English Handbook

SECTION –I
Recruitment
1. CLASSIFICATION OF POSTS
Cadre/Group Post Grade Code

Management Executive Director E9
Cadre Chief General Manager E8
General Manager E8
Dy. General Manager E7
Executive Sr. Manager E6
Cadre Manager E5
Deputy Manager E4
Assistant Manager E3
Engineer/Officer/TE/TO E2
Asstt.Engr./Asstt. Officer E1
Supervisory Cadre Sr.Supervisor Spl S4
Sr.Supervisor Gr-I S3
Sr.Supervisor Gr-II S2
Supervisor S1
Workmen Highly Skilled W9 & W10
Cadre Skilled/Ministerial W4/W5/W6/W7 & W8
Un Skilled W0/W1/W2/W3/W4 & W5
2. LEVEL OF RECRUITMENT
Recruitment is generally made at the lowest of the grades in various cadres/groups as indicated below, but can
also be made in higher grades, whenever considered necessary by the management.
3. NORMAL INDUCTION LEVELS
CATEGORY GRADE SCALE(IDA) Rs.

(a) Workmen
i) Un-Skilled W-0 19500 -57500
ii) Skilled / Ministerial W-4 25000 - 85000
(b) Supervisor S-1 29600 - 119500
(c) Executives E1 40000-140000
E-2 50000-160000
E-3 60000-180000
4. AGE AT ENTRY
The age of a person at the time of appointment in the Company shall not be less than 18 years.
5. JOINING FORMALITIES
A. Documents to be tendered for acceptance of joining :-
1. Unconditional Acceptance of offer of appointment

2. Joining Report
3. Attestation Forms for Character and Antecedents verification
4. Proof of Age
5. Certificate of SC/ST/OBC (recent) / disability / Ex-Servicemen, if applicable
6. Attested copies of Degree / Diploma and other certificates of Qualifications (with original for verification)
as mentioned in the initial application form and bio-data form
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7. Character Certificate
8. Declaration of Marital Status
9. Medical Fitness Certificate from Competent Authority alongwith Reports.
10. Surety Bond, if applicable
11. Service agreement, if applicable
12. Relieving order from the previous employer.
13. Last Certificate of Pay & allowances where applicable
14. Letter of option in case of deputationists
15. Declaration regarding Relationship, if any, with a Director of the Company
16. Other documents mentioned in offer letter
B. Documents to be tendered on acceptance of joining :-
1. Home Town Declaration with details of family members for medical purposes etc.
2. Declaration regarding Immovable Property (in duplicate)
3. Application for Admission to EPF (in quadruplicate) / Social Security Scheme.
4. Form of Nomination for EPF and Pension (in duplicate) / Social Security Scheme.
5. Form of Nomination for Gratuity under Payment of Gratuity Act, 1972
6. Form of Nomination for Employees Defined Contribution Superannuation Scheme.
6. PROBATION
All initial appointments and promotion to the level of E-7 & above, except transfers/deputation from the
Government or Public Enterprise, shall be on probation for a minimum period of 12 months. Period of probation
may be extended at the discretion of the Competent Authority. On satisfactory completion of period of
probation, the employee shall be regularized by issue of an order in writing.
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SECTION –II
Pay & Allowances
1. SCALES OF PAY
The Company has the following Scales of pay for employees on IDA pay pattern, from various cadres - the
lowest level of workmen to the Executive Director’s level:
(A) Workmen
Grade Pay Scales w.e.f. 01.01.2017
W-0 19500 - 57500
W-1 22000 - 68000
W-2 23000 - 72000
W-3 24000 - 74000
W-4 25000 - 85000
W-5 26000 - 100000
W-6 27000 - 105000
W-7 28000 - 108000
W-8 28500 - 118000
W-9 29000 - 119000
W-10 29500 - 119400
(B) Supervisors
S-1 29600 - 119500
S-2 29700 - 119600
S-3 29800 - 119700
S-4 29900 - 119900
(C) Executives

E-0 30000-120000
E-1 40000-140000
E-2 50000-160000
E-3 60000-180000
E-4 70000-200000
E-5 80000-220000
E6 90000-240000
E-7 100000-260000
E-8 120000-280000
E-9 150000-300000
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INCREMENTS
Employees Appointed/Promoted between Standard Dates of Increment

Ist January and 30th June Ist January
Ist July and 31st December Ist July
The rate of increment is 3% on basic pay. The first increment shall be drawn with effect from the 1st of the
month in which the probation is completed.
2. DEARNESS ALLOWANCE
 DA installments would be released 4 times in a year w.e.f. 1st January, 1st April, 1st July & 1st October.
 DA would be paid on the percentage increase in quarterly average of AICPI for the quarters ending February,
May, August and November respectively over AICPI 277.33 (Basis 2001=100).
3. OTHER PERQUISITES & ALLOWANCES
3.1 CAFETERIA
For Executives
The following Perquisite and Allowances shall form part of the cafeteria limited to 35% of revised basic pay with
effect from 01.01.2017:
S. Perks & Allowances Maximum % of revised basic pay

No.
1 Canteen Allowance / Meal Vouchers 7%
2 Children Education Allowance 15%
Hostel Subsidy 10%
3 Professional Updation Allowance 10%
4 Transport Allowance 13%
5 Washing Allowance 5%
6 Vehicle repair and maintenance 5%
Allowance
7 Domestic Help Allowance 10%
8 Electricity Allowance 10%
9 Newspaper / Professional Literature 5%
Allowance
10 Driver Allowance 10%
11 House Upkeep Allowance 5%
12 Self Development Allowance 15%
13 Club Membership Allowance 10%
14 Gardener Allowance 10%
15 LTC Allowance 15%
16 Family Planning Allowance 3%
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For Supervisors

No.
3 Hostel Subsidy 10%

Allowance
Allowance
For Workmen

No.
3 Hostel Subsidy 10%

Allowance
Allowance
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3.2 NON-PRACTICING ALLOWANCE (NPA)
NPA is payable to Doctors at the rate of 20% of basic pay.
3.3 HOUSE RENT ALLOWANCE
Revised Classification of Cities/Towns* Rates of HRA

(% of Revised Basic Pay)
X (previously classified as A-1) 24%
Y (previously classified as A, B1 & B2) 16%
Z (previously classified as C & unclassified areas) 8%
3.4 LEASED ACCOMMODATION
Executives of NHPC (except TEs/TOs) are provided with the facility of Company Leased Accommodation.
Revised monthly Rental Ceiling in Rs./month for Company Leased Residential Accommodation:
Classification as per GOI as has been followed for HRA
Grade
X* Y Z
E-0 23630 15750 7880
E-1 28350 18900 10130
E-2 33080 22050 11630
E-3 37800 25200 12630
E-4 42530 28350 14180
E-5 47250 31500 15750
E-6 51980 34650 17330
E-7 56700 37800 18900
E-8 63000 42000 21000
E-9 70880 47250 23630
(INCLUDING * FARIDABAD, GHAZIABAD, NOIDA & GURGAON)-MoF Deptt. of Expenditure OM
No.2(13)/2008-E(1)8 dated 29.08.08.
 In case of the leased accommodation for self-occupation purpose i.e self-lease cases, the lease rental
ceiling (after adjusting the HRR amount) shall not exceed the net applicable HRA amount.
 T
he lease rent so determined by the Rent Assessment Committee (RAC) in terms of Part-I O/O
No.16/2012 dated 01/03/12, shall in no case be fixed beyond the existing lease rent entitlement
ceilings as notified above.
3.5 SCHEME OF REIMBURSEMENT OF EXPENDITURE ON LOCAL TRAVEL FOR OFFICIAL PURPOSES
Rates of reimbursement for journey undertaken for official purposes owning and maintaining own vehicle is as
follows:
Grade Rate in Rs. Per month

Executives
E1 – E2 3220
E3-E5 4400
E6-E7 5270
E8 & above 5860
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Supervisors
Vehicle Grade Rs. Per month
Car S2 & above 1900
Motorcycle/Scooter/other two wheeler Spl Grade (S4) 1700
S1 to S3 1400
Workmen
Grade Rate in Rs. Per month
Upto W5 350
W6 to W7 600
W8 & above 850
3.6 SNOW SHOES & WINTER JACKETS
a) Winter Jacket: The monetary ceiling of cost of winter jacket for employees posted at locations situated at
the height of 1000mts MSL and above shall be is of Rs.3000/-& at the height of 2000MSL and above shall
be Rs 6000.
b) Snow Shoes: The maximum ceiling of cost of Snow shoes for the employees posted at locations situated
at the height of 1500Mtrs MSL and above shall be Rs.2000/- & at the height of 2000Mtrs MSL and above
shall be Rs 4000/- .
4. SPECIAL COMPENSATORY ALLOWANCE TO EMPLOYEES POSTED IN PROJECTS / POWER

STATIONS:
(i)SPECIAL ALLOWANCE
Special Allowance w.e.f. 15.05.2018 is admissible as per rates and classification of remote areas
given below:
Sl.No Category Classification Rate per month

(% of Basic Pay)
1 A Part A Areas 8
2 B Part B Areas 6
3 C Part C Areas 4
4 D Part D Areas 3
(ii)NORTH EAST ALLOWANCE
Sl.No. Name of the Projects / Power Stations / Units Rate per month
(% of Basic Pay)
1 Projects / Power Stations / Units situated in Ladakh Region of J&K, 10
Manipur, Arunachal Pradesh, Assam & Sikkim
Admissible higher of (i) & (ii).
5. HOUSE RENT RECOVERY FOR COMPANY’S OWNED ACCOMMODATION (W.E.F.15.05.2018):
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Revised Rates of House Rent Recovery for Leased Accommodation provided by the
Company
For accommodation arranged by Company in its own township, the HRR shall be 7.5% of Basic
Pay (for X class cities)/5% of basic pay ( for Y-class cities)/2.5% of Basic Pay ( for Z class cities,
or existing standard HRR rate as below, whichever is lower.
Classification of Place/City
Grade X Y Z
(Previously A-1) (Previously A, B-1, (Previously C and Un-
B-2) classified)
E-1 to E-3 1780 1340 890

E-4 & E-5 2180 1640 1090
E-6 & above 2750 2060 1380
Note:
 In respect of employees’ allotted Company’s accommodation in Project / Power Station Township, the
House Rent Recovery shall be 60% of the rate notified above, rounded to nearest Rs.10.
 The existing provision in some tough locations where HRR @ 50% of general rate is applicable shall
continue.
 In case of shared accommodation and allotment of accommodation below entitlement type, the rate of
recovery shall be as under:
S.No Status of Accommodation Rate applicable

a) Shared accommodation 50% of the HRR rate applicable to the grade.
b) Below entitlement HRR rate applicable to the employee in the highest
accommodation type grade of the accommodation allotment cluster which is
entitled for the said accommodation.
HOUSE RENT RECOVERY FOR COMPANY’S LEASED ACCOMMODATION (W.E.F.15.05.2018):
Classification of Rate of HRR

Cities
X-Class 7.5% of Basic Pay

Y-Class 5% of Basic Pay
Z-Class 2.5% of Basic Pay
Supervisors & Workmen:
For Projects / Power Stations
Range of living area (Sq mtrs) Rs. per month

31-40 140
41-50 170
51-55 180
56-65 210
66-75 240
76-90 270
91 & above 300
Note:
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(i) Flat rate of rent for accommodation provided in the Company's township Uri, Dulhasti and other power
stations/projects in J&K (except Salal & Sewa-II) and North-East projects (except those in Sikkim) will be
50 % of the flat rate of rent as prescribed above.
(ii) In case of shared accommodation, the rate of recovery shall be 50% of the HRR rate
applicable to the range of living area.
Other than Projects
Grade Rs. Per month, as per classification of cities

X Y Z
All Supervisors 880 870 860
Upto W-5 350 340 330
W6 & above 880 870 860
6. TRAVELLING ALLOWANCE
6.1 NATURE OF ENTITLEMENT
SI. Pay Scale/ Pay

