shri........................................................ is hereby directed to show cause within three days of the
receipt of this Memorandum as to why disciplinary action should not be taken against him.
He should submit his written explanation through the proper channel. He shall indicate in the
explanation to the Memorandum whether he wants to be heard orally or in person. If no explanation
is received within the prescribed time limit, it will be presumed that he has no explanation to offer and
order will be passed on merits.
(Signed)
To
Shri..............................................................
Through.
FORM III
DRAFT MEMORANDUM REQUIRING APPEARANCE AT AN ENQUIRY
Subject : ESTABLISHMENT - Neyveli.
Division/Branch - disciplinary action against Shri.............................................…………………………
In connection with the disciplinary enquiry pending against Shri.................................................
working in ............................. Division/Branch for the under mentioned act or omission constituting a
misconduct under the Standing Orders, an oral/personal enquiry will be held at/in the Office of the
........................ at................ a.m./p.m. on............20.......... He is directed to appear at the enquiry
on the appointed date, time and place.
(here enter the act or omission.)
** He is permitted to produce documentary evidence if any, and/or witness for his defence.
** He is also permitted to be defended by any workman of his choice at the enquiry.
(Signed)
To
Shri....................................................
Through
* * Strike whichever is not applicable.
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FORM - IV
STATEMENT REGARDING ANY KIND OF BUSINESS DONE BY
THE WORKMAN EITHER IN HIS / HER OWN NAME OR
IN THE NAME OF HIS / HER FAMILY MEMBERS
1) Name of the workman (in full) :

Department
2) Present post held :

Unit/Division/Office
3) Present basic pay and scale :
4) Date of joining the Company :
Details of the Name of the persons Relationship of the workman Approximate

business in whose name the business in whose name the monthly income
is held/conducted business is held/conducted
Signature of the workman
Date:
*****
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10. NLC EMPLOYEES' (CONDUCT) RULES

RULE 1 : SHORT TITLE AND APPLICATION:
1. These rules may be called the Neyveli Lignite Corporation Employees’ (Conduct) Rules.
2. Nothing contained in these rules shall apply to.
i) Workmen as defined in the Company’s Standing Orders;
ii) Employees as defined in the Company’s Establishment Regulations;
iii) Members of the Security Force of the Company, and
iv) Government Servants working in the Company, in respect of whom there are
separate provisions.
RULE 2: DEFINITIONS:
In these rules unless the context otherwise requires.
a) “Company” means the Neyveli Lignite Corporation Limited;
b) “Company Employee” means a person who holds a post under the Company and includes
any such person whose services are temporarily placed at the disposal of a State or the
Central Government of any Government Industrial Undertaking or who has been deputed
to any other Government Undertaking or State or Central Government Department.
Note: For the purpose of these rules, the employees of the Company shall be divided into
the following grades:
i) Higher Grade Employees: (All Executives – E2 Grade & above)
ii) Intermediate Grade Employees: Non Executives in S3, E0, E1 & above scales of pay.
iii) Lower Grade Employees: All other employees not coming under Higher and
Intermediate Grades.
c) “Government Servant” means any person who holds a lien under the Central or any State
Government and who for the time being is in the employ of the Company.
d) “Management” means the Chairman of the Company or any employee of the Company
authorised to act on his behalf and/or on behalf of the Company.
e) “Members of the family” in relation to a Company employee includes
i) The wife, child or step-child of such employee whether residing with him or not, and in
relation to an employee who is a woman, the husband residing with her and
dependent on her; and
ii) Any other person related, whether by blood or by marriage to the employee or to such
employee’s wife or husband and wholly dependent on such employee, but does not
include a wife or husband legally separated from the employee, or child or step-child
who is no longer in any way dependent upon him or her, or of whose custody the
employee has been deprived by law.
f) Words denoting the masculine gender shall include the feminine gender.
g) Words denoting singular number shall include plural number and vice versa.
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RULE 3: GENERAL
1. Every employee shall at all times:
i. Maintain absolute integrity;
ii. Maintain devotion to duty;
iii. Conduct himself in a manner conducive to the best interests, credit and prestige of the
Company; and
iv. do nothing which is unbecoming of a Company employee.
2. i) Every employee holding a supervisory post shall take all possible steps to ensure the
integrity and devotion to duty of all employees for the time being under his control and
authority;
ii) No employee shall, in the performance of his Official duties or in the exercise of
powers conferred on him, act otherwise than in his best judgment except when he is
acting under the direction of his official superior and shall where he is acting under
such direction, obtain the direction in writing, wherever practicable, and where it is not
practicable to obtain the direction in writing, he shall obtain written confirmation of the
direction as soon there after as possible.
Explanation: Nothing in clause (ii) of sub-rule (2) shall be construed as empowering and
authorising an employee to evade his responsibilities by seeking instructions from, or
approval of, a superior officer or authority when such instructions are not necessary under
the scheme of distribution of power and responsibilities.
Rule 3A - Prohibition of sexual harassment of working women.
a) No employee shall indulge in any act or sexual harassment of any women at her work place.
b) Every employee who is incharge of a work place shall take appropriate steps to prevent
sexual harassment to any women at such work place.
Explanation: For the purpose of this rule, “Sexual harassment” includes such unwelcome
sexually determined behaviour, whether directly or otherwise, as,
i) Physical contact and advances;
ii) Demand or request for sexual favours;
iii) Sexually coloured remarks;
iv) Showing any pornography; or
v) Any other unwelcome physical, verbal or non-verbal conduct of sexual nature.
(P&A Dept., Ref. dated:07.10.98.)
RULE 4: AMENDMENTS
“ No employee shall use his position of influence directly or indirectly to secure employment
under the “Company” for any person related, whether by blood or marriage to the employee
or to the employee’s wife or husband, whether such a person is dependent on the employee
or not.
Every higher grade employee shall submit in the Form -I annexed statement regarding
employment of relatives under the company at the time of his first appointment and
whenever any relatives get employed in the Company”.
NOTE: The first such return shall be furnished as on 1.1.1979.
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FORM I (Under Rule 4)

Statement regarding employment of relatives in the Company
1. Name of the Officer (In full) Department:
2. Present post held Unit/Division/Office
3. Present basic pay and scale
4. Date of joining the company
PARTICULARS OF THE RELATIVES EMPLOYED IN THE COMPANY
Name and Unit/Division/ Basic pay Relationship Date of appointment Remarks
Designation Office/Dept. in and scale with the of the relative
which employed employee in the Company
(1) (2) (3) (4) (5) (6)
Signature of the employee

Date
4-A Employment of near relatives of Company employees in firms enjoying Company’s

patronage.
i) No company employee shall use his position or influence directly or indirectly to
secure employment for any member of his family in any private undertaking with
which he has official dealings or in any other Undertaking having business dealings
with the Company.
ii) No higher or intermediate grade employee shall, except with the previous sanction of
the Management, permit any member of his family or dependent to accept any
employment with any private undertaking enjoying the Company’s patronage;
Provided that where the acceptance of the employment can not await the prior
permission of the Management or is otherwise considered urgent, the matter shall be
reported to the Management and the employment may be accepted provisionally
subject to the permission of the Management.
iii) A Company employee, shall as soon as he becomes aware of the acceptance by a
member of his family of an employment in any private undertaking, intimate such
acceptance to the prescribed authority and shall also intimate whether he has or has
had any official dealings with that undertaking.
Provided that no such intimation shall be necessary in the case of a Higher or
Intermediate Grade Employee if he has already obtained the sanction of, or sent a
report to the Management under clause (1).
iv) If any member of the family of an employee has been employed in any private firm
having business dealing with the Company from a date prior to the employee joining
the services of the Company, he shall bring such fact to the notice of the Management
in writing immediately after taking up employment in the Company.
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v) No employee shall in the discharge of his official duties deal with any matter or give or
sanction any contract to any undertaking or any other persons if any member of his
family is employed in that undertaking or under that person or if he or any member of
his family is interested in such matter or contract in any other manner and the
Employee shall refer every such matter or contract to his official superior and the
matter or contract shall thereafter be disposed of according to the instruction of the
authority to whom the reference is made.
Rule 4 (a)
“Every employee shall submit in Form - II a statement regarding employment of near
relatives in firms having large or frequent dealings with the Company at the time of his
first appointment and thereafter on completion of every three years linked to the 1st
January of that calendar year showing details of near relatives in firms enjoying
Company’s patronage”.
Form II (Under Rule 4(a))
Declaration regarding relations connected with Firms /
Business house doing business with the company.
1. Name of the officer (in full) :
2. Present post held :
3. Place of posting :
4. Present basic pay and scale :
5. Date of joining in the company :
I, the undersigned, hereby declare that none of my relations is / are the following relations are
connected with any firms or business houses engaged in business dealing with the company.
Sl. Complete address Nature of relationship of Nature of business Nature of pecuniary

No. of the firm / business house the officer with proprietor / dealings with the of other interest of
doing business with the temporary partner/manager of the Company the officer having
with the name of proprietor / said firm or business house relations with said firm
partner/manager business house
(1) (2) (3) (4) (5)
I also undertake to inform the Management immediately about the changes that may take
place regarding the connection of my relations with the firms doing business with the company.
I, further declare that I shall not participate in decisions relating to award of contracts / giving
orders for purchase or sale or any other matter to the advantage of the firm where my
relation(s) is / are having connection.
Place:
Date : Signature
*Strike off whichever is not applicable

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RULE 5: TAKING PART IN POLITICS AND ELECTIONS:

1. No company employee shall be a member of, or be otherwise associated with any
political party or any organisation which takes part in politics nor shall he take part in,
subscribe in aid of, or assist in any other manner, any political movement or activity.
2. It shall be the duty of every Company employee to endeavour to prevent any member
of the family from taking part in, subscribing in aid or of assisting in any other manner
any movement or activity which is, or tends directly or indirectly to be, subversive of
the Government as by law established and where a Company employee is unable to
prevent a member of his family from taking part in, or subscribing in aid of, or assisting
in any other manner, any such movement or activity, he shall make a report to that
effect to the Management.
3. If any question arises whether a party is a political party or whether any organisation
takes part in politics or whether any movement or activity falls within the scope of sub-
rule (2), the decision of the Management thereon shall be final.
4. No Company employee shall canvass or otherwise interfere with, or use his influence
in connection with or take part in, an election to any legislature or local authority.
Provided that:-
i) A Company employee qualified to vote at such election may exercise his right to vote;
but where he does so, he shall give no indication of the manner in which he proposes
to vote or has voted;
ii) A Company employee shall not be deemed to have contravened the provisions of this
rule by reason only that he assists in the conduct of an election in the due
performance of a duty imposed on him by or under any law for the time being in force.
Explanation:
The display by a Company employee on his person, vehicle or residence of any
electoral symbol shall amount to using his influence in connection with an election
within the meaning of this sub-rule.
RULE 6: DEMONSTRATION AND STRIKES:
No company employee shall:-
1. Engage himself or participate in any demonstration which is prejudicial to the interests
of the sovereignty and integrity of India, the security of the State, friendly relations
with foreign States, public order, decency or morality or which involves contempt of
Court, defamation or incitement to an offence, or
2. resort to or in any way abet any form of strike in connection with any matter pertaining
to his service or the service of any other Company employee.
RULE 7: JOINING OF ASSOCIATIONS BY COMPANY EMPLOYEE:
No company employee shall join or continue to be a member of any Association the objects
or activities of which are prejudicial to the interest of the sovereignty and integrity of India or
public order or morality.
RULE 8: CONNECTION WITH PRESS, ETC.
1. No company employee shall, except with the express permission of the Management,
become the proprietor in whole or in part, or conduct, or participate in the publication
or in the management of any newspaper or other periodical publication.
2. No company employee shall, except with the previous sanction of the Management or
the prescribed authority or in the bonafide discharge of his duties, participate in a
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radio broadcast or contribute any article or write any letter either in his own name or
anonymously, pseudonymously or in the name of any other person to any newspaper
or periodical. A company employee is not, however, prohibited from participating in a
radio broadcast or contributing to the Press either anonymously or in his own name,
any article on artistic, literary, scientific or sports matter unconnected with the affairs
of the Company, provided it does not interfere with his duties as an employee of the
Company. The prior sanction of the Management shall be obtained when the
broadcast or article has any reference to the affairs of the Company or when it is
desired to accept a remuneration for the broadcast or article.
RULE 9: CRITICISM OF GOVERNMENT AND OF THE COMPANY
No Company employee shall in any radio broadcast or in any document publish
anonymously, pseudonymously or in his own name or in the name of any other person or in
any communication to the press or in any public utterance, make any statement of fact or
opinion.
i) Which has the effect of an adverse criticism of any current or recent policy or action of
the Central Government or a State Government or the Company.
ii) Which is capable of embarrassing the relations between the Central Government and
the Government of any State, or the Company and the Government of any State;
iii) Which is capable of embarrassing the relations between the Central Government and
the Government of any foreign State.
Provided that nothing in this rule shall apply to any statements made or views expressed by
a Company employee in his official capacity or in the due performance of the duties
assigned to him.
RULE 10: GIVING OF EVIDENCE
i) Save as provided in sub-rule (3), no employee shall, except with the previous
approval of the Management, give evidence in connection with any enquiry
conducted by any person, committees or authority.
ii) Where any sanction has been accorded under sub-rule (1), no employee giving such
evidence shall criticise the policy or any action of the Central Government or of a
State Government or of the Company.
iii) Nothing in this rule shall apply to any evidence given:
a) to an enquiry before an authority appointed by the Government, Parliament or a
State Legislature; or
b) in any judicial enquiry; or
c) in any statutory enquiry under any of the labour enactments; or
d) at any departmental enquiry ordered by competent authority.
RULE 11: COMMUNICATION OF OFFICIAL DOCUMENTS AND INFORMATION:
No employee shall unless generally or specifically empowered by the Management, directly
communicate to any other employee or person or to the public or to the press any
documents or any part thereof or any information, whether from official sources or
otherwise, which has come into his possession in the course of his duties, or has been
prepared or collected by him in the course of his duties.
RULE 12: SUBSCRIPTION
No employee shall, except with the previous sanction of the Management, ask for or accept
contributions to or otherwise associate himself with the raising of any funds or other
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collections in cash or in kind in pursuance of any object, other than for purposes connected
with purely cultural, literary recreation and / or artistic associations or Flag Day Collections,
in which employees may participate purely on a voluntary basis.
RULE 13: GIFTS
No employee shall accept or permit his wife or any other member of his family to accept any
gift from any person subject to his official authority or any representative or employee of any
private firm having business dealings with the Company.
Explanation: The expression “gift” shall include free transport, boarding, lodging or other
service or any other pecuniary advantage, when provided by any person other than a near
relative or personal friend having no official dealings with the employee.
Note I: A casual meal, lift or other social hospitality shall not be deemed to be a gift.
Note II: An employee shall avoid accepting lavish hospitality or frequent hospitality from any
individual having official dealings with him or from industrial or commercial firms,
organisations, etc.
(2) On occasions, such as Weddings, Anniversaries, Funerals or religious functions,
when the making of a gift is in conformity with the prevailing religious or social
practice, an employee may accept gifts from his near relatives but he shall make a
report to the Management if the value of any such gift exceeds:-
i) Rs.10,000/- from all sources in the case of an employee holding any post in the
higher grade;
ii) Rs.7,500/- from all sources in the case of an employee holding any post in the
Intermediate grade; and
iii) Rs.5,000/- from all sources in the case of an employee holding a post in the lower
grade.
[Procs.No. CORP/P&A/W&A/1006/2003, Dt.5.5.03]
(3) On such occasions as are specified in sub-rule (2), an employee may accept gifts
from his personal friends having no official dealing with him, but he shall make a
report to the Management if the value of any such gift exceeds:-
i) Rs.10,000/- from all sources in cash of an employee holding any post in the
higher grade;
ii) Rs.7,500/- from all sources in the case of an employee holding any post in the
intermediate grade; and
iii) Rs.5,000/- from all sources in the case of an employee holding any post in the
lower grade.
(4) In any other case, an employee shall not accept any gift without the sanction of the
management if the value thereof exceed.
i) Rs.10,000/- from all sources in the case of an employee holding a post in the
higher grade;
ii) Rs.7,500/- from all sources in the case of an employee holding a post in the
intermediate grade; and
iii) Rs.5,000/- from all sources in the case of an employee holding any post in the
lower grade.
Note I:With reference to the provisions of Dowry Prohibition Act, 1961, “Dowry can no longer
be treated as a customary gift.” Any violation of the provisions of that ACT will constitute a
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good and sufficient reason for instituting disciplinary proceedings against the employee, in
addition to such legal action as may be taken against him in accordance with the provisions
of the Act.
Note II: Receipt of presents by employees at the time of their marriage, in the form of cash,
ornaments, cloths or other articles, otherwise than as consideration for marriage, from
relatives and personal friends, will be regulated by sub-rule (2) and (3). The receipt of such
presents from persons other than relatives and personal friends will be regulated by sub-
rule (1) read with sub-rule (4). Purchases of items of movable property for giving presents
at the time of marriage will be regulated by rule 19 (3) of these rules, like any other
transaction in movable property.
RULE 14: PUBLIC DEMONSTRATIONS IN HONOUR OF COMPANY EMPLOYEES:
No employee shall, except with the previous sanction of the Management, receive any
complimentary or valedictory address or accept any testimonial or attend any meeting or
entertainment held in his honour, or in the honour of any other Company employee.
Provided that nothing in this rule shall apply to:
i) a farewell entertainment of a substantially private and informal character held in
honour of a Company employee or any other employee on the occasion of his
retirement or transfer; or
ii) the acceptance or simple inexpensive entertainments arranged by bodies or
institutions of employees of the Company.
Note: Exercise of pressure or influence of any sort on any Company employee to induce
him to subscribe towards any farewell entertainment even if it is of substantially private or
informal character, and the collection of subscriptions from intermediate and lower grade
employees under any circumstances for the entertainment of any employee not belonging
to those grades, is forbidden.
Rule 15: Restriction on other employment etc
(1) Every employee shall be deemed to be a whole-time servant of the Company and
shall not, without the express authority of the Management, directly or indirectly
engage in any other trade, business occupation or employment, nor shall be without
such express authority, accept any fee, emoluments, commission, honororium gift,
gratuity or reward, whatsoever from any other person or association of persons.
Provided that an employee may, without such sanction, undertake honorary work of a
social or charitable nature or occasional work of a literary, artistic or scientific
character, subject to the condition that his official duties do not thereby suffer; but he
shall not undertake, or shall discontinue such work if so directed by the Management.
Explanations: Canvassing by an employee in support of the business of insurance agency,
commission agency, etc. owned or managed by his wife or any other member of his family shall
be deemed to be a breach of this sub-rule.
2(a) Every employee shall report to the management if any member of his family is
engaged in a trade or business or owns or manages an insurance agency or
commission agency.
2(b) “Every employee other than those governed by the Standing Orders shall submit a
return in Form-III showing the details of members of his family engaged in a trade or
business or owning / managing any insurance agency / commission agency, etc. at
the time of his first appointment and thereafter at 3 yearly intervals linked to 1st
January of that Calendar Year”.
Note:- The first such return shall be furnished as on 1.1.1979.
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FORM - III
(RULE - 15)
Statement Regarding any kind of Business done by the Employee Either in his /
her own Name or in the name of his / her Family Members or Benami
1. Name of the Officer (in full) :

and Department
2. Present post held Unit / :
Division / Office
3. Present basic pay and scale :
4. Date of joining the Company :
Sl. No. Name of the persons Relationship of the employee Approximately monthly income
in whose name the business in whose name the business
is held/conducted is held / conducted
(1) (2) (3) (4)
Signature of the Employee.