No. Range (Rs.) Entitled mode & class of travel
Rail Air Road
1 2 3 4 5
a) Employees
1. Those in the grade of I Class/ Admissible -Actual taxi / hired vehicle fare
E6 & above ACC I Class - Actual bus fare.
2. Those in the pay I class/ Not admissible -Actual taxi /hired fare limited to
scale of E5 & E4 II class AC sleeper Rs.10/-Per KM
-Actual bus fare
3. Those in the pay -Actual taxi /hired fare limited to

I class/ Not
scale of E-3 Rs.4/-Per KM
II class AC sleeper Admissible
-Actual bus fare
4. Those in the grade of II Class AC Sleeper Not admissible -Actual taxi / hired vehicle fare,
E2 limited to Rs.4.00/- per km,
-Actual bus fare.
5. Those in the grade IIClass AC Sleeper Not -Actual taxi / hired vehicle fare,
of E1 to W6 admissible limited to Rs.3.00/- per km,
-Actual bus fare.
6. Workmen in grade II Class AC Sleeper Not -Actual bus fare,

of W5 & W4 admissible -Charges by other availing means
drawing basic pay of limited to Rs.0.90/- per km.
Rs.13,500/- & above
7. Workmen drawing 2nd class / 3Tier AC Not -Actual bus fare,

basic pay of wherever available* admissible -Where, no bus is plying, the
Rs.13,500/- in Note: *if employee charges by other availing means
grade W4 and below travels by higher limited to Rs.0.90/- per km.
class then their claim
will be restricted by
3Tier AC
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b) Trainees:
(1) Executive Trainee II Class AC Sleeper Not - Actual taxi /hired vehicle,
admissible limited to Rs.3.00/- per km,
- Actual bus fare
(2) Non-Executive II Class Not -Actual bus fare,

Trainee admissible -Where, no bus is plying, the
charges by other availing means
limited to Rs.0.90/- per km/.
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Employees in the grade of E-3/E-2 and above up to (E-5) may travel by air in the following sectors:-
i) Delhi Srinagar
ii) Jammu Srinagar
iii) Guwahati Kolkata
iv) Guwahati Imphal
v) Imphal Silchar
vi) Leh Delhi
vii) Leh Jammu
viii) Leh Srinagar
ix) Imphal Aizwal (Mizoram)
x) Imphal Agartala (Tripura)
xi) Guwahati Lilabari (North Lakhimpur)
xii) Guwahati Mohanbari (Dibrugarh)
BY AIR (HELICOPTER)
Guwahati Itanagar
Itanagar Zero
Itanagar Daporizo
Itanagar Along
Itanagar Yingkiong
Itanagar Passighat
Itanagar Roing
Along Yingkiong
Along Mohanbari (Dibrugarh)
Yingkiong Mohanbari (Dibrugarh)
Roing Anini
Bandipora Gurez
Guwahati Tawang
*Note:
(i) Employees in the grade of E-5 & below posted at Kalpong Project may be allowed to travel by air between
Port Blair & Chennai / Kolkata on tour with the approval of General Manager.
(ii) Employees in the Grade of E-2 and above travelling on duty from or to Loktak Project may travel by Air
between Imphal and Kolkata. CGM/GM may permit the employees below the grade of E-2 to travel by Air on
tour between Imphal & Kolkata for specific reason to be recorded in writing.
(iii) Employees in the grade of E2-E5 posted at Tawang Project are allowed to travel by air between Guwahati-
Delhi Sector while on Tour.
6.2 REIMBURSEMENT OF TRAVEL BY OWN VEHICLE
(i) Employees in the grade of E-1 & above Rs. 10.00 per Km. if travelled by own car.
(ii) All Supervisors and Workmen Rs. 3.77 per Km. if travelled by own scooter / M. Cycle.
Note: Reimbursement is, however, limited to entitled class between points connected by rail.
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6.3 DAILY ALLOWANCES
Clause: 6.3(a): Rates of Daily Allowance
Sl. Category of Employees Rates
No. Allowance for Food & Composite Daily Allowance (Rs./day)
Incidentals (Rs./day)
1 2 3 4 5 6
P O P O
(X&Y) (Z) (X&Y) (Z)
1 Executive Directors (E-9) 1100 880 1380 1100
2 E-8(CGM) &E8(GM) 1000 800 1250 1000
3 E7 & E6 900 720 1130 900
4 E5&E4 800 640 1000 800
5 E-3/E-2 700 560 880 700
6 E-1 600 480 750 600
7 TEs/Oficers E-2 370 300 470 380
8 a) Supervisors (S-1 to S-4) 400 320 500 400
b) W-6 to W-10
9 W-5 & W-4 330 260 420 340

10 W-3 and Below 275 220 350 280
11 Trainee (Non-Executives) 250 200 320 260
6.3(b) Rates of Daily Allowance in respect of Board Level Executives
Sl.
Allowance for Food & Incidentals
No
(per Day)
Principal Other
(X&Y) (Z)
1 Stay in Hotel
(i) Where the boarding and lodging charges are claimed at actual Actual+ Actual+
Rs.700/-* Rs. 550/-*
(ii) Where the lodging only is claimed at actual Rs.1100/- Rs.900/-
(DA) (DA)
2 Stay in Guest House NHPC, PSUs, Govt.
(i) where the lodging only is claimed at actual Rs.1100/- Rs.900/-
(ii) Where the lodging & boarding are provided free of cost 1/4th Composite 1/4th Composite
DA DA
(iii) Where boarding only is provided free of cost 1/4th DA 1/4th DA
3 Composite DA Rs.1400/- Rs.1100/-
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* Incidentals
6.4 LOCAL JOURNEY
For journeys undertaken by road at outstation excluding journey from railway station/Airport to temporary residence at
outstation and back, conveyance charges as per scale indicated in rule 7.1 will be reimbursed, subject to a limit of
Rs.2000/- at any one station at any one time for a continuous halt / stay upto 7 days. The limit of Rs. 2000/- can be
relaxed in exceptional cases by the concerned HOP /HOD upto Rs.2500/-. For halts exceeding seven days, the limits
may be raised proportionately.
NOTE:
In respect of the "Key Officials" of the Company who are entitled to staff car facility for official duties at their
Headquarters stations as per their terms of appointment or otherwise, the restrictions laid down in Rule 7 will not
apply and they will be reimbursed the actual cost of conveyance charges incurred by them at tour stations if not
provided with staff car facility at such stations.
The charges for local journey may be reimbursed as under:-
i) Employees in the grade of E-6 and Actual taxi /hired vehicle fare
above
ii) Employees in the grade of E-1 and Actual charges by three wheeler or taxi /hired vehicle where availed
above upto & including E-5 limited to Rs.4/-per km, whichever is less.
iii) Employees in the grade of S-4 and Actual charges by three wheeler or fare of a single seat in taxi, where
below upto & including W-6 availed, limited to Rs.3.60 per k.m in the latter case.
iv) Employees in the grade of W-0 to Actual bus fare. Where no bus plies, actual charges by other means
W-5 like tonga, rickshaw etc. restricted to Rs.3.60 per km
NOTE :In case the employee travels by his own car/ scooter, claims shall be restricted as follows:
i) Employees in the grade of E-1 and Rs. 10.00 per km. for car and Rs. 3.77 per km. for scooter/ motor
above cycle
ii) Employees in the grade of S-4 and
Rs. 3.77 per km. for scooter / motor cycle.
below
NOTE: The local conveyance expenditure on official journey from Faridabad office complex to Badarpur and back will
be reimbursed at the rate of Rs. 35/- each side with effect from 1.4.1997.
6.5 HOTEL ACCOMMODATION CHARGES
Hotel Charges may be regulated as below:

Sl. Category of Employees Accommodation charges subject to maximum of
No. Rate/day (Rs.)
‘X’ ‘Y’ ‘Z’

1 2 3 4 5
1 CMD, Functional Directors As per actuals
2 Executive Directors (E-9) 14,000/- 11000/- 8800/-
3 E-8(GM/CGM) 9800/- 7700/- 6160/-
4 E-6 - E-7 5600/- 4400/- 3520/-
5 E-4 - E-5 4200/- 3300/- 2640/-
6 E-1 - E-3 3150/- 2475/- 1980/-
7 a) Supervisors (S-1 to S-4) 1680/- 1320/- 1055/-
b) W-6 to W-9
8 W-4 & W-5 1260/- 990/- 790/-
9 W-3 and below 630/- 495/- 395/-
10 Executive Trainee 1260/- 990/- 790/-
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11 Diploma Trainee / Artisan Trainee 630/- 495/- 395/-
6.6 Classification of Cities for Hotel Charges / DA
Sl. States Principal Cities (P) Ordinary

Cities (O)
X Y Z
1 Andhra Pradesh Hyderabad (UA) Vijaywada (UA), Warangal (UA), Greater
Visakhapatnam (M.Corp),Guntur(UA),
Nellore (UA)
2 Assam Guwahati (UA)
3 Bihar Patna (UA)
4 Chandigarh Chandigarh,
5 Chhatisgarh Durg-Bhilai Nagar (UA), Raipur (UA) The
6 Delhi Delhi (UA) remaining
7 Gujarat Ahmedabad (UA), Rajkot (UA), Jamnagar (UA), Bhavnagar cities / towns
(UA), Vadodra (UA), Surat (UA) in various
8 Haryana Faridabad,Gurgaon States / UTs
9 Jammu & Kashmir Srinagar (UA), Jammu (UA) which are not
10 Jharkhand Jamshedpur (UA), Dhanbad (UA), Ranchi covered by
(UA), Bokaro Steel City (UA) classification
as “X” or “Y”
are classified
11 Karnataka Bengalore/ Belgaum(UA), Hubli – Dharwad(M.Corp),
as “Z” for the
Bengaluru (UA) Mangalore (UA), Mysore (UA), Gulbarga
purpose of
(UA)
HRA.
12 Kerala Kozhikode (UA), Kochi (UA),
Thiruvanathapuram (UA), Thrissur(UA),
Malapurram (UA), Kannur (UA),
Kollam(UA)
13 Madhya Pradesh Gwalior (UA), Indore (UA), Bhopal (UA),
Jabalpur (UA), Ujjain( M.Corp.)
14 Maharashtra Greater Mumbai Amravati(M.Corp), Nagpur (UA),

(UA) ,Pune (UA) Aurangabad UA), Nashik (UA), Bhiwandi
(UA), Solapur(M.Corp.), Kolhapur (UA)
Vasai-Virar City(M.Corp),Malegaon(UA),
Nanded –Waghala (M.Corp.), Sangli(UA)
15 Orissa Cuttack (UA), Bhubaneswar (UA)

Rourkela(UA)
16 Punjab Amritsar (UA), Jalandhar (UA),
Ludhiana,(M.Corp.)
17 Puducherry Puducherry/Pondicherry (UA)
(Pondicherry)
18 Rajasthan Bikaner (M. Corp), Jaipur(M.Corp.) ,
Jodhpur (UA), Kota (M. Corp.), Ajmer(UA)
19 Tamil Nadu Chennai (UA) Salem (UA), Tiruppur (UA), Coimbatore

(UA), Tiruchirappalli (UA), Madurai (UA)
Erode (UA)
20 Uttarakhand Dehradun (UA)
21 Uttar Pradesh Ghaziabad, Noida Moradabad (M.Corp.) Meerut (UA),

Aligarh(UA),Agra(UA), Bareilly (UA),
Lucknow (UA), Kanpur (UA), Allahabad
(UA), Gorakhpur(UA),Varanasi(UA)
Saharnpur, (M.Corp.), Firozabad(NPP),
Jhansi (UA)
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22 West Bengal Kolkata (UA) Asansol (UA), Siliguri (UA), Durgapur(UA)
6.7 TRAVEL ON TRANSFER

By Air
An employee who is entitled to travel by air on tour can also undertake journeys on transfer by air, in which case,
he/she is entitled to draw the air fare actually paid for himself / herself and members of his / her family.
By Rail
Employees and members of their families are entitled to travel by the same class of accommodation to which
employee is entitled while on tour.
By Road
For journeys by road between places connected by rail actual expenses limited to rail fare of the entitled class are
reimbursed. For places not connected by rail, the employees may be reimbursed expenditure incurred against
reasonable evidence of expenditure for mode of conveyance appropriate to the category of employees.
6.8 TRANSFER GRANT
CATEGORY Amount (Rs)

All employees Last basic pay drawn or Rs.18,000/-
whichever is more
 Transfer grant shall be payable on inter-unit / project transfer including transfers to and fro Corporate Office and
transfers within the same project area.
 Transfer Grant for transfers within the same project/Unit is @ 25% of the above mentioned amount.
6.9 Baggage Allowance

Employee can draw actual cost of transportation of baggage as per the following entitlement in case places are
connected by rail:
S. CATEGORY ENTITLEMENT Rate per k.m for transport by road excluding

No. taxes(Rs)
Employee By train /Steamer By train /Steamer X&Y class cities * Z class cities*
Grade (with family) (Without family)
1. E-5. and 6000kg.by Goods 2000 Kg 46.90 per k.m (.0078 28.14 per k.m (.0047per
above train/4 wheeler per kg/ per k.m) k.g/per k.m)
wagon/1 double
container
2. E-2/E-3 & E-4 6000kg.by Goods 1000 Kg 46.90 per k.m (.0078 28.14 per k.m (.0047per
train/4 wheeler per kg/ per k.m) k.g/per k.m)
wagon/1 double
container
3.E-1 & below 750 Kg 31.20 per k.m (.0078 18.72 per k.m (.0047per
4000 Kg.
upto and per kg/ per k.m) k.g/per k.m)
including W-6
4. W-5 and 250 Kg 15.60 per k.m (.0078 9.36 per k.m (.0047per
2000 Kg
below per kg/ per k.m) k.g/per k.m)
*As per classification of cities for the purpose of admissibility of HRA
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NOTE:
(i)The rate for transport byroad will be admissible as per classification of originating station.
ii) The rates for transporting the entitled weight by steamer will be equal to the prevailing rates prescribed by such
transport in ships operated by Shipping Corporation of India.
(iii) Where an employee transports baggage by air instead of train / road, the claim shall be regulated as under:
i. Between points connected by Rail: Entitled rates of reimbursement by train restricted proportionately for
the actual utilization of the capacity.
ii. Between points connected by Road: Entitled rates of reimbursement by road restricted proportionately for
the actual utilization of the capacity.
6.10 Transfer TA on Retirement/Death
Air/Rail fare, cost of transportation of baggage, transfer grant, daily allowance etc. from place of duty to the place of
settlement may be paid on the same terms as for serving employees on transfer. These concessions are also
admissible to the family of an employee who dies while in service. The retiring employee / the family of deceased can
draw advance to the extent of 60% of the entitled amount for resettlement.
6.11 Entitlement of TA for joining Duty on Fresh Appointment
(a) Employees of both Government (Central/States/PSU/Institutions/ Universities set up by Central / State

Governments) and Private Sector will be paid Travelling Allowance as on transfer under these rules, according to
the grade and pay offered in NHPC.
(b) Entitlement of TA for TOs / TEs

Trainee Officers / Trainee Engineers / Trainee Supervisors and Trainee Workmen joining on fresh appointment
may be reimbursed train/bus fare as per the entitled class governing Grade & Pay offered in NHPC for self, wife
and dependant children from the place to which the Offer of Appointment has been posted or from the place
from which he has actually travelled, whichever is nearer to place of posting / reporting for joining by the
shortest route, subject to production of proof of journey.
In addition candidates appointed against regular posts who were not employed elsewhere before joining NHPC
will be reimbursed train/bus fare of entitled class in the manner as in the case of Trainees.
CLARIFICATION:
1) Employees joining the Company on fresh appointment from Central/State Governments / Public Sector
Undertakings who are eligible to the grant of Travelling Allowance as on transfer according to grade and pay
offered in NHPC in terms of Rule 14(a) of these Rules, may be allowed transfer TA Advance by the Controlling
Officer after their joining for bringing their families to the place of posting subject to the production of surety
from a regular employee of the same or higher scale as also an undertaking that TA claim will be submitted
by the employee concerned within two months of the drawl of transfer TA Advance, failing which full amount
of advance will be recovered from his salary.
2) The reimbursement of TA claims of journey for joining NHPC on fresh appointment by private vehicle instead
of train by the fresh recruitees including Trainee Engineers/ Trainee Officers shall be restricted to the amount
equivalent to travel by the entitled class by train under Rule14.
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6.12 FOREIGN T.A.
6.12(i) Travelling Allowance Entitlement
Category of Employees Entitlement (By Air)

CMD 1st Class
Functional Directors/ Executive Directors business/club class
Other Employees economy class
* Statutory levies as paid in connection with tour will also be reimbursable.
6.12(ii) Daily Allowance and other Travelling Entitlements:
The Daily Allowance and other traveling entitlements in respects of the employees deputed abroad shall be as
per the internal guidelines issued from time to time with the approval of Chairman & Managing Director.
6.12(iii)(a) Release of Foreign Exchange on Business Travel Abroad & Deputation for International
Conferences / Seminars / Workshops
Rates for Consolidated DA upto a duration of 30 days subject to maximum permissible limit.
SL.No LEVEL RATES (US$ PER DAY)
i) Above ED level 500

ii) For CGMs & ED 350
iii) Below CGM 300
Note:
i. For period exceeding 30 days, 75% of the above rates shall be applicable.
ii. Out of above consolidated amount, the employees are required to render account on return from tour for all
items, other than the Daily Allowance component allowed for food etc., as per MEA rates as applicable to
various countries as notified by Corporate Office from time to time.
6.12(iii)(b) Release of Foreign Exchange for Specialized Training/ Study Tours
Rates for Consolidated DA upto a duration of 30 days, are as follows, subject to maximum permissible limit for a
specialized training / study tours
SL.No. PERIOD RATE (US$ PER DAY)

i) For 1st 15 days 300
ii) For next 15 days 250
iii) For balance period of training duration. 200
6.12(iii) (c) Release of Foreign Exchange during Business Tours / Training, where Boarding and Lodging
facilities are provided:
Incidentals @ US $ 50 per day for a maximum period of 45 days in case of Business visits, Conferences /
Seminars are for a maximum period of 30 days in case of specialised Training / Study tour.
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6.12(iii) (d) Release of Foreign Exchange when either Lodging or Boarding facilities are provided
 DA Rates for visits when lodging is borne by Foreign Sponsor:

60% of the consolidate entitlement depending upon the nature of visit, viz., Business Conferences / Seminars /
Specialised Training / Study tour.
 DA Rates for visits when Boarding is borne by Foreign Sponsor:

The consolidated DA rate as applicable depending upon the nature of visit, to be reduced by the amount of DA
for food as notified by Government of India, Ministry of External Affairs for various Countries from time to time.
6.12(iv) JOURNEY TO NEPAL & BHUTAN
The DA rates for visit to Nepal & Bhutan on assignment other than consultancy assignments shall be as follows
:-
LEVEL DA PER DAY TRANSPORT HOTEL
CMD & DIRECTORS US $ 60 Actual As per entitlement in
India
ED & CGMs US $ 53 Actual -do-
BELOW CGM US $ 40 Limited to US $ 10 per -do-

day
6.13: Reimbursement of expenditure on Lunch, Snacks, Tea, etc.
An employee who performs local journey in connection with the Company’s work to places beyond the radius of 8 kms
from his/her office/place of work will be entitled to reimbursement of expenditure on account of lunch, snacks, tea, etc.
at the rates specified hereunder, provided such absence is for more than 5 hours on a day.
Pay Scale/Pay range (Rs) Rate of reimbursement (Rs)
All Employees 40
An employee who performs local journey shall return to the Headquarters on the same day immediately after the
work is over. However, in exceptional cases if the employee is required to stay overnight, due to lack of availability of
transport or the nature of work being such that it could not be completed on the same day, he will be paid daily
allowance in accordance with the relevant provisions contained in Rule 6 subject to the approval of the concerned
HOP /HOD.
6.14: Miscellaneous Charges incidental to Official Tour :
The following tour incidental expenses if actually incurred will also be reimbursed on production of receipts:
(i) The excess baggage charges for carrying official records;
(ii) The expenses on account of official telephone calls if specifically sanctioned by the Controlling Officer;
(iii) Any other expenses not covered hereinbefore, incidental to and incurred during the course of tour, at the
discretion of the concerned HOP/HOD.
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SECTION –III
Career Growth
1. PROMOTION – EXECUTIVES
QUALIFYING PERIOD:
The qualifying period for promotion shall be as under:
Grade Qualifying Period (Years)

From To Diploma Engg. Graduates / Professionally qualified
Holders/Graduates
E-1 E-2 4 3
E-2 E-3 1 1
E-3 E-4 5 4
E-4 E-5 5 4
E-5 E-6 5 4
E-6 E-7 - 3
E-7 E-8 (GM) - 3
E-8 (GM) E-8 (CGM) - 4
E-8 E-9 - 2
The executives in the grade of E-1 shall be considered for promotion to E-2 subject to availability
of Vacancy, Written Test, Interview, Qualification & fulfillment of other conditions as per rules.
FIELD EXPOSURE:
Field experience at Project /Power Station/ Unit/Office(Field) other than Corporate Office / Regional
Offices / Liaison Offices for consideration of promotion is required as under:
Grade Field Exposure
From To
E-4 E-5 Minimum of 2 years experience at the level of E2 to E-4.
E-7 E-8(GM) Minimum of 6 years experience at the level of E2 to E-7.
E-8(GM) E-8 (CGM) Minimum of 8 years experience at the level of E-2 to E-8(GM).
Where the executive does not have sufficient exposure at the time of consideration of promotion as stipulated
above, the executive shall necessarily be transferred to the field for exposure and promotion will be effective
only on joining at the new place of posting.
PERIODICITY:
Once in a year effective from 1st April or date of issue of the order or as stated in the Order.
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2. PROMOTION - SUPERVISORS
QUALIFYING PERIOD:
a. The qualifying period for promotion from one grade to the next higher grade in Supervisory
post/s shall be as under:-
From To Qualifying Remarks

Period
S-1 S-2 5 Years -
S-2 S-3 5 Years -
S-3 S-4 10/15 years Engineering Disciplines:
10 years for Supervisors having ITI / professional
certificate in the relevant trade & 15 years for other
cases
Non-Engineering Disciplines:
10 years for Supervisors having Intermediate / 10+2 &
15 years for other cases
b. The qualifying period for promotion from Supervisory grade(s) to the Executive grade E-1 shall
be as under:-
S-2/S-3/S-4 E-1 5 years Those Supervisors who could not be promoted earlier
from Grade S-2 to E-1, for want of requisite
qualification or otherwise & presently in the grade S3
or S4, on acquiring requisite qualification as per Table
1 of Clause 6.3 of Supervisors Promotion Policy, shall be
considered for promotion on the next immediate due
date, subject to fulfillment of other conditions for
promotion.
PERIODICITY:
1st April.
3. PROMOTION - WORKMEN
CLUSTER OF SCALES
Cluster Category Grade
A Un-skilled W-0,W-1, W-2, W-3, W 4 and W-5

B Skilled W-4,W-5,W-6,W-7, W-8
C Highly Skilled W-9 & W-10
PROMOTION WITHIN CLUSTER

Eligibility: 5 years.
Note: Eligibility Period for Promotion from W-0 to W-1 grade is 6 years.
PROMOTION FROM SKILLED (Tech/Ministerial) TO HIGHLY SKILLED
Workmen having ITI or equivalent / Matric 5 Years