Date
(3) No employee shall, except with the previous sanction of the Management, take part in the
registration, promotion or management of any bank or other company registered under the
Companies Act, or any other law for the time being in force or any co-operative Society for
commercial purposes.
Provided that an employee may take part in the registration, promotion or management of a
Co-operative society registered under the Co-operative Societies Act, 1962 or any other
law for the time being in force or of a literary, scientific or charitable society registered under
the Societies Registration Act, 1860 (XXI of 1860) or any corresponding law in force.
(4) No employee may accept any fee for any work done by him for any public body or any
private person without the sanction of the management.
RULE 16: INVESTMENT, BORROWING AND LENDING.
No employee shall, save in the ordinary course of business with a bank or a firm of standing,
borrow or permit his wife or any member of his family to borrow money from or otherwise
place himself under pecuniary obligation to any other employee or with any person,
association of persons or institutions with whom he is likely to have official dealings. In the
event of his finding himself at any time in a position to exercise official influence or authority
over any person to whom he is under any pecuniary obligation or association of persons or
institutions with whom he is likely to have official dealings, he shall immediately report the
matter to the Management.
No employee shall lend money to another employee on interest.
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Employee may invest in stocks, shares, debentures, securities etc., but they shall not
speculate on them. Frequent purchase or sale or both of shares, stocks, securities and
other investments shall be deemed to be 'speculation' with in the meaning of this sub-rule.
Employees dealing in such types of investments should declare the transactions made
every year, as per the provisions under Rule – 19(b).
No employee shall make or permit any member of his family or any person acting on his
behalf to make, any investment which is likely to embarrass or influence him in the
discharge of his official duties.
RULE 17: INVENTIONS AND PATENTS:
No employee shall, without the previous consent in writing of the Management, apply for a
patent or exclusive privilege in respect of any invention under any enactment, if such
invention is made by him when in the service of the Company and he shall, in the event of a
patent or exclusive privilege under any such enactment to make, sell and use such
invention or allow others to do so, being granted to him, grant to the Company the
unqualified right to adopt and use the said invention without its being obliged to pay any
royalty or other consideration therefor. He shall not assign, charge or transfer in any
manner whatsoever his original or any extended patent or exclusive privilege in respect of
the said invention without the previous consent in writing of the Management and without
providing for the unqualified use free of charge to the Company, of the said invention and
further he shall, on demand execute in favour of the Company such letter of licence, or other
deed or document for the purpose as it may advise; provided always that the Company at
any time within six months of the receipt of any intimation from the employee that he has
acquired such patent or exclusive privilege in India or abroad shall have the right to require
the employee to transfer and assign such patent or exclusive privilege to the Company for
such consideration as the Management shall at its discretion fix and if such right be
exercised the employee shall execute all such deeds of assignment, grants and
assurances and do all such acts, deeds and things for vesting in the Company and / or its
nominees the ownership of the patent or exclusive privilege and the full benefit thereof as
the Management shall require.
RULE 18: HABITUAL INDEBTEDNESS AND INSOLVENCY
1. Indebtedness
An employee shall so manage his private affairs as to avoid habitual indebtedness or
insolvency. He shall be liable to be discharged from the service of the Company on his
being adjudged or declared insolvent.
2. Insolvency
An employee who applies to be or is adjudged or declared insolvent, shall forthwith report
the fact in writing to the Management.
An employee against whom any legal proceedings is instituted for the recovery of any debt
due from him or for adjudging him as an insolvent shall forthwith report the full facts of the
legal proceeding to the Management.
Note: The burden of proving that the insolvency or indebtedness was the result of
circumstances which, with the exercise of ordinary diligence, the Company employee could
not have foreseen, or over which he had no control, and had not proceeded from
extravagant or dissipated habits, shall be upon the Company employee.
RULE 19: MOVABLE, IMMOVABLE AND VALUABLE PROPERTY:
Every employee shall, on his first appointment in the Company and thereafter only the
Higher Grade Employees at intervals of every 12 months submit a return of his assets and
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liabilities, in such form as may be prescribed by the Company in this behalf, giving the full
particulars regarding.
a) the immovable property inherited by him, or owned or acquired by him or held by him,
on lease or mortgage, either in his own name or in the name of any member of his
family or in the name of any other person.
b) shares, debentures and cash including bank deposits inherited by him or similarly
owned, acquired or held by him exceeding Rs.25,000/- during the calendar year as on
1st January.
c) other movable property inherited by him or similarly owned, acquired or held by him
exceeding Rs. 15,000/-
d) debts and other liabilities incurred by him directly or indirectly.
Provided that every time there is change in the property owned, acquired or inherited
by an Intermediate and Lower Grade Employee as shown in the return originally
submitted by him under this rule, the employee concerned shall forthwith submit a
return in the form aforesaid, indicating the change.
Note I In all returns, the values of items of movable property worth less than Rs.1,000/- may
be added and shown as a lumpsum. The value of articles of daily use such as cloths, utensils,
crockery, books, etc. need not be included in such return.
Note IIEvery employee who is in service on the date of the commencement of these rules shall
submit a return under this sub-rule on or before such date as may be specified by the Company
after such commencement.
(2) No employee of the company shall, except with the previous sanction of the competent
authority enter into any transaction concerning any movable or immovable property with a
person or a firm having official dealings with the employee or his sub-ordinates.
(3) Every employee of the Corporation / Company shall report to the competent authority every
transaction concerning movable property owned or held by him in his own name or in the
name of a member of his family, if the value of such property exceeds Rs.15,000/-.
(CORP/P&A/W&A/conduct Rules/2005, Dt.4.2.2005)
Explanation-I:
The term “every transaction concerning movable property owned or held by him” includes all
transactions of sale or purchase
Shares, debentures and cash including bank deposits inherited by him, or similarly on hold,
acquired or held him exceeding Rs.25,000/- during the calendar year, every employee of the
corporation / company shall report to the competent authority.
Every transactions concerning movable property, owned or held by him in his own name or in
the name of members of his family, if the value of such property exceeds Rs.15,000/- only.
(CORP/P&A/W&A/Conduct Rules/2005, Dt.4.2.05)
(4) The management may, at any time, by general or special order, require an employee to
furnish within a period specified in the order, a full and complete statement of such movable
or immovable property held or acquired by him or on his behalf or by any member of his
family as may be specified in the order. Such statement shall, if so required by the
Management, include the details of the means by which, or the source from which, such
property was acquired.
Explanation-II:
For purpose of this rule, the definition of movable property would include:
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a) Jewellary, insurance policies the annual premia of which exceeds two months basic pay or
one-sixth of the total annual emoluments received from the Company, whichever is less,
shares, securities and debentures.
b) Loans advanced by such employee whether secured or not;
c) Motor cars, Motor cycles, Horses or any other means of conveyance; and
d) Refrigerators, Radios / Radiograms, Television sets and any other articles, the value of
each exceeds Rs. 15,000/-.
Explanation-III:
Transaction entered into by the spouse or any other member of the family of an employee of the
company out of his or her own funds (including stridhan, gifts, inheritance, etc.) as distinct from
the funds of the employee of the Company himself, in his or her own name and in his or her own
right, would not attract the provisions of the Rule.
RULE 20 : VINDICATION OF OFFICIAL ACTS:
No employee shall, except with the previous sanction of the Management, have recourse
to any court or to the press for the vindication of any official act which has been the subject
matter of adverse criticism or an attack of a defamatory character, provided that nothing
in this rule shall be deemed to preclude a Company employee from vindicating his private
character or any act done by him in his private / personal capacity and where any action
for vindicating his private character or any act done by him in private capacity is taken, the
employee shall submit a report to the Management regarding such action.
RULE 21: INFLUENCE
No employee shall bring or attempt to bring any outside influence to bear upon any
superior authority of the Company for the furtherance of his interest in respect of matters
pertaining to his service in the Company.
RULE 22: BIGAMOUS MARRIAGES
No employee of the Company who has a wife / husband living shall contract another
marriage.
RULE 23: APPLICATION FOR EMPLOYMENT ELSEWHERE:
No employee shall apply for employment elsewhere outside the Company or signify his
willingness to accept such employment without having previously obtained the
permission in writing of the Management. The Management reserves the right to withhold
such permission without assigning any reason therefor.
Note: For the purpose of this rule, any application for scholarship or fellowship offered by
any outside authority shall be deemed to be an application for employment elsewhere.
RULE 24: RESTRICTION ON THE EMPLOYMENT OF OTHER COMPANY EMPLOYEES AS
PRIVATE SERVANTS:
No employee shall engage any other employee of the Company as his private servant in
any capacity.
RULE 24 (A) – RESTRICTION ON TOP LEVEL EXECUTIVES OF PUBLIC ENTERPRISES
JOINING ANY FIRM OR COMPANY AFTER RETIREMENT
No Functional Director of the Company including the Chief Executive who has retired
from the services of the company, after such retirement shall accept an appointment or
post whether advisory or administrative in any firm or company whether Indian or foreign
with which the company has or had business relations within two years from the date of
his retirement without prior approval of the Government.
(Corp /P&A / 2000 – 308 dt 17.05.2000).
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RULE 25: Return of Company Property, Equipment, Tools etc.

Every employee leaving the service of the Company shall, before leaving the service of
the Company, return all the property or equipment or tools belonging to the Company
issued or lent to him in connection with his employment in the Company. The cost of such
property, equipment or tools not so returned shall be liable to be deducted from his pay or
other amounts due to him.
RULE 26: MISCONDUCT:
Any breach of these rules shall be deemed to constitute a misconduct punishable under
the Neyveli Lignite Corporation Employees’ (Control and Appeal) Rules. Without
prejudice to the generality of the term “misconduct” it shall be deemed to include the
following;
i) Wilful insubordination or disobedience, whether or not in combination with others,
or any lawful and reasonable order of his superior, or commission of any acts
subversive of discipline or of good behaviour.
ii) Participation in an illegal strike or abetting, inciting, instigating or acting in
furtherance thereof.
iii) Wilful slowing down in performance of work, malingering or abetment or instigation
thereof or interference with the work of other employees.
iv) Theft, fraud or dishonesty in connection with the business or property of the
Company.
v) Indulging in corrupt practices.
vi) Taking or giving bribes or any illegal gratification.
vii) Leaving station (Headquarters) without permission.
viii) Absence without leave or overstaying the sanctioned leave without sufficient
grounds or proper or satisfactory explanation or absence from the employee’s
appointed place of work without permission or sufficient cause.
ix) Habitual late attendance.
x) Breach of any law, rules, regulations or orders applicable to the works or the
establishment.
xi) Deliberately spreading false information or rumours with a view to bringing about
disruption to the Company’s normal work.
xii) Collection or canvassing for collection without the permission of Management of
any money except in accordance with the rules of the Company for the time being in
force.
xiii) Engaging in any employment, business or trade.
xiv) Assaulting or intimidating any employee of the Company.
xv) Riotous, disorderly or indecent behaviour, gambling, extortion or committing
nuisance on the premises of the establishment.
xvi) Drunkenness or being in a state of intoxication or affected in any way by the
influence of any intoxicating drinks or drug while on duty or in a public place or
habitual use of intoxicating drinks or drugs to excess.
xvii) Habitual negligence or neglect of work or indiscipline.
xviii) Sabotage or wilful damage to work in process or to any property of the Company.
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xix) Unauthorised use or occupation of the Company’s quarters, land or other property.
xx) Interference with any safety devices installed in or around the establishment.
xxi) Holding meetings inside the premises of the establishment without previous
permission of the MANAGEMENT.
xxii) Distribution or exhibition of any newspapers, handbills, pamphlets or posters
without the previous sanction of the MANAGEMENT.
xxiii) Disclosure to any unauthorised person of information relating to the Company’s
business or to Defence or Security measures or communicating directly or
indirectly to any outside party any documents or information which has come into
his possession, or of which he has secured knowledge in the course of his official
duties, unless expressly permitted by the MANAGEMENT.
xxiv) Smoking within the premises of the establishment where smoking is prohibited.
xxv) Failure to inform the Company’s Medical Officer of any notifiable or contagious
disease contracted by the employee or any member of his family.
xxvi) Conviction in any court of law for any criminal offence involving moral turpitude.
xxvii) Misrepresentation regarding name, age, qualification, previous service or
experience at the time of employment.
xxviii) Unauthorised removal or defacement of notices on the Company’s notice boards.
xxix) Adjudged insolvency not warranting continuance of the Company’s trust and
confidence which the duties of the employee call for.
xxx) Writing of anonymous letters, etc., addressing appeals or representations to any
authority other than the appellate or the appropriate authority and forwarding
advance copies of appeals or representations to any authority.
xxxi) Indulging in sexual harassment of working women.
xxxii) Abetment of or attempt to commit any of the above acts of misconduct.
RULE 27:
"Departmental proceedings, if instituted while an employee was in service whether
before his retirement or during his re-employment, shall after the final retirement of the
employee, be continued and concluded by the authorities by which it was commenced in
the same manner as if the employee had continued in service”. (The payment of the
gratuity and the accumulation at his credit in his Provident Fund account shall be
authorised only after the conclusion of the proceedings and issue of final orders thereon-
Deleted vide Circular No.CORP/P&A/1913/2007 Dt.28.7.2007)
(2) A departmental proceedings against a retired employee can also be instituted in
respect of an event which took place not more than 4 years before such institution.
Note: For the purpose of this rule, departmental proceedings shall be deemed to be
instituted on the date on which the statement of charges is issued to the employee or if
the employee has been placed under suspension from an earlier date, on such date.
RULE 27(A): RETIREMENT:
The age of superannuation shall be 60 years and an employee shall retire from the
services of the Company on the last day of the month in which he attains the age of
superannuation.
(09/P&A/IR-1/98, Dt.28.05.98)
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RULE 27 (B) - PREMATURE RETIREMENT:

a) The Company may consider in its interest and have the right to prematurely retire an
employee after he completes the age of 50 years, if he is considered to be medically
unfit or inefficient or of doubtful integrity.
b) The competent authority, for the purpose of this rule, will be the Chairman-cum-
Managing Director of the Company.
c) The competent authority will formulate appropriate procedure for processing of cases
of premature retirement under this rule.
d) Any disciplinary action taken with reference to the specific acts of misconduct
involving corruption, theft, misappropriation, etc., shall not be brought under the
purview of this rule.
e) The premature retirement on medical grounds is independent of and without
prejudice to the rights of the Company under the contract of employment to dispense
with the services of an employee on 3 months’ notice inter-alia on grounds of medical
unfitness, in case of an employee who might not have even attained the age of 50
years.
f) An employee who is prematurely retired under this rule will be entitled to the following
benefits:
i. Pay (Basic + DA/VDA) for the notice period of 3 months, plus salary for the
unavailed portion of the earned leave under the NLC Leave Rules applicable to
the employee;
ii. Full Provident Fund contribution of the employer with accretions thereto in the
account of the employee subject to the provisions of the NLC Employees’
Provident Fund Rules applicable to him.
iii. Gratuity for each completed year of service or part thereof as admissible under
the P.G. Act;
iv. Benefit for self and his family under the NLC Medical Benefit Rules as applicable
to retired employees;
v. Retirement T.A. including train fare, transportation of personal effects, packing,
loading and unloading charges, lumpsum grant, etc., as applicable to the
employees of his status on retirement.
g) Procedure to be followed for Processing of cases of premature retirement (Refer
Rule 27-B)
h) Medical unfitness: If an employee has been continuously on leave on medical
grounds for a period of 120 days (including Sundays and holidays) or more during a
continuous period of six months or though attending duties, is found to be mentally
deranged, the Departmental Head may report such cases to Director (Personnel)
through the concerned Functional Director. Director (Personnel) will arrange to refer
the employee to the Standing Medical Board of N.L.C. for a thorough medical check
up and report on the relevant aspects including the following:
a) the disease the employee is suffering from;
b) whether it is curable or incurable;
c) whether the disease is infectious/contagious;
d) whether the person is, in case or curable disease, likely to be fit to resume his
normal duties within a period of 12 months.
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Thereafter, the report of the Standing Medical Board and other connected records will be
considered/examined by a committee of Functional Directors. If the employee is not found
fit to resume his duties within a period of 12 months and in case of employees suffering from
incurable and infectious/contagious disease or suffering from lunacy or mental
derangement and whose services cannot be utilised by the Company or whose presence is
likely to pose health hazard to others, as may be certified by the Medical Board, the
Committee of Functional Directors may recommend pre-mature retirement, to the
Chairman-cum-Managing Director.
This pre-mature retirement on medical ground is independent of and without prejudice to
the right of the Corporation under the contract of employment to dispense with the services
of an employee on three months’ notice inter-alia on grounds of medical unfitness in case of
an employee who might not have even attained the age of 50 years.
i) Inefficiency: Inefficiency will be evaluated on the basis of appraisal reports. An employee
who has secured an overall adverse assessment for three consecutive years in his annual
appraisal reports may be deemed as a fit case for pre-mature retirement. The committee of
Functional Directors will review the C.Rs of all the employees of the company who have
attained the age of 50 years and who have earned adverse remarks for 3 consecutive
years. Before recommending pre-mature retirement of the employee to the competent
authority, viz., Chairman, the Committee of Functional Directors will hold discussions with
the Unit Head and also hear the employee to determine whether there is still scope for
improvement by the employee in the performance of his duties and only after satisfying
itself that the continuance of the employee would not be in the interest of the Organisation or
no contribution could be expected from him, the Committee of Functional Directors may
make their recommendations for the pre-mature retirement of the employee to the
Chairman-cum-Managing Director.
j) Doubtful integrity:An employee who gets an adverse comment consecutively for three
years on his integrity in his appraisal reports will be deemed a fit case for pre-mature
retirement. Here again, the committee of Functional Directors will review all such cases
once in a year and will also hold discussions with the Head of the Vigilance Department, and
get the views of the Head of the Vigilance Department in writing. After being satisfied that
an employee is of doubtful integrity whose continuance in the employment would be
detrimental to the interest of the Organisation, the committee of Functional Directors may
make their recommendations for pre-mature retirement of the employee to the Chairman-
cum-Managing Director.
Any disciplinary action initiated with reference to the specific acts of mis-conduct involving
corruption, theft, misappropriation, etc., will not be brought under the purview of this Rule.
RULE 28: INTERPRETATION:
If any question arises as to the application or interpretation of any of these rules, the
decision of MANAGEMENT shall be final.
RULE 29: MODIFICATION, AMENDMENT OR CANCELLATION, ETC.
The Management reserves to itself the right to modify, cancel or amend any or all of these
rules or orders issued thereunder and to give effect thereto from any date which it may
deem fit.
RULE 30: REPEAL AND SAVING:
Any rules corresponding to these rules in force immediately before the commencement of
these rules and applicable to the Company employees to whom these rules apply are
hereby repealed.
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Provided that any order made or action taken under the rules so repealed shall be deemed
to have been made or taken under corresponding provisions of these rules.
Instructions on review of Property Index Cards
a. In Form-1 of the Property Index Card, as per Note No.4, the annual return from the
immovable properties has to be shown from year after year regularly.
However, many Executives did not furnish the details of annual return in respect of the
immovable property held by them. This leads to the impression that they have not
acquired any immovable property at all so long. As such, the annual return from the
immovable properties has to be indicated in Form-1.
b. Some Executives have furnished details of Shares and Debentures purchased
through EPOs or NSE in Form-3, while the details of Shares and Debentures
purchased under promoters/employees quota only has to be furnished in Form-3.
c. Many Executives did not furnish the details of Premium, Date of Maturity etc. of the
LIC and other policies, details relating to Deposits, Mutual Funds etc. market value of
the Shares, Securities and Debentures held by them in Form-2. It is informed that the
Executives have to furnish all the details as indicated in Note-1
and 2 of Form-2 in Form-2.
d. In general, other details as required in relevant portion of the Form has also not filled in
by the Executives which has to be complied with.
As such, Employees/Executives are advised to fill in the Property Index Card with
necessary details as per the notings in the relevant Forms.
Circular No 58/CR Cell/2005-10 Dated: 18.06.2005
*****
11-1
11. NLC EMPLOYEES' (CONTROL AND APPEAL) RULES