Below Matric 8 Years
PERIODICITY:
1ST January & 1st July
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SECTION –IV
Advances
1. HOUSE BUILDING ADVANCE
Eligibility: All employees who have completed probation period and is not superannuating within 36 months.
Amount: Executive: Maximum Rs.20.00 Lakhs
Workmen & Supervisors: Maximum Rs.15.00 Lakhs
For renovation of existing house Rs.5.00 Lacs in the case of executives and Rs.3.00 Lacs in the case
of Supervisors /workmen may be sanctioned with in the overall ceiling of Rs.20lacs/15 Lacs as the
case may be.
Repayment: Maximum 300 EMI (Principle-216 + Intrest-84)
Interest:
Amount of Advance Rate of Interest (p.a) (Effective from

01.04.2004)
First Rs.1,50,000/- 5.5%
Rs.1,51,000/- to Rs.2,50,000/- 6.5%
Rs.2,51,000/- to Rs.3,50,000/- 7.5%
Rs.3,51,000/- to Rs.4,50,000/- 8.5%
Rs.4,51,000/- to Rs.5,50,000/- 9.0%
Above Rs.5,50,000/- 9.5%
Note: 1% extra will be added on the above rates which will be given as rebate at the end on fulfillment
of prescribed conditions of sanction of HBA.
2.MULTI –PURPOSE ADVANCE (INTEREST FREE)
Eligibility: All employees on completion of 1 year service.
Amount: Two month(s) Basic Pay and Dearness Allowance on the date of application.
Repayment: Maximum 12 EMI
The advance is admissible only once in a calendar year.
3.CONVEYANCE ADVANCE
Employees in pay scale of W-0 & above who have completed probation period and are not due to attain
age of superannuation within 2 years are eligible for the advance for purchase of conveyance. The number
of occasions on which advance can be granted to an employee shall not exceed Four times (including Motor
Car/Two-wheeler) during his entire service. The amount on subsequent advance would be same as per
admissibility which is detailed below:
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CAR
Executives:
(i) E-8(GM) & above: Actual cost of motor car or Rs.6.5 Lakhs (six Lakhs fifty thousand), whichever is lower.
(ii) E-6 & E- 7: Actual cost of motor car or Rs.5 Lakhs (five Lakhs), whichever is lower.
(iii) E-1 to E-5: Actual cost of Motor Car or Rs.3 Lakhs (three Lakhs), whichever is lower.
For Supervisors S-2 & above and Workmen W-8 & above.
Actual cost of vehicle or 90% of Maruti Alto, whichever is less, for purchase of car.
Repayment:
Motor Car: Max.200 EMI
Note: Executives in E-3 grade who are initially taken as Trainee Engineer / Officer in E-2 grade will be eligible for
grant of Conveyance Advance on their placement in E-3 grade.
SCOOTER / MOTOR CYCLE / MOPED
MOTOR CYCLE / SCOOTER:
Rs.50,000/- or actual cost of vehicle, whichever is less.
MOPED:
Rs.30,000/- or actual cost of vehicle, whichever is less.
Repayment:
Motor Cycle / Scooter : Max.90 EMI
Moped : Max.70 EMI
Interest:
Motor car : 8.5% p.a.
Motor Cycle / Scooter/ Moped : 7.5% p.a.
4.COMPUTER ADVANCE
Eligibility: Employees on completion of one year regular service.
The advance is not admissible to an employee who leaves within 36 months of the grant of advance either on
superannuation or otherwise.
Amount: Eighty Percent (80%) of the actual cost of Personal Computer / Laptop subject to a maximum of
Rs. 45,000/- (Rupees Forty Thousand only).
Interest: 7% per annum.
Repayment: Max. 60 EMI
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5. NHPC CHILDREN HIGHER EDUCATION ADVANCE
Eligibility:
All employees who on the date of making application have been confirmed in the regular establishment (i.e,
excluding service as trainee) & have put in 3yrs of service shall be eligible for grant of advance & whose children
have secured admission or currently pursuing Graduation/Post Graduation/Professional Courses in India or Abroad.
Amount:
The total amount of advance admissible to an employee for higher studies of their children would be as detailed
below:
For Executives.
For studies in India:

80% of the total course fee or
Rs. 10.0 lacs whichever is lower.
For studies Abroad:

For Supervisors / Workmen.
For studies in India/Abroad:

Repayment: Max. 180 EMI
Interest: As per prevailing rate of SBI on similar loans.
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SECTION – V
Employees Benefits & Facilities
1. LEAVE RULES:
Type of Leaves :
a) Earned Leave(EL):
 30 days in a calendar year.

 Credit criteria for earned leave is @ 15 days each on 01st January and 01st July of each year.
 In respect of employees who joined afresh, EL will be credited @ 2.5 days for every completed calendar month of
service till the close of the half year in which the employee has been appointed.
 Accumulation limit is 300 days.
 Encashment to the following extent
(a) During Service - Encashment - twice in a year, subject to minimum balance of 30 days.
(b) On Resignation - 100%
(c) Retrenchment/ Death/ - Total Accumulation
Superannuation
b) Half Pay Leave(HPL) and Commuted leave :
 20 days for every completed year of service.

 Encashment of HPL discontinued. The maximum ceiling of EL Encashment on Retirement/Superannuation /
death/Termination of service other than disciplinary grounds shall continue to be limited to 300 days. However,
any shortfall in the maximum limit of 300 days in EL on the above grounds shall be compensated by HPL and no
commutation of HPL would be permissible to make up the shortfall in EL.
 Commuted leave : An employee is entitled to commuted leave not exceeding half the amount of half pay leave
due. Maximum 3 days of commuted leave on each occasion without production of medical certificate, subject to
maximum ceiling of five days in calendar year can be allowed.
c) Maternity Leave:
 For a period up to 180 days.

 Maternity leave may also be sanctioned in case of miscarriage / abortion subject to the condition that the leave on
such account does not exceed 45 days in the entire service.
d) Paternity Leave:
 15 days for male employees with less than two surviving children, during confinement of his wife, twice in the
entire service.
e) Extra Ordinary Leave (EOL):
 EOL with certain limits specified under rules can be sanctioned without pay and allowances, when no other leave is
admissible or when especially applied for.
f) Special Disability Leave:
 Special disability leave is granted to an employee who suffers from disability as a result of risk of office or special
risk of office as defined in the rules for a maximum period of 24 months.
g) Quarantine Leave:
 21 days on account of presence of certain infectious diseases like Cholera, Small-Pox, Chicken-Pox, Plague,
Diphtheria, Typhus Fever and Cerebro-Spinal Meningitis in the family or house hold of the employee with pay and
allowances.
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h) Study Leave:
 Study leave up to a maximum period of three years may be granted to an employee for undergoing a special
course of study in a professional or a technical subject, having a direct & close connection with the sphere of his
duty once during the entire service and subject to exigencies of work. Grant of study leave is subject to
submission of bond to serve the Company on return from studies, as per rules.
i) Casual Leave(CL) and OH:

Twelve days in a calendar year would be admissible as Casual Leave and 2 days Optional Holidays to all
employees:
The CL & OH in respect of employees joining afresh will be prorated as under:

Sl.No. Date of Joining Admissibility of CL/OH
01. Between 1st January to 31st March 12 CL+ 2 OH

02. Between 1st April to 30th June 9 CL+ 2 OH
03. Between 1st July to 30th September 6 CL+ 1 OH
04. Between 1st October to 31st December 3 CL+ 1 OH
j) Two-hourly Leave:
Casual leave will be granted in units of quarters consisting of two hours. Two hourly shall be set off against Casual
Leave as admissible to an employee. For the purpose of two hourly leave, one day CL has been divided in four
quarters (two hours each)9-11 AM, (Quarter-I), 11-1PM (Quarter-II), (1-1.30PM) Lunch Break, 1.30PM to 3.30PM
(Quarter-III), 3.30-5.30PM (Quarter-IV).
k) Child Care Leave (CCL) for Women/Single Male Employees Employees
1.1 Women employees/Single Male Employees may be granted Child Care Leave (CCL) for a maximum period
of 2 years i.e. 730 days with pay during their entire period of service for taking care of upto two children
(including legally adopted children) whether for rearing or to look after any of their needs like examination,
sickness etc.
1.2 During the period of such leave, the women employees and single male employees shall be paid 100% of
leave salary equal to the pay drawn immediately before proceeding on leave for first three hundred and
sixty five days & 80% for the next three hundred and sixty five days.
1.3 In case of disability in a child (with minimum disability of 40% as specified in Ministry of Social Justice and
Empowerment’s Notification No. 16 -18/97-NI.I dated 01.06.2001), Child Care Leave may be availed by a
women employee/single male employee irrespective of the age of child.
1.4 Child care Leave can be availed in not more than 3 spells in a calendar year. In case of a single female
employee, the grant of leave in three spells in a calendar year shall be extended to six spells in a calendar
year.
l) Child Care Leave on adoption of a Child
 To facilitate employees, with less than two surviving children, to take care of their legally adopted child upto one
year of age.
 Female employees shall be granted Special Child Care Leave on adoption of a child for a period of 180 days from
the date of valid legal adoption.
 Male employees shall be granted the Special Child Care Leave on adoption of a child for a period of 15 days, to be
availed within a period of 180 days from the date of valid legal adoption.
m) Special Additional Leave to employees posted at Projects / Stations:
A Special Additional Leave (non-encashable) is admissible to employees posted at Projects / Stations based on the
classification of Projects / Power Stations, as follows:
Classification of Projects / Stations for No. of days of Leave
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purpose of Leave
A 10
B 08
C 07
D 05
n) Special Leave in respect of employees posted at Nimmo Bazgo, Chutak, Tawang and Gurez Dam Site
of Kishanganga HE Project.
Special Leave upto a maximum duration of 30 days during the peak winters i.e. between October to June every
year to visit Home Town/Place of residence of the family with reimbursement of travel expenses (to and fro) as
per TA Rules. The total quantum of special leave can be availed in maximum two spells with prior approval,
subject to each spells being not less than 5 days. Employees in the grade of E1 and below posted in Tawang
Project are allowed to travel by air upto Guwahati / Delhi / Kolkata.
o) Lieu leave
Employees posted at power stations/ projects/units shall be allowed 16 days lieu leave in a calendar year. It will be
non encashable and can be prefixed or suffixed with any other kind of leave. Lieu leave shall be credited on
prorate basis in the calendar year for the period of service rendered at location in case of s transfer/ separation
and is to be availed in same calendar year after which it will lapse.
p) Free Bachelor accommodation with common mess facilities at Projects/Power Stations/Units
2. MEDICAL ATTENDANCE RULES:
A. Applicability:
- All employees including deputationists and their families*.
- Daily rated employees & Apprentices under Apprentice Act (self only) excluding their families.
"Family" means the employees' wife or husband as the case may be, two surviving children (step children
including legally adopted children) wholly dependant upon him/her till he/she attain the age of 25 years in
case of son and 30 years in the case of daughter or gets married & starts earning income not less than
Rs.3,000/- p.m., whichever is earlier and parents wholly dependent upon him/her and residing with him/her.
The restriction of age for dependent children shall not be applicable in respect of physically handicapped /
mentally retarded children. The employee has to provide a medical certificate from Govt. hospital stating that
the child is suffering from total permanent disablement or is mentally disabled. In case of death of an
employee, the children can availed the benefit till the normal retirement of employee subject conditions
mentioned above.
The parents residing with the employee (except where family has been retained at other place) will be
considered as wholly dependent on the employee only if the monthly income from all sources (irrespective of
income from pension etc.) of either of the parents or their combined income does not exceed Rs.6000/-.
B. Out Door Treatment:
(i) Consultation Fee:
Category For the clinics For Domiciliary visits

a. MBBS Doctors Rs. 200 (each Rs. 300 (each visit/ consultation)
consultation) Subject to a Subject to a max. of 4 visits /
max. of 4 consultations consultations for the same ailment
for the same ailment
b. Specialists Rs. 400 (each Rs. 600 (each visit/ consultation)
(M.S./M.D) consultation) subject to a subject to a maximum of 4
maximum of 4 visits/consultations for the same
26
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consultations for the ailment.
same ailment.
(ii) The injection fee, stitching and dressing charges
Doctors (Gen/Specialists) fee