AND DISCIPLINARY PROCEDURE THERE UNDER
CONTROL AND APPEAL RULES:
1. SHORT TITLE AND COMMENCEMENT:
a) These rules may be called “The Neyveli Lignite Corporation Employees' (Control and
Appeal) Rules”.
b) They shall come into force from a date to be specified by the Management.
2. DEFINITIONS:
1. “Appointing Authority” in relation to a Company employee means the authority
empowered to make appointments to the category or grade of posts which the Company
employee for the time being holds.
2. “Board” means the Board of Directors of the Company.
3. "Company” means the Neyveli Lignite Corporation Limited.
4. “Company employee" means a person who holds a post under the Company and
includes any such person whose services are temporarily placed at the disposal of a
State of Central Government or any Government Industrial Undertaking or local or other
authority.
5. “Disciplinary Authority” in relation to the imposition of a penalty on a Company employee
means the authority competent under these rules to impose on him that penalty.
6. “Government servant” means an employee of the Company who has a lien under any
State or Central Government.
7. “Management” means the Company’s Chairman or any employee of the Company
authorised on his behalf and/or on behalf of the Company.
8. Schedule means the schedule to these rules (Not attached).
9. Words denoting the masculine gender shall include the feminine gender.
10. Words denoting the singular number shall include the plural number.
3. APPLICATION:
Subject to the provisions of Rules 4, these rules apply to all employees of the Company except
those appointed by the President of India, “Workman” as defined in the Standing Orders,
Employees as defined in the Establishment Regulations and members of the Security Force.
4. SPECIAL PROVISION BY AGREEMENT
In respect of an employee of a State or Central Government or any other Government
Industrial Undertaking serving in the Company, these rules shall not apply. Such employees
shall be governed by such special provision as has been mutually agreed to between the
Company and the lending Government or Government Undertaking as the case may be.
5. PROTECTION OF RIGHT AND PRIVILEGES CONFERRED BY ANY LAW:
Nothing in these rules shall operate to deprive any Company employee of any right or
privileges to which he is entitled to by or under any law for the time being in force.
RULE 6: Nature of Penalties
The following penalties may for good and sufficient reasons and as hereinafter provided, be
imposed upon the employees to whom these rules apply.
11-2
Minor Penalties:
i) Warning or Censure
ii) Withholding of increment for a period not exceeding six months with or without cumulative
effect.
iii) Withholding of promotion for a period not exceeding six months.
iv) Suspension without pay for a period not exceeding four days.
v) Reduction of one stage in time scale for a period not exceeding one year.
Major Penalties:
i) Withholding of increment (including stoppage at an efficiency bar) for a period exceeding
six months with or without cumulative effect.
ii) Withholding of promotion for a period exceeding six months
iii) Demotion to a junior category or lower grade.
iv) Reduction to a lower rank in the seniority list.
v) Reduction by more than one stage in the time scale.
vi) Compulsory retirement before attaining the age of superannuation.
vii) Removal from service, which shall not ordinarily be a disqualification for future
employment in the Company.
viii) Dismissal from service, which shall ordinarily be a disqualification for future employment
in the Company.
(Approval vide Proc.No.CORP/P&A/RULES/1959/2006, dt:20.11.2006)
Explanation I
The punishment of removal or dismissal shall not be imposed on any employee by any
authority lower than the appointing authority for the category or grade to which the employee
belongs.
Explanation II
The following shall not amount to a penalty within the meaning of these rules:
(1) The discharge
a) of an employee engaged under contract, in accordance with the terms of his
contract with the Company; or
b) of an employee appointed otherwise than under contract to hold a temporary
appointment in the Company, on the expiration of the period of such appointment or
on the completion of the work for which he was engaged; or
c) of an employee for failure to pass the departmental test within the period prescribed
by the Company; or
d) of an employee on the expiry of the vacancy in which he was appointed.
(2) The replacement of the services of an employee whose services have been borrowed
from a State or Central Government or an authority under the control of the Central or a
State government or any other authority like the State Electricity Boards, etc., at the
disposal of that authority, which had lent his services.
11-3
7. DISCIPLINARY AUTHORITIES:
(1) The Board of Directors may impose any of the penalties specified in Rule ( 6) on any
Company employee.
(2) Without prejudice to the provisions of Rule 7.1 any of the penalties specified in Rule 6 may
be imposed on any Company employee by the appointing authority or the authorities
specified in the Schedule in this behalf or by any other authority empowered in this behalf
by a general or special order of the Management.
(3) The authority which may impose suspension pending enquiry into charges under Rule 14
for all or any of the penalties mentioned in Rule 6 shall be an employee of the company
and notified as such by the Management in this behalf from time to time.
(4) Where an employee, on promotion or appointment to a higher grade or category of
service under the Company is holding an appointment in the higher grade or category, no
penalty shall be imposed upon him in respect of his work or conduct before such
promotion or appointment except by the authority competent to impose the penalty upon
a holder of a post in that grade or category of service as the employee holds.
(5) Where a person has been reverted or reduced from one grade or category of post to
another, no penalty shall be imposed upon him in respect of his work or conduct while he
was employed in the higher grade or category from which he was reverted or reduced
except by an authority competent to impose the penalty upon a holder or a post in that
grade or category of service.
(6) Provided that the penalties of removal and dismissal from service shall not be imposed by
any authority lower than the appointing authority for the category or the grade to which the
employee belongs.
8. PROCEDURE FOR IMPOSING MINOR PENALTIES:
(1) Order imposing any of the minor penalties specified in Rule 6 shall be passed except
after -
(a) The Company employee is informed in writing of the proposal to take action
against him and of the allegations on which it is proposed to be taken and he is
given an opportunity to make any representation he may wish to make.
(b) such representation, if any, is taken into consideration by the Disciplinary Authority.
(2) The record of proceedings in such cases shall include-
(i) A copy of the intimation to the employee of the proposal to take action against him’
(ii) A copy of the statement of allegations communicated to him;
(iii) His representation, if any; and
(iv) The order in the case, together with the reasons therefor.
9. PROCEDURE FOR IMPOSING MAJOR PENALTIES:
1. Without prejudice to the provisions of the Public Servants (Enquiry) Act, 1850, no order
imposing on a Company employee any of the major penalties specified in rule 6 shall be
passed, except after an enquiry held, as far as may be, in the manner hereinafter
provided.
2. In every case where it is proposed to impose on an employee, any of the major
penalties mentioned in Rule - 6, the grounds on which it is proposed to take action
shall be reduced in writing to the form of a definite charge or charges and shall be
communicated to the employee, together with a statement of the allegations on which
each charge is based and of any other circumstances which it is proposed to take into
11-4
consideration in passing orders on the case. He shall be required, within a reasonable

time to be specified, to state whether he desires an oral enquiry and submit a written
statement of his defense.
3. The employee shall for the purpose of preparing his defense be permitted to peruse and
take extracts from such official records as he may specify, provided that such permission
may be refused if, for reasons to be recorded in writing, in the opinion of the Disciplinary
Authority, such records are not relevant for the purpose or it is against the Company’s or
public interests to allow him access thereto.
4. An oral enquiry, if required by the employee charged, shall be held, except where the
charge is admitted in writing by the employee.
5. The enquiry shall be held by the Disciplinary Authority or by an Inquiring Authority,
consisting of one or a Committee of three persons as may be nominated by the
Disciplinary Authority in its discretion. However, in matters investigated by the Central
Bureau of Investigation or any other agency the disciplinary authority will be guided by
the Central Vigilance Commission in the choice of the personnel constituting the
Inquiring Authority in cases coming within the purview of C.V.C. The Disciplinary
Authority may further in its discretion appoint a person to be known as the “Presenting
Officer to present on its behalf the case in support of the charge(s).”
6. The Disciplinary Authority may require the Inquiring Authority to record the evidence and
forward the record of enquiry either with the findings of the Inquiry Authority on each one
of the charges or without such findings. The Inquiring Authority shall act in accordance
with the directions of the Disciplinary Authority in this behalf.
7. If a committee of not less than three employees is required to conduct an enquiry, the
senior most member of the Committee shall record the evidence at the enquiry. If
however, the Committee includes one or more outsiders the member required by the
Disciplinary Authority to record the evidence shall do so at the enquiry. If the findings of
the enquiry authority are called for by the Disciplinary Authority, the member who has
recorded the evidence at the enquiry shall submit the findings indicating the majority view
as well as the minority view, if any.
8. At the enquiry, evidence shall be recorded also on such of the charges as are not admitted
in writing and in the following order.
1. Evidence of the witnesses and documents in support of the charges.
2. Evidence in cross-examination of the witnesses mentioned in item-1.
3. Evidence of the witnesses and documents on behalf of the employee charged.
4. Evidence in cross-examination of the witnesses mentioned in item-3.
9. At the enquiry, the employee may present his case with the assistance of any other
employee but may not engage a legal practitioner for the purpose.
10. If the Enquiry Authority declines to examine any witness on the ground that his evidence is
not relevant or material, he/it shall record his/its reasons in writing.
11. After the recording of the evidence is completed, the Disciplinary Authority or the Enquiry
Authority, where so required, shall record his/its findings on each of the charges and the
grounds therefor. The Disciplinary Authority shall then arrive at provisional conclusions
in regard to the punishment to be imposed. A copy of the findings and the provisional
conclusions in regard to the punishment and if so required by the employee charged,
copies of the records of enquiry, shall be given to him and he shall be required to show
cause within a reasonable time not exceeding one month against the particular penalty
proposed to be inflicted. Any representation in this behalf submitted by the employee
11-5
charged shall be duly taken into consideration and the authority competent to impose the
penalty shall then pass final orders.
Explanation:
An opportunity to show cause against the imposition of any of the punishments referred to in
this sub-rule shall be given either by such authority competent to impose the punishment or,
under his direction, by a subordinate authority who is superior in rank to the employee charged.
10. MODE OF RECORDING EVIDENCE:
The evidence of persons deposing at the inquiry shall be got signed by the persons deposing
and the employee charged. If any one refuses to sign the deposition, the fact should be
recorded by the authority recording the evidence and the authority’s endorsement got attested
by two of the persons present at the inquiry.
11. RECORD OF INQUIRY:
The record of inquiry in cases of major punishments shall include -
i) the allegations upon which action was taken against the employee,
ii) the charges framed,
iii) the employee’s written statement of defense, if any,
iv) the oral evidence taken in the course of the inquiry,
v) the documentary evidence considered in the course of the inquiry;
vi) the findings of the Disciplinary Authority or the Inquiring Authority;
vii) the provisional conclusion in regard to the punishment;
viii) the further representation from the employee; and
ix) an order or report as the case may be, setting out the findings on each charge and
reasons therefore.
12. JOINT ENQUIRY:
1. Where two or more employees are concerned in any case, the authority competent to
impose the punishment of dismissal on all such employees or any other superior authority
may make an order directing that disciplinary action against all of them may be taken in a
common proceeding.
2. Subject to the provisions of Rule 7, any such order shall specify-
i) the authority that may function as the Disciplinary Authority for the purpose of such
common proceedings;
ii) the penalties specified in Rule 6, which such Disciplinary Authority shall be competent
to impose; and
iii) whether the procedure prescribed in Rule 8 and 9 may be followed in the proceeding.
12.A. COMPLAINTS COMMITTEE TO DEAL WITH COMPLAINTS RELATING TO SEXUAL
HARASSMENT OF WORKING WOMEN.
Any Violation of rule-3(a) of NLC Employees’ Conduct rule is a misconduct on complaints
relating to the same either by way of complaint from the individual or by the self act of the
management shall be handled by Complaints Committee constituted by the Management
from time to time. The Committee will have the power of Enquiry Authority and report of
Complaints Committee shall be deemed to be an Enquiry Report under these rules. Based
on the enquiry report, the Disciplinary Authority concerned is empowered to act further in
accordance with rules.
11-6
13. The requirement of Rule 8 and 9 shall not apply where it is proposed to impose on an
employee any punishment mentioned in Rule 6 on the basis of facts which have led to his
conviction in a criminal court or by a court martial or where the employee concerned has
absconded or where it is for other reasons impracticable to communicate with him or in
cases in which Management is satisfied that it is not reasonably practicable or that it is not
expedient to follow the requirement of these rules.
14. SUSPENSION:
1. An employee may be placed under suspension from service where such suspension is
necessary in the interests of the Company-
i) when an enquiry into his conduct is contemplated or is pending, or
ii) when a complaint against him of any criminal offence is under investigation or trial.
2. An employee who is detained in custody whether on a criminal charge or otherwise for a
period longer than 48 hours shall be deemed to have been suspended from service by an
order of the appointing authority with effect from the date of detention and shall remain
under suspension until further orders.
3. An order of suspension may be revoked at any time by the authority making the order or is
deemed to have made the order or by any superior authority.
4. During suspension other than a suspension imposed under minor penalties specified in
Rule 6 an employee may be paid such allowance as may be notified by the Company.
5. An employee may not leave his headquarters during the period of suspension except with
the permission of the authority which suspended him or any higher authority which
suspended him or any higher authority.
6. Leave shall not be granted to an employee under suspension.
7. (i) If, after the enquiry, an employee who had been placed under suspension under Rule
(1) is found not guilty and is fully exonerated he shall be deemed to have been on duty
during the period of suspension and shall be entitled to the same wages/pay as he
would have received if he had not been suspended.
(ii) In other cases, the employee shall be given proportion of such pay and allowances as
may be decided by the Management and the period of suspension shall be treated in
such manner as may be decided by the Management.
8. Where a penalty of dismissal, removal or compulsory retirement from service imposed upon
a Corporation employee under suspension is set aside in appeal or on review under these
rules and the case is remitted for a further enquiry or action or with any other directions, the
order of his suspension shall be deemed to have continued in force on and from the date of
the original order of dismissal, removal or compulsory retirement and shall remain in force
until further orders,
9. Where a penalty of dismissal, removal or compulsory retirement from service imposed upon
a Company employee is set aside or declared or rendered void in consequence of or by a
decision of a court of law and the Disciplinary Authority, on a consideration of the
circumstances of the case, decides to hold a further enquiry against him on the allegations
on which the penalty of dismissal, removal or compulsory retirement was originally
imposed, the Company employee shall be deemed to have been placed under suspension
by the Appointing Authority from the date of the original order of dismissal, removal or
compulsory retirement and shall continue to remain under suspension until further orders.
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15. ORDER OF PUNISHMENT:

An order of punishment shall be in writing and shall state the grounds on which it is based, the
authority to whom an appeal against it lies and the time within which such appeal should be
filed.
16. COMPETENCY OF AUTHORITIES SUPERIOR TO THE DISCIPLINARY AUTHORITY:
1. Any authority superior to the Disciplinary Authority shall also be competent to impose the
penalties specified in these rules.
2. Where in any case a superior has imposed or declined to impose a penalty under these
rules, an inferior authority shall have no jurisdiction to proceed under these rules in respect
of the same charge.
3. The fact that an inferior authority has declined to impose a penalty in any case shall not be a
bar to the superior authority exercising his jurisdiction under these rules, in respect of the
same charge.
4. The order of a superior authority imposing or declining to impose in any case the penalty
under this rule shall supersede any order passed by an inferior authority in respect of the
same charge.
17. APPEAL AGAINST ORDER IMPOSING PENALTIES:
An employee shall be entitled to appeal from an order imposing on him any of the penalties
specified in the rules to the appellate authority notified as such by the Management for the
purposes of these rules, from time to time.
18. FORM AND CONTENTS OF APPEAL:
1. Every employee preferring an appeal shall do so separately and in his own name.
2. Every appeal preferred under these rules shall contain all material statement and
arguments relied on by the appellant, shall contain no disrespectful or improper language
and shall be complete in itself.
19. SUBMISSION OF APPEALS:
Every appeal shall be addressed to the authority to whom the appeal is preferred and shall be
submitted through the head of the office to which the appellant belongs or belonged and
through the authority from whose order the appeal is preferred.
20. ORDERS MADE BY THE BOARD NOT APPEALABLE:
Notwithstanding anything in these rules, no Appeal shall lie against any order passed by the
Board.
The Board on its own motion or otherwise may review any order passed by it.
21. APPEALS AGAINST ORDERS OF SUSPENSION:
A Company employee who is kept under suspension pending enquiry into the charges may
appeal against the order of suspension to the appellate authority.
22. PERIOD OF LIMITATION FOR APPEALS:
Every appeal shall be filed within the time-limit allowed for the purpose in the order imposing the
punishment which shall be not less than one month from the date on which the employee
charged received the order imposing the punishment.
PROVIDED that the Appellate Authority may, in its discretion, entertain the appeal after the
expiry of the said period, if it is satisfied that the appellant had sufficient cause for not submitting
the appeal within the time limit prescribed.
11-8
23. WITHHOLDING OF APPEALS:

An appeal may be withheld by an authority not lower than the authority from whose order it is
preferred if-
(1) it does not comply with the provision of Rule 19 or
(2) it is a repetition of a previous appeal and is made to the same Appellate Authority by which
such appeal has been decided and no new facts or circumstances are adduced which
afford grounds for a reconsideration of the case, or
(3) it is not submitted within the period specified in Rule 22 and no cause is shown for the delay.
(4) it is addressed to an authority to whom no appeal lies.
If an appeal is withheld, the appellant shall be informed of the fact and the reason for it.
24. RESUBMISSION OF APPEALS WITHHELD:
If an appeal is withheld on account only of failure to comply with the provisions of Rule 19, it
may be resubmitted at any time within one month of the date on which the appellant has been
informed on the withholding of the appeal, and if resubmitted in a form which complies with the
said provisions it shall not be withheld.
25. NO APPEAL AGAINST WITHHOLDING OF APPEALS:
No appeal shall lie against the withholding of an appeal.
26. SUBMISSION OF LIST OF APPEALS WITHHELD:
A list of appeals withheld under Rule 24 with the reasons for withholding them shall be
forwarded every quarter by the withholding authority to the appellate authority.
27. FORWARDING OF APPEALS:
Every appeal which is not withheld under these rules shall be forwarded without any avoidable
delay to the appellate authority by the authority from whose orders the appeal is preferred,
along with the connected records.
28. POWERS OF AN APPELLATE AUTHORITY
An appellate authority may call for any appeal admissible under these rules which has been
withheld by a subordinate authority and may pass such orders thereon as he/it considers fit.
29. CONSIDERATION OF APPEALS:
(1) In the case of an appeal against an order imposing any punishment specified in Rule 6, the
appellate authority shall consider:-
a) whether the procedure prescribed in these rules has been complied with, and if not
whether such non-compliance has resulted in failure of justice;
Any error or defect in the procedure followed in imposing a penalty may be
disregarded by the appellate authority if such authority considers, for reasons to be
recorded in writing, that the error or defect was not material and has neither caused
injustice to the person concerned nor affected the decision of the case.
b) whether the facts on which the order was based have been established;
c) whether the facts established afford sufficient ground for taking action; and
d) whether the punishment is excessive, adequate or inadequate; and after such
consideration shall pass such order as it thinks just and equitable having regard to all
circumstances of the case,
11-9
i) setting aside, reducing, confirming or enhancing the penalty or

ii) remitting the case to the authority which imposed the penalty, or any other
authority, with such direction as it may deem fit in the circumstances of the case.
PROVIDED THAT
i) no order imposing an enhanced penalty shall be passed unless the appellant is given an
opportunity of making any representation which he may wish to make against such
enhanced penalty;
ii) if the enhanced penalty which the appellate authority proposes to impose is one of the major
penalties specified in Rule 6 and an inquiry under Rule 9 has not already been done in the
case, the appellate authority shall, subject to the provisions of Rule 9, itself hold such
inquiry or direct that such inquiry be held and thereafter on consideration of the proceedings
of such inquiry and after giving the appellant an opportunity of making any representation
which he may wish to make against such penalty, pass such orders as it may deem fit.
30. REVIEW OF ORDERS IN DISCIPLINARY CASES:
(1) The appellate authority or any higher authority may of his/its motion or otherwise call for
the records of any case in which a penalty has been imposed and pass such orders as
he/it deems fit.
(2) Where the punishment is proposed to be enhanced, notice to show cause against such
enhancement shall be given to the employee concerned and the procedure as laid down
in the provision of Rule 29(d) shall be followed.
(3) No order enhancing the punishment under this rule shall be made after a period of 90 days
from the date on which the original order of punishment was served on the employee
charged.
31. IMPLEMENTATION OF ORDERS IN APPEAL:
The authority which made the order appealed against shall give effect to the orders passed by
the appellate authority.
32. REVIEW BY THE BOARD OR BY THE CHAIRMAN:
Notwithstanding anything contained in these rules, in cases where the Board or the Chairman
is not the Disciplinary Authority or the Appellate Authority, the Board or the Chairman on its/his
own motion or otherwise, after calling for the case, review any order of removal or dismissal
passed by an authority subordinate to it/him and confirm or modify or set aside the order,
PROVIDED THAT:
i) an order imposing or enhancing a penalty shall not be passed unless the person concerned
has been given an opportunity of making any representation which he may wish to make
against such penalty or enhanced penalty and the relevant procedure has been complied
with; and
ii) no action under this rule shall be initiated more than 3 months after the date of the order to
be reviewed.
33. REMOVAL OF DOUBTS:
Where a doubt arises as to whether any authority is inferior or superior to any other authority or
as to the interpretation of any of the provisions of these rules, the decision of the Management
thereon shall be final.
34. MODIFICATION, AMENDMENT OR CANCELLATION, ETC.
The Management reserves to itself the right to modify, cancel or amend any or all of these rules
or orders issued thereunder and to give effect thereto from any date which it may deem fit.
11-10
EXECUTIVES COMPETANT TO IMPOSE PENALITY / DISPOSE OF APPEAL UNDER THE

NLC EMPLOYEE'S (CONTROL & APPEAL) RULES
(Reference: O.O. No. Corp/P&A/Rules/1959/2007, Dated:22-09-2007)
Category of
Employees Minor Punishments Major Punishments
Disciplinary Appellate Disciplinary Appellate
Authority Authority Authority Authority
Supervisors of S3 Executives of Executives of Executives of Executives of
Grade and Employees E-4 Grade E-6 Grade M-1 Grade M-2 Grade
in E-0, E1 and E2
Scale
Executives of E-2 & Executives of Executives of Executives of Executives of
E-3 Grade E-5 Grade M-1 Grade M-1 Grade M-3 Grade
Executives of E-4 Executives of Executives of Executives of Executives of
Grade E-6 Grade M-2 Grade M-2 Grade M-4 Grade
Executives of Executives of Executives of Executives of Executives of
E-5 Grade M-1 Grade M-3 Grade M-3 Grade M-5 Grade
Executives of Executives of Executives of Executives of Executive
E-6 Grade M-2 Grade M-4 Grade M-4 Grade Director
M-1 Grade M-3 Grade M-5 Grade M-5 Grade Director/Director
Executives of Executives of Executive Executive Director
M-2 Grade M-4 Grade Director Director
Executives of Executives of Executive Executive Chairman-cum-
M-3 Grade M-5 Grade Director/Director Director/Director Managing Director
Executives of Executive Director Director Chairman-cum-
M-4 Grade Director Managing Director
Executives of Executive Chairman-cum- Chairman-cum- Board
M-5 Grade Director/Director Managing Director Managing Director
Executives of Chairman-cum- Chairman-cum-
M-6 Grade Managing Director Board Managing Director Board
The authority for imposing suspension under rule-14 of Neyveli Lignite Corporation Employees'
(Control and Appeal) Rules for all penalties mentioned in Rule-6 of Neyveli Lignite Corporation
Employees' (Control and Appeal) Rules will be the same as that of the Disciplinary Authority for
imposing major punishment.
The appointing authority also stands modified as to that of disciplinary authority for major punishment
as indicated above.
In exceptional cases, the appellants are at liberty to make a second appeal to the authority next
higher to the appellate authority.
(Procs. No.3135/IR/P&A/98, Dated:01.06.98)
(O.O. No. Corp/P&A/Disc.Cell/1643/2002, Dated:19.06.2002)
11-11
DISCIPLINARY PROCEDURE IN RESPECT OF EMPLOYEES GOVERNED

BY CONTROL AND APPEAL RULES.
Employees governed by Control and Appeal Rules - Disciplinary cases Procedure to be
followed - Instructions.
1. Deleted
2. Any breach of the N.L.C. Employees' (Conduct) Rules shall be deemed to constitute a
misconduct and is punishable under N.L.C. Employees' (Control and Appeal) Rules (Rule
26 of Conduct Rules).
3. While N.L.C. Employees' (Conduct) Rules define the nature of misconduct, the N.L.C.
Employees’ (Control and Appeal) Rules describe the nature of penalties and the procedure
for impositions of such penalties.
4. Penalties are classified as Minor and Major in Rule 6 of the Control and Appeal Rules.
5. Procedure for Imposition of Minor Penalties (Rule 8 of the Control and Appeal Rules).
(i) The standard form of memorandum of charge where minor penalties are proposed is
given in Appendix-I.
(ii) It is not necessary to hold an oral enquiry for imposing minor penalties; but if the
disciplinary authority is of the opinion that such enquiry is necessary, he may hold an
oral enquiry in the manner laid down for major penalties (vide Rule 9 and para 7
below). In which case, the record of proceedings shall include the evidence produced
during the enquiry and findings on each of the charges.
(iii) The final order may be passed after full consideration of the representation, if any,
made by the employee in reply to the charge memo. It should be self-contained and
should deal with each of the charges framed against the employee, the facts in
support thereof, his defence and specific findings of the disciplinary authority on each
of the charges whether it has been held proved or not.
(iv) A standard form of final order in the case of minor penalties is given in Appendix-II.
(v) A copy of the final order should be sent to the first appellate authority and to the
authorities maintaining the confidential report file and the service book of the
employee concerned if they happen to be different from the first appellate authority.
(vi) In cases of withholding of increments, the specific period for which the increment is to
be postponed and whether it would be with or without cumulative effect, should be
clearly indicated. (In order that the postponed date may coincide with one of the
twelve crucial dates prescribed for drawal of increments, it is desirable that the period
of stoppage of increment is in multiples of 3 months.)
6. Suspension (Rule 14)
(i) Suspension pending enquiry is necessary only if the continuance of the person
concerned in the employment would enable him to tamper with the evidence relating
to the case against him or in any manner hinder or hamper the enquiry, as well as in
cases of grave insubordination or breach of discipline. It would also be desirable in
case it is felt that his continuance on the job would be harmful to the interests of the
Corporation in that his negligence or mischief would lead to loss to Corporation. In
the latter case suspension could be avoided to some extent if he could be transferred
to some other work where the scope for mischief or misbehaviour on his part would
not exist. The authority ordering suspension should consider these points before
making such an order and also record specific reasons in every case for keeping the
person concerned under suspension pending enquiry. When such suspension is
11-12
resorted to, the proceedings should be completed within a period of four weeks (vide
Memo No.4487/LI 3/66-1, dt.2.9.66).
(ii) The authorities competent to order suspension are indicated in Rule 14 of the Control
and Appeal Rules.
(iii) A draft form of suspension order is given in Appendix-III.
(iv) During the period of suspension, the employee is entitled to draw as subsistence
allowance, an amount equal to leave salary admissible during the leave on half pay or
half average pay besides allowances as per provisions of F.R.53(1)(ii)(a) of Chaudri’s
Compilation.
(v) In cases where the person suspended is to be reinstated ultimately either on account
of the charges being not established or dropped or on imposition of punishment other
than dismissal, a specific order should be passed, with reference to the facts and
circumstances of each case, whether the period of suspension should be treated as
leave to which the person is entitled, leave on loss of pay or period of duty. The
question of treating the period of suspension as duty and payment of full duty pay and
allowances will arise only if the individual is fully exonerated of the charge and not
even in cases where the individual is given the benefit of doubt (vide Memo. 4487/LI-
3/66-1, dated 2/9/66). The final orders should clearly specify the manner in which the
period of suspension will be treated.
(vi) Suspension of an employee as a penalty falling under minor penalties specified in
Rule - 6 (nature of penalties) of Control and Appeal Rules - is different from keeping
an employee under suspension pending enquiry and the former, being a substantive
punishment, can be imposed only after following the prescribed procedure.
7. Procedure to be followed in the case of Major Penalties (Rule-9)
(i) The Standard form of charge memorandum for major penalties is furnished in
Appendix-IV.
(ii) Where the employee is permitted to peruse and take extracts from such official
records as he may specify under Rules 9(3) of the Control and Appeal Rules, it shall
be done in the presence of a Higher Grade Employee.
(iii) If the employee has admitted in writing unqualifiedly and unambiguously, all or any of
the charge framed against him, it shall not be necessary to hold an oral enquiry as
required under the Rules, in regard to such admitted charges.
(iv) Where the employee has failed to submit his written statement of defence within the
time allowed and where the employee has not requested for any extension of time,
further action to conduct enquiry can be proceeded with.
(v) A request for extension of time to submit his written statement can be complied with, if
valid reasons are furnished. If the enquiry authority or the disciplinary authority has
reason to believe that the employee is purposely evading to give the written
statement of defence and is seeming to prolong the proceedings by applying for time,
he should be given a final notice fixing the date within which his written statement of
defence has to be submitted informing him that if that is not received, further action as
under the rules will be proceeded with on the presumption he has no written
statement to furnish.
(vi) Where an enquiry is to be conducted an intimation shall be sent to the employee in
writing informing him of the date, time and place at which the enquiry is to be held. A
standard form of notice requiring appearance at an enquiry is given in Appendix-V.
(vii) In the oral enquiry, witnesses should be examined by the enquiring authority in the
presence of the accused employee and any other employee chosen by the accused
11-13
employee to defend him. When the enquiry is conducted ex-parte, however this does
not arise.
Note: At the enquiry the employee may present his case with the assistance of
another employee; but may not engage a legal practitioner for the purpose. (Rule 9
sub-para (9)).
(viii) All witnesses to prove the charge should be examined before examining the defence
witness. Every witness would be examined with reference to the information within
his personal knowledge. All documents and materials if any relevant to the enquiry
should be marked as exhibits. Those for proving the charge being marked as
P (series) -P1, P2 and those for the delinquent D (series)-D1, D2 (Rule 9 and
sub-para 8(i)).
(ix) The statements of witnesses may be recorded in a continuous narrative form and
need not be in the form of questions and answers. The enquiry authority may record
the statements in the form of questions and answers whenever he considers it
necessary.
(x) The statement of witnesses shall be recorded by the enquiring authority in his own
hand writing and in the case of a Committee, by the senior most member of the
Committee.(Rule 9 sub-para (7)).
(xi) The statements of witnesses should be recorded on plain paper with the
superscription “Statement of Shri............................. (Designation)...............recorded
by.............................. (Designation of the enquiring authority) on..........(date) in the
presence of Shri....................(name of the accused employee.)".
(xii) After the witness has given his statement in support of the charges the accused
employee or the person permitted to defend him should be allowed to cross-examine
the witness. The cross-examination shall also be recorded on the paper on which
statement is recorded. If there is any documentary evidence in support of the
charges this should be shown and/or read out to the accused employee and the fact
recorded. The signature of the accused employee should be obtained on such
record (not on the original documents). (Rule 9 sub-para 8).
(xiii) After the examination of each witness, the statement shall be read over and explained
to the deponent. A certificate shall be added at the end of each statement to the
following effect by the authority recording the evidence under his signature. “The
statement was read over and explained to the deponent and admitted by him to be
correct."
(xiv) After all the witnesses and documents in respect of charges have been examined, the
delinquent employee should be asked whether he accepts the charges or not and if
he denies them, whether he has any witness to be examined. The statement of the
accused employee should be recorded and his signature obtained. The statement
should be adopted in the same manner as for statements of witnesses.
(xv) If he has any witnesses to be examined on his behalf, such evidence shall also be
recorded in the manner indicated in para (ix) to (xi) above by the enquiring authority.
It shall be open to the enquiring authority to put questions to such witnesses to clarify
his statement and also to correlate them with the evidence produced for proving the
charges. (Rule 9 sub-para 8(iii)).
(xvi) The evidence of persons deposing at the enquiry shall be got signed by the persons
deposing and the employee charged. (If the employee cannot put his signature, his
thumb impression shall be obtained). If any of them refuses to sign a deposition, the
fact should be recorded by the authority recording the evidence under his signature
(Rule 10).
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(xvii) Where the employee is defended by another employee, the Signature of that
employee shall also be obtained on the statement of the witnesses and the accused
employee.
(xviii) Where an enquiry authority or a Committee, is appointed for the purpose of
conducting the enquiry, the disciplinary authority shall indicate whether he requires
the enquiring authority/committee to forward record of enquiry with or without its
findings. Records of enquiry which will include notices and acknowledgments, the
exhibits, other documents pertaining to the case, if any (normally all such documents
will be marked as exhibits) statements of witnesses, report of enquiring authority
should be indexed indicating the page number of each exhibit, statement of
witnesses, report of enquiring authority, notices and acknowledgments. Routine
correspondence which may not be a material part of record should be retained as a
separate part. The material part of the record shall be in 4 sections, (1) notices
acknowledgments, other correspondence, etc. and order (2) statement of witnesses
(3) documents forming part of evidence (4) marked exhibits which if any should be
kept in the custody of the disciplinary authority till appeal time expires.
(xix) If the inquiring authority or the committee of enquiry is required to merely forward the
record of enquiry it shall do so without recording its findings on any of the charges.
(xx) If, on the other hand, the enquiring authority or the committee is required to record its
findings, it shall forward the record of enquiry together with its findings on each one of
the charges after dealing with evidence for and against the charge. It shall not
however make any recommendations regarding the nature of penalties to be
imposed.
(xxi) The disciplinary authority should then examine the records of enquiry and the findings
of the enquiry authority and arrive at a finding on each of the charges and provisional
conclusion in regard to the penalty to be imposed on the employee for the charges
proved. He will then issue a memorandum to the employee concerned with a copy of
the findings of inquiring authority if he accepts them or his own conclusions on each of
the charges and the provisional conclusions in regard to the penalty. If required by
the employee, copies of the record of enquiry shall also be given to him. The
employee shall be directed to show cause within a reasonable time normally not
exceeding two weeks. The standard form for the show cause notice is given in the
Appendix-VI. [Rule 9 sub-para (II)].
(xxii) The final orders to be passed by the disciplinary authority after taking into
consideration written representation of the employee, if any, shall be self-contained
and shall include in respect of each of the charges framed against the employee, the
details of the charges, evidence in support thereof, his defence, the findings of the
disciplinary authority on each of the charges whether it has been held proved or not. It
shall also briefly indicate the reasons for the penalties imposed, with reference to the
gravity of the misconduct. The standard form in Appendix-VII should be adopted. Any
points arising from the representation against the provisional conclusion should also
be dealt with in para 6 of the order specially.
(xxiii) No penalty more severe than the one mentioned in the charge memorandum should
be inflicted. For this purpose the order of penalties enumerated in Rule 6 of the
Control and Appeal Rules shall be taken to be in the descending order of severity.
However, there will be no bar to a fresh notice being issued indicating a higher penalty
before final orders are passed and the prescribed procedure should be followed
before imposing the higher penalty proposed.
(xxiv) Copy of the final orders passed shall be sent to the first appellate authority and also to
the authorities maintaining the confidential report file and the service register, if they
11-15
are different from the first appellate authority and confirmation obtained that entries
have been made in the confidential report file/service register.
(xxv) In the event of employee refusing to accept any of the communication addressed to
him or refusing to acknowledge the receipt of the same, it shall be sent by Registered
Post/acknowledgment due to his last known address. The postal acknowledgment
or endorsement of the postal department regarding non-delivery should form part of
the records and shall be sufficient proof of service/refusal to accept. The enquiry may
be proceeded with ex-parte thereafter.
(xxvi) Where a punishment of reduction to a lower stage in the time scale of pay is ordered,
the order should specify the period and whether or not the employee will earn
increment of pay during the period of such reduction and whether on the expiry of
such period the reduction will or will not have the effect of postponing the future
increment in his pay scales.
(xxvii) Where a penalty of demotion to the lower grade is ordered, the period of such
demotion should be indicated as also the conditions if any for restoration to the
category or Grade from which the employee was demoted. The order should specify
whether the period of reduction will count for seniority, increment in the former scale if
any and when he is restored to the original grade. If after reduction the individual has
to take his chance for promotion along with others in the lower grades, no part of his
service before reduction will count for such purpose.
8. Appeals:
(i) The procedure to be followed for dealing with the appeals given in the Control and Appeal
Rules is self-contained and should be strictly followed. Where a second appeal has been
provided for, the same procedure as applicable for the first appeal will be followed.
(ii) The first appellate authorities on receipt of the copy of the orders issued in, disciplinary
cases should review such penalties imposed and if it is considered necessary to enhance
the penalties, they shall initiate action within a period of 90 days from the date on which the
original order of penalty was served on the employee charged [Rule 30 sub-para (3)].
Second appeal – In exceptional cases the appellants are at liberty to make a second appeal to
the authority next higher to the Appellate Authority.
(Proc.No.3135/IR/P&A/98, Dt.01.06.98)
Committee to deal with the complaints relating to sexual harassment of Working Women. Any
violation of rules 3 (a) of NLC Employees' conduct rule is a “Misconduct”. The committee will
have the powers of enquiring Authority.
(O.o.No.CORP/P&A/1643/2004, Dt.10.11. 2004)
9. The Executives covered under the definition of Disciplinary Authority are requested to ensure
imposition of such punishments which could be implemented with immediate effect, especially
in consultation with the Vigilance Branch in respect of cases initiated by Vigilance Branch and
ensure that there shall be no time lost between the passing of final orders of punishment and its
implementation.
To cite an example, a proposal for demotion to Cleaner / Trainee is not implementable as the
Cleaner / Trainee is the lowest induction point and post below Cleaner / Trainee does not exist.
Another illustration is imposing a punishment of stoppage of increment against an employee
who is not eligible for earning any increment or when employee reached a stage of stagnation
in the time scale of pay.
The Disciplinary Authority / Appellate authority are requested to ensure while proposing /
modifying punishments that, the proposed punishments could be possible of implementation,
11-16
without any further modification after imposition. Also factors like Date of increment,
Probation, Date of promotion, Scale of pay, Basic pay, Present post may be taken into
consideration before proposing / imposing the punishment.
(Reference: 1) Cir.No.CORP/P&A/DA/1643/2007, dt:10-04-2007
2) Cir.No.CORP/P&A/DA/1643/2007-2, dt:02-08-2007)
APPENDIX-I
Standard Form of Memorandum of Charge for Imposing Minor Penalties (Rule 8 of N.L.C.
Employees’ Control and Appeal Rules)
NEYVELI LIGNITE CORPORATION LIMITED.

Office of the Dated:
MEMORANDUM
Shri...........................................(Designation)................(Office in which working) ......................
is hereby informed that it is proposed to take action against him under Rule 8 of N.L.C. Employees’
Control and Appeal Rules. A statement of the imputations of misconduct or misbehaviour on which
action is proposed to be taken as mentioned above is enclosed.
2..Shri..........................is hereby given an opportunity to make such representation as he may
wish to make against the proposed action. (If any penalty proposed is one of recovery from the pay of
an employee under Rule 6 of the Control and Appeal Rules, it should be specifically mentioned here.
If it is any one of the other minor penalties under Rule 6 it may or may not be mentioned here).
3. If Shri .....................fails to submit his written representation within (to be specified)
.............days of the receipt of this memorandum, it will be presumed that he has no representation to
make and orders will be passed ex-parte against shri........……………........on the points and
materials available.
4. The receipt of this Memorandum should be acknowledged by Shri...................in the duplicate
copy enclosed.
SIGNATURE
Name and Designation of the Disciplinary Authority.
Encl: Statement of Imputation of misconduct or misbehaviour and basis thereof.
To
Shri..........................................................................
Thro’.....................
Copy to ..................(in duplicate). He is requested to serve the Memorandum on the individual and
return the duplicate copy along with the dated signature of the employee thereon in token of receipt by
him. The duplicate will contain the following endorsement. Received a copy of the above
memorandum on................................
Signature.............................
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ENCLOSURE to APPENDIX-I
Statement of Imputations of Misconduct or Misbehaviour
against Shri..................................(Name and Designation).
ARTICLE-I
That the said Shri...................while functioning as ...........during the period .........(here mention the
charge and the circumstances leading to it, the evidence on which the charge is based etc.)
The said act of Shri .....................constitutes a misconduct under Rules .........of N.L.C Employees’
(Conduct) Rules punishable under N.L.C. Employees' (Control and Appeal) Rules.
ARTICLE 2
ARTICLE 3 and so on.
(Here mention the further charges one by one, in the same manner as indicated under Article 1.)
APPENDIX II
Standard Form For Final Orders for Imposing Minor Penalties.
Procs. Date
Sub : ESTABLISHMENT -Shri....................Disciplinary action - Orders issued.

Ref : 1. Charge Memo. No.................................Dated...............
2. Representation dated.................from Shri...............................
ORDER
In the charge memorandum dated..............Shri..................................(Name and designation and
office of the employee) a statement of imputations of misconduct or misbehaviour on which action
was proposed to be taken under Rule 8 of N.L.C. Employees' (Control and Appeal) Rules and he
was directed to submit his written representation within ........days of receipt of that memorandum.
Shri...........................has submitted his representation on...................
The Undersigned has carefully considered the representation and has come to the following
conclusions on each of the items.
ARTICLE:
1. (Here state each of the charges as given in the charge Memo the evidence in support and
2. the points in the representation in the light of such evidence and other points put forth by the
delinquent , and
3. the findings on the charge viz. Whether the charge is proved or not)
11-18
For the charges held proved, namely the Article.........(here mention the penalties imposed).
An appeal against this order lies to...............(here mention the designation of the appellate
authority) within one month from the date of receipt of this order.
Signature ( )
DISCIPLINARY AUTHORITY
To
Shri............................................
Thro’...........................................
Copy to..............................(in duplicate). He is requested to serve the order on the individual and
return the duplicate copy along with the dated signature of the employee.
Note: Duplicate copy should contain an endorsement as under to be signed by employee. Received
a copy of the above memorandum on...........
Sd/..
(Name in Block letters)
Date:
APPENDIX-III
Standard form of order of Suspension under Rule 14 of NLC Employees’(Control and Appeal) Rules.
CONFIDENTIAL
Memo No. Dated:
Sub: ESTABLISHMENT.......................Disciplinary action against
Shri.......................................Suspension orders issued.
whereas disciplinary proceedings Whereas case against Shri. ……………………
against Shri …......…………………..............… (Name and Designation of the employee) in
(Name and Designation of the employee) respect of a criminal offence is under
is contemplated / pending. investigation / enquiry / trial
2. Now the undersigned hereby places the said Shri..........…………………………………………

(Name and Designation) under suspension with immediate effect.
3. It is further ordered that during the period of this order shall remain in force, Shri...................
(Name and Designation of the employee) shall not leave the Headquarters (except with the
specific permission of the undersigned).
4. An appeal against this order lies to..................within one month from the date of receipt of this
order.
11-19
NOTE: Para 4 is necessary only if the suspension is where disciplinary action is contemplated or
pending and not when the suspension is for the criminal offence under investigation/enquiry/trial.
Signature ( )
Disciplinary Authority
To
Shri........................................................
.....................................................
Thro’.....................................................
Copy to...........(in duplicate). He is requested to serve the memo on the individual and to return the
duplicate copy along with the dated signature of the employee thereon early.
Note: Duplicate copy should contain an endorsement as under to be signed by employee. Received
a copy of the above memorandum on.................................
(Sd/.)
(Name in Block letters)
Date:
APPENDIX-IV
Standard of form of charge Memorandum for Major Penalties
CONFIDENTIAL
Memo No. Dated:
Sub: ESTABLISHMENT - Shri.................... Disciplinary action - Explanation called for
1. Shri................................(Designation) ...............................(office in which working)