Injection : Rs. 40
Dressing : Rs. 90
Stitches : Rs. 60 (per stitch) (for first 10 stitches)
Rs. 150 (above 10 stitches)
(iii) Dental Treatment Charges
Empanelled / Government Hospitals:
Other than Cosmetic treatment, actual charges to be reimbursed.
S.No. Item Revised

Rates (Rs.)
1.0 Clause 6 Dental The reimbursement for dental treatment shall be as under:-
Treatment OPD Consultation Charges:
a) Dental Surgeons having Post Graduate Qualification in
Dental Surgery
- Rs. 300/- for each consultation subject to a maximum of 4
consultations for the same ailment.
b) Dental Surgeons having BDS Qualification
- Rs. 200/- each Consultation subject to a maximum of
4 visits / consultations for the same ailment
Non-Empanelled Hospitals: As per list below.
(Two Dental Procedures are added to the existing list of Dental
Procedures) : Appearing at below.
2.0 25.4 Reimbursement of Combo Pathological Tests:
Sup-Para Reimbursement of Combo Tests undertaken by the employee
(New Clause) and/or his/her dependants on the prescription of an Authorized
Medical Attendant at Empanelled Hospitals only shall be reimbursed.
Charges for Dental Procedures in Non-empanelled hospitals
S.No. Item Revised

Rates (Rs.)
1.0 MINOR – I
a) Extraction per tooth 300
b) Perio Coronotomy 400
c) Apical Curettage 400
d) Frenectomy 500
e) Biopsy 400
f) Abscess incision 300
g) Cleaning/scaling of teeth 500
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2.0 MINOR – II
a) Gingivectomy per segment 600
b) Flap/gum treatment per segment 1200
c) Alvectectomy 600
d) Fistulectomy 420
e) Sialelithetomy 420
f) Growth removal 500
g) Fistula closure 420
h) Pulpotomy 420
i) Root planning
- Anterior 560
- Posterior 560
3.0 MAJOR – I
a) Removal of impaction - 1000
(Apectomy)
b) Surgical Extraction 1000
c) Root Amputation 700
d) Gystectomy 1000
e) Sequestrectomy 420
f) Transplant 700
g) Replant 700
h) Implant 4000
4.0 MAJOR – II
a) Fixation of fracture of Jaw 3000
b) Fixation of fracture per segment 2000
c) All extractions in one jaw 2500
d) Gingivectomy full mouth 2500
e) Tumor excision 2500
f) Peripheral neurectomy 2500
5.0 MAJOR – III
a) Total extractions 3000
b) Segmental resection of jaw 3000
c) Ostectomy 3000
d) Condylectomy 3000
e) Root Canal Treatment 1500
6.0 SPECIAL PROCEDURES

a) Resection of jaw 4000
b) Crown / Cap / Bridge / Segment – Metal 2240
(after root canal)
7.0 OTHER PROCEDURES
Tooth filling
- Amalgam 450
- Light filling / composite filling 600
-Glass Lonomer Filling
Desensitization 300
Segment
Full mouth 110
490
8.0 X – RAY
a) Single Plate 150
b) Full mouth 700
1.0 Reimbursement Clause 3.1

of Consultations charges (if Medicine prescribed by the AMA)
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Homoeopathic For each Consultation :Rs.100/- subject to a maximum of 4
And Ayurvedic consultations for the same ailment.
Systems Of Clause 3.2
Medicine Medicine: when medicines are supplied by the AMA, no separate
consultation charges would be paid and reimbursement will be
restricted to the amount calculated @ Rs. 40 per day for the period of
treatment, which will not exceed 30 days in each case.
MEDICAL IDENTITY CARD
Each employee shall be issued by the Company a Medical Identity Card.
INDOOR TREATMENT
Indoor treatment is allowed from empanelled hospitals only. However, where empanelled hospitals are not available,
employee will take indoor treatment from other Central/State Government/ Public Sector Undertaking Hospitals only.
GRANT OF ADVANCE FOR MEDICAL ATTENDANCE & TREATMENT
To meet initial expenditure on initial medical assistance and treatment, an advance limited to 5 months Pay is
admissible under NHPC Medical Attendance Rules.
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SECTION –VI
Incentives
1. PERFORMANCE RELATED PAY
1.1 PRP shall be distributed based on the addition of the following parts / components:
PART 1: COMPANY PERFORMANCE COMPONENTS:
(A) Weightage = 50% of PRP payout
(B) Based on CPSE’s MOU Rating (Mo):
Company MOU Rating Applicable PRP % ( Mo)
Excellent 100%
Very Good 75%
Good 50%
Fair 25%
Poor Nil
PART 2: TEAM’S PERFORMANCE COMPONENT:

(B) Based on rating of Team Performance (Tp) ( i.e. Power Stations/ Projects/ Offices /Units etc.)
Team Performance
Applicable PRP % (Tp)
/Team Rating(Tp)
Excellent 100%
Very Good 80%
Good /Average 60%
Fair 40%
Poor Nil
Methodology for evaluation of Team Performance is placed as “Annexure-A1”
PART 3: INDIVIDUAL PERFORMANCE COMPONENT:
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(B) Based on Individual performance rating (Ip) ( i.e. as per the company’s performance management
system)
Individual PMS Rating (Ip)

Applicable PRP
Non-Unionized % (Ip)
Executives
Supervisors
Outstanding Outstanding 100%
Very Good Above Average 80%
Good High Average 60%
Average Average 40%
Poor Low Average & Below

Nil
Average
1.2 Methodology of calculation and quantum of PRP payment:
Based on the PRP components specified above, the PRP pay-out shall be computed upon addition of the
following three elements:
Factor-X (% of BP) = Weightage of MOU rating X MoU rating X Kitty factor

= 0.50 X Mo X Kitty factor
Factor-Y (% of BP) = Weightage of Team Performance X Team Rating X Kitty factor

= 0.30 X Tp X Kitty factor
Factor-Z (% of BP) = Wtage of Individual Performance X Individual Performance X Kitty factor

= 0.20 X Ip X Kitty factor
Net PRP payout = Annual Basic x (Factor-X + Factor-Y + Factor-Z)
Grade Factor
PRP Percentage of Basic Pay

Grade
(Grade factor)
CMD (E11) 150%
Director (E10) 125%
E09 90%
E08 80%
E07 70%
E06 60%
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E05 & E04 50%
E03 to E00 40%
S1/S2/S3/S4 30%
Productivity Linked Group Incentive (PLGI)
For Workmen:
Productivity Linked Group Incentive is paid to workmen every year on the basis of performance of the Projects/Power
Stations/Units. The minimum incentive payable is 10% and maximum incentive payable is 20% of the basic pay.
2. INCENTIVES FOR ENCOURAGING EMPLOYEES IN OBTAINING PROFICIENCY & WORKING IN HINDI
A INCENTIVE FOR OBTAINING PROFICIENCY IN HINDI
Applicability: All regular non Hindi speaking employees except unskilled employees.
Eligibility: All non Hindi speaking employee who pass Hindi examination of prescribed course( Probodh, Praveen,
Pragya) in first attempt.
Incentive
a) Reimbursement of actual fee & cost of books on submission of proof subject to a maximum of Rs.200/-
b) Reimbursement of Examination fee in full.
c) Special Casual Leave for the actual day of examinations and will be treated as on duty.
d) TA/Conveyance charges for appearing in Prabodh/Praveen/Pragya Examinations.
Grant of Cash Award
On passing the examination with the percentage of marks indicated below or equivalent grading, the employees
will be entitled to the following cash awards:
S.No Standard of 70% & 60% & above Below 60% but
. examination above but below 70% on passing the
(Rs.) (Rs.) examination
(Rs.)
(i) Pragya (or equivalent) 2400/- 1600/- 800/-
(ii) Praveen (or equivalent) 1800/- 1200/- 600/-
(iii) Probodh (or equivalent) 1600/- 800/- 400/-
Personal Pay equal to one increment for a period of 12 months to employees on passing the Hindi Examinations,
subject to fulfillment of certain conditions.
Lump Sum Award:- Passing Hindi examination through correspondence, following award shall be given:-
i) Probodh examination of Hindi teaching scheme- 600/-
ii) Praveen examination of Hindi teaching scheme-1500/-
iii)Pragya examination of Hindi teaching scheme-2400/-
B INCENTIVES FOR LEARNING HINDI TYPEWRITING / STENOGRAPHY
a. Applicable to all Assistants Gr.I/II/III, Stenographers / Private Secretaries.

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b. Examination fees shall be reimbursed by the Company.
c. Text book and text materials shall be provided by the Company to the concerned employee free of cost.
d. The reimbursement will be made for actual fees paid to the private institute or for the period of six months in
case of Hindi typing training maximum Rs.900/- and for the period of 12 months in the case of Hindi
stenography training maximum Rs.2400/-on production of the fee receipt issued by the concerned training
institute.
e. Special casual Leave for the actual day of the test.
f. TA/Conveyance charges for appearing in the test.

g. If the employee declared fail in prescribed examination after getting training, the fee reimbursed shall be
recovered in full from such employee
CASH AWARD ON PASSING THE HINDI TYPEWRITING / HINDI STENOGRAPHY TEST WITH GOOD
MARKS, THE CASH AWARD WILL BE ACCORDING TO ELIGIBILITY AS FOLLOWS:
Cash Award for passing Hindi Typewriting Test:
For obtaining Marks Cash Award
i) 97% or above Rs.2400/-
ii) 95% or more but less than 97% Rs.1600/-
iii) 90% or more but less than 95% Rs.800/-
Cash Award for passing Hindi Stenography Test:
95% or more Rs.2400/-
92% or more but less than 95% Rs.1600/-
88% or more but less than 92% Rs.800/-
Personal Pay:-
On passing Hindi typing examination, employees of Assistant Grade I,II,II & Office Superintendent shall be
eligible for personal pay equivalent to the amount of one increment for the period of 12 months.
On passing Hindi stenography examination stenographer/Private Secretaries shall be granted personal pay
equivalent to the amount of one increment for the period of one month for the period of 12 months.
On passing Hindi stenography examination with 90% and above marks, Executive Secretaries shall be granted
personal pay equivalent to the amount of one increment for the period of 12 months.
On passing Hindi stenography examination non-Hindi speaking stenographer/Private Secretaries shall be granted
personal pay equivalent to the amount of one increment for the period of 24 months
Lump Sum Award:-
Lump Sum Award:- Passing Hindi typing examination through correspondence following award shall be given:-
i) Hindi tying examination of Hindi teaching scheme- 600/-
ii) Hindi Stenography examination of Hindi teaching scheme-3000/-
C (i) CASH AWARD FOR NOTING/DRAFTING IN HINDI (Yearly)
Sl.No. No. of Words (A)* No. of Words (B)* Award Amount

1 8,000 to 20,000 10,000 to 30,000 Rs2,000/-
2 20,001 to 50,000 30,001 to 60,000 Rs.3000/-
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3 50,001 to 80,000 60,001 to 1,00,000 Rs.4000/-
4 80,000 and above 1,00,000 and above Rs. 5000/-
91%-100% work in Hindi Rs 6000/-
( Minimum 100,000 words)
* For those employees whose mother tongue is Tamil, Kannad, Malayalam, Bengali, Oria or
Assamese.
** For those employees whose mother tongue is any other language other than given in column ‘A’.
(ii) MOTIVATION SOURCE AWARD
For Senior most officers, who approve note/draft written in Hindi.
Sl.No. No. of Hindi Words used in approved note/draft Award Amount