..................... is hereby informed that it is proposed to take action against him under Rule 9 of
N.L..C Employees’ Control and Appeal Rules. A statement of article of charge and imputations
of misconduct or misbehaviour on which action is proposed to be taken is enclosed
(Annexure-I). A list of documents by which and a list of witnesses by whom the articles of
charge are proposed to be sustained are also enclosed (Annexure II and III).
2. Shri................is directed to submit within 10 days of the receipt of this Memorandum a written
statement of his defence through proper channel. He should also state whether he desires to
be heard in person.
3. He is informed that an enquiry will be held only in respect of such article of charge as are not
admitted. He should therefore specifically admit or deny each articles of charge.
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4. Shri..............is further informed that if he does not submit his written statement of defence on or
before the date specified in para 2 above, further action will be taken on the merits of the case,
with reference to points available and enquiry officer may hold the enquiry against him ex-parte.
5. Attention of Shri....................... is invited to Rule 21 of the N.L.C. Employees’ (Conduct) Rules
under which no Company employee shall bring or attempt to bring any political or outside
influence to bear upon any superior authority to further his interests in respect of matters
pertaining to his service under the Company. If any representation is received on his behalf from
another person in respect of any matter dealt with in these proceedings, it will be presumed that
Shri..............is aware of such a representation and that it has been made at his instance and
action will be taken against him for violation of Rule 21 of the N.L.C. Employees’ (Conduct)
Rules.
6. The receipt of the memo should be acknowledged.
Signature
(DISCIPLINARY AUTHORITY)
To
Shri...........................................
Thro’..........................................
Copy ................(in duplicate).He is requested to serve the memorandum on the individual and to
return the duplicate copy along with the dated signature thereon.
ANNEXURE-I
Statement of Articles of Charge Framed against Shri.........(Name and Designation) and Statement of
imputations of Misconduct or Misbehaviour in support of the Articles of Charge.
ARTICLE-1
That the said Shri.....................................................................................while functioning

as.............................................. during the period ..........................................................(here
mention the nature of charge and circumstances leading to it).
(Detailed statement of acts/circumstances constituting the misconduct/misbehaviour)
The said act of Shri...................constitutes a misconduct under Rule .......of Neyveli Lignite
Corporation Employees’(Conduct) Rules punishable under N.L.C. Employees’ (Control and Appeal)
Rules.
ARTICLE 2 (Here mention the charges one by one in the
ARTICLE 3 same manner as indicated under Article 1)
and so on
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ANNEXURE-II
List of Documents/Material Exhibits by which the Articles of Charge framed against
Shri..............(Name and Designation of the Employee) are proposed to be sustained.
1.
2.
3.
ANNEXURE-III
List of witnesses by whom the article of Charge framed against Shri.................are proposed to be
sustained.
1.
2.
3.
APPENDIX-V
Standard Form of Notice of Enquiry
Sub: Establishment-Disciplinary action against Shri......
Ref: 1. Charge Memo No..........Dt.........
2. Written statement of Defence dated................. from Shri.................................
In connection with the disciplinary action pending against
Shri.....................an oral enquiry will be held in the office of.........at..........A.M/P.M. on ............He is

directed to appear at the enquiry on the appointed date, time and place.
2. He is permitted to produce documentary evidence if any, and/or any witnesses for his defence. He
is also permitted to be defended by an employee of this Corporation of his choice at the enquiry. If he
fails to appear in person before the Enquiry Authority on the date, time and place mentioned above,
the Enquiring Authority may hold the enquiry against him as ex-parte.
Signature ( )
ENQUIRING AUTHORITY
To
Shri...........................
Thro’........................
Copy to......................(in duplicate). He is requested to serve the notice on the individual and return
the duplicate copy along with the dated signature of the employee thereon early.
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APPENDIX-VI
Standard Form of Issue of Show Cause Notice Under Rule 9 (11) N.L.C. Employees’
Control and Appeal Rules.
CONFIDENTIAL
MEMORANDUM NO. Dt...............................
Sub: Establishment- Shri....................Disciplinary action

Ref: 1. Memorandum No................Dt.......................
2. Written statement of defence dt............................. by Shri............................
3. Enquiry report dt.........
1. The undersigned is directed to enclose a copy of the enquiry report submitted by the Officer
appointed to enquire into the charge against Shri................(Name, Designation and Office of the
employee) (Applicable only for cases under suspension).
2. On a careful consideration of the enquiry report aforesaid, the undersigned agrees with the
findings of the Enquiry Officer in respect of articles................and holds that the article(s) of charge
is/are proved. In respect of the article(s) of the charges the undersigned does not agree with the
conclusions of the enquiry officer for the reasons stated in the annexure and holds that these articles
of charges are also proved. The undersigned has therefore, provisionally come to the conclusion that
Shri....................(here mention the penalties proposed to be awarded i.e. one of the penalties under
item (iv to viii) of Rules 6 of N.L.C. Employees’ Control and Appeal Rules.
3. Shri..............................(Name of employee) is given an opportunity of making a representation
on the penalties proposed, but only on the basis of the findings during the enquiry. Any
representation which he may wish to make on the penalties proposed will be considered by the
undersigned. Such representation, if any, should be made in writing and submitted within 10 days
from the date of receipt of this memo.
4.Receipt of this memorandum should be acknowledged.
Signature ( )
To
Shri...................................
Thro’................
Copy to ............(in duplicate). He is requested to serve the memorandum on the individual and return
the duplicate copy along with the dated signature of the employee thereon.
ANNEXURE
Article-1: State whether the findings of the Enquiry Officer are accepted; if not conclusions of the
disciplinary authority with reason should be stated.
Article 2:
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APPENDIX -VII
Standard Form of Final Order
Proc. No........... Dt................
Sub: Establishment - Shri.............Disciplinary action - Orders issued.

Ref: 1. Charge Memo No...................dt..............................
2. Written statement of defence dt.......by Shri............................
3. Enquiry report dated...........................
4. Show cause MEMO no......dt..........and written representation dated.......from
Shri..........................
ORDER
In the charge Memorandum No..............dated........Shri.................(Name, designation and office of
the employee) was furnished with (i) a statement of imputations of misconduct or misbehaviour in
support of the article(s) of charge on which action was proposed to be taken against him under Rule 9
of N.L.C. Employees’ (Control and Appeal) Rules; (ii) a list of documents by which the article(s) of
charge framed against Shri............was/were proposed to be sustained; and, (iii) a list of witnesses on
whom article(s) of charge framed against Shri.........was/were proposed to be sustained.
2. He submitted his written statement of defence on.........
3. An enquiry was conducted by...........(designation of the Enquiring Authority) on.......in the
matter.
4. In the Memo No...........dt........Shri................was furnished with a copy of Enquiry Report. The
undersigned after careful consideration of the enquiry report held that the article(s) of the charge
was/were proved. A provisional conclusion was communicated to him in this office.......that
Shri.................(mention the penalties proposed).
5. Shri .............submitted his written representation on the penalties proposed. The undersigned
has considered the representation.
6. (Deal with each charge in a self contained manner, except those dropped at the stage of
communication of provisional conclusions) Article 1 State the charge, the evidence in support thereof
and deal with the defence in the light of the evidence for and the defence produced by the delinquent
employee and findings of the enquiry officer/committee.
7. For the proved charges.................the undersigned hereby directs that (specify the penalty).
The period of suspension undergone by him from..........to...............is treated as (specify the manner
in which it has to be regularised. In the case of dismissal or removal, this will not arise, and the
punishment will take effect from the date of suspension).
8. An appeal against this order lies to ............within one month from the date of receipt of this
order.
Signature ( )
To
Shri...............
Thro’.............
Copy to................(in duplicate). He is requested to serve the order on the individual and return the
duplicate copy along with the dated signature of the employee thereon.
*****
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12. SECURITY FORCE REGULATIONS
I. PRELIMINARY
1. SHORT TITLE:
These Regulations may be called the Neyveli Lignite Corporation (Security Force)
Regulations.
2. Definitions
In these Regulations, unless otherwise stated-
(i) “Company” means the Neyveli Lignite Corporation Limited.
(ii) ”Management” means the Company’s Chairman or any employee of the Company
authorised to act on his behalf and / or on behalf of the Company.
3. The Security Force (hereinafter referred to as the “Force”) shall consist of the following
branches:
a. Security Branch,
b. Fire Service Branch, and any other branch or branches as may be formed by the
Management.
It shall be organised and worked as the Management may, from time to time, decide.
The strength of the branches shall be in conformity with the orders of the Management from
time to time.
II. ORGANISATION
4. The branches of the Force shall consist of such grades of staff as may be determined by
the Management from time to time. For the present, the branches shall consist of the
following categories of staff:-
Security Branch
1. Chief Security Officer
2. Security Officer
3. Deputy Security Officer
4. Superintendent, Watch and Ward
5. Sergeant Instructor
6. Jamedar
7. Havildar
8. Sainik
Fire Service Branch
1. Chief Fire Officer
2. Fire Officer
3. Asst. Fire Officer
4. Station Officer including Engineering Station Officer
5. Maintenance Assistant (Fire Service Equipment)
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6. Leading Fireman
7. Driver Mechanic
8. Fireman Driver
9. Fireman
Each of these will be immediate superior in rank to the one mentioned below:
5. Other Categories:
The Management may, in their discretion, appoint other employee to be Superior Officers and
define their designations, duties and powers.
III. GENERAL ADMINISTRATION
(as on date of issue of these regulations)
6. Responsibilities and duties of the higher Supervisory Officers.
a. Security Officer:
i. The Security Officer shall be the head of both the Security and the Fire Fighting
Branches of the Force and shall be responsible for their efficiency, training, discipline
and morale.
ii. He shall exercise such powers in relation to both the Branches, as may be specified
by the Management from time to time.
iii. It shall be his duty to keep in close touch with the District Police Authority and to secure
its fullest co-operation in safe guarding the property of the company and in keeping
down crimes and theft in the premises or various works in the Township and the
“Temporary Colony" i.e., in the entire area belonging to the Company.
b. Deputy Security Officer:
i. The Deputy Security Officer shall work under the direct control of the Security Officer
and assist him in the efficient discharge of his duties.
ii. He will be in charge of the Zone allotted to him by the Management. He will maintain a
close liaison with the Field Staff of the Company and will be responsible for keeping
down crimes and thefts in his area.
iii. He will keep the Force in a state of high efficiency and preparedness by carrying out
frequent checks both by day and by night and ensure that the duties allotted to those
under his control are carried out as ordered.
c. Superintendent, Watch and Ward:
The Superintendent, Watch and Ward, shall work under the direct control of the Deputy
Security Officer and carry out all orders given to him. He will be personally responsible for
the turn-out of the Security Branch of the Force, their day-to-day work in the field and will
maintain a close liaison with the Field Staff of the Company.
He will keep the Force in a state of high efficiency and preparedness by carrying out
frequent checks, both by day and by night and ensure that the duties allotted to those under
his control are carried out as ordered.
d. Sergeant Instructor:
. The Sergeant Instructor will be responsible for the physical fitness of the men in the Force.
He will take the men on parades as instructed by the Security Officer and / or the Deputy
Security Officer and hold catechism classes.
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ii. He will fall in with the men for all games and be in charge of the individual Security and
Fire Fighting Branch teams.
iii. He will be personally responsible for the smart turn-out of the men of the Force at all
times.
7. Duties of other Supervisory Personnel:
Jamedars:
A Jamedar will be in charge of a Platoon and be responsible for all its aspects of work.
He will carry out all orders issued to him and check points and beats as directed.
Jamedar will be in charge of the Out-posts or such other duty as may be laid down in the Duty
Roster and be responsible for the safety of the property of the Company and for keeping down
theft and crimes in that area.
8. Other Ranks:
Havildars and Sainiks will take all legitimate and possible steps to ensure the fullest protection
for all Company property and prevention of crime in the Area and beats allotted to them.
They will patrol their beats or do guard duty in the points allotted to them and carry out efficiently
all duties assigned to them. It shall be their duty to prevent any attempt to steal or damage or
tamper with Company property or the property of the employee of the Company.
FIRE SERVICE
9. Duties of higher Supervisory Personnel:
a. Fire Officer:
It shall be the duty of the Fire Officer to keep the Units and the men under his control in a very
high state of efficiency and preparedness at all times.
He will work under the direct control of the Security Officer and carry out all orders given to him.
He will inspect the Fire Fighting appliances kept in the various Units in the Company and
certify as to their fitness.
b. Asst. Fire Officer:
i. He will work under the direct control of the Fire Officer.
ii. He will undertake the training of new personnel recruited to the Fire Service in addition
to the training of employees from the various departments of the Project.
iii. He will be generally responsible for the smart turn-out of the men and for quick and
prompt action every time a fire call is reported. He will assist the Fire Officer in the
discharge of his duties in the Project area.
c. Station Officer:
i. He will be in charge of the Fire Station and carry out all orders issued to him by his
Superior Officers.
ii. He will be responsible for the proper training of the men under his control and for the
efficient working of the Unit.
d. Engineering Station Officer:
i. He will work under the direct control of the Fire Officer.
ii. He will be in overall charge of all the vehicles attached to the various Fire Stations and
be responsible for their proper maintenance and upkeep.
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iii. He will inspect all the Fire Fighting equipment installed in the various Units of the
Company periodically and keep them in good order.
iv. He will be responsible for obtaining and keeping enough stock of fast moving spares
and consumable articles to meet any emergency.
10. Other Ranks:
a. Maintenance Assistant (Fire Service Equipment):
He will attend to the maintenance and proper upkeep of all fire fighting apparatus installed in
the various Units of the Company under the personal direction of the Fire Officer.
He will be required to attend to minor repairs of the Units maintained in the Fire Station.
b. Leading Fireman:
He will be responsible for the discipline, turn-out and day-to-day work of the men in his
Station.
He will also be responsible for the training of the men under the direction of the Fire Officer.
c. Driver Mechanic and Fireman Driver:
They will carry out all orders given to them by the Leading Fireman, the Sub-Officer or the
Fire officer and turn out at all times with their Units when there is a fire call.
They will ensure the proper maintenance of the vehicles assigned to their charge and attend
all parades or other training courses as instructed
d. Fireman:
He will carry out all orders issued by his Superiors and carry out the duties allotted to him to
the best of his ability and conscience.
11. All information collected by members of the Force and details of all work done shall be recorded
in General Diaries maintained in the various Units and copy thereof sent to the Superior
employees. Such of this information as may be necessary for the detection of cases, etc. shall
be passed on to the District Police.
IV. APPOINTMENTS, PROMOTIONS, ETC.
12. Powers to appoint members of the Force shall vest in the Management and be done in
accordance with its orders from time to time.
13. Conditions of Recruitment:
a) Antecedents:
No person, who has been dismissed from the service of the Company or of any of the
Government or of State Undertakings in India, or who has been convicted by any Criminal
Court for an offence involving moral turpitude shall be appointed as a member of the Force.
Note: On the question whether an offence involves moral turpitude or not, the decision of the
Management shall be final.
In the event of Management coming to know, subsequent to the appointment of a member
of the Force, his antecedents were such as would have made him ineligible for employment
under this sub-rule, his service shall be liable to be terminated without any notice.
b) Record of age:
i. The Company shall record the age of every member of the Force in his Service Record.
The following documents shall be deemed to be satisfactory proof of age at the time the
member of the Force enters the Company’s service.
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a) Matriculation or S.S.L.C. Certificate.

b) Birth Certificate.
ii. In the case of an employee the year of whose birth is known but not the date, the 1st July
shall be treated as the date of birth. When both the year and the month of birth are known
but not the exact date, 16th of the month shall be treated as the date of birth.
A member of the Force who is unable to produce either of the documents shall state his age
and make a written declaration that age as stated by him is correct. Such member of the
Force shall be got examined by a Medical Officer of the Corporation, free of cost, and the
opinion of the Medical Officer as to the employee’s age shall be binding on all concerned.
iii. The date of birth of a member of the Force as recorded in the Service Register with the
Company at the time of his employment, shall not be altered, except in the case of a clerical
error only under the orders of the Management.
c) Address of the member of the Force:
Every member of the Force shall, at the time of entering service in the Force, furnish his
permanent address. Any change in his address shall be immediately notified to the
Company. Any communications forwarded by the Company to the permanent address
given by the member of the Force shall be regarded as sufficient compliance for the
purpose of giving any notice.
d) Service Records:
A record of service shall be maintained in the form prescribed by the Management for every
member of the Force in which particulars regarding the employee’s date of birth and service
in the Corporation including temporary and officiating appointments of all kinds, the dates
on which the period of probation is satisfactorily completed, increments are sanctioned and
leave of absence taken shall be regularly and concurrently recorded and duly attested by
the competent authority specified for the purpose.
14.
i) All appointments to posts in the Force shall be made on the recommendations of Selection
Committees constituted for the purpose.
ii) The qualifications, age limit, etc., for each category of post shall be in accordance with the
rules laid down by the Management from time to time.
15. Probation:
Every candidate appointed to any category of the Force shall be on probation for a period of
one year on duty in that category within a continuous period of two years. The probationary
period of one year shall be the duty period exclusive of any period spent on leave (other than
casual leave and compensation leave) and absence on declared holidays which the employee
has been permitted to avail himself of along with earned leave.
Periods of duty in a higher paid post in the Company will count towards probation in the lower
paid post which the employee would have held during such periods but for his appointment or
promotion to such higher paid posts, but not vice versa.
If during the period of probation, the work and conduct of a probationer have not been
satisfactory, the prescribed authority, after giving the probationer a reasonable opportunity to
show cause against the course of action proposed to be taken in regard to him, shall either
extend the period of probation by a period which shall in no case extend beyond one year from
the date of expiry of the prescribed period of probation, or discharge him from service or revert
him to the lower post in the Company previously held by him or to the Department or Office from
12-6
which his service had been lent to the Company, as the case may be.
At the end of the prescribed or extended period of probation, as the case may be, the
prescribed authority shall consider the probationer’s suitability for the continuance of his
appointment in the post held by him.
If the prescribed authority decides that a probationer is suitable to be continued in his post, it
shall issue, as soon as possible, an order declaring the probationer to have satisfactorily
completed the period of probation.
The first increment of a probationer will be sanctioned with effect from the date following the
date of satisfactory completion of probation.
In cases where the probation is extended, a condition shall, unless there are special reasons to
the contrary, be attached to the order of extension of probation, that the probationer’s
increment shall be stopped until he is declared to have satisfactorily completed his probation.
Such stoppage of increments shall not be treated as a penalty but only as a condition of
extension of probation and shall not have the effect of postponing future increments after he is
declared to have satisfactorily completed his probation.
V. RETIREMENT
16.
i) All ranks of the Force shall retire from the Force on attaining the age of 60.
ii) It shall be open to the Company in its discretion and in its own interests to retain a member of
the Force in service beyond the age of 60 years.
(No.09/P&A/IR-I/98, Dt.28.05.98)
iii) Any member of the Force may be retired on medical grounds after he has been duly
examined by the G.S./Medical of the Company or a Medical Board, constituted by the
Company, and certified as unfit for further service in the Company.
VI. CONDITIONS OF SERVICE AND CONDUCT:
17.
i. No member of the Force shall be a member of or take part in, subscribe in aid of, associate
himself with or assist in any way, any political movement, party, or organisation in India or
relating to Indian affairs.
ii. It shall be the duty of every member of the Force to endeavour to prevent any member of his
family from taking part in, subscribing in aid of or associating with or assisting in any other
manner any movement or activity which is or tends directly or indirectly to be, subversive of
the Government as by law established in India and where a member of the Force is unable
to prevent a member of his family from taking part in or subscribing in aid of or assisting in
any other manner any such movement or activity, he shall make a report to that effect to the
Management.
iii. If any question arises, whether any movement or activity falls within the scope of sub-
regulation (ii) above, the decision of the Management thereon shall be final.
iv. A member of the Force is responsible for any act done by his wife or by any other member of
his family living with him or in any way dependent on him, which, if done by himself would
constitute a breach of sub-regulations (i) and (ii) above.
v. a) No member of the Force shall be a member or be otherwise associated with or make
contributions to, or assist in any other manner directly or indirectly with any Trade
Union.
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b) A member of the Force may, however, be a member of an association composed

entirely of the members of the Force.
c) Any such association referred to in sub-regulation (b) above shall not affiliate
itself with any other Union or association whatsoever.
vi. Secrecy:
No member of the Force shall by writing to any person including a member of the
Force or by communicating to public, papers, journals, books, pamphlets or leaflets,
or by speech or discussion at any place or by any other means disclose or cause to be
disclosed at any time during his service with the Company or after leaving the service
of Company, any information or documents relating to the Company, except with the
approval of the Management.
vii. Publication of written articles:
Subject to his legal rights, no member of the Force shall publish or cause to be
published, an article written by him on any matter whatsoever, in any local or
overseas newspaper, journal or other publication without the written permission of the
Management. Provided such permission shall not be necessary for the publication of
articles which have no bearing on the affairs of the Company, which do not directly or
indirectly affect the Company, and for which the writer does not get any remuneration.
viii. Broadcasting of Radio talks:
No member of the Force shall deliver or broadcast any talk at a Broadcasting Station
on any subject without the previous permission of the Management.
ix. Application for employment elsewhere:
A member of the Force seeking employment elsewhere, outside the Company shall
forward his application through the Management. The Management reserves the
right to withhold any such application without assigning any reason therefor.
x. No member of the Force shall dispose of or damage the Uniform and equipment
supplied to him by the Company. Where such damage or loss is directly attributable
to his neglect or default, it shall be open to the Management to recover the estimated
damage from his pay.
Provided that no such recovery shall be made until the employee has been given an
opportunity to show cause against the recovery.
xi. Statement of Immovable Property:-
The Higher and Intermediate Grade employees of the Force shall, on first
appointment in the Company and thereafter only the Higher Grade employees, at
intervals of every 12 months, submit a return in such form as may be prescribed by the
Company in this behalf, of all immovable property owned, acquired or inherited by
them or held by them on lease or mortgage either in their own names or in the name of
any member of their families or in the name of any other person.
Provided that every time there is a change in the property owned, acquired or
inherited by an Intermediate Grade employee as shown in the return originally
submitted by him under this Rule, the employee concerned shall forthwith submit a
return in the form aforesaid, indicating the change.
12-8
VII. DISCIPLINARY PROCEDURE.