1 1,00,000 to 2,00,000 words Rs.4000/-
2 2,00,001 to 3,00,000 words Rs.5000/-
3 3,00,000 and above words Rs.6,000/-
4 91%-100% work in Hindi Rs 7000/-
( Minimum 3,00,000 words)
D PRIZES FOR HINDI COMPETITION
a) 1st prize : Rs. 3500/-
b) 2nd prize :Rs. 3000/-
c) 3rd prize : Rs. 2500/-
d) Consolation prize (4 nos.) :Rs. 1000/- each.
E WRITING ORIGINAL BOOKS IN HINDI ON SUBJECTS such as TECHNICAL, FINANCE, MANAGEMENT

etc. (YEARLY)
a) 1st prize : Rs. 20000/-
b) 2nd prize :Rs. 16000/-
c) 3rd prize :Rs. 10000/-
F WRITING ARTICLE AND PAPERS IN HINDI (YEARLY)

a) 1st prize : Rs. 2000/-
b) 2nd prize : Rs. 1500/-
c) 3rd prize : Rs. 1200/-
d) Consolation prize (2 nos.) : Rs. 1000/- each
G RAJBHASHA SHIELD (YEARLY)
For Corporate Office / Power Stations / Projects & Liaison Offices for three Regions.
a) 1st prize : Rs. 10000/- & Rajbhasha Shield

b) 2nd prize : Rs. 8000/- & Rajbhasha Shield
c) 3rd prize : Rs. 6000/- & Rajbhasha Shield
d) Consolation : Rs. 5000/- & Rajbhasha Shield
e) Outstanding Award for : Rs. 12000/- & Merit Certificate
Hindi implementation
H FOR DOING HINDI STENOGRAPHY / TYPING OTHER THAN IN ENGLISH (Monthly)
Hindi Stenography : Rs.400/-PM for doing min150 units of work qtrly for stenographer for extra 10 units of
work Rs.40/-shall be paid extra
Hindi Typing : Rs.300/- PM for doing min150 units of work qtrly for assistant, for extra 10 units of work
Rs.30/-shall be paid extra
I HINDI BOOK READING INCENTIVE SCHEME (QUARTERLY)
First Prize : Rs.1,500/-

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Second Prize : Rs.1200/-
Third Prize : Rs.1000/-
J SPECIAL RAJBHASHA IMPLEMENTATION AWARD SCHEME (YEARLY)
First Prize : Rs.3100/- & Merit Certificate

Second Prize : Rs.2500/- & Merit Certificate
Third Prize : Rs.2100/- & Merit Certificate
K HINDI INCENTIVE SCHEME FOR THE EMPLOYEE’S CHILDREN
Eligibility:-Such children of employee who have passed 10th or 12th class examination conducted by recognized
university / secondary education board and have secured more than 70% marks or Grade –B will be eligible for prizes
under the scheme:-
PRIZES:- 10th Class 12th Class
On obtaining 71 to 80% marks or grade B1or Grade Point 8 1000/- 1200/-

On obtaining 81 to 90% marks or grade A2 or Grade Point 9 1200/- 1500/-
On obtaining 91 and above or grade A1or Grade Point 10 1500/- 2000/-
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SECTION –VII
Employee Education / Development Schemes
1. FACILITIES FOR HIGHER STUDIES
1.1 COMPANY SPONSORSHIP
Eligibility
 employees who have completed at least four years of service in NHPC
 An employee shall be sponsored for courses of longer duration i.e. one year or more only if he is not due to
retire from the Company within ten years and for courses of less than 6 months duration not due to retire
within 8yrs. from the completion of the course.
Entitlements:
(a) For Company sponsorship within India :
Upto one year with the approval of Director (Personnel). Under exceptional circumstances sponsorship beyond
one year may be considered for approval by the Chairman & Managing Director.
(b) For Company Sponsorship outside India:
The period of sponsorship as well as the entitlement during this period will be determined by the Chairman &
Managing Director, with reference to the merits of each case.
1.2 BOND
The employee is required to execute a Bond to serve the Company as per the Table below:
Sl. Duration of Course Bond period immediately Bond

after the completion of the Amount (Rs.)
course.
A. WITHIN INDIA
1. Less than 3 months NIL 25,000
2. 3 months & above but less than 6 1 yrs. 50,000
months
3. 6 months and above but less than 1 2 yrs. 75,000
year
4. 1 year & above 3 yrs. 1,00,000
B OUTSIDE INDIA
1. Upto 2 weeks NIL 25,000
2. More than 2 weeks but upto 6 weeks 1 yrs. 1,00,000
3. More than 6 weeks but upto 12 weeks 2 yrs 1,50,000
4. More than 12 weeks but upto 24 weeks 3 yrs. 1,75,000
5. More than 24 weeks 4 yrs. 2,00,000
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1.3 PROCEDURE
i) All proposals for Company sponsorship shall be examined and processed by Corporate HRD Division.
ii) The Competent authority for sponsoring the employee to a course shall be as notified from time to time.
1.4 BENEFITS OF SERVICE
The employee will be entitled to normal service benefits including CPF and gratuity for the approved period of
sponsorship. The period will also count for eligibility for promotion.
2. STUDY LEAVE
Eligibility:
Study Leave upto a maximum period of three years may be granted to an employee who has rendered
minimum five years of service under the Company & is not due to retire, or does not have the option to retire
from the Company within five years of the date on which he is expected to return to duty after the expiry of
the leave, for undergoing a special course of study in a professional or a technical subject, having direct &
close connection with the sphere of his duty, once during the entire service & subject to exigencies of work.
Grant of study leave is subject to submission of bond to serve the Company on return from studies, as per
rules.
Admissible Benefits/ Facilities:
 The employee will not be entitled to any pay or allowances during the period of study leave. However,
CMD considering the merits of each case may sanction study leave with salary subject to certain
conditions.
 During the period of study leave, the employee will not earn any Earned Leave or Half Pay Leave for
the period of his study leave duration, but will be entitled to regular annual increment provided he
gets the leave salary.
 The employee who is granted study leave with salary to pursue his study either in India or abroad will
not be paid any kind of travel expenses.
 The employee is required to vacate Company’s accommodation / leased accommodation provided to

him, if any, within six months of his proceeding on study leave, failing which market rent will be
charged.
 The study leave period will not be considered for the purpose of earning any kind of leave.
Effect of Study Leave on promotion & seniority:
(a) During the study leave period, the employee shall not be considered for promotion. However, the
period will count for eligibility for promotion. The employee will be considered for promotion, as per
the Company’s Policy, after rejoining duties on expiry of study leave.
(b) The duration of study leave availed without completing the study will not be reckoned for the purpose
of eligibility for promotion, or for earning increments. The employees will also not be eligible for grant
of study leave again.
Execution of bond:
The employee is required to execute a Bond immediately before proceeding on study leave to serve the
Company for a period of three years after completion of the course. In case of default, he is liable to pay to
the Company a sum of Rs. 20,000/- 40,000/-, 50,000/- as Bond Money for one year, two years and three
years study leave respectively.
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The employee who is granted study leave with salary shall serve the Company for a period of ten years after
completion of the course and in case of default he will be liable to pay the Company the entire amount of
leave salary paid to him or the balance amount left unadjusted along with interest thereon in addition to Bond
Money of Rs. 40,000/- Rs, 80,000/- and Rs. 1, 00,000/- for one, two and three years of study leave
respectively.
In case of selection of employees by Indian Universities/Foreign Universities for higher/professional courses

with full time scholarship/financial allowance by such University/ Institute, he/ she is required to
execute a bond immediately before proceeding on study leave to serve the Company for a period of 10 years
after completion of the course. In case of default, he/she is liable to pay the Company a sum of Rs.8,00,000/-
, Rs.16,00,000/- and Rs.20,00,000/- as Bond Money for one year, two year and three years Study Leave
respectively.
Procedure for grant of Study Leave:

(i) The employee will apply through proper channel to his head of Department / Project for permission to
join the course as soon as the advertisement / notification is issued by the concerned Institution in the
prescribed format. This will be examined by the Head of Department / Project and forwarded to the
concerned HR Department with recommendation for onward transmission to Corporate HR
Department. Wherever possible, a copy of the application form prescribed by the Institution must also
be attached.
(ii) The sanctioning authority for study leave shall be as notified from time to time.
(iii) On completion of the course, the employee shall submit to the sanctioning authority a certificate /
degree / paper in support of his having passed the examination, which should indicate the dates of
commencement and completion of the course, with the remarks, if any, of the authority in charge of
the course.
(iv) In case the employee fails to complete the course satisfactorily, rejoining the service of the Company
will require specific approval of the Director (Personnel).
3. NHPC Employee Development Schemes:
3.1 “Unlocking Creativity & Innovation at Workplace”

Features
Objective  Encourage and Recognize Innovation, Creative Thinking and Identification of Talent.
 Foster better employee management relations and improve overall productivity.
Eligibility  All employees of NHPC.
Periodicity  Regular Intervals.
 Ideas are submitted by employees to Committee for Inculcating Creativity &

Innovation (CICI).
 CICI examines the Ideas submitted and those that can be implemented are
Selection considered for award.
Process
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Evaluation Evaluation of Ideas on the basis of
Criteria  Nature of Idea,
 Technical value of the idea,
 Utility,
 Safety,
 Improvement in working conditions,

 Economy and
 Overal benefit to NHPC.
Nature of Idea  Increase in generation.
 Improvement in construction practices / technology.
 Improvement in maintenance practices.
 Improvement in tools, machinery, equipment or facilities and working procedures.
 Improvement in civic problems, hygiene and cleanliness of work place or township.
 Improvement in HR / Finance management.
 Structural improvement.
 Improvement in Design and Engineering.
 Improvement in systems and procedures.
 Efficient / effective construction equipment planning.
 Disposal of equipment, stores etc.
 Efficient Inventory management.
 Cost reduction areas such as savings in labour, material, supplies or expenses.
 Prevention or reduction of waste, inventory of non-moving items & efficient waste
disposal.
 Safety precautions to eliminate health hazard or possible accident.
 Economy in stationery, consumables etc.
 Any other ideas which are likely to improve economy and increase efficiency /
productivity.
 Any other idea likely to result in enhancement of work culture, team building,
motivation etc.
Reward  The amount of award is decided by the Committee formed under the scheme, the
details of which are indicated in the Scheme.
• Wide publicity through posters, circulars, publication in house magazines of ideas

Communication
and winners
• Award to be presented on important occasions like NHPC Day etc.
3.2 Star of NHPC:
Features
Objective  Appreciate and recognize employees of NHPC who have consistently acted as a torch
bearer of organizational values & in turn encourage their creativity & Initiative.
Eligibility  All regular workmen of NHPC.
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Periodicity Every Year
Submission of Evaluation form– by 30th September

Result declaration – by 15th October
Prize Distribution – 7th November
Evaluation All the workmen of NHPC who have consistently demonstrated punctuality, discipline,
Criteria value orientation (ethical as well as moral), task & knowledge proficiency, Team playing,
value initiative etc. The parameters for evaluation & their weightage
Criteria of On different parameters under the Scheme as detailed below:

Selection
 Punctuality & Regularity in work
 Discipline & Adherence to Rules
 Value Orientation
 Task & Knowledge Proficiency
 Team Playing Ability
 Exceptional Job Done.
Reward  A Memento/Trophy for an amount of Rs.2000/- and Certificate will be given as reward to
the winners.
 Award to be presented on important occasions like NHPC Day etc.
3.3 Writing & Presenting Competition, under Share NHPC Vision Series:
Features
Objective  Encourage employees to gain knowledge and share it with others within the
organization.
Eligibility  All employees of NHPC
Periodicity  Annual.
Themes  Each year, a theme/ topic of organizational interest is circulated.
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Jury Members  There are Three Members in the Jury comprising of eminent personalities from
the field of Academics, Industry, Media etc.
Criteria of  Participating teams to write a paper on declared themes and selected teams to
Selection make presentations before External Jury Members.
Evaluation • Quality of written paper and the Oral presentation made by the team as per the laid
Criteria down guidelines.
Reward  Cash prize of more than Rs 75000 across winners and participants
 Trophies and certificates as well as publishing of the Paper in form of a compendium
of presentations.
4 NHPC Award Schemes
4.1 Exemplary Commitment Award
The Scheme envisages rewarding the employees in recognition of discharging official duties and
demonstration of supreme devotion towards work. The scheme encourages and motivates employees towards
productivity improvement and also serves the purpose of recognizing exceptional or outstanding work.
4.2 Best Rated Power Station Award
This award has been conceived with the aim to recognize the Hydro Power Station based on the best all round
performance covering all parameters including Generation, Technical Inspection and Auxiliary Consumption
etc. The above parameters are reflected in the “Station of the Day” count. This will encourage the Power
Stations to compete for better operational efficiency.
4.3 Best Rated Construction Project Award
This award has been conceived with the aim to recognize the Construction Projects based on the best
performance covering mainly two parameters including MOU Milestones and Budget Utilization. This will
generate interest among the employees of the construction projects to devote more energy in achieving the
MOU milestones and thereby commission the project in time bound manner.
4.4 STAR Student Award
NHPC is a family and in this spirit, this award is meant to celebrate and recognize the outstanding
achievement of the wards of the employees in the academic arena and therefore strengthen the virtues of
family.
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SECTION –VIII
Social Security
1. EMPLOYEES’ PROVIDENT FUND

A. Contribution
The contribution payable by the Company to the Fund shall be @ 12% of the basic wages, Dearness
Allowance (all kinds of Dearness Allowance by whatever name called) including cash value of food concession
and retaining allowance, if any, payable to each employee who is eligible for membership of the Fund. (This
also includes contribution towards Employees’ Pension Scheme, 1995).
The contribution payable by an employee under these rules shall be equal to or more than the contribution
payable by the Company in respect of such employee with no upper limit on basic wage plus DA (All kinds of
DA by whatever name called) including cash value of food concession and retaining allowance, if any, on
which the recovery is to be made, provided that the member’s contribution shall be @ 12% of basic wages,
DA (all kinds of DA by whatever name called) including cash value of food concession and retaining allowance,
if any, unless the member intimates in writing the increased amount which he/she chooses to contribute.
The amount of member-employee’s contribution will be deducted out of his wages and not otherwise.
B. Withdrawals -Temporary/Refundable are allowed in the following events:-
(i) Illness/ Disability

(ii) Higher Education for self or dependant member of family
(iii) Cost of Passage
(iv) Marriage/Funeral Ceremony
(v) Meeting expenses on legal proceedings
(vi) In the case of Leave without Pay
(vii) Purchase of dwelling house/site or construction of a dwelling house or extension.
C. Permanent/Non-Refundable Withdrawals are allowed in the following events:-
(i) Meeting the cost of Post- Matriculation Education of children

(ii) Self marriage or marriage of daughter/son/sister/brother
(iii) Hospitalization/Major surgical operation
(iv) Affected by cut in the supply of electricity
(v) Physically handicapped for purchasing equipment.
(vi) Purchase of a dwelling unit/ construction / acquisition of a site and repayment of loans for the above.
(vii) Financing of Member’s Life Insurance Policies.
2. EMPLOYEES PENSION SCHEME, 1995
Employees Pension Scheme, 1995 under the provision of EPF & MP Act, 1952 has been implemented in the
Company with effect from 16.11.1995.
A. Contribution
8.33 % of the employer’s i.e. NHPC Ltd. contribution shall be remitted to the employees pension fund to be
maintained by RPFC, Faridabad provided that where the pay of the member exceeds Rs. 15,000/- per month,
the contribution payable by the Company be limited to the amount payable on his pay of Rs.15,000/- only.
The contribution is to be diverted from the employer’s share of the Provident Fund. The Government will also
contribute @1.16% of the pay of the members to EPFO. As per EPFO circular No. 7738 dated-29.08.2017,
Employees joined on or after 01.09.2014 having pay is more than Rs.15000/- PM at the time of joining, no
diversion towards EPS shall be made.
B. Amount of Pension
i) Those who have joined before 15.11.1995 - Amount of Pension shall be calculated as under:
Monthly Member’s Pension =
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Pensionable Salary X Pensionable Service (Period of contribution) + Past service benefit for the
70 period an employee was
member of FPS, 1971 as per
provision of the scheme.
ii) Those who have joined after 15.11.1995 - Amount of Pension shall be calculated as under:
Monthly Member’s Pension = Pensionable Salary X Pensionable Service (Period of contribution)
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C. PENSION AS PER PENSION SCHEME 1995

► Eligibility: Employees who are members of the Employees Pension Scheme 1995.
1) On superannuation :  The member can continue in service while receiving

Age 58 years or more and this pension on attaining 58 Years of age, an EPF
at least ten years of service member cease to be a member of EPS automatically.
2) Before superannuation:  The member should not be in service.
Age between 50 and 58 years and
at least ten years of service
3) Death of the member  Death while in service or
Death while not in service
4) Permanent disability  Permanently and totally unfit for the employment
which the member was doing at the time of such
disablement
► Pensionable Salary
Monthly Pay during the contribution period of 12 months preceding the date of retirement, subject to
maximum of Rs. 15,000/-. A member of the scheme may avail commutation of pension.
D. Types of Pension
1 Monthly Member’s Pension : On superannuation / early service.
2 Monthly Widow’s Pension : After death in service or death after retirement of the member.
3 Monthly Children’s Pension : After death of the member, Pension to two children alongwith
widow/ widower.
4 Monthly Orphan’s pension : After death of the member & widow/ widower.
5 Disablement Pension : On permanent and total disablement during employment.
3. GROUP INSURANCE
All employees are insured for a sum of Rs.6,02,000/- in lieu of Employee Deposit Linked Insurance Scheme,
under EPF & MP Act, 1952.
4. GRATUITY
Gratuity is payable to an employee provided he has rendered minimum service of 5 years and is payable as
per the provisions of Payment of Gratuity Act, 1972, on
(a) Superannuation; or
(b) Resignation–retrenchment or termination of service; or
(c) Death or disablement due to accident or disease in which case condition of completion of 5 years service is
not applicable.
Gratuity Payable:
15 days wages last drawn by the employee for every completed year of service or part thereof in excess of six
months, subject to a maximum limit of Rs.20 lakh. The fifteen days wages shall be calculated by dividing the
monthly rate of wages last drawn by him by twenty six and multiplying the quotient by fifteen.
5. GROUP PERSONAL ACCIDENT INSURANCE

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A. All regular employees including Board appointees/ Trainee Engineers/ Officers and deputationists including
those covered by Employees Compensation Act, 1923 are covered by the Scheme.
B. Apprentices appointed under the apprentices Act, 1961, muster-roll/ daily wages/ Badli/ Substitute employees
or those appointed on contract basis are excluded from the purview of this scheme.
C. Risks covered are Death, Loss of Limb or Eye Sight & permanent total or partial disablement.
D. Capital sum assured is equivalent to :
a. 50 times of the maximum of the scale of pay and DA as on 1 st April each year.
b. Additionally 50 times of the minimum of the scale of pay and DA as on 1st April each year for the
employee posted at hard projects like Uri-I, Uri-II, Dulhasti, Kishanganga, Bursur, Pakaldul, Kiru, Kawar,
Chutak, Loktak, Loktak Down Stream Hydroelectric Company Ltd (JV), Tipaimukh, Dibang Multipurpose,
Subansiri Lower, Subansiri Basin , Tawang-I &II, Siang Integrated Unit, REP-Srinagar Budgam,
Dhauliganga, Dhauliganga Intermediate, RO-Itanagar, Sippi, Kambang, Nimoo Bazgo, Andaman &
Nicobar, Foreign Posting, and similar situated Projects / Units.
6. SOCIAL SECURITY SCHEME:
Objective of Scheme
To provide cash benefits defined as Assured sum in the Scheme to the dependant beneficiaries (as defined
hereafter) in the event of the death of an employee of the Company while in service including permanent total
disablement leading to cessation of employment.
Contribution
All members of the Scheme shall contribute the monthly sum as per rate indicated below, which will be
recovered from their respective monthly salary / wages normally;
Rate of Employees Contribution
Category of Employee Rate (p.m.)

(i) Executives Rs.500/-
(ii) Supervisors Rs.425/-
(iii) Workmen Rs.375/-
Monthly contribution of the members shall be supplemented with a matching grant (i.e. Employers
Contribution) by the Company upto a period of 8 years only from the date the Scheme is adopted.
Benefit of Assured Sum
The benefit of assured sum under the Scheme, in the event of death, while in service or illness leading to
permanent total disability of the member causing cessation of the employment, shall be as under:-
S.N. Category of Employee Amount
(i) Executives Rs.10.00 lakhs
(ii) Supervisors Rs. 8.50 lakhs
(iii) Workmen Rs. 7.50 lakhs
SURVIVAL BENEFIT
In the event of survival of member at the time of separation of the member from the services of the Company
on account of superannuation / Voluntary Retirement / premature retirement (except cases of illness as
defined in the scheme) / resignation / termination / discharge from service etc., the member shall be entitled
to get back only his portion of the contribution alongwith simple interest at rate as applicable for Saving Bank
Account as given by State Bank of India from time to time (i.e Employees Contribution). Such payment shall
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be subject to adjustment / recovery of short contribution of member (i.e. EC/ERC) alongwith 12% interest for
the period of delay, if any.
7. RETIRED EMPLOYEES HEALTH SCHEME:
The Scheme shall be applicable to all the eligible retired/deceased employees who retire/die/separated from
the service of the Company and who/spouse and children of deceased employee opt for the membership
under the Scheme within 3 months from the date of Superannuation/Death. The Membership fee is as under:
Category Membership Fee (One time), Rs.

At places where Company’s Hospital Executive Non-Executive
facilities are available 6000/- 3600/-
At places where Company’s Hospital facilities are not 7200/- 6000/-

available.
Benefit: Indoor and Outdoor treatment.
The retired employee and his/ her spouse/spouse and children of the deceased employees will be entitled to
medical attendance and treatment as indoor patient in the / Company’s hospital, if there is no Company
hospital at the place where the beneficiary (ies) settle after retirement, the expenditure incurred on
hospitalization is reimbursable only if the treatment is taken in a government hospital or any approved
hospital. However, if the treatment is taken in any approved hospital, the expenditure shall be reimbursed as
per the entitlement of the employee notified from time to time.
Lifetime medical facility to the mentally or physically totally invalid children of retired/deceased employees
who have 40% or more of one or more disabilities as defined in Section 2(i) of the Persons with Disabilities
(Equal Opportunities, Protection of Rights and Full Participation) Act, 1995 and/or
(b) Dependent children having disabilities as defined in Section 2(j) of National Trust for Welfare of Persons
with Autism, Cerebral Palsy, Mental Retardation and Multiple Disabilities Act, 1999.
The ceiling for reimbursement of expenditure incurred during a financial year in such cases shall be equivalent
to the maximum of the pay scale of a serving employee of equivalent status/rank.
REHS members will also be eligible for medical treatment under direct payment facility on the lines it is
available to the serving employees of the Company.
8. PENSION AS PER DPE GUIDELINES
NHPC Ltd. Employees Defined Contribution Superannuation Scheme
NHPC Ltd. Employees Defined Contribution Superannuation Scheme has been framed, as per DPE guidelines for
providing pension benefits to the employees.
1. Eligibility : All Employees.
2. Monthly Contribution : Employer : 30% - Employer Contribution towards PF, Gratuity & REHS of the
Employees Salary (Basic Pay + DA).
Employee : 5% of Employee Salary (Basic Pay + DA).
3. Benefits : Pension benefits in the event of Superannuation, death, pre-mature retirement on

medical grounds, VRS.
4. Pension shall be payable based on the annuity at the time of Superannuation.
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SECTION –IX
General Rules
1. PERFORMANCE APPRAISAL-RECORDING & CUSTODY
Assessment Period:
Executives:
E1 to E6 - 1st April to 31st March
E7 to E8(GM) - 1st April to 31st March
E8(CGM) & above - 1st April to 31st March
Supervisors:
S1 to S4 - 1st April to 31st March
Workmen:
W0 to W10 - 1st April to 31st March
Initiating/ Reviewing/Accepting Officers
Level of Appraisee Initiating Officer Reviewing Officer Accepting Officer

W0 to W10 E1 E2/E3 E4
S1 to S4 E1 E2/E3 E4
E1 E2/E3 E4 E5
E2/E3 E4 E5 E6
E4 E5 E6 E7
E5 E6 E7 E8(GM)
E6 E7 E8(GM) E8(CGM)
E7 E8(GM) E8(CGM) E9
E8(GM) E8(CGM) E9 Director
E8(CGM) E9 Director CMD
E9 Director CMD CMD
Note:
 The Trainee Engineers/Trainee Officers will not initiate PAR’s.
 Initiating officer cannot review the PAR. Accepting officer can review & accept the PAR, in case there is no
reviewing officer at the level indicated above in the table.
 In respect of Heads of HR/F&A divisions of the Projects/Stations/Units/Regional Offices the reports will be
initiated by Head of the Projects/Stations/Units/R.O. and will be accepted by the respective Functional Director
i.e. Director (Personnel) or Director (Finance).
 In respect of the personal staff attached to Chief General Managers, Head of Departments/Directors/Chairman
& Managing Director, Initiating, Reviewing and Accepting officer will be the same.
2. CONDUCT, DISCIPLINE & APPEAL RULES
Every employee of the Company shall at all times

(i) Maintain absolute integrity,
(ii) Maintain devotion to duty, and
(iii) Do nothing what is unbecoming of an employee of the Company and conduct himself at all times in a
manner, which will enhance the reputation of the Company.
NHPC Conduct, Discipline & Appeal Rules shall apply to all employees except workmen as defined in the
provisions of Industrial Employment (Standing Orders) Act, 1946.
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3. GRIEVANCE PROCEDURE
Company has laid down a detailed grievance procedure for all categories of the employees with the sole objective of
speedy redressal of individual grievances.
The scope of this policy is limited to individual grievance in respect of wage payment, increment, transfer, promotion,
lease, working conditions etc. However matters relating to collective bargaining are outside the purview of this
procedure.
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SECTION –X
Separation
1. BENEFITS TO EMPLOYEES ON SUPERANNUATION
A. EMPLOYEES PROVIDENT FUND
► The accumulation on account of Employees and Employers contribution together with interest thereon upto
the date of retirement will be paid.
► On written request of an employee the Trust may retain EPF accumulations upto six months on the prevalent
rate of interest on cessation of employment and allow one or more part withdrawal(s) as applied for.
► Temporary / Refundable advances are permitted for the following purposes:

 Illness / Disability.
 Higher Education.
 Marriages / Funerals / Ceremonies etc.
► Permanent / non-refundable withdrawals are permitted for the following purposes:

 Meeting the cost of post matriculation education of children.
 Marriage.
 Illness in certain cases.
 Purchase of a dwelling house / flat or for construction of a dwelling house including the acquisition of
a suitable site for the purpose.
► 90% withdrawal from PF accumulations is allowed one year before his actual retirement on superannuation.
B. PENSION AS PER PENSION SCHEME 1995
C. PENSION AS PER DPE GUIDELINES
NHPC Ltd. Employees Defined Contribution Superannuation Scheme
NHPC Ltd. Employees Defined Contribution Superannuation Scheme has been framed, as per DPE guidelines for
providing pension benefits to the employees.
5. Eligibility : All Employees.
6. Monthly Contribution : Employer : 30% - Employer Contribution towards PF, Gratuity & REHS of the
Employees Salary (Basic Pay + DA).
Employee : 5% of Employee Salary (Basic Pay + DA).
7. Benefits : Pension benefits in the event of Superannuation, death, pre-mature retirement on

medical grounds, VRS.
8. Pension shall be payable based on the annuity at the time of Superannuation.
D. GRATUITY
► Payable on completion of atleast 5 years of continuous service.

► Gratuity is paid for the Company @ 15 days of Salary i.e. Basic Pay + Dearness Allowance for each completed
year of service or part thereof in excess of six months, subject to a maximum of Rs.20 lacs. 6 months &
above is counted as one year.
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E. EARNED LEAVE ENCASHMENT
► The maximum ceiling of encashment of Entire Earned Leave shall be limited to 300 days, however any
shortfall in the maximum limit of 300 days in earned leave on retirement shall be taken from the balance
portion of HPL, no commutation of HPL shall be allowed.
F.TRAVELLING EXPENSES ON RESETTLEMENT
► Travelling expenses as detailed below are admissible to the employee and members of his family from place of
duty to any other place where he / she may like to settle after retirement.
 Air/Rail fare,
 Cost of transportation of baggage,
 Transfer grant,
 Daily allowance etc., on the same terms as for serving employees on transfer as per T.A. Rules.
G. LEASE ON SUPERANNUATION
► Lease facility is allowed to an Executive on Superannuation for a period of 4 months.
H. RETIRED EMPLOYEES HEALTH SCHEME:
The Scheme shall be applicable to all the eligible retired/deceased employees who retire/die/separated from
the service of the Company and who/spouse and children of deceased employee opt for the membership
under the Scheme within 3 months from the date of Superannuation/Death. The Membership fee is as under:
Category Membership Fee (One time), Rs.

At places where Company’s Hospital Executive Non-Executive
facilities are available 6000/- 3600/-
At places where Company’s Hospital facilities are not 7200/- 6000/-

available.
Benefit: Indoor and Outdoor treatment.
The retired employee and his/ her spouse/spouse and children of the deceased employees will be entitled to
medical attendance and treatment as indoor patient in the / Company’s hospital, if there is no Company
hospital at the place where the beneficiary (ies) settle after retirement, the expenditure incurred on
hospitalization is reimbursable only if the treatment is taken in a government hospital or any approved
hospital. However, if the treatment is taken in any approved hospital, the expenditure shall be reimbursed as
per the entitlement of the employee notified from time to time.
Lifetime medical facility to the mentally or physically totally invalid children of retired/deceased employees
who have 40% or more of one or more disabilities as defined in Section 2(i) of the Persons with Disabilities
(Equal Opportunities, Protection of Rights and Full Participation) Act, 1995 and/or
(b) Dependent children having disabilities as defined in Section 2(j) of National Trust for Welfare of Persons
with Autism, Cerebral Palsy, Mental Retardation and Multiple Disabilities Act, 1999.
The ceiling for reimbursement of expenditure incurred during a financial year in such cases shall be equivalent
to the maximum of the pay scale of a serving employee of equivalent status/rank.
REHS members will also be eligible for medical treatment under direct payment facility on the lines it is
available to the serving employees of the Company.
2. MEMENTO
Employees getting separated on superannuation are eligible for grant of memento to the ceiling of Rs.10000/-.
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3. RESIGNATION:
Employees may leave the service of the Company by submission of proper resignation addressed to appointing
authority by giving notice as per terms and conditions of his employment. The Company reserves the right to with-
hold acceptance of resignation of any employee in case disciplinary proceedings are pending against him or a
decision has been taken by the Authority Competent to issue a charge sheet to him.
4. OPTION TO EMPLOYEES FOR PRE-MATURE RETIREMENT
Option for pre-mature retirement may be allowed to employees who have attained the age of 55 years and put in
atleast 20 years of service or more in NHPC by giving notice in writing to the appointing authority of not less than
3 months or 1 month as the case may be and on acceptance thereof, retire from services of NHPC.
The employees released under this order will be entitled to all benefits as in the case of normal Superannuation
including membership under Retired Employees Health Scheme. However, such employees will be entitled to
benefits of Gratuity as per relevant provisions of payment of Gratuity Act 1972 and Pension as per relevant
provisions of Employees Pension Scheme 1995 under EPF Act and other benefits which are payable under
concerned Acts/enactments/ Rules, as per provisions.
For clarity, detailed rules/manual/orders may be referred to.
Suggestions, if any, may be sent to ashwaniksahu@nhpc.nic.in,
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SECTION –I

Cadre/Group Post Grade Code

3. NORMAL INDUCTION LEVELS

CATEGORY GRADE SCALE(IDA) Rs.

A. Documents to be tendered for acceptance of joining :-

1. Unconditional Acceptance of offer of appointment

B. Documents to be tendered on acceptance of joining :-

Grade Pay Scales w.e.f. 01.01.2017

Employees Appointed/Promoted between Standard Dates of Increment

3. OTHER PERQUISITES & ALLOWANCES

S. Perks & Allowances Maximum % of revised basic pay

S. Perks & Allowances Maximum % of revised basic pay

3 Hostel Subsidy 10%

S. Perks & Allowances Maximum % of revised basic pay

3 Hostel Subsidy 10%

Revised Classification of Cities/Towns* Rates of HRA

3.4 LEASED ACCOMMODATION

3.5 SCHEME OF REIMBURSEMENT OF EXPENDITURE ON LOCAL TRAVEL FOR OFFICIAL PURPOSES

Grade Rate in Rs. Per month

3.6 SNOW SHOES & WINTER JACKETS

4. SPECIAL COMPENSATORY ALLOWANCE TO EMPLOYEES POSTED IN PROJECTS / POWER

Sl.No Category Classification Rate per month

(ii)NORTH EAST ALLOWANCE

E-1 to E-3 1780 1340 890

S.No Status of Accommodation Rate applicable

HOUSE RENT RECOVERY FOR COMPANY’S LEASED ACCOMMODATION (W.E.F.15.05.2018):

Classification of Rate of HRR

X-Class 7.5% of Basic Pay

Supervisors & Workmen:

For Projects / Power Stations

Range of living area (Sq mtrs) Rs. per month

Other than Projects

Grade Rs. Per month, as per classification of cities

6.1 NATURE OF ENTITLEMENT

SI. Pay Scale/ Pay

3. Those in the pay -Actual taxi /hired fare limited to

6. Workmen in grade II Class AC Sleeper Not -Actual bus fare,

7. Workmen drawing 2nd class / 3Tier AC Not -Actual bus fare,

(2) Non-Executive II Class Not -Actual bus fare,

6.2 REIMBURSEMENT OF TRAVEL BY OWN VEHICLE

9 W-5 & W-4 330 260 420 340

6.3(b) Rates of Daily Allowance in respect of Board Level Executives

3 Composite DA Rs.1400/- Rs.1100/-

6.4 LOCAL JOURNEY

The charges for local journey may be reimbursed as under:-

6.5 HOTEL ACCOMMODATION CHARGES

Hotel Charges may be regulated as below:

‘X’ ‘Y’ ‘Z’

10 Executive Trainee 1260/- 990/- 790/-

6.6 Classification of Cities for Hotel Charges / DA

Sl. States Principal Cities (P) Ordinary

14 Maharashtra Greater Mumbai Amravati(M.Corp), Nagpur (UA),

15 Orissa Cuttack (UA), Bhubaneswar (UA)

19 Tamil Nadu Chennai (UA) Salem (UA), Tiruppur (UA), Coimbatore

21 Uttar Pradesh Ghaziabad, Noida Moradabad (M.Corp.) Meerut (UA),

6.7 TRAVEL ON TRANSFER

6.8 TRANSFER GRANT

CATEGORY Amount (Rs)

6.9 Baggage Allowance

S. CATEGORY ENTITLEMENT Rate per k.m for transport by road excluding

6.10 Transfer TA on Retirement/Death

6.11 Entitlement of TA for joining Duty on Fresh Appointment

(a) Employees of both Government (Central/States/PSU/Institutions/ Universities set up by Central / State