18. (i) Misconduct:
1. Any breach of these Regulations shall be deemed to constitute a misconduct punishable
under these Regulations.
2. The following acts and omissions shall also be treated as misconduct:
i) Wilful insubordination or disobedience, whether or not in combination with others, of
any lawful and reasonable order of his superior, or commission of any acts subversive
of discipline or of good behaviour.
ii) Theft, fraud or dishonesty in connection with the business or property of the
Company.
iii) Taking or giving of bribes or any illegal gratification whatsoever.
iv) Absence without leave or overstaying the sanctioned leave without sufficient grounds
or proper satisfactory explanation or absence from the employee’s appointed place of
work without permission or sufficient cause.
v) Obtaining leave on false pretexts.
vi) Habitual late attendance.
vii) Absence from the place of work during working hours without permission.
viii) Engaging in any employment, business or trade.
ix) Drunkenness, riotous, disorderly or indecent behavior, gambling, extortion or
committing nuisance on the premises of the establishment or elsewhere bringing the
Force into disrepute.
x) Drunkenness or being in a state of intoxication while on duty or in a place of habitual
use of intoxicating drinks or drugs to excess.
xi) Habitual negligence or neglect of work or indiscipline.
xii) Willful damage to work in progress or to any property of the Company.
xiii) Interference with any safety devices installed in or around the establishment.
xiv) Sleeping while on duty.
xv) Malingering.
xvi) Unauthorised use of any property, machinery, tool, quarters or land belonging to the
Company.
xvii) Acceptance of gifts from subordinates.
xviii) Writing of anonymous or pseudonymous letters, criticising superiors in the service of
the Company.
xix) Disclosure to any unauthorised person of information relating to the Company’s
business or Defence or Security measures or communicating directly or indirectly to
any outside party and documents or information which has come into his possession
or of which he has secured knowledge in the course of his official duties, unless
expressly permitted by the Management.
xx) Conviction in any Court of Law for any criminal offence involving moral turpitude.
xxi) Misrepresentation regarding name, age, qualifications, previous service or
experience at the time of employment or subsequently.
12-9
xxii) Breach or violation of any of the terms and conditions relating to the occupation of
residential accommodation provided by the Company.
xxiii) Collection or canvassing for collection without the permission of the Management of
any money except in accordance with the Rules of the Company for the time being in
force.
xxiv) Failure to inform the Company’s Medical Officer or Health Officer of any notifiable or
contagious disease contracted by the employee or any member of his family.
xxv) Abetment of or attempt to commit any of the above acts of misconduct.
xxvi) Participation in strike or abetting, inciting, instigating or acting in furtherance thereof.
xxvii) Distribution or exhibition of any newspapers, hand-bills, pamphlets or posters without
the previous sanction of the Management.
xxviii) Holding meeting inside the premises of the establishment without the previous
permission of the Management,
xxix) Smoking within the premises of the establishment where smoking is prohibited.
xxx) Unauthorised removal or defacement of notices on the Company’s notice boards.
xxxi) Lending or borrowing money to or from another member of the Force or carrying on
money lending or any other private business.
xxxii) Habitual indebtedness.
xxxiii)Insolvency.
(ii) Nature of penalties.
The following penalties may, for good and sufficient reasons, be inflicted on any member of
the Force.
a. Censure.
b. Fine not exceeding seven days pay.
c. Suspension as a specific punishment.
d. Withholding of increment or promotion.
e. Reduction to a lower time scale of pay or to a lower stage in the time scale of pay.
f. Compulsory retirement.
g. Removal from service.
h. Dismissal.
Provided that the punishment of fine shall not be inflicted on any member of the Force
of the rank of Jamedar and above in the Security Branch and Fireman Driver and
above in the Fire Fighting Branch.
(iii)The penalties specified in para (ii) above may be imposed on any employee of the Security
and Fire Fighting Branches by the appointing authority or the authorities specified in the
schedule in this behalf or by any other authority empowered in this behalf by a general or
special order of the Management.
The present order is as Proc. No.P&A 128/83, dt.11.02.83.
The Board of Directors may impose any of the penalties specified in para (ii) on any
employee of the Security and Fire Fighting Branches. Any member of the Force shall be
entitled to appeal from any order imposing on him any of the penalties specified in para (ii)
to the appellate authority specified in the schedule.
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(iv) Termination of service of a member of the Force appointed on probation during or at the
end of the prescribed or extended period of probation in accordance with the rules
governing probation, shall not amount to a penalty within the meaning of the rule.
19. Petty Punishments:
Petty breaches of discipline and misconduct by members of the Force not above the rank of
Jamedar or Leading Fireman shall be enquired into and disposed of in an Orderly Room. The
following punishments may be awarded:
a. Extra drill
b. Extra guard, fatigue or other duty.
A record of the summary proceedings should be made in the Orderly Room Register.
20. Procedure for imposing penalties:
a. i. No member of the Force shall be awarded a punishment, other than a petty
punishment, till a written memo, or charges setting forth the circumstances appearing
against him and the nature of the lapse on his part, and requiring his explanation has
been issued to him and he has been afforded a reasonable opportunity to submit his
explanation in writing.
ii. the disciplinary authority or any authority superior to it, shall, at its discretion, institute
an enquiry against any member of the Force before imposing on him any of the
punishments listed in Regulation 18 (ii) above.
iii. No order of dismissal or removal shall be made, except after holding an enquiry
against a member of the Force concerned in respect of the alleged lapse on his part.
iv. Except for reasons to be recorded in writing by the persons holding the enquiry, a
member of the Force shall be permitted to cross-examine any witness on whose
evidence the charge rests and to produce witness in his defence. A concise summary
of the evidence laid on both sides and the plea of the member of the Force shall be
recorded by the persons holding the enquiry.
v. A member of the Force against whom an enquiry is or is to be held may be suspended
pending such enquiry or for the period, if any, allowed to him to give his explanation,
which shall not exceed 14 days without sufficient reasons. The order of suspension
shall be in writing and shall take effect immediately on delivery to the member of the
Force. Such order shall set out in detail the alleged misconduct on the part of the
member of the Force and the member of the Force shall be given an opportunity of
explaining the circumstances alleged against him. If, as a result of the enquiry or
explanation tendered, the order of suspension is confirmed, the member of the Force
shall be deemed to have been absent from duty for the entire period of suspension
and shall not be entitled to any remuneration for such period. If, however, the order of
suspension is rescinded, the member of the Force shall be deemed to have been on
duty during the period of suspension and shall be entitled to the pay and allowances
he would have drawn during the period of suspension, if he had not been suspended.
Provided that in cases where suspension is not inflicted as a specific punishment, it
shall be open to the management to inflict any of the punishments mentioned in para.
(ii) of Regulation 18 of these Regulations and to treat the period spent under
suspension as leave, for which the employee is eligible.
vi. Leave may not be granted to a member of the Force under suspension. When a
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member of the Force is under suspension, he is free to go anywhere he likes, but he

must leave his address with the head of his office or if he is himself the head of office,
with his immediate superior. He shall also leave his address with the authority, if any,
holding an enquiry into his conduct. He must obey all orders to attend any enquiry
into his conduct and if he fails to do so, the enquiry will be held ex-parte.
vii. In imposing punishments, the authority competent to inflict the punishment shall take
into account the gravity of the misconduct, the previous record of the delinquent, if
any, and any other extenuating or aggravating circumstances that may exist.
viii. The punishment of removal or dismissal shall not be inflicted on any member of the
force by any authority lower than the authority which for the time being is the
appointing authority in respect of the post held by him.
ix. No member of the Force shall be reduced to a rank lower than that to which he was
originally appointed and nor shall he be reduced permanently in the sense that even
his subsequent meritorious service shall not render him eligible for re-appointment to
a higher rank. When reduction to a lower class, rank, grade or a lower time scale or a
lower stage in the time scales is ordered, the order shall also specify his position in the
lower rank on such reduction as well as the period for which the reduction shall be
operative.
x. Any order withholding an increment shall specify the period for which the increment is
to be withheld and whether it shall have the effect of postponing future increments.
xi. Any copy of the final orders passed on the Memoranda of charges served on the
member of the Force shall be delivered to him or despatched to his permanent
address, a copy of it at the same time being recorded in his Confidential sheet.
xii. Every order of punishment shall mention the authority to which an appeal shall lie, and
also the time limit within which the appeal shall be filed.
xiii. In cases where disciplinary proceedings are to be taken against a member of the
Force, whose services have been borrowed from State Government, the Central
Government or any Government Undertaking or Local authority, the lending authority
shall be informed forthwith of the proceedings and any subsequent action shall be
taken only in consultation with the lending authority.
xiv. (a) When there is a difference of opinion between the Management and the lending
authority in regard to the nature of the punishment to be imposed or where it is
considered that the punishment of compulsory retirement, removal or dismissal
should be imposed, the services of the member of the Force shall be replaced at the
disposal of the lending authority together with the charge sheet, the delinquent’s
explanation and the provisional conclusions arrived at, for such action as that
authority may deem fit.
(b) Not withstanding anything contained in the above regulations, when a penalty is
imposed on a member of the Force on the ground of conduct which has led to his
conviction on a criminal charge or where the authority imposing the punishment is
satisfied, for reasons to be recorded in writing, that it is not reasonably practicable to
follow the procedure prescribed in this regulation, that authority may consider all the
circumstances of the case and may pass orders thereon as it deems fit.
21. A member of the Force may appeal against an order imposing upon him any of the penalties
mentioned in Regulation 18(ii) to the appellate authority within a period of 14 days from the date
on which the appellant receives a copy of the order of the punishment appealed against. The
appeal shall contain all material statements and arguments on which the appellant relies, shall
not contain any disrespectful or improper language, shall be complete in itself and shall be
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submitted to the authority, which made the order appealed against.

There shall be no second appeal.
22. Members of the Force are prohibited from resorting to any procedure other than that laid down
in these regulations. Any such attempt shall be deemed to be an act of indiscipline.
VIII. MISCELLANEOUS:
23. (i) A member of the Force desirous of leaving the service of the Company shall give notice for
the duration as indicated below, in writing to the Company.
a. Members on the scale of pay upto and including W8 Scale 1 Month
b. Members on the scale of pay of E0 and above and upto M6 Grade 3 Months
(Reference : Approval by CMD in Rules section - P & A Dept's note dated 18.08.2007)
(ii) The resignation of a member of the Force may be accepted only by the authority who has
powers to make appointments to the rank or posts held by such members. No one shall be
permitted to resign while under suspension, trial or while his conduct is under enquiry in
connection with an alleged offence or dereliction of duty, which would, if established,
subject him to punishment.
24. Certificate of termination of service:
Every member of the Security Force shall be entitled to a Service Certificate in the form
prescribed by the Company from time to time at the time of dismissal, discharge, retirement,
resignation from service.
25. Uniform:
a. Save as otherwise provided, every member of the Force shall wear the Uniform prescribed
by the Management.
b. Free Uniform shall be provided to all members of the Force of and below the rank of Dy.
Security Officer in the Security Branch and Fire Officer in the Fire Branch.
26. Leave:
Members of the Force shall be governed by the leaves rules of the Company in Force from time
to time.
27. Medical Benefit:
The members of the Force shall be governed by the Medical Benefit Rules framed by the
Company from time to time.
28. Provident Fund:
Members of the Force shall be eligible to become members of the Provident Fund of the
Neyveli Lignite Corporation Limited according to the rules governing that Fund.
29. Housing:
a. A member of the Force, who has been allotted residential accommodation by the Company
and is in enjoyment of the amenities and services provided by the Company, shall observe
all the terms, conditions, rules and regulations prescribed by the Company in this regard
from time to time, whether incorporated or not in the order allotting such accommodation.
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b. Every member of the Force, who has been allotted residential quarters by the Company for
his occupation, shall pay rent for the quarters and charges for supplies and services at such
rates as may be determined by the Company from time to time.
c. The quarters allotted shall at all times be within the Company’s control.
d. Violation by a member of the Force, or a member of his family, of any of the terms and
conditions laid down for the occupation of the quarters, or any damage to the quarters or
any part thereof, or to the electrical, sanitary or other installations appurtenances or
adjacent there to, or any of the Company’s property in the quarters or compound therefor,
shall be considered as an act of indiscipline.
e. Apart from taking disciplinary action under sub-regulation (d) above, the Company reserves
to itself the right to recover from the member of the Force to whom a quarter has been
allotted, compensation, as may be determined by the Company, for any damage or loss
caused to the Company by such occupation.
f. On termination of the allotment for purposes of a fresh allotment, or for misconduct and on
the termination of the services of a member of the Force, he shall give up his quarter within a
period of 15 days after his dues have been settled, failing which himself and his family shall
be liable to be removed from the quarters. This is, however subject to the condition that the
member of the Force concerned makes a deposit of 15 days rent with the Company so as to
cover the period of his occupation of the quarters after his dues have been paid.
30. Nothing in these regulations shall be deemed to preclude the Chairman from making any
appointments to the Force, which he may consider necessary or from passing any order or
revising, whether on his own motion or otherwise, any orders passed under these regulations
by authorities subordinate to him.
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ANNEXURE
SCHEDULE
(Regulation 18(iii))
In partial supersession of the existing orders on the delegation of powers in regard to Security
and Fire service Personnel under schedule to Security Force Regulation No.18(iii), the Officers
listed below are notified as the authorities competent to impose penalties / Appellate
Authorities.
Security & Fire
services Minor Penalties Major Penalties
Personnel Disciplinary Appellate Disciplinary Appellate
covered Authority Authority Authority Authority
Those on Scale of Executives of E2/E3 Executives of E4 Executives of E4 Executives of
Pay upto and Grade Grade Grade E5/E6 and M1
including W4 Scale Grade
Those on Scale of Executives of E4 Executives of Executives of Executives of
Pay of W5 and Grade E5/E6 and M1 E5/E6 and M1 M1 Grade
above including Grade Grade
W8 Scale
Employees in E-0, Executives of E4 Executives of E6 Executives of M1 Executives of M2
E1 and E2 Scale Grade Grade Grade Grade
Executives of E-2 & Executives of Executives of Executives of Executives of
E-3 Grade E-5 Grade M-1 Grade M-1 Grade M-3 Grade
Executives of E-4 Executives of Executives of Executives of Executives of
Grade E-6 Grade M-2 Grade M-2 Grade M-4 Grade
Executives of Executives of Executives of Executives of Executives of
E-5 Grade M-1 Grade M-3 Grade M-3 Grade M-5 Grade
E-6 Grade M-2 Grade M-4 Grade M-4 Grade Director
M-1 Grade M-3 Grade M-5 Grade M-5 Grade Director/Director
Executives of Executives of Executive Executive Director
M-2 Grade M-4 Grade Director Director
Executives of Executives of Executive Executive Chairman-cum-
M-3 Grade M-5 Grade Director/Director Director/Director Managing Director
Executives of Executive Director Director Chairman-cum-
M-4 Grade Director Managing Director
Executives of Executive Chairman-cum- Chairman-cum- Board
M-5 Grade Director/Director Managing Director Managing Director
Executives of Chairman-cum- Chairman-cum-
M-6 Grade Managing Director Board Managing Director Board
The authority for imposing suspension under Regulation No.20(v) of N.L.C. Security Force Regulations for all
penalties mentioned in regulation No.18 (iii) of N.L.C. Security Force Regulations will be the same as that of
Disciplinary Authority for imposing major punishments.
The appointing authority also stands modified as to that of disciplinary authority for major punishment as indicated
above.
(Reference : Approval by CMD in Rules section - P & A Dept's note dated 18.08.2007)
*****
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13. HOURS OF WORK, ATTENDANCE, ETC.

13.1. Rotational Shifts
SHIFT COMMON Mine-I
I 06.00 to 14.00 Hrs 05.45 to 13.45 Hrs.
II 14.00 to 22.00 Hrs. 13.45 to 21.45 Hrs.
II 22.00 to 06.00 Hrs. 21.45 to 05.45 Hrs.
13.1.2. General Shift
Pattern-I 08.00 Hrs to 17.00 Hrs with an hour lunch break between 12.00 and 13.00 Hrs.
Pattern-II 08.30 Hrs to 17.00 Hrs. with half an hour lunch break
Office 10.00 Hrs to 17.00 Hrs. with half an hour lunch break, between 13.00 and 13.30 Hrs.
Depending on needs, the shift times shall be modified with the approval of Competent
Authority.
13.2. TIME KEEPING
With a view to enforce punctuality and ensure prompt and efficient transaction of work, the
following instructions are issued for the guidance of the staff attached to various offices of this
Project .
13.2.1. Regularity and Punctuality in attendance will be the keynote of efficiency and will be
taken into consideration not only in sanctioning leave, but also in judging the diligence
of the employees. While occasional late attendance due to unavoidable reasons e.g.
illness in the family, a cycle puncture, late running of buses, etc., may be condoned,
there is no justification for frequent late attendance for these reasons. In fact, frequent
late attendance even with prior permission is not conducive to the efficient transaction
of work. It has accordingly been decided that half a day’s casual leave should be
debited to the casual leave account of a Corporation employee for each late attendance
but late attendance upto an hour, on not more than two occasions in a month may be
condoned by the competent authority, if he is satisfied that it was due to unavoidable
reasons like those mentioned earlier. If each such a course does not ensure punctual
attendance of the Corporation employee, suitable disciplinary action may be taken
against him, in addition to debiting half a day’s casual leave to his C.L. account of each
occasion of such late attendance.
13.2.2. In the case of a Corporation employee, who having exhausted his casual leave, attends
office late upto one hour at a time for unavoidable reasons mentioned in para 1 above,
such late attendance may be condoned on not more than two occasions in a month. If
he attends late on subsequent occasions in the month, disciplinary action may be taken
against him. Habitual late attendance should be recorded in the periodical confidential
reports of the employee.
13.2.3. It is appreciated that there may be occasions on which a Corporation employee may
have some urgent private work, which does not require a full day’s casual leave e.g.
when he has to go to Railway Station to receive a friend or relations, or to a dispensary
to have himself or a member of his family treated. It has been decided that in such
cases half a day’s casual leave, if applied for by a Corporation employee may be
granted to him and the existing practice of allowing a Corporation employee to attend
office late i.e. practice of late coming with permission should cease forthwith.
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13.2.4. A Corporation employee may have some urgent private work in the A.N. which does not
require a full day’s casual leave. If he desires half a day’s casual leave in the afternoon,
it may be granted to him (and the existing practice of leaving office early with permission
should cease forthwith).
13.2.5. For the grant of half a day’s casual leave vide para 4 above the lunch interval is to be the
dividing line i.e. a person who takes half a day’s casual leave for forenoon sessions will
be required to come to office at 1.30 P.M. Similarly if a person takes leave for afternoon
session, he can be allowed to leave office at 1.30 P.M. In offices which follows different
office hours/lunch time, the head of office may decide as to what should be dividing line
for the grant of ½ day’s casual leave.
13.2.6. In view of the decision contained in the preceding paragraphs the balance at credit in
the casual leave account of some Corporation employees may be in terms of full day or
day’s casual leave and half a day. In such cases, there is no objection to the grant of
half a day’s casual leave, in conjunction with full day or days casual leave, if so applied
for. Likewise, even when the casual leave at the credit of a Corporation employee is in
terms of a full day or days, there is no objection to the grant of half day’s casual leave, in
conjunction with full day or day’s casual leave.
13.2.7. As no order regarding punctual attendance would fully effective, unless strict measures
are taken for their enforcement. Section Heads/Supervisory Officers should be very
particular in scrutinising the attendance registers. The lunch hour must also be very
scrupulously observed, even by the Higher Grade Employees themselves. Surprise
daily checks may be carried out in one or two sections or office under the direct
supervision of a Senior Officer, like the Deputy Superintendent, Assistant General
Manager/Senior Accounts Officers, etc., in charge of Administration or of the head of
Department, as the case may be. Where there are heads of offices only they may
themselves carry out the surprise checks periodically.
13.2.8. The attendance register in the prescribed form should be maintained in each office
according to the procedure now being followed. It should be closed immediately after
the office opens and should be put up to the Higher Grade Employee in charge of the
office with the casual leave and the late attendance reports. If any employee does not
attend office punctually, the word “Late” attendance will be entered against his name in
the column for the date in the attendance register and if he comes later than the time
prescribed, the time at which he arrives should be entered by the Section Head/Higher
Grade Employee.
13.2.9. In order to discourage the tendency on the part of the members of the staff to leave their
seats during the office hours without informing the Section Head of the purpose and to
ensure strict control over their movement and to make them concentrate on office work
during office hours all the Heads of Sections should be directed to open and maintain a
movement register in the form given below: -
Sl Date Name, CPF No., Time of leaving Time of return Signature Remarks
No. Designation Section to the Section
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Whenever any number of the staff goes out to his section for collection of previous files from the
record room or for obtaining any information informally from the Accounts Branch or any other
office, he should make an entry in the movement register that will be kept in the table of the
Section Head indicating the exact purpose of his movement from the Section.
13.2.10. In respect of workmen governed by the Standing Orders and employees governed by
the NLC Conduct Rules these instructions will apply only to the extent that they are not
in conflict of the provisions in the Standing Orders/Conduct Rules and the Rules framed
there under.
(Memo. No. CAB/O.P./19107/A-III-365-3/65-1 Dt.16.9.65)
13.3. ATTENDANCE
13.3.1. Procedure
Under Standing Order 18 (d) workman shall be present at his office before 5 minutes of
the scheduled time and be at his place atleast within 10 minutes of the timing notified
under the time indicated by the Time Office Clerk.
(Memo No. 20517/IR-1/72-1 Dt. 25.10.72)
13.3.2. Marking of Attendance
The following procedure may be followed in regard to late attendance:
1 Workers who come late by not Should be admitted for work
more than ½ hour without cut in wages.
2 Workers who come late by over Should be admitted for work with
½ hour but less than one hour proportionate cut in wages.
The number of occasions on which late attendance will be allowed in a fortnight will be
restricted to one only, which can be either the first OR the second item mentioned above
and not both. This procedure will apply to all the Units irrespective of whether the
punching system is in practice or not.
(Memo No, 5944/IR-2/69-1 Dt. 3.11.69)
Computerised time punching card has been implemented for making attendance in
Factories, Mines, Service Units and Offices, attendance particulars should be
furnished through “on-line” to the Central Computer Services, from 11th of the previous
month to 10th of the current month and send it to the pay-bill preparing section on or
before 15th of current month.
(No.CORP/P&A/WR/823/2000, Dt.06/12/2000)
13.3.3. Hours of work & Attendance
Several instances have been reported wherein some of the employees are swiping the
cards of other colleague employees in the card readers (proxy punching), which
amounts to an act of indiscipline to be viewed very seriously.
The above act of indiscipline by the concerned employees is liable for imposing major
punishment, including dismissal under the disciplinary rules, against such employees
who are swiping the cards of other employees for attendance and also against the
employees whose cards are punched unauthorisedly apart from any other action as
deemed fit.
In order to maintain discipline in the work premises, all concerned are advised to
restrain from proxy punching in their own interest and organisational interest.
All the division heads are requested to ensure the physical presence of employees
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inside the work spot during assigned working hours, in order to ensure claiming of
salary / wages only based on the physical presence of the employees in the work spot
and also execution of the work assigned to them.
13.4. Issue of Passes
Normally passes could be issued only when an employee is deputed outside the plant
in connection with the official work. At times, by exercising the discretion in certain
special circumstances permission may also be given for other reasons. Whenever
such permission is given the authority competent to permit should note in the passes
issued to the workers, the time allowed as permission, the departure time and the time
by which the employee should report back to the workspot. If it is found that the
employee had not reported for duty on the expiry of the permission time, action should
be taken to enforce a wage cut as provided for under S.O. 18(f) of the Standing Orders.
The request for permission should be discouraged and also wage cut should be
enforced if an employee fails to report back to the duty point beyond the permission
time.
The form prescribed should be invariably used in all the cases when employees are
deputed out of their duty spot are given permission. In order to ensure a complete
record of such cases where permission is given, a Register may be maintained in each
Sub-division with immediate effect indicating the columns as given in the form of out-
pass and writing down therein as and when out-passes are issued.
(Memo. No. E&G/G/4262/73-1 Dt. 23.02.73)
13.5. Job Responsibilities
The following will be the job allocation of the Jr. Asst. and Time keepers attached to time
Offices of the units.
Junior Assistants
The following registers are to be maintained by the Junior Assistants attached to the
Time Office:
1. Form 10: Over-time Muster Roll
2. Form 12: Register of adult workers
3. Form 15: Leave with wages.
4. Form 25A: Muster Roll of adult workers
5. Form 26: Accident Register.
6. Form III: Register of fines and disposal
7. Any other returns/registers required by the management
8. Maintenance of overtime register
9. Maintenance and upkeep of registers other than those prescribed as per Factories
Act/Payment of Wages Act.
Time Keepers
The following will be the duties and responsibilities of timekeepers attached to the Time
Offices:
1. Watching the workers while punching the cards.
2. Watching the workers not to punch the card beyond the grace time allowed.
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3. Closing of half-an-hour permission register.

4. Closing of wage cut register.
5. Preparation of absentee statement and sent to the officer in charge (to be prepared
in Plant-wise or shop-wise).
6. Collection of leave application and forwarding to the concerned authorities.
7. Preparation of absentee statement for the shift.
8. Preparation of half-a-day absentee statement.
9. Preparation of fortnightly return of permission given to the workers and forwarding to
the concerned authorities.
Junior Personnel Officer.
The Jr. Personnel Officer attached to the Time Office will have proper control and
supervision over the functioning of the time Office and also to ensure that the
statements required of the Time Keepers are sent punctually and that the registers that
are to be maintained by the Junior Asst. are kept properly in good stead.
(Memo No. 2985/IR-1/71-3 Dt. 02.03.73).
13.6. Clarifications
The points raised and the clarification for the same are appended.
Points raised Clarification
1 Whether the workers and staff The workers and staff including the officers should punch the time
should punch the card whenever card if they are to leave the work spot/office during
they go out during the working hours. the rest interval. In order to regulate the exit, it
should be ensured that the time should be punched by the person
concerned both out and in. Arrangements may be made to
issue number card token to persons going out during the rest interval
after punching out. This token will be distinct from gate
passes. Persons going out will leave these tokens with the Security
men at the gate and take back on their return, and return them to the
Time Office after punching in. Security staff will return the tokens,
which were left with them after the expiry of the rest interval to enable
the Head of Unit/Office to note the absence of the employees after
the rest interval. The staff (including officers) and workers should
carry gate passes issued by the Office-shift in charge when they go
out of the workspot/office during working hours on official duty.
Those who leave the workspot/office after applying for leave for the
remaining period of the day/shift, should punch card for out
attendance and carry out passes issued to that effect. In the case of
Officers of the level of P.M. and above, a register may be kept in the
Time Office where they will sign whenever they go out during
working hours on official duty.
2 Whether attendance is to be recorded Attendance should be recorded at the place of work after
either by signing the register or punching the time card in the Time Office as is being done at
otherwise at the place of work present. This would apply to both staff and workers including the
office staff, uniformly and in all units.
3 Whether the Workers/Office staff should Those who have specified interval for rest may be allowed to go
be allowed to go out of the Unit/Office out of the unit/office provided they punch out and in before and
during the rest interval. after the interval. Those who are employed in the continuous
operation are not allowed any specific period of rest interval.
They will not therefore be eligible to go out of the Unit during the
rest interval.
13-6
Points raised Clarification

4 Allowance of grace time of 10 minutes. A grace time 10 minutes may be allowed for the punch out at the
end of the shift hours. This will apply only to those who are in
rotational shifts.
5 Whether the ½ hour grace time for late The late attendance and setting off such late attendance against
attendance allowed to the workers once in leave are matters already covered by the existing instructions
15 days should apply to the office staff. issued in respect of the office staff. The same procedure may be
continued to be followed.
6 Whether attendance should be allowed for Normally the employees are expected to report for duty in time.
late coming due to bus stoppage. However, attendance may be allowed by recording late
attendance in the register to be maintained separately for this
purpose, in case if there is a general bus stoppage.
(Memo. No. 2985/IR-1/72-43 Dt. 24.4.73).
13.7 Instructions for Muslim members of Office Staff
13.7.1. The Muslim members of the staff who actually go to the mosque to say their Jumma
Prayers have been permitted to avail themselves of permission for 1½ hours from 12.30
P.M to 2.00 P.M on every Friday.
13.7.2. The Muslim members of the Office Staff only may be allowed the concession by issue of
special out passes for the purpose on Friday.
(Memo No. 10892/IR-1/73-1 Dt. 8.6.73).
13.8. General Instructions
13.8.1 The number of occasions on which late attendance will be allowed in a fortnight will be
restricted to one only which can be half an hour without wage cut or one hour with wage
cut. (this is applicable to field Staff/Workers) and not both.
(Memo No. 2985/IR-1/72-75 Dt. 22.11.73)
13.8.2 The Workers of stores wing are not entitled to the grace time of 10 minutes to leave
office at the end of the duty Hours.
(Memo 2985/IR-1/72-83 Dt. 7.12.73).
13.8.3 Anyone other than the employees coming to the office i.e. like Sales Representatives of
firms, Union leaders, Tenderers, etc., should sign in a register maintained at the
Reception Room indicating the purpose etc. while coming ‘in’ and also note the time
while going ‘out’.
13.8.4 The employees should not leave the office early in the evening on payment days and
they may have to avail of only the permission now available to him i.e. coming late twice
a month for an hour on each occasion.
13.8.5 According to the instructions the lunch interval can be availed of by an employee for
half-an-hour between 1.00 P.M. and 2.00 P.M. proportionate deduction from salary may
have to be made for the duration exceeding 30 minutes.
13.8.6 The passes should be issued only for duty purposes and no permission should be given
to leave on personal grounds at the end of the forenoon or the afternoon session.
13.8.7 Intelligence Bureau, Ministry of Home Affairs, Govt. of India has indicated that NLC
premises are notified as Prohibited area by the Government of India and cautioned the
Management that the vital installations of the Organisation could be a target of
sabotage by various agencies including disgruntled / ideologically subverted
13-7
employees and an irate mob during civil commotion also pose a threat amongst various
other reasons.
The practice of the Trade Unions holding / attending meetings, canvassing the election
campaign inside the industrial premises (factories / mines / service units / offices) is
matter of grave concern and will be viewed seriously since it is not only affects the
production and productivity but also detrimental to discipline of the employees.
Those who conduct / attend such meetings and canvassing election campaign inside
the industrial premises / work spot are liable for disciplinary action, as per rules, apart
from any other action as deemed fit.
Memo No. 14674/IR-1/73-1 Dt. 16.10.73.
Memo No. 5925/IR-1/73-7 Dt. 26.11.73.
Memo No. 2985/IR-1/72-87 Dt. 01.01.74.
Lr. No. 1003/IR-1/84-1 Dt. 20.1.84.
Cir. No. 12318/AI-3/84 Dt. 24.5.84.
The act of employees not attending the work and leaving the work spot/plant premises
unauthorisedly and usage of out pass with forged signatures of the Executives,
impersonation in using the out pass, usage of out pass without valid serial number,
usage of plain paper as out pass are not in order and being Misconducts under relevant
rules, will be viewed seriously and severe action will be taken.
Accordingly, all the Unit Heads have been advised to ensure the following strictly;
a) Movement of employees from assigned work spot and out side the Plant
Premises should be strictly based on movement/out pass only.
b) A movement Register is to be maintained in all the Sections/Divisions of the Units
and all the movements of the employees are properly recorded including details
of issue of out passes.
c) The Sectional/Divisional heads concerned are accountable for the employees
under their control and for any unauthorised movement of employees, the
concerned Sectional/Divisional Head shall ensure timely action.
CISF has been duly requested to tighten access control at all the entry/exit gates
on the movement of employees and it shall be regulated only based on the out
pass issued by the duly authorised Executives.
(Circular No. D(P)/40/2005Dated: 05.05.2005)
*****
14-1
14. DEPARTMENTAL TESTS

14.1. DEPARTMENTAL ADMINISTRATIVE TEST:
14.1.1. Departmental Administrative Tests will be a part of training programme. The Graduate
Engineer Trainees / Executive Trainees (Personnel/Finance) have to undergo this
training at the induction level. They will be exposed to certain lecture sessions covering
the prescribed syllabus for a period of 5 working days and immediately followed by a
test and assessment. This assessment will be one of the criteria for successful
completion of the training/Probation as the case may be.
14.1.2. Similar lecture classes for the same duration followed by the test and assessment, will
have to be attended by such of the employees who have not passed the Departmental
Administrative Test already and who are promoted from the Non-Executive posts to the
Executive posts. The pass in the assessment is one of the condition for declaration of
probation in the promoted post for these employees. This training programme is not
necessary for those who have already passed the Departmental Administrative Tests.
14.1.3. The training complex will arrange for such lecture sessions and design the mode of
conduct of test which may preferably be of objective type, which includes daily listening
Test, Final Test and Daily Learning Evaluation. Classes should be conducted as per the
syllabus prescribed from time to time which will be reviewed once in Three Years.
14.1.4. The classes for Departmental Administrative Test and conduct of test will be by the
Training Complex and the Unit Head, Training Complex is authorised to declare the
results.
14.2
14.2.1. First Aid
All the employees belong to technical cadre including workmen, staff, supervisors,
executives and managers (technical) will be required to pass the First Aid Certificate
Examination conducted by St. John Ambulance Association.
14.2.2. The employees are required to pass the First Aid Test only, as evidenced by the
certificate issued by the St. John Ambulance Association and the validity for a certain
period mentioned in the certificate is only for some limited purpose of the St. John
Ambulance Association. The First Aid Certificates produced in the above cases are
therefore accepted.
14.2.3. Unit Head of General Hospital should arrange conducting classes for First Aid
Examination, and guide the employees in getting the First Aid certificate issued by
St.John's Ambulance Association
14.2.4. It is compulsory to pass the First Aid Test within 2 years of appointment / promotion
*****
15-1
15. FORWARDING OF APPLICATIONS FOR

EMPLOYMENT ELSEWHERE
15.1. THE PROCEDURE FOR FORWARDING OF APPLICATIONS WILL BE AS FOLLOWS:
15.1.1. Each application should be forwarded with a covering proforma as given in
Annexure-I Section-I will be completed by the applicant and Section-II by the
Personnel Officer concerned.
15.1.2. In cases where the employees do not fulfill the conditions for forwarding of
application laid down, the applications may be returned by the Heads of Unit/Estt. to
the employees in the proforma given in annexure III.
15.1.3. If for special reasons such applications are recommended to be forwarded in
relaxation of the orders the proforma in Annexure I should be filled up indicating the
special reasons for such recommendation by the Heads of Unit/Establishment
against section- II.
15.1.4. In cases of transfers from one unit to another during a year, information regarding the
number of applications forwarded should also be furnished along with other
particulars usually forwarded such as casual leave. If this information is not readily
available, the declaration of the employee in the proforma regarding number of
applications may be accepted, subject to verification. If found incorrect, this will be a
matter of disciplinary action.
15.1.5. Forwarding of application will be done by the Heads of Unit/Estt. in Annexure IV as per
rules in force from time to time. Whenever applications are forwarded by the P&A
Department copy will be endorsed to the Unit/Estt. concerned and to the
employee/worker. Applications recommended by the Unit but not forwarded by the
P&A Department will also be returned to the Heads of Unit/Estt. indicating the reasons.
15.1.6. The copy marked to the individual will contain an endorsement constituting the “no
objection certificate” thereby eliminating the need for a further application by the
individual and issue by the office of a “no objection certificate”. In cases where
applications have been forwarded in the past without such “no objection certificates”
in the endorsement to the individuals, separate “no objection certificate” may be
given by the Heads of Unit/Estt. in the proforma indicated in Annexure II after
verification of the fact that application of the individual has been forwarded by the
Corporation.
15.1.7. If an employee seeks a “no objection certificate” when the application has not been
forwarded by the Corporation, the case should be referred to P&A Department for
issue of no objection certificate, only if the head of the Unit considers that such
certificate may be refused by the head of the Unit.
(Proc. No. 26/E&G/W.study/67 Dt. 16-01-1967)
15.1.8. Our Personnel Manual prescribes that Forwarding of applications for employment
elsewhere will be done by the Heads of Unit / Establishment or Corporate P&A
Department (as applicable) as per rules in force from time to time. However,
instances of sending applications directly by employees to other Organisations
without getting prior permission of the Unit Head have come to the notice when
request for NOC to appear for interview is received. In the case of requirement to
submit application through online, the same shall be with the permission of the
Authority Concerned only. While advance copies may be sent, not routing of
15-2
applications through proper channel tantamount to violation of rules of Corporation

and the same will be viewed seriously and no objection certificate will not be issued
in such cases. Hence, all the employees are advised to scrupulously follow the
instructions governing forwarding of applications for employment elsewhere.
(Circular No.CORP/P&A/505/2006 Dt.25.01.2006)
15.2. AUTHORITY FOR FORWARDING APPLICATIONS:
15.2.1. Regular Establishment
a. The Heads of Units / Establishment are authorized to forward the applications of the
intermediate and lower grade employees for posts elsewhere subject to the
conditions laid down in this regard from time to time.
b. The applications of employees in the intermediate and lower grade in the Corporate
Office will be forwarded by the Manager / C.O.
c. The applications of the employees in the intermediate and lower grades in the
Accounts Centre will be forwarded by the Branch/Unit/Office to which the centre is
attached.
15.2.2. LABOUR ESTABLISHMENT:
a. The applications of the employees will be forwarded by the Unit/Offices concerned
subject to the conditions laid down in this regard from time to time.
b. In the Cases of employees who have executed bonds or the applications to be
forwarded are in relaxation of the conditions laid down, such applications will
continue to be forwarded to P&A Department. Issue of no objection certificate for
appearing for interview's elsewhere, in respect of applications forwarded will be
dealt with in the Unit Offices.
c. All cases of acceptance of resignation of employees in the regular establishment
who get employment elsewhere or otherwise will continue to be dealt with in the
Personnel & Administration Department.
d. In the cases of employees in the labour establishment, acceptance of resignation
will be dealt with by the Heads of Unit/Establishment.
e. In respect of all categories in the labour establishment, the applications could be
forwarded without any restriction and subject to the conditions laid down in this
regard.
Though the restrictions in the number of applications that could be forwarded in a
year have been removed, a record of details of applications forwarded in each
category may be kept in the form of a Register for statistical purposes.
Note: The number of applications forwarded will have to be watched only in respect of
the categories for which there is restriction in forwarding number of applications. For
this purpose, the authorities empowered may record the details of the employees in a
register kept for the purpose, so as to enable a check on number of applications
forwarded. In respect of categories for which there is no restriction on forwarding
applications it will not be necessary to maintain any register. However, for statistical
purpose, the number of applications forwarded in respect of labour categories may be
kept for reference when required.
(Cir.No. 4840/R-II-1/67-1 Dt. 21-02-1968)
(Cir.No.20410/S-I/86-3 Dt. 10-09-1986)
15-3
15.3. INSTRUCTIONS GOVERNING FORWARDING OF APPLICATIONS :

15.3.1. The following instructions will come into force with immediate effect.
a. Four Applications in a calendar year can be forwarded for all employees who are not
under obligation of bond/undertaking/agreement for a specified period, for outside
employment.
b. Applications of employees belonging to SC/ST who are not covered by any
bond/obligation shall be forwarded without any limit.
c. No Objection certificate for appearing interview may be issued wherever applications
have been forwarded if the employees seeks such a certificate. Requests for No
objection certificate need not be considered in cases where the employee has not
routed his application through the organization.
d. In regard to Graduate Engineer Trainees / Executive Trainees and other trainees /
employees who are under the obligation of bond / undertaking / agreement to serve
Neyveli Lignite Corporation Limited for a specified period will be as below:
i) Four application in a calendar year can be forwarded from all trainees and
employees, who are under the obligation of bond / undertaking / agreement for a
specified period, for outside employment in State / Central Government/ Quasi
Government Organisations / Public Sector undertaking / Autonomous body
wholly or substantially owned / financed / controlled by the Central Government,
etc. and for employment in response to advertisement of Union Public Service
Commission subject to the following conditions:
a) That the department/organization etc. under whom the employee intends to
take appointment should take from him a fresh bond binding him to serve
them for the balance of the original bond period and in case he fails to serve
the new department/organisation etc., or leaves it before completion of the
original bond period, for a job where exemption from bond obligation is not
available, the proportionate bond money should be realized from the
employee and refunded to the first department / organisation etc., with whom
he originally executed a bond/undertaking/ agreement and
b) that employee should get proper permission as per rules before he takes up
the appointment with the new employer
ii) In case of selection in other Public Sector Enterprises where the new Employer is
not agreeable for transfer of Bond obligation, the Employees will have to pay the
amount due to the corporation as per the terms and conditions contained in the
Bond;
iii) The application of bond holders shall be sent to P&A Department for onward
transmission to the organisations concerned.
e. i) Applications of SC/ST employees / trainees, who are under the obligation of
bond/Undertaking/agreement, should be readily forwarded for outside
employment in State / Central Government / Quasi Government
Organisations/Public Sector Undertakings / Autonomous body wholly or
substantially owned/financed / controlled by Central Government etc and for
employment in response to advertisement of Union Public Service Commission;
and
ii) The other conditions in force from time to time, viz., sub para (a) and (b) under
Para-d (i) will also be followed for SC/ST employees / Trainees.
These instructions will also apply to cases where an employee has been
selected for a post in the above said organisations for which he had applied
before joining this corporation.
15-4
The applications from trainees and those who are under obligation of
bond/undertaking/agreement should be sent to this office for onward
transmission and in the case of others, the Head of Units/ Branch concerned may
forward the applications to the concerned authorities after observing the above
instructions.
These instructions will also apply to cases where a trainee/employee has been
selected for a post in the above said organisations for which he applied and
attended interview in the concerned organizations before joining this
corporation.
References :
(1. Cir Memo No.896/S-I/85-1 Dated 10-04-1985
2. Cir Memo No.20410/S-I/86-3 Dated 10-09-1986
5. Cir Memo No.22496/P&A/X-2/89-1 Dated 15.09.1989)
ANNEXURE I
PROFORMA FOR FORWARDING OF APPLICATIONS
(to be filled in duplicate)
Section I
(To be filled in by the Applicant)
1. Name of the Employee :
2. Designation and Scale of Pay :
3. Undertaking/ Firm/ Institution for which :
the application is sent.
4. Post applied for :
(a) Scale of Pay :
(b) The nature of post i.e. :
Permanent or Temporary
(c) Whether the post applied for is :
of equal rank or higher one
5. Last date for receipt of application :
(An extract of press cutting, advertising the post
applied for or any other documentary evidence
furnishing particulars of the post applied for should be
enclosed)
6. No. of applications forwarded during :
the calendar Year
(If sponsored by the Corporation, the number
of such occasions also should be furnished separately)
7. Whether the employee has executed a bond for a period:
……………. And if so details regarding nature of training
period of bond and date of expiry of bond.
15-5
8. If the application is to be forwarded before the date of expiry:

of the bond, whether the applicant is willing to indemnify the
Corporation for the unexpired portion of the bond period.
I hereby declare that the statements in this application are true to the best of my knowledge and
belief and I am aware that incorrect statements, if any in the application will be a matter of disciplinary
action.
SIGNATURE OF APPLICANT
SECTION II
(To be filled in by the Unit Personnel Head after verification of the correctness of the Statements)
9. Whether any charges are pending against the

employee? :
10. Whether the particulars given by the employee are
correct? :
11. Recommendation of the Unit Head

whether the application may be forwarded with
reference to the rules in force (quote authority) :
Note: If the employee has exhausted the number of chances admissible or for any other reasons the
application cannot be forwarded with reference to the rules, if recommended, the special reasons
should be given.
Endt No. Date.
Office of the……………………………………. Unit Personnel Head
SECTION III
(To be filled in by the Heads of Unit / Establishment)
1. Is the information in Col. 7 of Part I Correct?

(Verify with reference to Register of Bond)
2. Whether the application may be forwarded

with reference to rules and policy. (note on
relaxation proposed, if any )
Unit Personnel Head

15-6
ANNEXURE II
Sub: Personnel NLC Limited, Neyveli - Shri ……………………………….

No Objection Certificate Issued.
Ref: From Shri ……………………………………….. dated ……………….
You are informed that the Corporation has no objection to your appearing for the post of …………….
in ………………….. on …………….. subject to the condition that in the event of your selection you
should resign your post in the Corporation after giving due notice and subject to your resignation
being accepted.
Head of Unit / Establishment

ANNEXURE III
Sub: Personnel Neyveli Lignite Corporation Ltd. Neyveli
Application for appointment outside the Project-Returned.
Ref: Your application dated.
Your application is returned herewith for the reasons indicated below:
1. The number of applications eligible to be forwarded has been exhausted with the application
last forwarded Endt. No. …………… dated ……….. to …………..
2. Press cutting or any other document has not been enclosed.
3. Nature of post applied for i.e. permanent or temporary has not been
indicated.
4. The post applied for is not of equal rank or higher one.
5. The period of bond executed, has not expired.
6. (any other reason to be specified)
Unit Head
Note: Tick off whichever item is applicable and score out other items.
ANNEXURE IV
Sub: Personnel-NLC Limited, Neyveli-Application for appointment outside the Project-

Forwarded.
I Forward herewith an application with enclosure from Shri …………………. Seeking

employment in your organisation.
2. In case the individual is selected to the post applied for, he will have to resign his appointment
in this Corporation and get himself relieved before taking up his post.
Head of Unit / Establishment
15-7
Copy to Shri ……………………….. The Corporation has no objection to you appearing for the
interview for the post of ……………….. subject to the condition that in the event of your selection, you
should resign your post in the Corporation after giving due notice and subject to your resignation
being accepted.
15.4. FORWARDING OF APPLICATION FOR PART TIME COURSES IN ANNAMALAI
UNIVERSITY
15.4.1. The policy in regard to forwarding of applications for admission to Part-time courses,
viz. Diploma/Degree/PG Degree courses in Annamalai University is as below:
(a) The minimum service as a qualifying condition for forwarding the applications for
admission to all Part-time courses viz. Diploma/Degree/PG Courses in
Annamalai University shall be uniformly 3 years in a regular capacity including
training period, if any.
(b) There will be no restrictions in the number of applications to be forwarded to the
University.
(c) In regard to admission to Part-time B.E. Degree courses, only the applications
received from the JE Gr.II, Gr.I and above having 3 years of service after the
appointment as Diploma Engineer/Trainee should be forwarded.
(Memo.No. 1603/P&AVII/91-5, dated 05-07-1991).
(d) The applications received from employees for admission to part-time
BE/ME/MBA Courses in Annamalai University as well as part-time Diploma
courses in Muthiah Polytechnic, Annamalai Nagar may be forwarded to P&A
Department /C.O. for scrutiny and further action.
(e) Such applications received from employees should not be sent directly to the
University/Institution concerned.
(f) The candidates who have been applying to those courses will have to give
declaration as indicated below:
“In this connection I declare and undertake that
(i) I will attend the classes without any detriment to my normal work and without any
commitment on part of the Corporation.
(ii) I will not apply for any leave or insist on posting in a particular shift or particular
place of work to attend the classes.
(iii) I shall not claim any privileges/perquisites like promotions, placement in
specialized areas, special increments etc., from the Corporation on account of
my obtaining Diploma/ Degree / Post Graduate Degree Certificate etc”
(Memo No.2870/P&A VII/88-3, Dt, 23-06-1988 and 30-06-1988)
*****
16-1
16. CESSATION OF SERVICE - RETIREMENT

AND RESIGNATION ETC.
16.1. RETIREMENT AND RETIRAL BENEFITS:
16.1.1. The age of retirement under the Standing Orders / Establishment Regulations and in
regard to regular establishment in the Corporation is 60 years. The retirement of a
Corporation employee is automatic on the date of which an employee is due to attain
the age of 60 years by the Management.
(Procs.No:09/P&A/IR-1/98 dated 28-05-1998.)
The Heads of Units / Establishments should keep the employees informed of the date
on which they are due to attain the age of superannuation in the form given in Annexure,
atleast three months in advance of the date due to retire with a copy to Township
Administrator; Provident Fund Trust, etc., so that all claims relating to the employee
may be settled well in advance. Formal relief orders should also be issued on the date
the employee is relieved from the service of the company.
Note: The age /Date of Birth as recorded in the service record shall be the basis for
arriving at the age of retirement of the Workmen / Employees.
ANNEXURE
Form of Communication to be issued regarding the date of superannuation in the Corporation.
Sub: Personnel-Neyveli-Shri………………………………… Superannuation.- Intimated
Shri ………………………. is informed that consequent on his attaining the age of 60 years, the
age prescribed for retirement of employee in the corporation, he will be relieved of his duties on
the afternoon of ……………………..
2. The Management places on record its appreciation for his participation.
(Ch.'s.Procs.No.E&G/1805/C-II/W. Study/68-1, Dt. 07.12.1968)
16.1.2. Payment of cash equivalent of leave salary in respect of the period of earned leave with
wages at the credit of employees / workers on the date of their retirement on
superannuation will be subject to the following conditions:-
a. The limit of accumulation of EL is raised to 300 days with immediate effect and
Employees, on cessation of service, shall be eligible for encashment of EL up to a
maximum of 300 days.
b. The amount admissible will become payable on retirement on superannuation even
without a formal application from the employee / worker concerned and will be paid
in one lumpsum as a one-time settlement.
c. Cash payment under the orders will be equal to leave salary as admissible for
earned leave / leave with wages and DA at the rates in force on the date of
retirement.
d This payment will be in lieu of the encashment admissible on retirement under the
Rules on encashment of E.L. / Leave with wages.
(Procs.No.CORP/P&A/WR/800/2001-2 Dt.16.07.2001)
16-2
16.1.3. ENCASHMENT OF HALF PAY LEAVE ON RETIREMENT

The Encashment of Half Pay Leave for employees borne on regular establishment and
sick leave for workers borne on labour establishment will be admissible under the
following conditions:-
16.1.3.1. Subject to clause (ii) below, an employee borne on Regular Establishment may
be permitted to encash a maximum of 240 days of Half Pay leave at his credit at
the time of:
(a) Retirement on attaining the age of Superannuation
(b) Retirement under any scheme of voluntary retirement that may be
introduced by the Company.
(c) Pre-mature retirement on grounds of in-efficiency, doubtful integrity and
on medical grounds,
(d) Cessation of service after attaining the age of 50 yrs., if the employee
has put in a minimum service of 20 yrs. for this purpose the service
rendered in Government or other Public Sector undertakings shall also
be reckoned.
(e) Death in which case there will be no restriction relating to age or years
of service and the amount will be payable to the dependants of the
deceased employee as nominated for receiving gratuity.
(f) On completion of the tenure of appointment in respect of Board Level
appointees.
16.1.3.2. Encashment of half pay leave will not be admissible in the case of cessation of
service due to the following reasons:-
(a) Dismissal, discharge, termination, removal from service by way of
disciplinary action.
(b) Unauthorized leaving of service.
16.1.3.3. The emoluments, which will qualify for encashment of half pay leave will,
mutatis mutandis, be the same as applicable for encashment of earned leave.
16.1.3.4. In respect of workmen borne on Labour Establishment not covered under
Leave Rules analogous to Revised leave Rules of the Government of India,
the maximum accumulation of sick leave on full pay is only 20 days, as per
rules and the same may be treated as 40 days' half pay leave for the purpose of
Encashment of H.P.L., subject to provisions of clauses 16.1.3.1 (a) to (f) and
16.1.3.2 above.
The Scheme comes into force with effect from 01/04/1993.
(Procs.No.P&A/11002/CI-1/Rules/93, Dated.31/07/1993)
16.1.3.5. ACCUMULATION OF SICK LEAVE
The maximum limit for the accumulation of sick leave for regular workmen in
Labour Establishment is 40 days and the same may be treated as 80 days Half
Pay leave for the purpose of encashment subject to fulfillment of other
conditions in this regard.
(Procs. No.P&A/2143/W&A-1/97 Dt.26.07.1997)
16-3
16.1.4. In the case of retiring employees / workman of the Corporation, the date of retirement
should take effect from the Afternoon of the last day of the month in which the employee
/ workman concerned attains the age of superannuation instead of the Afternoon of the
actual date of superannuation.
16.1.5. The payment for encashment of earned leave / Leave with wages on Death /
Retirement on superannuation will be worked out as below: -
Pay + DA admissible
Cash payment = on date of retirement X Number of days of E.L / Leave with wages at
30 credit subject to a Maximum of 300 days.
16.1.6. Pay includes Special Pay and Personal pay and Dearness Allowance. No other
allowance will be taken into account for the purpose.
16.1.7. The terminal statutory benefits like Gratuity, PF settlement and EDLI shall be released
as per the existing regulations. The other terminal benefits may be released to the
employees who are relieved under Superannuation / VRS / Resigned / Death, etc. only
after obtaining the clearance certificate from the societies.
16.2. RULES FOR ACCEPTANCE OF RESIGNATION:
16.2.1. Uniform notice period of 3 months should be adopted for resignation / termination in the
case of all Executives, including those who have been given superannuation contracts.
16.2.2. The amount to be paid by both sides in lieu of notice should be the amount equivalent to
the total of the following relating to the period of notice or its short-fall;
i. Pay-Basic pay, Special pay including Non-practicing allowance and Personal pay.
ii. Dearness Allowance - (in exclusion of all other allowances)
(Cir. Memo No. 32230 / RI -2/81-2, dated 04.01.1982)
a The entire period of notice shall be spent on duty and no leave shall ordinarily
be granted during such period. However the Head of Unit shall grant eligible
leave under extra-ordinary circumstances in respect of the employees under
his Control in such cases, notice period gets extended to the extent of leave
granted. Casual leave will be admissible in such cases at the rate of one day
for every month.
b. Shortfall in notice period of 3 months on resignation, can be set off against the
Earned Leave at credit at the time of relief.
c. Bond Holders: - The terms and conditions of the bond shall be enforceable in
entirely, if they resign.
d. Service Benefits with retrospective effect: - For employees who resign from
the services of the Corporation, any service benefits like wage / pay revision
etc., ordered with retrospective effect will not be extended.
e. The Corporation reserves the right not to accept any resignation that may be
tendered, without assigning any reasons.
f. The above instructions will not apply to those governed by Standing Orders.
(Cir.Memo No. 23546/RI-2/78-2 Dt. 30-06-1979)
g. Employees who have given notice of resignation but are not available for relief
on the scheduled date by being on leave will have to give a fresh notice or pay
16-4
notice salary. The date of relief will not be postponed under any
circumstances. Employees availing leave during notice period will have to
give fresh notice from the date of return from leave.
(Memo No. 18177 / RI -2/80, dated 18-08-1980)
16.2.3. Under the certified Standing Orders, the workmen desirous of leaving the services of
the company have to give the following notice in writing:
a. Probationer or Temporary Workmen-14 days.
b. All other Regular employees covered by the Standing Order-30 days.
In view of the fact that the Standing Orders specify a uniform notice period of 30 days
for all regular workmen (other than probationers and temporary), the period of 30
days as mentioned in the Standing Orders have to be followed for all regular workers
in the matter of notice or notice pay in case of resignation of such workman.
(Memo No.P&A/4988/IR-I/82-1 Dt.15.3.1982)
16.2.4. No person who has deserted / resigned his appointment in the Corporation can be
permitted to be re-appointed even as a fresh entrant.
(Cir.No.11306/P&A/II-I/83-I Dt.8/28.7.83)
16.2.5. Procedure for forwarding resignations to P&A Department:
a. Proforma prescribed for submitting resignation should be obtained from the
employee and enclosed.
b. Resignation letters are to be forwarded with the specific recommendations of the
Unit Heads and forwarded to P&A Department with the details required to be
furnished.
c. Employees who have tendered their resignation should not be permitted to remit the
notice pay and other dues before obtaining the formal approval of P&A Department.
d. Information in regard to the concurrence of the Accounts Centre concerned for the
amount remitted by the employees should be indicated.
e. Leave entries in the Service Book should be made upto date.
The Director / Executive Director / Chief General Manager / General Manager/Head
of the Units concerned are to give their recommendations whether resignation can
be accepted.
16.2.6. Only on obtaining the formal approval from the competent authority, permission may be
accorded to remit the notice pay, other dues etc., with the concurrence of the Accounts
Centre concerned.
(O.O.No.4/P&AD/84-1, Dt.25.1.1984)
16.2.7. All cases of acceptance of resignation of employees in the regular establishment who
get employment elsewhere or otherwise will continue to be dealt within the Personnel
and Administration Department of Corporate Office. In the cases of employees in the
Labour establishment acceptance of resignation will be dealt with by Heads of Unit /
Establishment.
(Circular No.4840/RII-1/67-1, Dt.21.2.1968)
*****
17-1
17. ISSUE OF SERVICE CERTIFICATE

17.1. EMPLOYEES/WORKMEN GOVERNED BY STANDING ORDER
a) According to S.O 42 of the Certified Standing Orders Service Certificate could be issued to a
regular workman in the Form prescribed by the Company from time to time, at the time of his
dismissal, discharge, retirement or resignation from service.
b) Service certificates (or, for that matter, certificate regarding experience etc.) should not be
issued otherwise than in accordance with the provision of the Standing Order. Whenever
an employee/worker applies for certain posts in the Corporation, the Head of the Section in
which the concerned worker/employee is working, may make an endorsement on the
application itself while forwarding such application to the recruiting authority concerned to
the effect ‘ that the individual has experience in the line of job/trade applied for instead of
certifying that ‘he has worked as ……….’ No other certificate or endorsement should be
made separately. Such certificate/endorsement should be only on the application itself and
not otherwise. They should not also give such endorsement or certificate for outside
appointments.
(Memo No.E&G/7434/RII-2/73-2 Dt.1.6.1973)
17.2. REGULAR EMPLOYEES
No Service certificate will be given to any Project employee while in service in a Project of
N.L.C Ltd. or leaves the service before completing one year service.
A Service certificate in the form in Appendix will however be issued to an employee at the time
of retrenchment. The certificate will be signed by the Unit Head/Head of P&A. Signature may
be affixed above the rubber stamped designation of the issuing officer. No such certificate will
be issued to persons discharged/dismissed from services on security reasons or as
punishment for misconduct.
Certificates given to any class of staff on his leaving the services of the Project/N.L.C for any
cause other than that mentioned above and in a form not conforming to the prescribed form
must be approved and countersigned by the Head of the Department
17.3. STOCK FILE OF SERVICE CERTIFICATES
Before a service register is destroyed, a service certificate should be prepared, verified and
attested and kept in a “stock file of the service certificates” for reference and for furnishing on
request. A register of service certificates issued should also be maintained by the P&A
Department of the Unit concerned etc. In cases where service certificates are not issued
immediately on quitting service and applied for after a period of one year from the date of
leaving the service of the Corporation, a fee of Rs.5/- should be levied for furnishing a
certificate as in such cases reference to old records/registers will be involved. A fee of Rs.5/-
should also be levied where in cases the employees ask for a duplicate copy of service
certificates once furnished. In such duplicate service certificates, the fact that they are
duplicate service certificates should be clearly noted.
17.4. The Unit Heads / Unit Personnel Heads are advised to issue Service Certificate to the
employees whoever attains 58 years of age for the purpose of submission of pension forms to
the PF Trust. It may please be mentioned in the Service Certificate that “the Certificate is
issued for the purpose of submission of Pension claims only."
17-2

(A GOVERNMENT OF INDIA ENTERPRISE)
NEYVELI – 607 801, CUDDALORE DISTRICT, TAMIL NADU.
OFFICE OF THE CHAIRMAN: PERSONNEL & ADMINISTRATION DEPARTMENT
SERVICE CERTIFICATE
Name : CPF No. :
Post Last held : Date of Birth :
SERVICE PARTICULARS
DESIGNATION PERIOD
FROM TO
EMOLUMENTS LAST DRAWN:
Pay PP / SP D.A V.D.A Other Allowances TOTAL
REASONS FOR CESSATION OF SERVICE :
GENERAL REMARKS
Work :………………………………………………………………………………
Conduct: ………………………………………………………………………………
Date : Signature & Designation
*****

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NLC PERSONNEL MANUAL

5 Procedure for Fixation of Pay 5-1 to 5-13

6 Procedure for Assessment of Age 6-1 to 6-3

7 Performance Appraisal System 7-1 to 7-17

15 Forwarding of Applications for Outside 15-1 to 15-7

NLC PERSONNEL MANUAL

NLC PERSONNEL MANUAL

(i) Coal based Thermal Power Plant at Tuticorin (2X500 MW)

(ii) Jayamkondam Mine (9 MTPA)-Cum- Power Project (1000MW).

(iv) Coal based Thermal Power Plant at Orissa (2000MW)

(v) Mine(4.2 MTPA) –Cum-Power Plant (500MW) at Riri, Rajasthan

(vii) Mine-III (8.0 MTPA) linked to TPS-III (1000 MW) at Neyveli

5 Procedure for Fixation of Pay 5-1 to 5-13

6 Procedure for Assessment of Age 6-1 to 6-3

NLC PERSONNEL MANUAL

1 . APPOINTMENT AND PROMOTION RULES

NLC PERSONNEL MANUAL

* For promotion to E2 Grade, 30% of the eligible employees in E1 will be subjected to

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considered for 2 years relaxation in the qualifying service prescribed

NLC PERSONNEL MANUAL

1.7.0 CRITERIA FOR PROMOTION

NLC PERSONNEL MANUAL

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NLC PERSONNEL MANUAL

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NLC PERSONNEL MANUAL

1.30.0 MODIFICATION, AMENDMENT OR CANCELLATION OF THESE RULES

NLC PERSONNEL MANUAL

Sl. Discipline Minimum Educational Qualification (Professional)

1 Engineering Degree in respective Engineering Disciplines viz. Mining/Electrical/

2 Personnel a. Graduate in Arts/Science/Commerce and

3 Finance Degree in Arts/Science/Commerce plus ACA (OR) AICWA

4 Marketing a. Graduate in Arts/Science/Commerce/Engineering and Post-Graduate

5 Material Degree in Engineering plus Post-Graduate qualification in Material

6 Industrial Degree in Engineering plus Post-Graduate qualification in Industrial

NLC PERSONNEL MANUAL

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2. APPOINTMENT AND PROMOTION RULES

NLC PERSONNEL MANUAL

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‘X” – person appointed on 5-9-80 Took E.L. from 1-3-81 to 20-3-81.

Date of completion of one year of service on duty – 23-09-81 AN

NLC PERSONNEL MANUAL

NLC PERSONNEL MANUAL

NLC PERSONNEL MANUAL

NLC PERSONNEL MANUAL

leave, suspension or on deputation elsewhere, or where there are no candidates in the

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PROMOTION FOR OUTSTANDING ABILITY:

GROUP A I.W. Gr. II Rs. 4900 – 110 -7540 W1

NLC PERSONNEL MANUAL

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NLC PERSONNEL MANUAL

continue to be essential. Where specialised qualifications / possession of licence etc., are

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NLC PERSONNEL MANUAL

NLC PERSONNEL MANUAL